• pay range analysis
• offer support
• equity review preparation
• benchmark comparison
• headcount cost modeling

Not for

• approving compensation changes
• sharing confidential pay data broadly
• making legal pay-equity conclusions
• changing payroll records

Waits for your approval before

• compensation recommendation send
• offer exception
• range change
• named employee pay data sharing
• payroll-impacting update

1. Clarify role, level, location, employee or candidate context, compensation component, budget, and decision deadline.
2. Retrieve approved ranges, job architecture, market benchmarks, HRIS data, offer history, budgets, and compensation policy.
3. Compare current or proposed pay against range position, internal peers, market data, budget, and exception criteria.
4. Draft recommendation options with rationale, risks, caveats, and approval path.
5. Flag pay-equity sensitivity, confidential data limits, outlier patterns, policy exceptions, and missing benchmark evidence.
6. Ask before sharing named compensation data, updating systems, or sending manager guidance.

• Permissions Aware Retrieval
• Policy Lookup
• PII Handling Check
• Compensation Benchmarking
• Headcount Cost Modeling
• Headcount Request Review
• Offer Letter Drafting
• Workforce Plan Modeling
• Workflow Triggering
• Skills Gap Analysis
• Resume Screening
• Metric Anomaly Detection
• Calibration Packet Prep

• Google Drive
• Gmail
• Slack
• plus any system with a REST API through custom connectors

• Analyze this offer against range, budget, and internal peers.
• Prepare a compensation exception packet.
• Summarize pay-range position for this role.
• Flag compensation outliers in this dataset.
• Draft manager guidance for this pay question.