Merit season, without the spreadsheets or the specialist.
You own hiring, benefits, compliance, employee relations — and once a year, the merit cycle. HyperEquity takes that last one off your plate entirely.
- SOC 2 compliant
- Your data stays yours
- Launch from a CSV
- Or integrate your HRIS
Sound Familiar
Twenty-five spreadsheets, one afternoon, no margin for error
At a few hundred employees merit is technically doable in Excel. That is exactly what makes it dangerous — it is doable right up until it isn't.
Every manager gets a tab. Every tab gets emailed out, edited, and emailed back. Somewhere in the reconciliation a formula breaks, two people in the same job end up hundreds of dollars apart for no reason anyone can articulate, and the total comes in over budget by an amount you have to explain to finance.
None of that is a competence problem. It is what happens when a process that needs a system is run in a tool that was never meant to be one.
| Employee | Rating | Salary | Incr. |
|---|---|---|---|
| A. Rivera | Exceeds | $92,400 | 4.0% |
| J. ChenSame role, half the increase | Exceeds | $91,800 | 2.0% |
| M. OkaforBroken formula | Meets | $78,200 | #REF! |
| S. PatelOverpaid, still raised | Below | $84,000 | 3.5% |
| Employee | Rating | Why | Incr. |
|---|---|---|---|
| A. Rivera | Exceeds | Top performer, below midpoint | 5.8% |
| J. Chen | Exceeds | Gap to A. Rivera closed | 5.8% |
| M. Okafor | Meets | On policy | 3.1% |
| S. Patel | Below | Above range, no increase | 0.0% |
What Changes
What you actually get back
One upload replaces every spreadsheet
The maths is not your problem any more
Managers get guided, not emailed
Days, not a quarter
Getting Started
From CSV to recommendations
Export a census
Employee, job, salary, performance rating, time in role. Every HRIS produces this. It is one report.
Upload it on a call with us
We do the first load together so nothing goes sideways. Under an hour, usually much less.
Set your budget
One company-wide number, or separate pools by team. HyperEquity allocates it down to the individual.
Open it to managers
They review recommendations, adjust within guardrails, and submit. You watch the budget in real time.
Larger organization with a dedicated comp team? Start here instead.
Questions
What smaller HR teams ask us
No — it is squarely the size HyperEquity is built for. At 400 employees you likely have around 25 managers, which means around 25 spreadsheets to build, distribute, chase, and reconcile every year. That is the work HyperEquity removes.
That is the point. HyperEquity encodes the compensation logic so you do not have to. You set the budget and a few rules; the system produces defensible recommendations and shows managers why each one is what it is.
Export a census from your HRIS as a CSV and upload it. No IT project, no integration. Most organizations are live in 5 days; our fastest was 24 hours with clean data.
Common, and not a problem. On the setup call we go through the file with you and fix the columns that need fixing. The five-day figure already assumes some cleanup.
Yes. HyperEquity sits alongside Workday, UKG, ADP, Paylocity, BambooHR or anything else. You export a census in, and push approved increases back out. Nothing about your HRIS has to change.