The operating system for public sector compensation.

Only 22% of public agencies trust the pay data behind their hiring decisions. TrueComp Intelligence is built for the other 78% — continuous, AI-powered compensation intelligence, purpose-built for government.

FREE ASSESSMENT

Not ready for a demo? Start with your score.

Take the 4-minute Compensation Intelligence Scorecard and see exactly where your pay structure is exposed — compression, equity, and market risk — with a personalized score out of 30 and your recommended next step.

THE PROBLEM WE SOLVE

Existing tools tell you what happened yesterday.

TrueComp Intelligence tells you where you stand right now — and warns you what’s coming before it costs you. Compression hiding in a pay structure. Equity drift across peer groups. A new hire offer that creates a structural problem the day they start.

Public agencies make multi-million-dollar workforce decisions on data they privately doubt. TrueComp Intelligence changes that — combining philosophy definition, AI-based data ingestion, real-time benchmarking, and predictive scenario modeling into a single continuous, always-on platform built exclusively for government.

PLATFORM CAPABILITIES

Ten capabilities. One continuous intelligence loop.

Compensation Philosophy Definition

WHAT IT DOES

Define your agency’s target market position — e.g., pay at the 60th percentile of total compensation against your defined peer group.
Continuously measures actual pay against that target so you see drift in real time, not years later in a consultant’s report.
Automatic philosophy drift alerts fire when the agency’s position moves outside the target band you’ve set.
Pre-decision philosophy check — before any pay change is finalized, the platform flags anything that would push you further from target.
One stated target, one source of truth — HR, Finance, elected officials, and the bargaining table all working from the same documented strategy.

AI-Based Data Ingestion

WHAT IT DOES

Accepts your data in whatever format you have it — salary schedules, job descriptions, benefit summaries, MOU documents, cost records, and more. No reformatting required.
Advanced AI extraction pulls classifications, pay ranges, benefit values, MOU terms, and cost components out of unstructured source files with high accuracy.
Handles mixed inputs — a PDF salary schedule, an Excel cost summary, a Word MOU, and a scanned benefit document can all be ingested in the same workflow.
Faster implementation — drastically reduces the weeks of manual data prep that traditionally front-load any workforce analytics rollout.

Unlimited Comparator Selection

WHAT IT DOES

Unlimited flexibility to select comparator sets by job — ensuring the right amount of relevant data for any compensation decision.
Select by radius — pull agencies within a defined distance so your cohort reflects your actual labor market.
Select by state — build state-specific cohorts that reflect the same regulatory, pension, and labor environment.
Select by population size — compare against agencies of similar scale, scope, and operating complexity.
Defensible methodology — a clear comparator rationale lets you defend pay decisions to councils, unions, and auditors.

AI Job Matching & Taxonomy

WHAT IT DOES

Proprietary TrueComp Job Taxonomy — a public-sector-specific classification system organizing roles by actual function, not title.
AI-based matching reads your current job descriptions and titles, maps them to the correct taxonomy code automatically.
Handles cross-jurisdiction title drift — knows that a “Senior Civil Engineer” in one city may be a “Principal Engineer” in another.
Confidence scoring on every match — flags ambiguous or low-confidence matches for your review.
Taxonomy-driven benchmarking — once matched, every comp comparison runs against taxonomy peers, not title peers.

Compensation Benchmarking

WHAT IT DOES

Role-level, not aggregate — TrueComp Intelligence benchmarks the actual role, not a department-wide mean.
Total compensation view — base + benefits + special pay + retirement + incentives, all in one number.
Market positioning at 25th, 50th, 75th percentile — and any custom percentile your philosophy requires.
Continuous refresh — as comparator data updates, your benchmarks update. No annual cycle.
Government-only data — no private-sector noise polluting your peer comparisons.

Market Summary Dashboard

WHAT IT DOES

Live positioning dashboard — every classification, every department, every percentile in one view.
Philosophy alignment overlay — see at a glance which roles are on-target and which have drifted outside your philosophy band.
Real-time comparator selection — switch your comparator list on the fly and watch positioning recalculate immediately.
Board-ready export — clean, presenter-ready visuals for councils, boards, and executive meetings without reformatting.

AI Job Description Optimization

WHAT IT DOES

Benchmarks your JDs against taxonomy peers — compares your current description against how leading agencies describe the same role.
Incorporates ONET best practices — pulls in Department of Labor occupational standards to suggest modernized language, competencies, and requirements.
Surfaces outdated language and missing competencies — flags requirements no longer standard, highlights modern skills your JD doesn’t mention.
Generates suggested rewrites — full draft revisions you can accept, edit, or reject, not just a red-pen review.
Feeds directly into better benchmarking — optimized JDs produce more accurate taxonomy matches and more accurate benchmarks.

Pay Compression Risk Detection

WHAT IT DOES

Continuous scanning of your positional pay structure — analyzes differentials between classifications, grades, and steps to identify structural compression.
Compression risk flagged at the structural level — surfaces classifications or step relationships where the spread has narrowed below a healthy threshold.
Leapfrog effect detection — catches when the pay structure places a subordinate classification above a supervisory one.
Supervisor squeeze alerts — flags where the differential between supervisor and direct-report classifications has compressed to create a promotion disincentive.
Pre-decision compression check — before any pay change is finalized, TrueComp Intelligence shows the compression impact it would create.

Internal Equity Risk Identification

WHAT IT DOES

Automatic peer group formation — groups jobs across departments and divisions that share similar requirements, duties, and scope.
Threshold-based equity checking — you define the acceptable pay range within a peer group and TrueComp Intelligence flags any job outside it.
Continuous equity monitoring — any job that falls outside the defined threshold is flagged as a potential internal equity issue.
Pre-decision equity check — before any pay change, promotion, or reclassification, TrueComp Intelligence shows whether the change would push a job outside the peer group threshold.
Surfaces equity drift — as market adjustments accumulate, TrueComp Intelligence watches for peer groups that have slowly drifted apart.

What-If Scenario Modeling

WHAT IT DOES

Model pay changes for philosophy compliance — simulate adjustments designed to bring your agency in line with your target market position.
Downstream equity impact — every modeled change shows which peer groups would be pushed outside your defined equity threshold as a result.
Downstream compression impact — every modeled change shows the structural compression it would create in your pay plan.
Before/after analysis of the affected cohort — side-by-side view showing current state and post-scenario state.
Scenario adjustment builder — iterate on your proposed change set until you find a scenario that’s philosophy-compliant without creating new problems.
Stakeholder-ready report output — export the final scenario for review with HR leadership, Finance, councils, and boards.

See TrueComp Intelligence in action.

Find out how public sector HR and Finance teams are finally making compensation decisions they can defend.