Comprehensive is an AI-powered compensation management platform for pay review cycles, salary benchmarking, and Total Rewards. See features, pricing, and FAQs.
Category
HR
Pricing
Per-employee, per-month pricing billed annually, based on total employee headcount (not the number of admin/manager/employee users). Exact rates are not publicly disclosed; a standard one-time implementation fee may apply and can often be waived. Prospective customers must contact Comprehensive for a quote.
Comprehensive is a compensation management platform built for HR and People teams that need to run structured pay review cycles without relying on spreadsheets. The platform lets administrators configure a single cycle that combines merit increases, promotions, bonus targets and payouts, and equity grants, with formula-driven or manually editable recommendations, configurable approval chains, and field-level permissions. It syncs employee, compensation, and organizational data from HRIS platforms such as Rippling, BambooHR, and Paylocity, and pulls performance ratings from tools like 15Five and Culture Amp to inform suggested increases. For pay decisions, Comprehensive offers AI-matched salary benchmarking pulled from multiple data sources — including a free internal dataset covering 6,000+ U.S. tech companies, an executive-compensation dataset from 500+ VC-backed companies, and third-party datasets from Mercer and Salary.com — plus pay-range management and pay-equity analytics with auto-outlier detection. Once a cycle closes, Comprehensive generates digital award letters and Total Rewards dashboards that show employees their base salary, bonuses, equity, and benefits value, accessible via SSO. The platform also includes analytics to support demographic pay-equity reporting, including capabilities aimed at EU pay-transparency requirements. Comprehensive reports SOC 2 Type 2, GDPR, and CCPA compliance, and a typical implementation timeline of two to four weeks.
Key Features
Compensation Cycle Management — Configure a single cycle combining merit increases, promotions, bonus targets/payouts, and equity grants, with formula-driven or manually editable recommendations and approval chains.
Salary Benchmarking — AI-matched benchmarking against a free internal dataset of 6,000+ U.S. tech companies plus third-party Mercer and Salary.com datasets.
Pay Ranges — Import, maintain, and map pay ranges to job titles and levels, with compa-ratio modeling and employee positioning.
Total Rewards Dashboard — Employee-facing dashboard showing base salary, bonus, equity, and benefits value, accessible via SSO after each compensation cycle.
Pay Equity Analytics — Pay-equity analytics with auto-outlier detection and demographic segmentation to support EU pay-transparency reporting.
HRIS Integrations — Syncs employee, compensation, and org data from Rippling, BambooHR, Paylocity, 15Five, Culture Amp, Carta, and Shareworks.
Pros & Cons
Pros
Combines compensation-cycle management, salary benchmarking, pay ranges, and Total Rewards statements in one platform instead of stitching together spreadsheets and separate tools.
Includes free, daily-refreshed benchmarking data from 6,000+ U.S. tech companies, plus access to paid Mercer and Salary.com datasets for broader market coverage.
Deep HRIS and adjacent-tool integrations (Rippling, BambooHR, Paylocity, 15Five, Culture Amp, Carta, Shareworks) that sync employee and compensation data automatically, reducing manual uploads.
Highly configurable workflows — approval chains, eligibility rules, merit/bonus/promotion formulas, and field-level permissions — that can mirror existing spreadsheet-based processes.
Vendor reports SOC 2 Type 2, GDPR, and CCPA compliance, plus a fast no-touch implementation typically completed within two to four weeks.
Cons
Pricing isn't published on the website; buyers must request a quote, and the per-employee-per-month model can scale up in cost for larger headcounts.
Bonus, commission, and OTE targets often must be uploaded and maintained manually unless they sync reliably from the connected HRIS.
Candidate-facing Total Rewards and offer-letter experiences are still described as being on the product roadmap, not currently available.
Benchmarking coverage can be limited for highly niche or hybrid roles, sometimes requiring blended estimates rather than exact matches.
Purpose-built for compensation cycles specifically, so it doesn't replace a full HRIS or a dedicated performance-management system.