One subscription. Your whole merit cycle.
Priced on the number of employees in the cycle — not per manager, not per run, not per module. Try it on your own data before any of this matters.
- SOC 2 compliant
- Your data stays yours
- Launch from a CSV
- Or integrate your HRIS
Choose the band that fits
Essentials
Up to 500 employeesAnnual subscription, billed per cycle
For HR teams running merit without a dedicated compensation analyst. Everything you need to retire the spreadsheets.
- Full merit cycle: configure, allocate, plan, approve
- CSV census upload — live in days, no integration required
- Automated increase recommendations for every employee
- Manager planning workflow with live budget tracking
- Multi-level approvals and audit trail
- Reward statements delivered to employees
- Email support from the team that built it
Growth
500 – 1,500 employeesAnnual subscription, billed per cycle
For organizations where merit has outgrown a folder of spreadsheets and pay gaps are starting to show.
- Everything in Essentials
- Pay-equity gap detection and in-cycle correction
- Budget pools by team, division, or country
- Position-in-range and performance weighting controls
- Guided first-cycle setup with a compensation practitioner
- Optional HRIS integration over SFTP
Enterprise
1,500+ employeesQuoted on headcount and complexity
For compensation and total rewards teams running multi-country cycles across deep manager hierarchies.
- Everything in Growth
- Unlimited budget pools and planner hierarchy depth
- Multi-country rate modeling
- Full HRIS integration and data mapping support
- Compensation consulting engagements available
- Named support contact
The Honest Comparison
What you are really comparing against
If you are weighing HyperEquity against the advanced compensation module in your HRIS, compare the whole cost of each, not the license line. The module gives you workflow. In most organizations it does not give you budget modeling or pay-equity correction, which is why teams export to Excel mid-cycle and load the answers back in.
So the real comparison is: module license plus two to three weeks of a compensation professional's time, versus HyperEquity doing the modeling in the tool. That is before you price the cost of a pay gap you did not catch.
And if you are comparing against a spreadsheet, the license cost is zero and the real cost is the three weeks, the reconciliation errors, and the increases you cannot justify when someone asks. We wrote that comparison out in full.
Included Everywhere
No asterisks
Questions
Pricing, answered
One annual subscription based on the number of employees in your merit cycle. It covers the whole cycle — configuration, allocation, manager planning, approvals, and reward statements — rather than charging per manager seat or per run.
Not on the CSV path. You export a census, we load it together on a call, and you are running. A full HRIS integration is a larger piece of work and is quoted separately if you want one.
HyperEquity is typically comparable in cost or cheaper than adding an advanced compensation module to Workday, UKG, or ADP — and it does the budget modeling and pay-equity work those modules push back into Excel. The honest comparison is not license to license, it is license plus the weeks of spreadsheet work the module still requires.
No. Every manager who needs to plan gets access. Charging per planner would penalize exactly the organizations that need the tool most — the ones with a lot of managers.
Yes. The free trial runs your own census through the engine and shows detailed recommendations for up to 10 employees. No credit card, and it does not convert to a paid plan on its own.
Most organizations do — about 95%, and roughly 70% of those run it in Q1. The subscription is built around that reality: you are buying a cycle, not a seat you leave idle for ten months.