Early access
Performance Agent
Drafts evidence-based reviews. Managers edit and own the result.
−60%1 (modeled outcome) manager time to draft a review
HR agent
Early accessJob Architecture Agent
The Job Architecture Agent is a governed AI agent that benchmarks every role and pay band against the market. Flags drift.
How it works
What the Job Architecture Agent does
Matches your job catalog to survey benchmarks, proposes bands by level and geography, and flags employees and titles that have drifted out of range.
- 01
Load the catalog and surveys
The agent reads your job catalog, leveling framework, current bands, and the compensation surveys you license, respecting each survey's usage terms.
- 02
Match and score
Each role is matched to survey codes with a confidence score and the reasoning shown. Low-confidence matches go to the comp team for a decision.
- 03
Propose bands and flag drift
The agent proposes midpoints and ranges by level and geography, and flags out-of-band employees, compa-ratio outliers, title inflation, and duplicate roles.
- 04
Committee decides
Proposals are packaged for the compensation committee with cost impact. Approved changes are versioned with rationale. The Registry tracks cycle time and match coverage.
app.meridian.example/agents/job-architecture/bands
Pay bands · benchmarked 2026-09-02
4 of 212 roles drifting
Revenue Accountant−9% vs P50
Shift SupervisorIn band
Data Engineer−12% vs P50
Nurse PractitionerIn band
Band floor to ceiling in soft blue, market P50 as the hairline, current median as the dot.
The agent contract
Six terms, applied to this agent
Every Meridian agent runs under the same six terms, enforced at the Gateway below the agent. Here is what each one means for the Job Architecture Agent.
Scoped to one workflow
Benchmarks roles and bands against the surveys you license. Nothing else.
Reads only permitted data
Individual compensation visible only to roles your HRIS authorizes. Survey data stays within license.
Every action logged
Every band change versioned with rationale, approver, and effective date.
Consequential actions require human approval
Never changes a salary or a band. Every proposal goes to the compensation committee.
Measurable outcome
Cycle time and benchmark match coverage reported per job family.
Runs on your chosen model
Model choice per workspace. Pay-equity summaries can be pinned to a region under privilege.
Scope
Data, actions, and approvals
What the Job Architecture Agent reads, what it does on its own, and where a person signs.
Data it reads
- Job catalog, job descriptions, and leveling framework
- Licensed compensation survey data and job-code libraries
- Current pay bands and ranges by geography
- Employee compensation: base, bonus target, equity (authorized roles only)
- Location differentials and cost-of-labor indices
- Organization hierarchy and headcount plan
Actions it takes
- Match roles to survey benchmarks with confidence scores and reasoning
- Propose band midpoints and ranges per level and geography with cost impact
- Flag employees below band minimum and compa-ratio outliers
- Detect title inflation and near-duplicate roles across business units
- Draft leveling guides and job-description normalizations
- Produce pay-equity cohort summaries for legal review
What needs approval
- Never changes compensation or bands; every proposal goes to the compensation committee
- Survey data is used within license terms and never re-exported or blended across licenses
- Individual compensation is visible only to roles your HRIS authorizes for it
- Pay-equity analyses can be run under privilege at legal's request and are segregated
- Every band change is versioned with rationale, approver, and effective date
Outcomes
Numbers the Job Architecture Agent is accountable for
Modeled outcomes from design-partner deployments. The Registry reports your actuals from the first week an agent is live.
Hours
to re-benchmark a job family, down from 4 to 6 weeks1
94%
of roles matched to a survey benchmark automatically1
100%
of below-minimum employees surfaced before the merit cycle
- 1.Modeled outcome from design-partner deployments. ↩
Integrations
Systems it works with
Connected through prebuilt connectors and zero-copy warehouse access in Data Fabric. The agent acts as the user and inherits each system’s permissions on every read.
- HRIS
- Compensation management
- Compensation survey providers
- Spreadsheets (Excel, Google Sheets)
- Snowflake
- Databricks
Credits
What the Job Architecture Agent costs
In early access, available on Enterprise plans with custom credit pools. Credits are consumed per completed action, never per message. Usage beyond the plan is billed at $0.12 per credit.
| Action | Credits |
|---|---|
| Role benchmarked with confidence score | 3 |
| Band proposal, per job family | 10 |
| Drift and outlier report, per organization unit | 5 |
Questions
Questions about the Job Architecture Agent
Answered the way buyers ask them. Each answer is also published as structured data.
Job architecture is the structure of job families, levels, titles, and pay bands an organization uses to define and pay roles consistently. It drifts because hiring managers create new titles, acquisitions bring different frameworks, and market pay moves faster than annual reviews. The result is inconsistent pay for equivalent work and rising pay-equity risk.
It matches your roles to the survey job codes you license and uses the survey percentiles to propose bands. Data stays within each provider's license terms: no re-export, no blending across licenses, no sharing with other customers.
It produces cohort summaries showing pay distribution by level and geography with the drivers it can see. Formal pay-equity analysis is a legal exercise; the agent can run its summaries under privilege at counsel's request and keep them segregated from routine reporting.
Only users your HRIS already authorizes to see them. The agent inherits those permissions. A manager sees their team; a comp analyst sees their assigned population; the committee sees the aggregate proposal.
Related agents
Agents most often deployed alongside the Job Architecture Agent, on the same data and the same approval policy.
Get started
Put the Job Architecture Agent to work.
Start with one workflow, one approver, and one number to move. Most design partners were live in five weeks.