Merit Cycle Automation Software That Replaces Spreadsheets
Stop rebuilding the same spreadsheet. Run your next merit cycle in HyperEquity.
Load your employee data, get policy-driven recommendations for every person, close unexplained pay gaps, and keep every manager on budget—from one guided workflow.
Start with your own data. No credit card. Live from a CSV in 5 days.
When the video ends, request a walkthrough built around your next merit cycle.
- SOC 2 compliant
- Your data stays yours
- Launch from a CSV
- Or integrate your HRIS
The Problem
You already know this screen.
The spreadsheets compensation teams use today, side by side with the HyperEquity workflow that replaces them.
Edit lookup tables, repair formulas, and test whether the budget still balances.
Adjust performance and position-in-range priorities while HyperEquity recalculates every recommendation to the dollar.
Product screens shown with sample data. No employee information is real.
Where You Are
Two very different jobs, one engine
What HyperEquity is worth to you depends entirely on whether compensation is somebody's whole job at your organization.
No compensation team
You run merit yourself, on top of everything else HR owns.
- Merit lives in a folder of spreadsheets you rebuild every year
- Nobody on staff does compensation full time
- You need this off your plate before Q1, not a nine-month rollout
Dedicated compensation team
You own compensation as a discipline, and the model is the job.
- Your HRIS merit module still forces you out into spreadsheets
- You have pay gaps you cannot fully explain or defend
- Budgets split by country, division, and manager tier
How it Works
No spreadsheets. No guesswork.
Replace spreadsheets, manual calculations, and back-and-forth with a single workflow that keeps every manager aligned and on budget.
Configure Your Cycle
Define proration rules, budget pools, performance ratings, and manager permissions all in one simple place.
Generate Recommendations
Smart, policy-driven increases calculated per employee based on performance, position in range, and your configuration rules.
Manager Review & Input
Guided planner workflow with live budget tracking and inline policy warnings.
Approve & Deliver
Multi-level approvals, full audit trail, and branded reward statements delivered directly to employees.
Merit Process Software
Take Control of Your Compensation Strategy
HyperEquity empowers your organization to put your compensation philosophy into action with a seamless, accurate workflow.
Seamless Pay Cycle Configurations
Set up your pay cycle configurations effortlessly by defining proration rules, planner preferences, and consistent settings across your team.
- Easily configure your pay cycles with just a few clicks
- Define proration rules to ensure accurate pay distributions
- Set planner preferences for smooth, personalized adjustments
Budgeting with Purpose
Effortlessly set your budget, whether you need a simple company-wide amount or a separate pool for every country and division.
- Set your company budget in seconds with minimal input
- Give India 14% and the US 3.5% — each pool allocates on its own
- Confidently allocate resources where they are needed most
Performance
| Position In Range | |||
|---|---|---|---|
| 0.00% | 0.00% | 0.00% | |
| 0.00% | 0.00% | 0.00% | |
| 0.00% | 0.00% | 0.00% | |
| 0.00% | 0.00% | 0.00% | |
Calculated Compensation Matrix
Our intuitive system delivers precise, automated pay increase recommendations that align with your budget and philosophy.
- Leverage your budget with unmatched accuracy
- Set performance and position priorities with a few clicks
- Get automated merit increases without manual calculations
Empower Your Leaders
Give your leaders the tools they need to make data-driven decisions that align with your company philosophy.
- Access real-time data on pay increases and employee performance
- Receive timely warnings and error notifications to avoid miscalculations
- Ensure compensation decisions are aligned with budget and goals
Timing
If you run merit in Q1, the decision is now
About 70% of organizations run their merit cycle in Q1, and configuration starts in November or December. A tool you choose in February is a tool you use next year.
The good news is that the CSV path is short. If your data is in reasonable shape you can be loaded and running in 5 days, which means a decision as late as December still lands you inside this cycle.
Our Services
Software + expertise to transform compensation
Compensation Planning Software
Consulting Services
Questions
Merit cycle software, answered
Merit cycle automation software runs the annual pay increase process end to end: it takes a compensation budget, allocates it down through the organization, calculates a recommended increase for every employee based on performance and position in range, routes those recommendations to managers for review, and captures approvals with an audit trail — without anyone building a spreadsheet.
Those modules handle workflow but stop short of the maths. In practice teams export to Excel to model budgets and correct pay gaps, then load the results back in. HyperEquity does the allocation and the pay-equity correction inside the tool, so there is no round trip. It is typically comparable in cost or cheaper than buying the module, and far quicker to configure.
You do not need an integration to start. Export a census from your HRIS as a CSV and most organizations are live in 5 days — our fastest was 24 hours with clean data. A full HRIS integration over SFTP takes 4–5 weeks and can happen later.
Organizations from roughly 300 to 5,000 employees running an annual merit cycle. Below about 1,000 employees there is usually no dedicated compensation team and HyperEquity is bought for convenience. Above that, a compensation or total rewards team buys it for the pay-equity and budget-allocation engine.
Yes — it is the core of the product. HyperEquity identifies unexplained pay gaps between employees in the same job with comparable tenure and performance, and closes them through the merit cycle itself rather than as a separate remediation project.
Yes. You can set separate budgets by country, division, or team — 14% for India and 3.5% for the US, for example — and each pool is allocated to employees according to performance and range position, to the dollar.
About 70% of organizations run their merit cycle in Q1, with configuration starting in November or December. If your cycle opens in January, the practical deadline to have a new tool chosen and loaded is the end of the preceding year.
More in the complete guide to running a merit cycle.