Making Job Evaluation Accessible to Everyone
PointFactors is a modern point factor job evaluation platform built to replace expensive consultants, fragile spreadsheets, and inconsistent manual processes with a structured, auditable, and scalable approach to compensation management.
Why We Built PointFactors
Traditional job evaluation was broken — and organizations of every size were paying the price.
For decades, structured job evaluation was a privilege reserved for the largest enterprises — the ones who could afford to hire specialist compensation consultants at $50,000 or more per engagement. Everyone else was left stitching together ad-hoc spreadsheets, relying on gut instinct, or skipping formal evaluation entirely.
We saw firsthand how this gap created real problems: pay inequity that exposed organizations to legal risk, inconsistent job grading that undermined employee trust, and compensation decisions that could not withstand scrutiny. We knew there had to be a better way.
Consultants charging $50,000+ for manual evaluation processes that took months to complete
Critical job data trapped in disconnected spreadsheets with no version control
Inconsistent evaluation results that varied depending on who ran the process
Zero audit trail making it impossible to defend compensation decisions
Outdated factor plans that could not adapt to evolving role requirements
No single source of truth — HR, finance, and leadership all working from different numbers
PointFactors was built to change this. We set out to democratize access to structured job evaluation by packaging proven point factor methodology into intuitive software that any HR team can adopt — without the consultant price tag and without the spreadsheet chaos.
Our Mission
Make point factor job evaluation accessible to every organization — regardless of size, industry, or budget — so that compensation decisions are always grounded in methodology, not guesswork.
Proven
Structured Methodology
Defensible
Pay Equity Outcomes
Complete
Full Audit Trail
What Drives Us
Six principles that shape every feature we ship and every customer relationship we build.
Transparency
Every evaluation decision is documented and auditable. No black boxes, no hidden formulas — just clear, defensible methodology.
Methodology-Driven
Built on proven point factor principles refined over decades of compensation science, adapted for modern organizations.
Accessibility
Enterprise-grade job evaluation should not require a six-figure consulting engagement. We make structured evaluation available to teams of every size.
Data Privacy
Your compensation data is sensitive. We treat it that way — with encryption at rest, role-based access, and strict data isolation.
Continuous Innovation
The world of compensation evolves constantly. Our platform evolves with it, incorporating the latest in pay equity analysis and job architecture design.
Customer Success
We measure our success by yours. From onboarding to ongoing support, we are invested in your evaluation program delivering real results.
What is Point Factor Job Evaluation?
Point factor job evaluation is a systematic, quantitative method for determining the relative worth of jobs within an organization. It works by breaking each role down into a set of compensable factors — such as required skill, effort, responsibility, and working conditions — and assigning weighted point values to each factor based on predefined scales.
The total points for a job determine its position within the organization's job grading structure, which in turn informs salary ranges and compensation management decisions. Because the methodology is consistent and documented, it produces defensible results that support pay equity objectives and regulatory compliance.
Unlike market pricing alone, which can perpetuate existing pay disparities, the point factor method evaluates the intrinsic demands of each role independently. This makes it an essential tool for organizations committed to equitable compensation management and transparent job architecture.
Key Components of the Point Factor Method
- Compensable Factors: The dimensions used to evaluate jobs — typically skill, effort, responsibility, and working conditions, each with defined sub-factors.
- Factor Weighting: Each compensable factor is assigned a percentage weight reflecting its importance to the organization, ensuring evaluations align with strategic priorities.
- Point Scales: Graduated scales with clear level definitions that evaluators use to score each job on every factor, producing a total point value.
- Job Grading: Point totals are mapped into grade bands that group roles of similar value, forming the backbone of the salary structure.
- Pay Equity Analysis: Comparing point-based job grades against actual compensation to identify and correct inequities across demographics.
Our Story
PointFactors was founded by a team of compensation professionals and software engineers who shared a common frustration: watching HR teams struggle with job evaluation processes that were either prohibitively expensive or hopelessly manual.
Our founders spent years inside large consulting firms delivering job evaluation projects — and they saw the same story repeat. Organizations would invest heavily in a one-time evaluation, receive a static deliverable, and then watch it go stale within months as roles changed and new positions were created.
The insight was simple: job evaluation should be a living, continuous process — not a one-and-done consulting project. By encoding proven point factor methodology into software, we could give every organization the power to evaluate roles on their own terms, on their own timeline, with full confidence in the results.
Today, PointFactors serves HR teams across industries who want structured, defensible job evaluation without the overhead. From initial factor plan design through ongoing maintenance and pay equity analysis, our platform handles the full lifecycle of compensation management.
Ready to Modernize Your Job Evaluation Process?
See how PointFactors helps HR teams build defensible, equitable compensation structures with point factor methodology — no consultants required.