Compensation intelligence built into your workforce decisions.

We collect salary and compensation data from multiple complementary sources: job postings, job boards, career platforms, and salary platforms across industries and geographies, including user-reported salaries and employer-provided information; published surveys from leading consulting and recruitment firms; official labour department data from multiple countries; and acquired datasets from third-party compensation data providers. Where data gaps exist, we apply Generative AI techniques to model and infer missing values. These AI-estimated figures are clearly flagged within the platform and are used only to supplement, never replace, directly observed data.

Update frequency is calibrated to each source type. Job postings and job boards are harvested on a continuous, daily basis. Career platforms are refreshed quarterly, in line with their own update cycles. All other sources, including surveys, official labour data, and third-party datasets, are updated as new data becomes available. This layered approach ensures that our benchmarks reflect the market as it is today, not six months ago.

We currently hold rich datasets across Western Europe, including France, Germany, the Netherlands, Belgium, Portugal, Greece, Sweden, Denmark, and Romania; the British Isles, covering the United Kingdom and Ireland; North America, including the United States and Canada; and Asia, covering the Philippines and India. We cover all industries and job levels from junior through to senior. Our platform is underpinned by proprietary taxonomies: a Jobs Taxonomy of 2,400 roles and a Skills Taxonomy of 22,700 unique skills. For geographies outside our standard coverage, we operate a co-creation model with clients.

Our primary data storage is in Frankfurt, Germany (AWS), ensuring full EU data compliance by default. We also support multi-region storage for clients with specific business or regulatory requirements, and for those needing complete data sovereignty, on-premises or private cloud deployment is available. All data is encrypted in transit and at rest.

We are built to enterprise-grade security standards, certified under ISO 27001, ISO 27017 (Cloud Security), and SOC 2 Type II, and adhere to GDPR and CCPA. Our AI platform is aligned with the transparency and fairness principles of the EU AI Act: all models are fully documented with human-readable explanations; performance is continuously monitored and audited for fairness; and AI is decision-supportive throughout, with final decisions always made by human stakeholders.

INOP's compensation analytics module provides the evidence base for objective, skills-based pay structures, gender pay gap reporting across all 27 EU member states, and pay criteria documentation — the three core requirements of the Directive for companies with 100+ employees. The 7-year audit trail on all review decisions supports ongoing regulatory compliance.

Compensation is embedded into INOP's BBRA decision framework. Every Build, Buy, Redeploy, and Automate recommendation is priced using real-time benchmarks. When you benchmark a role in INOP, the market data already knows what skills that role requires, how critical it is to your strategy, and what action makes most sense. You go from benchmark to decision in one workflow — not from a report to a spreadsheet to a meeting.

INOP's compensation review module guides HR teams and business leaders through a structured 7-step review cycle — from data collection to final approval — with pay equity checks, market alignment, and regulatory compliance built into every step. The process covers upload, market benchmarking, employee-level review, equity analysis, budget modelling, structured approvals, and final reporting with a 7-year audit trail.

Skills-based pay rewards employees for what they can do rather than what their job title says. Two roles with identical titles can have completely different skill profiles and should command different compensation. INOP makes that distinction visible, market-validated, and defensible under EU Pay Transparency requirements — aligning compensation to real-world competencies through verified skills and market data.

Yes. INOP's AI Compensation Agent lets you ask any compensation question in plain language and receive a structured, data-backed answer. For example: "What is the P50 for a Senior Data Engineer in Amsterdam?", "Which roles in our dataset are positioned below P25?", or "What would it cost to bring our engineering team to P75?" — all answered instantly with methodology, data sources, and confidence ranges included.