Compare Pave and eddy on pricing, features, platforms, and ratings — both HR tools, Custom vs subscription pricing to decide which fits your team.
At a Glance
Pave
eddy
Primary category
HR
HR
Rating
Not documented
Not documented
Pricing model
Custom
subscription
Starting price
Custom (contact sales); free benchmarks available via Market Data Lite for companies with 1-200 employees
$4/mo
Free plan
Yes
Not documented
Free trial
Not documented
Not documented
Platforms
Web
Web, Mobile App
Team collaboration
Not documented
Yes
AI features
Yes
Not documented
Public API
Not documented
Not documented
Pricing Compared
Starting price reflects the lowest paid tier, not the full cost for every team size or usage level.
Pave
Market Data Lite — Free N/A
Pave Platform (Market Data Pro and modules) — Custom (contact sales) Annual
eddy
No individual plan breakdown documented yet.
Pros & Cons
Pave
Pros
Real-time HRIS-connected data is fresher than traditional annual or semiannual compensation surveys
Free Market Data Lite tier gives early-stage startups usable benchmarks without a paid contract
Broad dataset sourced from thousands of participating companies supports granular role and level matching
Combines benchmarking, band-building, and merit-cycle workflows in one platform rather than separate tools
Backed by significant venture funding, supporting continued product investment
Cons
Pricing is not published and requires a sales conversation for anything beyond the free tier
Reported annual costs can be significant for mid-market and larger companies
Full value depends on integrating a company's HRIS, which adds setup and data-governance overhead
Primarily optimized for venture-backed tech companies, which may limit fit for other industries
Advanced global market pricing and total rewards modules are gated behind paid tiers
eddy
Pros
Consolidates payroll, employee records, hiring, onboarding, time & attendance, and PTO management into a single platform, reducing the need for multiple point tools.
Job postings can be distributed to 25,000+ job boards directly from the platform's hiring/ATS tools.
Mobile apps for iOS and Android support features like geolocation-tagged time tracking and on-the-go PTO requests.
Monthly, no-long-term-contract billing with the ability to deactivate seasonal staff to control cost.
Cons
Full pricing for the top Premium tier isn't published; businesses must contact sales for a custom quote.
Payroll and Hiring are priced as separate add-ons rather than bundled into the base plans, which can add up for full-featured use.
Primarily built for U.S. small-to-midsize businesses (roughly 50-1,000 employees); may be less suited to very small teams or large enterprises with complex multi-country payroll needs.
Use Cases
Pave
Building defensible pay bands — HR teams use Pave to design compensation bands tied to real-time market data so pay decisions are consistent and defensible across the organization.
Running merit and equity refresh cycles — People teams use Pave's cycle workflows to collect manager recommendations, apply budget guardrails, and approve pay and equity changes in one system.
Benchmarking pay for early-stage hiring — Startup founders and early HR hires use the free Market Data Lite tier to price initial roles competitively without an enterprise contract.