Plans

A fraction of the consulting cost,
and it doesn't expire.

A traditional engagement delivers a point-in-time, partly opaque output in 8 to 12 weeks at fees that scale with headcount. Vareqa delivers a comparable result in working days, as a living system of record, on an annual subscription.

Book a Pay Architecture ReviewSee how pricing works
10 days
Not 10 weeks
12 modules
On every plan
Free
Re-grading, always

The economics

10 working days, not 10 weeks.

Traditional consulting engagement

  • 8-12 weeks, licensed consultants, project fees scaling with organisation size.
  • Point-in-time output, re-engagement required as the org changes.
  • Methodology partly opaque; limited internal reuse.

Vareqa

  • ~10 working days, run by your own HR team.
  • Annual subscription, unlimited users, the full module suite on every plan.
  • Living system of record, every later obligation runs on the same foundation.

Who it's for

Built for the people who answer
for pay.

Reward and HR
Grade a whole organisation in days, not quarters, and keep bands current as roles change. One workflow from role to band.
For Reward and HR
Legal and Compliance
Map every obligation to an output, and produce the derivation behind any grade on request. The method is disclosable by design.
For Legal and Compliance
Finance
Replace a recurring consulting line with a fixed platform cost, and see pay structure and equity exposure on the same numbers.
For Finance

The tiers

Four tiers.
One clear decision.

Every tier includes the full module suite. Plans differ by the scale of your workforce, not by capability. The indicative scale shown here is confirmed in your Pay Architecture Review.

Essentials
A single entity
For one entity putting its pay architecture in place for the first time, grades through to bands.
Annual role allowance
100
roles per year
  • Full module suite
  • One legal entity
  • Unlimited re-grading
  • Unlimited users
  • Standard support
Book a Pay Architecture Review
Most Popular
Professional
A growing organisation
For a growing organisation grading more roles across the business, with priority support as it scales.
Annual role allowance
300
roles per year
  • Full module suite
  • One legal entity
  • Unlimited re-grading
  • Unlimited users
  • Priority support
Book a Pay Architecture Review
Business
A larger workforce
For a larger workforce grading at higher volume, with dedicated onboarding to stand it up quickly.
Annual role allowance
750
roles per year
  • Full module suite
  • One legal entity
  • Unlimited re-grading
  • Unlimited users
  • Dedicated onboarding
Book a Pay Architecture Review
Enterprise
A multi-entity group
For a group of entities across multiple jurisdictions, priced by the entities and scope you run.
Annual role allowance
Custom
by entities and scope
  • Full module suite
  • Parent plus subsidiaries
  • Multi-jurisdiction reporting
  • Highest role volume
  • Named success contact
Book a Pay Architecture Review

Every tier is an annual subscription with unlimited users, and the full module suite is included on all of them. Re-grading a role you have already graded never counts against your allowance.

The tier, entities, and volume that fit your organisation are confirmed in your Pay Architecture Review.

How pricing works

Priced the way you budget.

Pay architecture is a system you keep, not a project you repeat. The pricing reflects that: predictable, annual, and tied to the things you can see.

Counted in roles

You are sized by the number of unique roles you grade, the unit you already think in, not by an abstract usage meter.

Re-grading is free

Roles change. Re-evaluating a role you have already graded never counts against your tier, so your bands stay current.

One entity, one subscription

Each legal entity holds its own subscription. Groups with subsidiaries are served on Enterprise, priced by entities and scope.

Invoiced, not metered

Annual billing by invoice and bank transfer. No surprise overage, no per-seat trap.

Open pricing is the same promise as open scoring. You can see how a plan is sized, just as your people can see how their role was graded. It is pay you can show, not pay you assert.

Frequently asked questions

FAQs

The questions buyers ask most often about how the plans differ, what every plan includes, and how pricing is set.

Every tier includes the full module suite and unlimited users, so capability never changes between plans. What changes is scale: the number of unique roles you can grade in a year, 100 on Essentials, 300 on Professional, 750 on Business, and a custom volume on Enterprise, together with the level of support. You move up a tier for more roles, not for more features.
Price depends on the entities, jurisdictions, and grading volume that actually fit your organisation, so we confirm it in your Pay Architecture Review rather than quote a figure that may not apply to you. The indicative scale on each plan is published so you can place yourself before you ever speak to us. Transparency is the point of the product, and that starts with not hiding how the plans are sized.
You are counted by the number of unique roles you grade, the unit you already budget in. Re-grading a role you have already graded never counts against your allowance, so your bands stay current as roles change. Single and batch grading both draw from the same role allowance.
It is a soft limit by design. If your organisation needs to grade more new roles than your tier covers, we discuss a top-up or a move up a tier rather than cut your access. Tell us before you reach the limit and we will find the right arrangement.
A traditional engagement typically runs 8 to 12 weeks and costs tens of thousands in project fees, scaling by headcount and repeated whenever your organisation changes. A Vareqa subscription replaces that recurring cost with a fixed annual line, and the output is a living system of record rather than a point-in-time document. For most mid-market employers, the first year costs a fraction of a single consulting engagement.
Vareqa is a specialist pay architecture platform, not an HRIS. It sits alongside your existing systems as the system of record for grading, banding, and your pay outputs. Structured export is available on every tier; for groups that need direct HRIS integration, that is scoped during your review. Your graded roles, rationale, bands, and outputs stay accessible and exportable for at least 12 months if a subscription lapses.
HR Consultants and Advisory Firms
Using Vareqa in client delivery?
Partner arrangements are available under specific terms, including attribution requirements, agreed client delivery terms, and revenue share options. This is not a self-serve purchase.
Partner Inquiry

The other side of the ledger

The cost of not being ready.

When someone asks why two people are paid differently, you can either show the reasoning on file or you cannot. Where you cannot, the cost is not a subscription line: it is the exposure, the remediation, and the audit record you would rather not assemble under pressure. The infrastructure to answer properly is the cheaper side of that trade.

Get Started

Book a Pay Architecture Review.

A 30-minute conversation. Tell us about your organisation and where you are today. We will walk you through where Vareqa fits, where your current exposure sits against the regulations that apply to you, and what it would take to put a defensible architecture in place on your specific timeline.

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Prefer email? Write to info@vareqa.com