How much is a job actually worth? 🤔 Get job classification wrong, and every pay equity analysis built on top of it inherits the same blind spots. Most organizations land on one of three approaches to answer that question: 📌 Specific job roles — map every job into a defined role and family. Simple in concept, but scoping it right (not too narrow, not too broad) takes real insider knowledge. 📌 Key variables — score jobs against a handful of factors like skill and responsibility. Lighter to run, great for smaller orgs, but trades away some precision. 📌 Point evaluation — the most granular method, weighting components like knowledge, skills, and responsibility to build a total job value. There's no universal right answer — just the simplest approach that still fits your structure. And whichever one you pick, it will become the foundation for defining categories of workers under the EU Pay Transparency Directive. Read more about each method, link in comments! #PayEquity #PayTransparency #JobArchitecture #JobClassification #HR
About us
beqom is a high-growth B2B SaaS company powered by Intentional AI that provides industry-leading tools for pay equity and transparency, compensation, and performance management. Trusted by some of the world’s most respected companies, beqom enables HR and business leaders to navigate global compliance and make smarter pay decisions that attract, retain, and motivate top talent. Founded in Switzerland and serving clients worldwide, our enterprise-ready products deliver explainable, compliant and trusted pay recommendations.
- Website
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https://www.beqom.com/
External link for beqom
- Industry
- Software Development
- Company size
- 201-500 employees
- Headquarters
- Nyon, Vaud
- Type
- Privately Held
- Founded
- 2009
- Specialties
- Sales Performance Management, Incentive Compensation, Bonus management, HR performance & reward, EPM, Incentive Compensation, Deferred Compensation, Salary Review, Sales Incentives, Total Compensation, Cloud solution, and Continuous Performance Management
Locations
Employees at beqom
Updates
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3 countries & 3 very different stages of the EU Pay Transparency Directive journey. 🚅 This week's #CupofCompliance covers Czechia's bill heading to Parliament, a missed deadline in Italy, and the Netherlands' ever-growing legislative package. Get our fresh brew below! ☕ #PayTransparency #EUPayTransparencyDirective #PayEquity #beqom
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Summer break didn't slow things down. 🇪🇺 While we were on holiday, the EU Pay Transparency Directive transposition kept moving — Greece fully transposed the Directive, Estonia and Lithuania pushed through key implementing rules, and Spain and Portugal published drafts for consultation. And with Article 9 reporting on the horizon for mid-2027, the next major milestone is closer than most organizations realize. Join our fireside chat with Lara W. (Pay Equity & Transparency Consultant) and Hayley Bakker (Head of Customer Experience & Enablement) at beqom for a candid conversation on: 🔹 What's changed across Europe over the summer. 🔹 How member states are diverging in their approach to transposition. 🔹 How to get ahead of Article 9 reporting. 🔹 What Article 7 (the Right to Information) looks like on a day-to-day basis. 📅 Tuesday 6th October | 10am ET / 4pm CET Don't miss out! Register here: https://hubs.li/Q04x6zRc0 #PayTransparency #PayEquity #HR #EUDirective
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Would you trust a compensation system that gives a different answer to the same question? 😰 That's the risk with open-ended AI applied to pay decisions. As beqom's latest article on Controllable AI puts it: ask a general-purpose model to calculate an incentive payout twice, and you may not get the same answer. 🚩 In compensation, that's a liability waiting to surface at an audit, board review, or employee meeting. Controllable AI ensures the same inputs, same rules, and same answer, every time — and a clear record of why. Read the full article to learn more about controllable AI. Link in the comments!👇 #IntentionalAI #ControllableAI #Compensation #PayManagement #beqom
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Greece formally transposed the #EUPayTransparencyDirective earlier this summer. But as with every member state, the local nuances are where it gets interesting. 💡 ☕ This week’s #CupofCompliance breaks down Greece’s staged implementation timeline, unique first reporting reference period, and provisions that go beyond the Directive itself. Core employer obligations kick in on November 1st. Here’s what you need to know before then. 👇 #PayTransparency #PayEquity #beqom
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🎙️ In the latest episode of The Modern People Leader Podcast, beqom's Clare Bonham (CPO) and Sébastien Baehni (CTO) share their take on how the use of AI looks like in compensation. Listen to the full conversation to get all their insights: https://hubs.li/Q04wBPrb0 #IntentionalAI #Compensation #HR #beqom
