A new role
Bring the job description and organisational context together to start the evaluation.
Hire your digital consultant for job evaluation and pay equity.
EMEQ joins your team to take on job evaluation and pay equity work. It brings the information together, asks what’s missing and explains the results. You review the work and make the decisions.
- 01 Brings information together
- 02 Follows up on gaps
- 03 Explains the result
- 04 Brings the decision to you
01 · WHERE TO START
How many people are you chasing for one evaluation?
For HR and reward teams, gathering the right information can take as much attention as the evaluation itself. We’re designing EMEQ to take on that work.
A role that has changed
Revisit the evaluation when AI, new tasks or wider responsibilities change the work.
A pay review
Examine pay differences across comparable jobs, with internal policy and market benchmarks shown separately.
02 · ILLUSTRATIVE WORKFLOW
A way of working that follows through.
Our agentic approach goes beyond answering a question: it asks for the information needed, follows up on open issues and prepares work for review. We’re developing EMEQ as an AI-native system built around this workflow.
Evaluation assignment
Illustrative workflow12 jobs · 3 stages
One question needs an answer
Operations Manager
Job description: 1 site · Organisation: 3 sites
Is this role responsible for one site or all three?
Input needed from: the relevant department manager
- 01
Brings information together
Combines files, pasted text and later updates in one assignment.
- 02
Follows up on gaps
Identifies missing or conflicting information and prepares questions for the right people.
- 03
Explains the result
Once there is enough information, evaluates the job using the EMEQ method and shows what supports the result.
- 04
Brings the decision to you
Preserves the evaluation and records the approved grade, the difference and the reason separately.
03 · THE EMEQ METHOD
The method provides the framework. The digital consultant carries out the work.
EMEQ is a new approach to job evaluation. It assesses job content against consistent criteria and keeps the evaluation separate from the grade your organisation chooses to apply.
The method’s ground rules
- Assess the work and its responsibilities, not just the title.
- Include working conditions as a distinct part of the evaluation.
- Ask for clarification when information needed for a final grade is missing.
- Keep the supporting evidence and decision history traceable.
Two outcomes. A visible difference.
Evaluated Q is the method’s result. Applied Q is the grade approved by the organisation. Where they differ, the direction of the difference, the reason, the approver and the date are shown together.
Illustrative decision record
Evaluated QQ9EMEQ
+1grade difference
Applied QQ10Grade approved by the organisation
Reason: existing grade retained during the transition.
Job evaluation examines the value of the role. Internal pay analysis uses company policy as a reference; market comparisons use external benchmarks. Pay equity analysis separately investigates differences across groups doing work of equal value.
We can start with your current structure. Where suitable, approved mapping rules are available, EMEQ results and your grades can be reviewed together. Different methodologies are not assumed to be automatically or officially equivalent.
EQX looks at pay transparency readiness through 6 control areas and 30 checks. The readiness score, strength of evidence and critical gaps are shown separately. It is not a pay equity certificate or a legal compliance determination.
04 · THE EXPERIENCE BEHIND EMEQ
Nearly 15 years of hands-on experience across Türkiye and Europe.
Nesimi Akgül Founder
Job evaluation · Reward · Pay equity
EMEQ draws on Nesimi Akgül’s nearly 15 years in HR across industries in Türkiye and Europe. More than a decade of that work has focused on job evaluation, reward and pay equity, including projects delivered as a Senior Consultant at Mercer.
EMEQ is being developed with clients. The questions that come up in real assignments, the needs of their teams and feedback from the field help shape both the method and the platform.
Designed for emerging industries, hybrid roles and jobs being reshaped by AI. The focus is on the work people do today and the responsibilities they carry, rather than fitting new jobs into old categories.
05 · YOUR QUESTIONS
Before you get started.
No. We first review your current structure and method. Where suitable mapping rules and enough comparable examples are available, the results can be considered together. The EMEQ evaluation remains a separate record.
We first clarify the purpose of the work and your organisation. Job descriptions and organisational information are a useful starting point for evaluation. Pay analysis also needs employee and pay data appropriate to the purpose.
Employee names and individual pay are not a starting requirement for evaluating job content. The data needed for pay equity analysis and access restrictions are agreed separately. Do not upload real employee data to the current prototype; hosting and security arrangements must be established before a live assignment.
Timing depends on the number of jobs, the information available and any questions that need answers. In the demo, we can discuss the steps your assignment would involve.
Your team sets the scope, confirms the information and approves the decisions to apply. We agree the setup and specialist support needed before work begins.