JobFrame · Enterprise · How it works

From your roster to a governed, current job architecture — the mechanics.

Five steps, the same ones whether you're mapping 200 employees or 50,000.

1. 1

   Intake

   Bring your roster (HRIS export) and any documented job schema — ATS req codes, a vendor survey's job codes, your own leveling ladder. No cleanup required; the intake states plainly what we keep and what we never keep.

   Schema-map intake (live) →
2. 2

   Crosswalk

   Every row resolves to a canonical Family × Focus × Level profile, with a confidence band and its evidence — exact alias lookup first, then multi-signal resolution for anything messier.

   The matching method (live) →
3. 3

   Review / one-tap confirm

   Confident matches proceed; borderline ones go to a short review queue; the people in the roles get a one-tap confirm-or-correct link — ten seconds, no product pitch.

   Mapping review queue (live) →
4. 4

   Edition maintenance

   Coordinates and mappings live on dated, versioned editions. Quarterly re-maps run automatically; a drift report shows exactly what moved and why, so a mapping from last quarter still means what it meant.

   The coordinate system (live) →
5. 5

   Governance

   Comp-data visibility is policy, not ad hoc — who sees a market range, an internal range, or a compa-ratio, decided by role and gated by the min-N privacy floor and pay-transparency law. Org overlays keep your structure readable through reorgs.

   Comp-data disclosure policy (live) →