Pequity Review: Configurable Comp Cycles, Now Part of ADP
Pequity is compensation planning software for merit, promotion, bonus and equity cycles. It is built to feel like a spreadsheet, with editable formulas, layouts and hierarchies, while handling budgets, approvals and employee statements that spreadsheets cannot.
Founded in 2019, Pequity was acquired by ADP on October 29, 2025. The founder's announcement says the whole team and platform moved to ADP, and the pequity.com site now carries ADP branding. Customers listed on the site include Instacart, Canva, Robinhood, Scale AI, Notion and Uber Freight.
The verdict
Among the planning tools in this category, Pequity is the one I would pick for a comp team with unusual rules. Its customers describe different logic by country and for sales versus non-sales staff, and the product lets admins change formulas and data mid-cycle for scenario planning. Lattice Compensation is simpler if you already run Lattice reviews; Pequity is more flexible.
It is a planning tool first. Market Pulse supplies compensation data, but teams that price jobs against multiple surveys will still use Bettercomp, Compa or survey files for benchmarking. Pequity also stretches into recruiting with Visual Offers and Salary Board, which few cycle tools cover.
The ADP acquisition is the question every buyer should raise. Pequity says its platform and team continue and that ADP chose it to serve mid-size, enterprise and multinational clients. What is not yet public is how pricing, contracts and non-ADP HRIS integrations will be handled over the long term, so get those terms in writing.
Where Pequity fits
Who it suits
Pequity fits HR and total rewards teams at mid-market and enterprise companies, from about 200 to 20,000+ employees by its own description, that run complex or frequent cycles: multiple currencies, country-specific rules, quarterly bonus cycles or executive pay alongside standard merit. The founder's note says customers have ranged from 100 to 100,000 employees.
It is a poor match for a company under a hundred people running one simple annual raise, where an HRIS module or Lattice's add-on is enough, and for a company whose comp problem is mainly market data, where Ravio, Compa or Bettercomp address the gap directly.
What it does differently
Pequity stands out for letting the comp team own the configuration. Admins build cycles, approvals and budgets, design layouts and permissions, plan in local or global currency, and edit formulas mid-cycle. It also runs recruiting-side offers through Visual Offers, which Pequity says reduces time to offer by two days on average.
How it gets bought
Commercially it now sells as part of one of the largest payroll providers, which helps with vendor risk reviews and hurts only if ADP later narrows its focus to ADP-platform customers. At acquisition Pequity was a 23-person team with 11 engineers, according to the founder, so ADP's resources are a real change in capacity.
Pequity pricing after the ADP acquisition
Pequity publishes no prices. Its pricing page directs buyers to a custom quote, and the site targets companies with at least one dedicated compensation team member and a mature HR tech stack.
Because the company is now inside ADP, ask whether contracts are signed with ADP or Pequity, whether ADP clients receive bundled terms, and whether price protection at renewal is available.
| Plan | Published price | Annual |
|---|---|---|
| Pequity platform | Custom quote | Not stated |
| Recruiting tools | Custom quote | Not stated |
Pricing last checked September 25, 2026. View source
What the quote covers
The platform spans Comp Cycle, Approvals, Range Management, Employee Portals, People Insights and Market Pulse, plus Visual Offers and Salary Board on the recruiting side. Confirm which of these are in your quote, since a comp team buying only cycles should not pay for offer tooling it will not use.
ADP customers versus everyone else
ADP bought Pequity to serve its own mid-size, enterprise and multinational clients. If you run ADP payroll or HCM, ask about bundled pricing and integration roadmap. If you run Workday, BambooHR, Oracle or SAP, ask how long those integrations are committed for.
Internal cost of a flexible tool
Configurability shifts work to your team. Someone has to own formulas, permissions and layouts before each cycle, and changes made mid-cycle need testing. Budget comp analyst time for setup in the first year, and ask Pequity what implementation support is included in the quote rather than assuming the platform configures itself.
Pequity features: Comp Cycle, ranges and Visual Offers
Comp Cycle and Approvals
Comp Cycle handles AI-enabled merit and promotion planning, with budgets, layouts and hierarchies set by the comp team. Approvals routes recommendations through workflows.
Scenario planning. Formulas and data can change mid-cycle to model alternatives.
Bonus cycles. Customer stories include quarterly bonus cycles run in Pequity.
Range Management, Market Pulse and People Insights
Range Management maintains pay bands, Market Pulse provides compensation data, and People Insights offers AI-enabled analytics on pay across the workforce.
Employee Portals. Employees see their compensation overview and statements.
Integrations. Workday, BambooHR, Oracle, SAP, Greenhouse, Lever and Ashby appear on the integrations page.
