No. Customer data is not used to train models shared across other organisations. Any AI-driven insights are generated from your own organisation's data.

Yes. The platform can surface pay patterns that may indicate unjustified gaps, flagging them for human review rather than waiting for a scheduled audit to find them.

Yes. AI-assisted drafting helps generate the first version of offer letters and total rewards statements based on the underlying data, which a recruiter or HR admin then reviews before sending.

AI is used across the platform to surface anomalies, like an offer outside a pay band or a compensation cycle recommendation that creates compression, recommend actions, and reduce manual analysis that would otherwise take a comp team hours to do by hand.

Yes. Alongside standard reporting templates, you can build custom reports and views tailored to what your leadership or finance team specifically wants to see.

Yes. Pay equity can be monitored continuously through a live dashboard rather than only during an annual audit project, so drift gets caught as it happens.

Yes. Compensation, equity, and total rewards data can be exported in formats suited for board decks or investor reporting, without manual reassembly from multiple sources.

Tallect ships product updates on a regular, ongoing basis rather than in large infrequent releases, so customers get incremental improvements without waiting for major version changes.

Yes, for consultants and advisors who work with multiple HR organisations. Reach out at tallect.com/contact to learn more.

Yes. The platform supports multiple languages for employee-facing screens, which matters for global organisations where not every employee works primarily in English.

Tallect works best for organisations with at least 500 employees, so most pre-Series A startups won't be the right fit yet, but we're happy to have a conversation about what to put in place now for when you scale.

Customers get regular check-ins with their onboarding and success team after go-live, focused on adoption, any configuration adjustments needed, and upcoming milestones like your next comp cycle.

Pricing is tailored to organisation size and needs, so reach out at tallect.com/contact to discuss what applies to your specific situation.

Yes. Because Tallect is modular, you can add modules as new needs arise rather than being locked into what you selected at the start.

Contract terms are discussed as part of the pricing conversation and vary based on your organisation's needs. Reach out at tallect.com/contact for specifics.

You can build and compare multiple budget scenarios well ahead of the cycle, which is particularly useful when leadership wants to see the cost difference between, for example, a 3% and a 4% merit pool before committing.

Yes. Budget guardrails can be enforced at the team or department level, preventing submissions that would exceed the allocated pool.

Yes. As a manager enters a proposed increase, the resulting compa-ratio and range penetration update immediately, so the impact is visible before the recommendation is submitted.

Yes. Compa-ratio and tenure data are surfaced automatically so managers can see compression risk while they're making increase decisions, not after the cycle closes.

Yes. Budgets can be allocated at the department, region, or business unit level rather than as one flat company-wide number, reflecting different market pressures and performance distributions.

Yes. Tiered rates and accelerators are configured once in the plan design and then applied automatically as reps cross each threshold, rather than needing manual recalculation.

Yes. Reps get a live view of attainment against quota, which is one of the most requested features from sales teams tired of finding out their numbers only at month-end.

Yes. Deals involving more than one contributor can be configured with defined split rules, so credit and payout are calculated automatically rather than negotiated manually after the fact.

Yes. You can simulate how a proposed bonus pool distributes across teams and performance tiers before committing budget, so surprises get caught in modelling rather than after payout.

Yes. When someone leaves, they get a clear view of their vested equity, their post-termination exercise deadline, and what happens if they don't act in time.

Yes. Grants can be configured with performance conditions in addition to, or instead of, standard time-based vesting.

Tallect helps you track when your last valuation was performed and flags when a refresh is due, based on time elapsed or a material company event, so you don't miss the window and end up granting options at a stale price.

Yes. Where an employee has received several grants over time, each with its own schedule, Tallect tracks and displays them individually as well as in aggregate.

Yes. Employees can model the tax and cost implications of exercising at different points in time, which helps them make an informed decision rather than guessing.

Employees can submit a qualifying life event, such as marriage or the birth of a child, and the system routes it for verification and updates eligibility accordingly, outside the standard open enrollment window.

Yes. Eligibility rules can vary by employment type, tenure, or location, so contractors, part-time staff, and full-time employees can each see only the benefits they actually qualify for.

Yes. Automated reminders go out to employees who haven't completed enrollment as the window approaches, reducing the number of people who miss the deadline entirely.

Yes. Employees see a side-by-side comparison of available plans, including cost and coverage differences, before making their enrollment choice.

