Comparity is a digital-native, AI-agentic compensation product. It converges a global view of pay into one referenceable, retraceable number your Board can defend — with a single agent that benchmarks, validates and builds the board-ready pack. One transparent number your Board stands for.
Comparity AI — agentic AI that delivers compensation — runs benchmarking, validation and the board pack end to end.
Every number traces back to its source — reference it, re-run it, defend it, with a full audit trail.
Balance a great company and a great stock — with pay practices and targets you can show any stakeholder.
Comparity AI runs the whole journey end to end — from the REMCO charter to a validated, referenceable number the Board can defend.
Start where governance starts — the Comparity AI drafts a best-in-class Remuneration Committee charter: mandate, scope, independence and decision rights.
TruWorth converges a global view of compensation into a first, unbiased read of executive worth — across every market at once, instantly.
AI algorithmic validation stress-tests every figure into Truth — a validated, governed worth resolved across regions. One philosophy, many markets.
Custom benchmarking — benchmark each executive against a handpicked peer set the Board chooses, applied where the governance case requires it.
Comparity AI manages the whole architecture — cutting exponentially through the execution time, every number referenceable and retraceable.
Comparity converges four sources into one referenceable, retraceable view of pay — live, global, and never just an annual survey.
Four sources · converged in parallel — not a sequence
Our verified agentic AI pay data engine — collates and refreshes data as it lands rather than gathered once a year. Every figure referenceable and retraceable to source — the kind of detail an annual survey panel doesn't capture.
Signal drawn from job listings across the market — postings, ranges and role scope that reveal where pay is moving before a survey catches up. Includes proxy data from firms like ISS, Glass Lewis, IiAS and SES.
Regular, custom surveys conducted by CompIQ.ai directly in the market — purpose-built questions, not a recycled annual panel.
Benchmarked against the survey houses — Aon, Mercer, Deloitte — the same market they sell, sourced first-party and verified rather than licensed from a third-party panel, so Comparity's view stays checked against the market without inheriting its lag.
Every benchmark is k-anonymous — built from 30+ verified profiles, never an individual. The Board gets a live, defensible, retraceable market view; the people behind the data stay private.
From the philosophy the Board sets to the calendar it runs on — Comparity covers the full remit of a modern Remuneration Committee.
Establish a philosophy explicitly aligned with the performance objectives of the Board and the REMCO — so every pay decision traces back to strategy.
Identify and justify the definitive list of executives that should fall under the remit of the Remuneration Committee.
Define the REMCO charter in line with leading global governance standards — mandate, scope, independence and decision rights.
Define the long-term and short-term vehicles and the full plan design that turn philosophy into pay.
Recommend — alongside the REMCO Chair — the CEO pay philosophy, compensation design and reporting approach.
Pay benchmarking delivered in the most efficient manner and to a clear, time-bound schedule.
Set up the full calendar of Committee events and decisions for the next three years — governance on a plan, not a scramble.
Because Comparity AI runs the workflow, it turns work that used to take a team of consultants — or simply never got done — into a few minutes.
Weeks of consultant time, a stack of surveys and a board deck assembled by hand — and it's still hard to defend when the say-on-pay vote comes.
An agentic small-language model assembles the full case — validated worth, market position, scenarios and a draft disclosure narrative — into a board pack in minutes, every figure traceable.
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In most organizations, compensation planning is a long, much-debated process — as it should be. But that same rigour makes it easy to lose the thread of what was actually decided, leaving decisions effectively memoryless.
Point Comparity AI at the recording; it transcribes, structures and returns the minutes, decision log and follow-up actions automatically — governance-grade, the same day.
An annual survey is out of date the day it lands; pay anomalies and say-on-pay risk surface only when it's already too late to act on them.
Comparity AI re-runs benchmarks continuously as fresh verified data lands and flags pay anomalies, retention risk and say-on-pay exposure before the next meeting.
Why a decision was made lives in someone's inbox or a director's memory, not the record. When people move on, so does the reasoning — with static, difficult to retrieve records the next Committee starts from a blank page.
Comparity AI's data ingestion engine creates a living, referenceable record of every pay decision and the reasoning behind it — so the Committee can retrieve exactly what was decided, and why, years later.
Targets often chase what's easy to measure, not what actually drives the business. A CEO doesn't fully control the share price, so incentive pay can swing on market forces no one in the room can influence — and today's pay-for-performance ratios rarely reveal whether targets are actually balanced.
Comparity AI helps the Board set STI and LTI targets that balance company performance against share price — bringing transparent pay practices to the goal every Board shares: a great company and a great stock.
We benchmarked Comparity against the executive-compensation practices of Aon / Radford, FW Cook, Mercer and Deloitte. It covers the full union of what they do — with the whole workflow run end to end by Comparity AI.
| Capability | Aon / Radford | FW Cook | Mercer | Deloitte | Comparity |
|---|---|---|---|---|---|
| Compensation philosophy | ✓ | ✓ | ✓ | ✓ | ✓ |
| Executive & CEO benchmarking | ✓ | ✓ | ✓ | ✓ | ✓ |
| Short- & long-term incentive design | ✓ | ✓ | ✓ | ✓ | ✓ |
| REMCO / committee governance & charter | ✓ | ✓ | ✓ | ✓ | ✓ |
| Pay-for-performance & disclosure | ✓ | ✓ | ✓ | ✓ | ✓ |
| Multi-regional market data | ✓ | – | ✓ | ✓ | ✓ |
| Peer-group construction | ✓ | ✓ | ✓ | ✓ | ✓ |
| Proprietary compensation database | ✓ | ✓ | ✓ | – | ✓ |
| AI-agentic, end-to-end workflow | – | – | – | – | ✓ |
| Retraceability of past decisions enabled via Institutional memory | – | – | – | – | ✓ |
Coverage reflects each firm's publicly described executive-compensation practice. Comparity is the only offering built AI-agentic, end to end.
Beyond standard cohorts, benchmark each executive against the specific companies your Board considers true comparators — a peer set you choose, matched and refreshed by Comparity AI.
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Comparity stands up the full cadence of Committee decisions — so the Board runs to a plan, and no meeting starts from a blank page.
Book a Comparity working session with your REMCO Chair. We'll run a live TruWorth on a handful of your executive roles — and show you the governance case behind every figure.
Book a working session