"LLMs are built to be plausible. Comp needs to be correct." That's just one 🔥 line from our conversation with Sébastien Baehni and Clare Bonham. They run product and engineering at beqom, which means they build the software used to decide what you get paid. Here were the highlights from our chat: 1. Never let the LLM touch the arithmetic. Sébastien's stack has three layers and they don't get to touch each other. Rule-based logic at the bottom - eligibility, floors, country rules. Statistical modeling on top of that. LLM on top of that, for advisory only. The moment the language model starts doing math, you drift. That's not a preference, it's the architecture. 2. There are three kinds of AI in comp and most people only know about one. The fancy one - LLMs - explains policy in plain English and tells you what a compa-ratio is. The second is statistical modeling: it takes everything you have - pay history, range position, performance, tenure - and suggests a raise. That one learns from your history and your biases, so it needs supervision. The third is rule-based logic, which got called AI decades ago and is now the boring one. It's also the one that passes the audit. 3. Intentional AI = explainable + collaborative + controllable. You need all three or you have none. Explainable without controllable means you can audit a decision but you can never authorize it. Collaborative without explainable means a human signed off on something they can't inspect. Miss one and you don't have intentional AI, you have good intentions. 4. Would you want the autopilot to land the plane by itself? That was Sébastien's answer to how much of a comp decision an agent should own. You want every piece of electronics on that plane. You still want a pilot. 5. Comp is an iceberg. Managers own the decision. They don't own the envelope. Clare's framing: The budget, the country rules, the calibration that happened underneath - none of that is the manager's call. The judgment on top of it is. What breaks credibility is blurring the line in either direction: "this is what I was told to tell you" on one side, taking full accountability for everything on the other. 6. Explainable isn't just auditability. It's repeatability. Someone asks why they landed where they landed, and you can walk back through it. Which statistical model set the range. Which rules made them eligible. And if you ask the same question again, you get the same answer. It's a black box you can open, not one you're praying about. 7. Comp needs to start designing for the IC track. If the layer of managers running teams of 10 and 20 and 40 thins out, and individual contributors get more powerful, the career ladder you're paying against changes shape. They wouldn't be surprised if that's where comp has to focus. Go listen to the full episode wherever you get your podcasts. #hr #podcast #humanresources #compensation
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Getting pay communication right builds trust. Getting it wrong costs you top talent. 🔍 Review cycles, promotion rounds, and pay transparency laws all put your managers on the spot. Without the right preparation, those conversations get harder than they need to be. 📖 Our new guide, "The HR Leader's Guide to Pay Communication," gets your managers ready for both sides of every pay conversation. 💵 Part 1 covers what managers initiate: delivering increases, bonuses, and promotion decisions. 🔍 Part 2 covers what employees initiate: pay transparency questions, peer comparisons, outside offers, and more. Swipe below for 5 dos and don'ts to keep in mind for pay conversations. ✅ ❌ Get the full guide (link in comments 👇) to get 16 real scenarios and 16 ready-to-use scripts. #PayTransparency #Compensation #HR #beqom
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The best-performing companies don't wait for review season to talk about performance. ✍️ They make feedback and goal-setting part of the daily rhythm of work, not an annual event. In practice, that means: 👉 Goals evolve as priorities shift (so they never become outdated). 👉 Feedback is delivered in real time when it matters most. 👉 Comp decisions stop being an annual surprise and start reflecting clear, ongoing alignment. The shift is simple but powerful. When performance and feedback live in the daily flow of work, pay-for-performance stops being theoretical and starts being real. 🔍 Read more about driving performance in the daily flow of work on our blog: https://hubs.li/Q04w4S890 #PerformanceManagement #Compensation #Feedback #PayForPerformance #beqom
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In order to comply with the EU Pay Transparency Directive, you need to group your employees into categories of workers. 🇪🇺 To get it right, HR teams need to go beyond understanding how the Directive defines this concept, and must account for local deviations and internal job architecture. In our recent blog, we break down: ✅ How to navigate the key challenges of defining worker categories (and best practices to solve them). ✅ Where collective labour agreements (CLAs) fit in. ✅ Where local transposition adds its own twist (we look at Italy, Czechia, and France). 📖 Read the full article through the link in our comments. #EUPayTransparencyDirective #CategoriesOfWorkers #PayTransparency #PayEquity
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In this week’s #CupofCompliance ☕️, we unpack three major regulatory shifts as we head into the September sprint: 🇮🇸 Iceland: The country is transitioning from equal pay certification to a pay gap reporting model. 🇪🇺 EU Pay Transparency Directive: The EU Commission has published new resources clarifying the Directive's implementation. 🇺🇸 United States: The DOL-OFCCP rescinds regulations ending federal contractor AAP requirements — even as US state-level transparency laws continue to expand. Read the full issue below. #PayTransparency #EUPayTransparencyDirective #PayEquity #beqom
