Career paths built on real jobs.
Show employees where they can go inside your company. Each path shows the exact skill gaps to close, so development conversations start from something concrete.
SalaryTalent Performance
Stop reconciling ratings after the fact.
SalaryTalent™ Performance connects reviews, goals, and career paths to real jobs, in-demand skills, and market pay. Managers can move faster, and every review leads to reward, promotion, and retention decisions you can stand behind.
What it powers
A review that doesn’t reach a pay decision is just a form.
Right now, reviews close first and pay gets figured out later, with someone matching ratings to ranges, market data, and budget by hand. SalaryTalent Performance brings that context into the review itself. Managers can see what an employee needs to grow, what those skills are worth in the market, and where their pay stands. It runs on the same compensation foundation as the rest of SalaryTalent, so every rating lands with the pay decision it's meant to inform.
Skills the market pays for.
See which in-demand skills command a market pay premium for each role. Development plans focus on growth that matters to the employee and the business.
Flight risk with pay context.
Talent Analytics flags who's at risk of leaving and why. Cross-check against market pay to see when pay is the reason, and act before a resignation letter arrives.
Ratings that reach the pay decision.
Calibrated ratings flow into pay position, ranges, and market data, with no spreadsheet in between. Merit and promotion decisions move faster and hold up to scrutiny.
Growth, retention, and pay context in one place.
Career paths, flight risk, and pay impact, all connected to the decision.
Career path
Show every employee a real path forward.
Employees shouldn't have to guess where they could go next — or wonder whether they're looking at a real path or a generic ladder.
Career Path shows them exactly that: the roles they're qualified to grow into, grounded in your actual job structure, and the specific skills standing between them and the next one — along with what that move means for their pay. Managers get a concrete, skills-and-comp-based starting point for development and promotion conversations, instead of a vague "let's talk about your growth."
Flight risk
Catch flight risk before the notice.
Most teams find out someone is a flight risk after they've already given notice.
Talent Analytics flags it early and shows why — pay position, engagement, or a rating trend. Managers and HR get an AI risk analysis and suggested retention actions, so they walk into the conversation with a real plan, not a blank page. "We might lose them" becomes something specific and fixable.
Pay impact
See where every rating lands against pay.
A top performer sitting below market is a resignation letter waiting to happen.
Pay Impact shows where every rating lands against pay, so those gaps are easy to spot. Click into any employee to see their full pay-for-performance picture in one place, without cross-referencing ratings, ranges, and market data by hand. The reward decision is defensible before it's made.
How we compare
Everything a performance tool does, plus the part they miss.
Reviews, goals, 360 feedback, PIPs, 9-Box, calibration, 1:1s, and engagement are table stakes, and SalaryTalent Performance has them all. The difference is what they connect to: career paths built on your job architecture, skills priced against the market, and flight risk checked against pay. They all run on the compensation data your team already trusts.
Wherever you sit, the same data changes the outcome.
Every talent decision passes through more than one desk. A manager recommends a raise, HR weighs the promotion, Compensation checks the range, and Finance signs off. When each step has the pay and market context it needs, the decision doesn't stall between handoffs.
HR leader
Decide with the full picture.
Performance, pay, and market context sit next to every promotion, raise, and flight-risk call, so you know the impact before you act.
CHRO
Ground people strategy in pay.
See where flight risk, performance, and below-market pay overlap before it becomes turnover, and bring clearer plans to the board.
Compensation leader
A seat at the table, not the reconciliation desk.
Trusted pay and market guidance extends into performance, promotions, and retention, so you inform the decision instead of cleaning up after it.
HR tech leader
Give HR one connected data foundation.
Reviews, goals, and ratings feed the same system as pay, not a separate export, for cleaner data and fewer handoffs.
HR tech leader
Know the cost before you commit.
See what merit increases, promotions, and retention actions will cost before approval, not after the budget is spent.
Legal & compliance
Catch pay-equity issues early.
Raises and promotions are checked against ranges, internal equity, and policy as they happen, while issues are still easy to fix.
“SalaryTalent is a holistic solution. It has all the products you need in one. It can work for lean teams that need a one-stop solution, to an enterprise platform that can scale, but is still rooted in compensation. You can make intelligent decisions on your hiring, stay competitive in the market, and remain equitable with your current employees.”
Organizations getting pay right with Salary.com
