Analyze compensation, pay transparency, and skill gaps with recommendations your HR, legal, and leadership teams can review, trace, and export.
Anna is exceeding expectations and sits below the P50 benchmark. OptHR recommends a manager review for market adjustment and retention risk.
Each agent reads the source material, explains what matters, and turns the evidence into a concise manager-ready action.
Compares employee pay against market bands, performance context, and pay-equity risk, then produces an action managers can review.
Maps a profile or team against a target role, summarizes the readiness gap, and recommends the highest-impact learning path.
OptHR is designed for teams that need useful answers quickly, without losing the evidence trail behind each recommendation.
Start with PDFs, CSVs, role descriptions, compensation bands, or performance notes through the dashboard or API intake.
Choose compensation or skill gap. The agent reads the case, states assumptions, and analyzes the evidence before charts appear.
Review the executive summary, reasoning trace, charts, and recommended action, then export PDF, Excel, or structured data.
Managers should not review one employee in isolation. OptHR gives a team-level view of compensation distribution, pay gaps, performance signals, and skill readiness before individual decisions are approved.
Managers see people, roles, levels, performance, and review status together, so decisions are made with team context instead of isolated employee snapshots.
OptHR compares team pay against bands, market benchmarks, and performance signals, helping managers identify where promotion or market review may be needed.
The calibration view summarizes skill readiness and turns gaps into practical next steps for development, promotion, or compensation review.
The platform is the HR workspace. Integrations are how OptHR connects to your internal systems, assistant tools, and HR data sources.
Use the API to create analysis jobs, upload source documents, check status, and retrieve outputs from internal tools or approval flows.
MCP will let approved assistants call OptHR as a controlled tool while keeping source data, assumptions, and outputs traceable.
Connector work is on the roadmap so compensation, role, benchmark, and performance data can flow into OptHR with less manual upload.
Inputs, assumptions, steps, and outputs are structured so HR teams can inspect how an answer was produced.
The product direction is EU-first: data minimization, tenant isolation, and controlled evidence exports.
Each brief is written for practical review: what happened, why it matters, and what action to consider next.
See how OptHR turns compensation and skill data into a concise, traceable answer managers can actually use.