It can. Because recognition data lives in the same platform as compensation, managers can reference recognition patterns as one input during performance and comp discussions, rather than relying purely on memory.

Yes. Managers get visibility into recognition given and received across their team, which helps surface both recognition champions and people who may be going unnoticed.

Yes. Recognition moments can be paired with points, gift cards, or direct monetary rewards, depending on how you've configured the programme.

Yes. Surveys can be configured in multiple languages, which matters for global teams where a single-language survey would otherwise depress response rates and data quality.

Yes, by default. Anonymity settings are configurable per survey, and aggregate reporting thresholds prevent individual responses from being identifiable in small teams.

Yes. Engagement and pulse survey results can be filtered by team, department, location, or tenure, so you can spot where sentiment differs rather than only seeing a single company-wide number.

Yes. Hiring Intelligence checks a proposed offer against both external market data and internal pay for comparable roles, so you catch equity issues before an offer goes out rather than after.

Yes. You can configure multi-step approval workflows for offers, so anything above a certain value or outside standard parameters routes to the right approver automatically.

Yes. Offers that fall outside the approved pay band for a role and level are flagged automatically before they go out, giving hiring managers a chance to course-correct before an inconsistency reaches a candidate.

Yes, for customers who need to connect systems beyond our standard integrations, Tallect offers API access to build custom connections into your broader HR tech stack.

Tallect's integration layer is designed to be reconfigured when you switch payroll providers, so historical compensation data stays intact and doesn't need to be re-entered.

Yes. Role-based access controls let you restrict sensitive data, including executive pay and equity grants, to only the people who need to see it, independent of general HR admin access.

Tallect supports SSO through standard identity providers, so employees log in with existing company credentials rather than a separate password to manage.

We work with your timeline. If priorities shift internally, implementation can pause and resume without losing configuration work already completed.

Yes. Customers can test configurations, run sample comp cycles, and train admins in a sandbox environment before anything goes live for employees.

Onboarding typically covers data migration from your existing systems, configuring pay bands and modules to match your structure, setting up integrations, and training both HR admins and managers. Timelines depend on how many modules you're activating at once.

Yes. Most customers start with a pilot group, often one department or region, before rolling out company-wide. It's a good way to validate configuration and get manager buy-in before a full launch.

The best way is a personalised demo where we look at your specific situation, the modules you'd use, the problems you're trying to solve, and whether the platform fits your stage and complexity. There's no pressure in that conversation and no generic pitch deck. Book 30 minutes at tallect.com/contact and we'll give you an honest answer on whether it's the right fit.

Your data is yours. Tallect provides data export capabilities so you can take your compensation, equity, benefits, and employee data with you if you ever decide to move. We don't hold data hostage, and we're transparent about the offboarding process from day one.

Yes. This is actually where Tallect's consulting arm adds significant value. Beyond the software, Tallect's team of Total Rewards experts can help you design your compensation philosophy, build your job architecture, set up your pay band structure, run your first pay equity audit, and advise on equity program design. The software and the strategy come together.

Most employees only see their base salary. They have no idea the company invests an additional 15 to 30% in equity, benefits, insurance, and recognition on top of that. Tallect changes this by giving every employee a personalised total rewards view, a real-time dashboard showing their complete compensation picture. When employees see the full story, the 'I'm underpaid' conversation often resolves itself without any difficult negotiation.

Yes. Tallect helps you establish and maintain pay bands that can be used to populate salary ranges in job postings, which is now legally required in the EU and multiple US states, and increasingly expected by candidates globally. Having a structured pay band system inside Tallect makes this straightforward rather than a manual exercise every time you post a role.

Yes. The EU Pay Transparency Directive requires companies to share salary ranges before interviews, report gender pay gaps for companies with 150+ employees starting 2027, and justify any unjustified gaps above 5%. Tallect's compensation planning and pay equity features are built to support exactly this, structured pay bands, pay equity analysis, and total rewards reporting that gives you the data you need when regulators ask.

Spreadsheets break. They have version control problems, formula errors, no audit trails, and no way for employees to see their data. More importantly, they can't enforce pay equity, generate total rewards statements automatically, or give managers real-time benchmarks during a comp review. Tallect replaces all of that with a system that's auditable, scalable, and employee-facing, not just a back-office tool.

