JobFrame · Enterprise
Recalculate the JobFrame framework for your organization.
Your intended compensation philosophy, your priorities, your org data, and the pay benchmark datasets you choose — recomputed into your own maintained edition of the framework. It starts by mapping your roster onto the (every system in your company spells jobs differently — the HRIS, the ATS, the survey submission, your leveling ladder), with the same measured, checkable matching method behind /jobframe/matching, run at the scale of your whole company.
What changes with enterprise JobFrame
A single resolved title is a lookup. An enterprise roster is a standing architecture. Six things change when you bring the whole company.
Whole-roster mapping
Every employee gets a coordinate, not just the titles someone happened to look up. The full crosswalk — yours ↔ JobFrame ↔ any target schema — with a confidence band and evidence on every row, and a review queue for anything borderline.
Maintained coordinates
Editions, quarterly re-maps, and drift reports — the “current guide” layer. A mapping computed today keeps meaning the same thing next quarter, and when it doesn't, the drift report says exactly what changed and why.
Comp governance
Disclosure policies that decide what comp data is shown, under what conditions, to whom — composing the reporting hierarchy, a , and pay-transparency law. Individual pay is never exposed.
Org overlays
Your structure laid onto the shared canon, readable even after reorgs and headcount churn — because the canon underneath never moves out from under you.
The toolbox family
AnyComp pay decisions, wage-compliance floor checks, survey-orchestrator benchmark cohorts, and — as a worked example in progress — Performix “what drives performance in this job” panels, all keyed to the same coordinates once your roster is mapped.
API / MCP at enterprise rates
The same resolve, match, and bulk-map calls your systems and agents already use, metered at $0 per call on the enterprise plan.
Proof
This isn't a pitch-deck claim — it's the same canon, live.
| Role | Nearest canonical neighbor | Structural distance | Band |
|---|---|---|---|
| SWE.GEN.P6 | SWE.GEN.P5 | 0.057 | confident |
| SWE.GEN.P6 | SWE.GEN.P4 | 0.114 | confident |
| SWE.GEN.P6 | DSAISE.GEN.P6 | 0.150 | review |
A real resolution against the live canon — not a mockup. Try your own title at /jobframe/resolve, or read the full method at /jobframe/matching.
Confirmations, honestly: every mapping decision your reviewers make is logged against its prediction and evidence — the same confirmation loop described in the matching explainer. We publish a match-quality statistic once a roster clears the min-N floor for it, never a number invented ahead of that. No fabricated accuracy rate — a stated match rate before enough confirmations exist would be exactly the black-box guessing this method refuses to do.
The serving path behind every one of these matches is a documented zero-LLM serving guarantee.
The ladder, priced
Posted, metered pricing — no quotes until enterprise.
Schema-map snapshot
$49–$990
One-time, sized to your roster ($0.25 per employee row, $49 minimum, capped at $990 — map your whole company for under a thousand dollars).
Map your roster →Maintained mapping
$99/mo–$1,990/yr
Banded by roster size, for quarterly re-maps, drift reports, and continuous new-hire mapping — the honest recurring mechanic: you pay to stay current, never to keep reading what you already mapped.
Enterprise
Talk to us
Comp governance, org overlays, the toolbox family, and API/MCP at enterprise rates — $0.05 / match baseline, $0/call on this plan.
Talk to us →The data inputs
The recalculation draws on four input classes: your intended compensation philosophy, your priorities, your org data — and the pay benchmark datasets you choose. These are the datasets we operate; bring your own licensed surveys alongside them.
Observed wage data @ SOC
BLS OEWS market pay, dated and sourced — the observed anchor.
Model pay dataset
Modeled market pay from the survey-blend equation, per Job × Level.
Pay structure library
Market-anchored grade ladders in wide / standard / tight designs.
Compensation audit run
Compa-ratio drift audit over your onboarded workforce data.