ADP
Pequity is compensation planning software for merit, promotion, bonus and equity cycles. It is built to feel like a spreadsheet, with editable formulas, layouts and hierarchies, while handling budgets, approvals and employee statements that spreadsheets cannot.
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Free trial
Free sign-up link on site (scope not stated); demo on request
Legal name
ADP
Pequity publishes no prices. Its pricing page directs buyers to a custom quote, and the site targets companies with at least one dedicated compensation team member and a mature HR tech stack.
Because the company is now inside ADP, ask whether contracts are signed with ADP or Pequity, whether ADP clients receive bundled terms, and whether price protection at renewal is available.
Verified from the official pricing page on September 25, 2026. View source
Editorial verdict
Among the planning tools in this category, Pequity is the one I would pick for a comp team with unusual rules. Its customers describe different logic by country and for sales versus non-sales staff, and the product lets admins change formulas and data mid-cycle for scenario planning. Lattice Compensation is simpler if you already run Lattice reviews; Pequity is more flexible.
It is a planning tool first. Market Pulse supplies compensation data, but teams that price jobs against multiple surveys will still use Bettercomp, Compa or survey files for benchmarking. Pequity also stretches into recruiting with Visual Offers and Salary Board, which few cycle tools cover.
The ADP acquisition is the question every buyer should raise. Pequity says its platform and team continue and that ADP chose it to serve mid-size, enterprise and multinational clients. What is not yet public is how pricing, contracts and non-ADP HRIS integrations will be handled over the long term, so get those terms in writing.
Pequity fits HR and total rewards teams at mid-market and enterprise companies, from about 200 to 20,000+ employees by its own description, that run complex or frequent cycles: multiple currencies, country-specific rules, quarterly bonus cycles or executive pay alongside standard merit. The founder's note says customers have ranged from 100 to 100,000 employees.
It is a poor match for a company under a hundred people running one simple annual raise, where an HRIS module or Lattice's add-on is enough, and for a company whose comp problem is mainly market data, where Ravio, Compa or Bettercomp address the gap directly.
Pequity stands out for letting the comp team own the configuration. Admins build cycles, approvals and budgets, design layouts and permissions, plan in local or global currency, and edit formulas mid-cycle. It also runs recruiting-side offers through Visual Offers, which Pequity says reduces time to offer by two days on average.
Commercially it now sells as part of one of the largest payroll providers, which helps with vendor risk reviews and hurts only if ADP later narrows its focus to ADP-platform customers. At acquisition Pequity was a 23-person team with 11 engineers, according to the founder, so ADP's resources are a real change in capacity.
Pequity positions itself as the comp platform without the gotchas — no per-manager fees, AI-native formulas, and SOC 2 compliance. Evaluate it when Lattice or HiBob comp modules feel unnecessarily constrained.
Still comparing? Dig deeper
Comp Cycle handles AI-enabled merit and promotion planning, with budgets, layouts and hierarchies set by the comp team. Approvals routes recommendations through workflows.
Formulas and data can change mid-cycle to model alternatives.
Customer stories include quarterly bonus cycles run in Pequity.
Range Management maintains pay bands, Market Pulse provides compensation data, and People Insights offers AI-enabled analytics on pay across the workforce.
Employees see their compensation overview and statements.
Workday, BambooHR, Oracle, SAP, Greenhouse, Lever and Ashby appear on the integrations page.
On the recruiting side, Visual Offers builds candidate offers and Salary Board shares salary ranges with candidates directly or in job posts.
Pequity cites two days faster time to offer on average.
Salary Board supports posting ranges where laws require it.
Evaluating Pequity means separating what sounds strong in the demo from what holds up after implementation for employee compensation management teams.
Where Pequity earns its place for mid-market teams
Formulas, data and logic can be edited mid-cycle for scenario planning, which suits comp teams that outgrow fixed templates in Lattice or HRIS modules.
Multiple currencies, pay types and localization rules run in a single cycle, so a global company does not need separate merit cycles by country.
