EU Pay Transparency compliance in 4 weeks, not 12 months.

The 2026 directive hits hard. Ikigai builds an auditable job architecture from interview data and flags pay equity issues automatically — replacing 150K+ consulting projects.

Mercer and Korn Ferry quote six figures and a year of interviews to produce a job architecture that is out of date on delivery. Pay equity analyses are one-off PDFs.

Ikigai derives functions and grades directly from what people do, explains every placement in plain language and keeps the architecture alive as roles change.

Auditable grading in weeks
Automatic pay equity flags
Defensible in front of regulators

A job architecture derived from reality.

From interview to grade, transparently.

How it works

Interview. AI captures scope, impact and complexity of every role from employees and managers.
Cluster. Roles group into functions and levels automatically.
Grade. Each placement has a traceable rationale an auditor can read.
Monitor. Pay equity dashboards flag gaps by gender, tenure and grade.

Benefits

4 weeks to a defensible architecture vs. 12 months of consulting
Every grade comes with evidence, not opinion
Continuous compliance as roles evolve
No vendor lock-in on a static taxonomy

What this means for you

You meet the directive without a consultant army. When a regulator asks why someone sits in grade 12, the answer is one click away — and the same for the person next door.