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Who earns

how much —
and why?

Modern remuneration

Agile and non-discriminatory remuneration models that grow with the company

SAVE UP TO 75%

In consulting costs compared to conventional solutions

Optimized compensation models with just a few clicks

KNOWLEDGE APPLIED IN PRACTICE

Optimized job evaluation for the deployment of people in different positions, roles and teams

NO EXTERNAL INTERFACES

Security and independence through an independent all-in-one solution

Developed by salary specialists

“In my 20-year career, the corporate world has made a giant leap. Unfortunately, in many companies, payment is still based on outdated remuneration systems. That's understandable - up until now job evaluation was just too complex. There were only two options: complicated tools or expensive consultants. Time to get the job evaluation to where it belongs: in an intuitively usable software solution that can you up to 75% compared with similar consulting services."

Dr. Viktor Beyfuß

Founder of easygrading

The HR tool that incentivizes responsibility

easygrading evaluates each position according to its relevance to the company’s success. How much responsibility does a role have? How important are their decisions? What level of skills is required?

The most varied of roles can be compared: field worker and accountant, boss and social media manager. From now on you can give clear reasons for every wage decision – internally and externally.

Knowledge

Solutions solving

Decisions

Responsibility

Impacts

Im Einklang mit der EU-Entgelttransparenzrichtlinie – ohne Systembruch

Die EU-Richtlinie 2023/970 verlangt eine Bewertung von Stellen anhand objektiver, geschlechtsneutraler Kriterien entlang vier zentraler Dimensionen (Art. 4 Abs. 4): Kompetenzen, Belastungen, Verantwortung und Arbeitsbedingungen. easygrading deckt diese vier Dimensionen im etablierten 5-Kriterien-Modell ab – ergänzt um ein eigenständiges, rollenbezogenes Zusatzmodul für Arbeitsbedingungen.

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Kompetenzen

Art. 4 Abs. 4

↓

Abgedeckt durch

Kenntnisse & Fähigkeiten KF

⚖️

Belastungen

Art. 4 Abs. 4

↓

Abgedeckt durch

Problemlösung PL
Verantwortung V

🧭

Verantwortung

Art. 4 Abs. 4

↓

Abgedeckt durch

Entscheidung E
Verantwortung V
Auswirkung A

🌍

Arbeitsbedingungen

Art. 4 Abs. 4

↓

Abgedeckt durch

Eigenständiges Zusatzmodul
(AB-1 / AB-2)

Ihr Vorteil: Ein konsistentes Kriterienraster mit 28 Grade-Stufen – ergänzt um ein gezieltes Arbeitsbedingungen-Modul, statt eines kompletten Systemwechsels.

Wie das Zusatzmodul für Arbeitsbedingungen genau funktioniert und wie sich einzelne Grade-Stufen inhaltlich begründen lassen, erklären wir im Detail auf unserer Methodik-Seite. Vollständige Methodik ansehen

Easy 3 steps to the new remuneration system

Answering questions

You fill out the information about the company, current wages, and the vacancies.

Rate jobs

The software assigns a band and a class to each position - depending on the degree of responsibility.

Adapt salary

Employees who are below their pay grade deserve a raise.