Category
Salary Guides
Rating
4.6/5 (32 Reviews)
Availability
HQ
Denver, United States
Pricing
Custom
Free tier
No
Best for
Capabilities
What is OpenComp?
OpenComp is compensation decision software for building salary ranges, running merit cycles and planning headcount against budget. Its benchmarks are crowd-sourced in real time from the connected HRIS systems of its customers rather than periodic surveys, so the ranges reflect pay actually being paid, though depth varies with how many customers in a segment take part.
What are OpenComp's key features?
Salary range building sets structured compensation bands tied to market benchmarks.
Market benchmarking draws on crowd-sourced compensation data from customer HRIS systems.
Merit cycle management runs compensation review workflows across the organisation.
Headcount planning connects compensation modelling to workforce growth scenarios.
Compliance and pay equity reporting surfaces disparities and supports audit requirements.
How do in-house recruiting teams use OpenComp?
- A people team prices a net-new role before the requisition is approved, so the budget is realistic from the start.
- A merit cycle opens and managers pull current market data to calibrate increases against what the role pays externally.
- A finance team models headcount cost for the next quarter using live comp data before headcount is locked.
Who is OpenComp best for?
- Employers building salary ranges and running merit cycles on connected HRIS data
- Dedicated comp teams, not recruiting teams or staffing agencies
- Benchmark quality depends on customers connecting their HRIS, so coverage varies by segment
What are OpenComp's pros and cons?
Pros
- Salary ranges, benchmarks, merit cycles and headcount planning sit in one platform.
- Merit cycle workflows run beside the benchmarks, so ranges and reviews stay aligned.
- Data is crowd-sourced from connected HRIS systems, so benchmarks reflect pay actually being paid.
- Headcount planning ties compensation decisions to hiring forecasts rather than treating them separately.
Cons
- Benchmark depth depends on how many customers connect their HRIS, so thin segments stay thin.
- It is built for in-house compensation teams, not for agencies quoting ranges on a client brief.
- It covers compensation operations broadly, so teams that only want a benchmark buy more than they use.
What are people saying about OpenComp?
Small people teams describe standing up salary ranges in weeks rather than building them from scratch, with one two-person team saying it gave them the reach of a much larger HR department. Several use the job-family levelling in promotion conversations, and one connected it to Paylocity so ranges update without manual work. The consistent limitation is thin data on specialised roles, and more than one reviewer wanted filtering by company size or industry, without which ranges skew high for smaller organisations. One reviewer found benchmarks that did not match live postings and stopped trusting the data.
Consolidated from 32 reviews across G2 · Updated August 5, 2026
How does OpenComp compare to alternatives?
| Feature | OpenComp | Pave | Pequity | Ravio |
|---|---|---|---|---|
| Category | Salary Guides | Salary Guides | Salary Guides | Salary Guides |
| AI-first | ||||
| API | ||||
| MCP | ||||
| GDPR | ||||
| Best for | In-House | In-House | In-House | In-House |
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Frequently asked questions about OpenComp
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