Visual Offers presents total compensation to candidates, and Salary Board shares ranges with candidates or in job posts for pay transparency laws.
SOC 2 Type 2, GDPR compliance, MFA, SSO, role-based access and audit trails are listed on the site.
Instacart, Canva, Robinhood, Scale AI, Notion, May Mobility, Uber Freight and Kioxia are listed, which gives buyers reference options in consumer tech, AI, autonomous vehicles and semiconductors.
What to press on in Pequity pricing calls before signing
ADP acquired Pequity in October 2025. Long-term pricing, roadmap priorities and support for non-ADP systems are not yet public.
No list prices are published, so budget comparisons with Lattice's $6 per seat add-on require a sales conversation.
The free sign-up link on the site does not say what is included, so treat the demo as the real evaluation.
The pricing page targets companies with at least one comp team member. A small HR team may not use the configuration depth it pays for.
Leave your details and we'll connect you with Pequity so they can share current pricing, packaging, and what the buying process looks like.
The platform spans Comp Cycle, Approvals, Range Management, Employee Portals, People Insights and Market Pulse, plus Visual Offers and Salary Board on the recruiting side. Confirm which of these are in your quote, since a comp team buying only cycles should not pay for offer tooling it will not use.
ADP bought Pequity to serve its own mid-size, enterprise and multinational clients. If you run ADP payroll or HCM, ask about bundled pricing and integration roadmap. If you run Workday, BambooHR, Oracle or SAP, ask how long those integrations are committed for.
Configurability shifts work to your team. Someone has to own formulas, permissions and layouts before each cycle, and changes made mid-cycle need testing. Budget comp analyst time for setup in the first year, and ask Pequity what implementation support is included in the quote rather than assuming the platform configures itself.
Before you sign
A Pequity evaluation now involves ADP's commercial terms as well as the product. Test the configuration on your real cycle, and settle the contract questions early.
Rebuild last year's merit worksheet in the demo, including your exceptions, because Pequity's case rests on handling the rules other tools force you to work around.
Ask who the contracting entity is and what renewal protections apply after the ADP acquisition, because post-acquisition price changes are the most common surprise.
Confirm your HRIS connector and its roadmap, especially if you do not run ADP, because ADP's stated goal is serving its own clients.
Decide whether recruiters will use Visual Offers and Salary Board, because including them expands the user base and the value case beyond the comp team.
Yes. ADP announced its acquisition of Pequity on October 29, 2025. The Pequity team and platform moved to ADP.
Pricing is not published. Pequity provides custom quotes through its pricing page.
Its integrations page lists Workday, BambooHR, Oracle and SAP among others. Confirm long-term support for your system during the sale.
The founder's note says customers manage sales commissions and executive pay in Pequity. Teams needing ASC 606 commission accounting should still compare CaptivateIQ or Xactly.
Pequity describes its target as 200 to 20,000+ employees at mid-market and enterprise companies.
Yes, through Market Pulse. Comp teams that benchmark against several purchased surveys usually keep a separate market pricing tool alongside it.
Pequity's alternatives are other planning tools, HRIS comp modules, and commission platforms for sales pay.
| Product | Pricing | Free trial |
|---|---|---|
| PequityThis tool | Custom quote | No |
| Carta | Flat fee / tiered annual | No |
| CompTool | Freemium | Yes |
| Compa | Quote-based | No |
| Pave | Per employee per month | Yes |
| CaptivateIQ | Per seat per year | No |
Equity and total compensation management platform for private companies managing cap tables, pay bands, and total rewards.
Compensation benchmarking and planning tool built by comp practitioners, with a free tier for salary survey owners.
AI-native compensation platform with analyst and partner agents that scale comp expertise to recruiting and HR decisions.
Pave combines comp planning with its own HRIS-sourced benchmark data, so it covers market data and cycles from one vendor.
CaptivateIQ is dedicated sales commission software with a calculation engine and ASC 606 add-on, the better choice when variable sales pay is the main problem.
Before you decide
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