Visual Offers and Salary Board
On the recruiting side, Visual Offers builds candidate offers and Salary Board shares salary ranges with candidates directly or in job posts.
Offer speed. Pequity cites two days faster time to offer on average.
Transparency laws. Salary Board supports posting ranges where laws require it.
Pequity pros and cons
Strengths
Spreadsheet flexibility without the spreadsheet
Formulas, data and logic can be edited mid-cycle for scenario planning, which suits comp teams that outgrow fixed templates in Lattice or HRIS modules.
One cycle across currencies and pay types
Multiple currencies, pay types and localization rules run in a single cycle, so a global company does not need separate merit cycles by country.
Offer tooling for recruiters
Visual Offers presents total compensation to candidates, and Salary Board shares ranges with candidates or in job posts for pay transparency laws.
Enterprise security
SOC 2 Type 2, GDPR compliance, MFA, SSO, role-based access and audit trails are listed on the site.
Named customers across tech and beyond
Instacart, Canva, Robinhood, Scale AI, Notion, May Mobility, Uber Freight and Kioxia are listed, which gives buyers reference options in consumer tech, AI, autonomous vehicles and semiconductors.
Limitations
Ownership change is recent
ADP acquired Pequity in October 2025. Long-term pricing, roadmap priorities and support for non-ADP systems are not yet public.
Quote-only pricing
No list prices are published, so budget comparisons with Lattice's $6 per seat add-on require a sales conversation.
The free sign-up link on the site does not say what is included, so treat the demo as the real evaluation.
Built for teams with a comp specialist
The pricing page targets companies with at least one comp team member. A small HR team may not use the configuration depth it pays for.
Pequity positions itself as the comp platform without the gotchas — no per-manager fees, AI-native formulas, and SOC 2 compliance. Evaluate it when Lattice or HiBob comp modules feel unnecessarily constrained.
- Confirm pricing structure — no per-manager fees is a key differentiator.
- Test AI formula builder against your most complex compensation scenarios.
- Validate multi-currency and global comp cycle support if relevant.
- Check employee total rewards portal UX before rollout.
Running a Pequity demo on your real merit cycle
A Pequity evaluation now involves ADP's commercial terms as well as the product. Test the configuration on your real cycle, and settle the contract questions early.
- Rebuild last year's merit worksheet in the demo, including your exceptions, because Pequity's case rests on handling the rules other tools force you to work around.
- Ask who the contracting entity is and what renewal protections apply after the ADP acquisition, because post-acquisition price changes are the most common surprise.
- Confirm your HRIS connector and its roadmap, especially if you do not run ADP, because ADP's stated goal is serving its own clients.
- Decide whether recruiters will use Visual Offers and Salary Board, because including them expands the user base and the value case beyond the comp team.
Frequently asked questions about Pequity
Was Pequity acquired?
Yes. ADP announced its acquisition of Pequity on October 29, 2025. The Pequity team and platform moved to ADP.
How much does Pequity cost?
Pricing is not published. Pequity provides custom quotes through its pricing page.
Can I use Pequity without ADP payroll?
Its integrations page lists Workday, BambooHR, Oracle and SAP among others. Confirm long-term support for your system during the sale.
Does Pequity handle sales commissions?
The founder's note says customers manage sales commissions and executive pay in Pequity. Teams needing ASC 606 commission accounting should still compare CaptivateIQ or Xactly.
What size companies use Pequity?
Pequity describes its target as 200 to 20,000+ employees at mid-market and enterprise companies.
Does Pequity include market data?
Yes, through Market Pulse. Comp teams that benchmark against several purchased surveys usually keep a separate market pricing tool alongside it.
Alternatives worth comparing
Pequity's alternatives are other planning tools, HRIS comp modules, and commission platforms for sales pay.
| Product | Pricing model | Free trial | Why buyers shortlist it |
|---|---|---|---|
| Carta | Flat fee / tiered annual | Not stated | Equity and total compensation management platform for private companies managing cap tables, pay bands, and total rewards. |
| CompTool | Freemium | Yes | Compensation benchmarking and planning tool built by comp practitioners, with a free tier for salary survey owners. |
| Compa | Quote-based | Not stated | AI-native compensation platform with analyst and partner agents that scale comp expertise to recruiting and HR decisions. |
| Pave | Per employee per month | Yes | Pave combines comp planning with its own HRIS-sourced benchmark data, so it covers market data and cycles from one vendor. |
| CaptivateIQ | Per seat per year | Not stated | CaptivateIQ is dedicated sales commission software with a calculation engine and ASC 606 add-on, the better choice when variable sales pay is the main problem. |
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