◆ Assistive Specialist
Ingests survey data, internal pay distributions and offer history and models defensible comp ranges per role and market, continuously across the role-family sweep. Surfaces pay-equity outliers as advisory output; the comp-committee agent owns every pay decision under the fairness judge.
Memory
Working The role family + market under analysis.
Episodic Prior cycle benchmarks and approved exceptions.
Semantic Survey methodologies, geo differentials, leveling framework.
Store File-based memory tool + comp data warehouse
Orchestration
MCP
Harness · Managed Agents … sandboxed code execution for benchmark modelling.
Tools
{ } Comp survey feeds (e.g. market data) API { } Internal HRIS pay data API ›_ Benchmark modelling sandbox Code exec
Evals & guardrails
- Pay-equity / fairness analysis across protected groups on every benchmark.
- The comp-committee agent signs off all range changes … this agent is advisory only.
- Source-citation discipline: every range traces to its survey inputs.
Frontier edge
- ▲World-model simulation: models the attrition and offer-acceptance impact of a proposed range before the comp-committee agent commits it, so the trade-off is quantified, not guessed.
- ▲Causal pay-gap reasoning: separates legitimate level/geo drivers from unexplained residual gaps instead of flagging raw correlations.
- ▲Confidential compute: individual salary records are reasoned over inside a secure enclave; the committee agent sees ranges and outliers, never named pay in clear.
In numbers
continuous
Benchmark refresh
tracked per cycle
Pay-equity outliers surfaced
Handoffs
Across ⇢ Finance / Treasury for comp-budget planning inputs