Own a structure worth showing.

Job levels and pay ranges for companies whose structure grew one hire at a time.

See how it works

Pay shouldn’t be the conversation anyone dreads.

Someone will ask why they make what they make. You’ll have the answer. It usually starts one of four ways.

  • A pay-posting or pay-data reporting law reached your business.You get ranges ready to post and pay data that holds up in a government filing.
  • An employee saw a posted range above their pay, and you couldn’t say why.You get a level for every job and a range for every level, with the reasons written down.
  • Your structure was informal, or it was formal and the company outgrew it.You get families and levels that fit the company you run today.
  • Comp is one of your hats, and the other hats always win.Whether HR is your whole job or one line of it, the structure runs on the time you actually have.

Our Services

However it started, the answer is levels, ranges, or both.

Job Architecture

Every job in a level, and each level’s meaning written down.

For titles that grew one hire at a time, where nobody can say what separates the levels. You get families and levels, every job placed, a map from your current titles to the new levels, and the rules for titling and promotion. It holds up when someone asks why one job sits above another, and through the next reorganization.

Pay Structures

A range on every level, built around how you already run compensation.

For ranges set deal by deal, or drifting since anyone last looked. You hand over your records, and a survey if you hold one. You get back a range for every level, each person’s place in it, compression named before a new offer exposes it, and ranges ready to post where the law asks. The files are yours.

Not sure which you need? Tell us what you have and we’ll say which fits.

How we work

Every engagement runs the same four steps. You see the whole shape before anything starts.

  1. Intake

    You send a list of your people, your current ranges if you have any, and a survey if you hold one. One person on your side answers our questions.

  2. Levels

    Every job goes into a family and a level. Your current titles map to the new ones, and what separates each level is written down.

  3. Ranges

    A range on every level, built from your numbers. Each person placed in it, and compression named before a new offer exposes it.

  4. Handoff

    You get the files, the rules, and a walkthrough. From then on it runs on the time you have, and the structures are yours.

Our experience spans
  • Insurance
  • Banking
  • Wealth management
and the HR, finance, technology and operations teams behind them

What it costs

One rate per person at your company, with a floor and a ceiling. Fixed before work starts, held for two years.

  1. Job Architecture

    Families and levels, every job placed, a title map and the rules.

    $30 per person

    Never under $4,000 or over $20,000

    Starting at $4,000

  2. Pay Structures

    A range on every level, each person placed, compression named. Includes market pricing against the survey you hold.

    $25 per person

    Never under $3,500 or over $16,000

    Starting at $3,500

  3. Full Structure

    Job Architecture and Pay Structures, built together. The sum of the two.

    $55 per person

    Never under $7,500 or over $36,000

    Starting at $7,500

Your fee is your headcount times the rate, kept between the floor and the ceiling. You can work it out before you write to us.

  • You choose the scope: which families, levels and departments. It doesn’t change the price.
  • Half on signing, half on delivery.
  • No tiers, no add-ons, no discounts.

Tell us where your structure stands

Send three things: your headcount, whether your jobs are already leveled, and whether you hold a salary survey.

Email us ask@signaloquy.com

Resources

Tools

Pay transparency by state and city: who must post a range, who must give one on request, and since when. Dated, every row sourced. Not legal advice.

Guides

Plain guides to leveling, ranges and the posting laws, for the person who runs HR beside another job.

FAQ

How long does it take?
It depends on what you already have. A survey in hand and levels already defined make for a short engagement; a structure built from titles alone takes longer. Either way, we agree on the timeline with you before work starts.
Do we need job architecture before pay structures?
Ranges need levels to sit on. If your jobs aren’t leveled yet, the levels come first. If they are, we go straight to ranges.
Do you sell market data?
Not today. We don’t license a salary survey, resell one, or hold data of our own. We bring the structure, not the data: the numbers are yours, from a survey you hold or one you buy. If you hold none, the levels are built first and the ranges follow once you have numbers.
Our HR system has a compensation module. Why do we need this?
A compensation module stores ranges and runs review cycles. It doesn’t decide which jobs belong at which level or where each range should sit. We build the structure; your system can hold it afterward.
Will this make us compliant with pay transparency laws?
It gets you ready: a range for every job you post, and pay data organized the way reporting rules ask for it. Whether a law applies to you, and how, is a question for your counsel. We don’t give legal advice.
What do you need from us?
A list of your people, from your HR system or a spreadsheet: each person’s title, pay, and where they work. Your current pay ranges if you have any, and a salary survey if you have one. And one person who can answer our questions.
Who decides what anyone is paid?
You do. A person at your company makes every pay decision. The structure gives them the reason and the record.
What do we have at the end?
Your levels, your ranges, the title map, the rules for titling and promotion, and each person’s place in their range, in files you own and can edit. Nothing lives in a tool you have to keep paying for.