No, and that's intentional. Tallect is built to work alongside your existing HRIS and payroll systems, not replace them. Think of it as the Total Rewards layer on top of your existing HR stack. Your payroll keeps doing payroll. Your HRIS keeps doing core HR. Tallect unifies everything that falls in between, compensation planning, equity, benefits, recognition, and pay transparency.

Tallect's pricing is customised based on your organisation's size, the modules you select, and implementation requirements. Rather than posting a one-size-fits-all price that wouldn't be meaningful for your specific situation, we prefer a direct conversation. Reach out at tallect.com/contact and we'll give you a clear picture of what it costs for your setup.

Yes. Tallect provides onboarding training and ongoing enablement for both HR administrators and managers. The goal is to make sure everyone who uses the platform, not just the HR team, is confident and gets real value from it.

Yes. You can book an interactive demo session with Tallect's consultants directly through tallect.com/contact. The demo is tailored to your use case, not a generic product walkthrough.

Tallect offers real-time support via chat (WhatsApp), email, and phone. Their team is available across time zones given their global presence, so you're never left waiting when something needs attention.

Implementation timelines depend on the modules you're activating and the complexity of your existing systems. Tallect's team works closely with you during onboarding, most organizations are up and running with their core modules within a few weeks.

Yes. Tallect offers an embedded consulting service where their team takes end-to-end accountability for your Total Rewards strategy and execution. If you need expert guidance on building or restructuring your rewards program, Tallect's consulting team works alongside you from strategy to implementation.

The easiest first step is to book a demo with the Tallect team. They'll walk you through the platform, understand your needs, and show you what's most relevant for your organization. You can reach out via tallect.com/contact, WhatsApp at +91 96868 63008, or email connect@tallect.com.

Yes. Employees and managers can access Tallect on mobile, whether it's checking a total rewards statement, viewing equity grants, completing a recognition, or filling in a survey. A good mobile experience matters when you're trying to drive adoption across your workforce.

Yes. Tallect integrates with major payroll systems so compensation decisions made inside the platform flow through to payroll accurately without manual re-entry. This eliminates a significant source of errors and reduces the administrative burden on HR and finance teams.

Data privacy is central to how Tallect is built. The platform has role-based access controls, encrypted data storage, and robust audit trails, so sensitive compensation and HR data is only accessible to the right people, and every action is logged.

Yes. Tallect is fully GDPR compliant, which is critical for organizations operating in or with employees in the European Union. It is also CCPA compliant for US-based operations.

Tallect holds enterprise-grade security certifications including SOC 2 Type II, SOC 1, GDPR, CCPA, ISO 27001, and ISO 27701, so your data is handled with the highest levels of security and privacy across all geographies.

Yes, Tallect is 100% integration-friendly. It's designed to connect with your existing HRIS, payroll, and people systems. You don't have to rip and replace anything; Tallect plugs into your current stack and acts as the Total Rewards layer that unifies your data.

Indirectly, yes. When your offers are built on real market data and clearly communicate the full compensation package, including equity, benefits, and bonuses, candidates are more likely to understand the value and accept. Tallect makes it easy to present offers that are both competitive and transparent.

Tallect helps you craft collaborative, data-backed offer letters that reflect the full value of what you're offering, not just base salary. This is especially useful for roles where equity, bonuses, and benefits are a major part of the package.

Tallect's Hiring Intelligence module helps HR and talent teams make smarter, data-driven hiring decisions. It integrates compensation data into the offer process, so every offer is grounded in internal equity, market benchmarks, and your Total Rewards philosophy from day one.

Yes. Tallect includes communication and announcement features so you can keep employees informed about rewards, recognition, policy updates, and company news, all from the same platform they use for everything else.

Yes. You can run pulse surveys, engagement surveys, and custom feedback initiatives directly within Tallect. The results feed into your HR data so you can act on insights rather than just collecting them.

Tallect's Culture & Engagement module includes tools for collaboration, employee surveys, communities, events, and internal communication. It's designed to help HR teams actively listen to employees and build a workplace where people feel connected and heard.

Yes. Because Tallect is an all-in-one platform, recognition is connected to the broader Total Rewards picture. Recognition moments can link to rewards, compensation insights, and engagement data, giving you a complete view of your culture.

Yes. You can tailor the recognition program to reflect your brand, values, and the behaviors you want to reward. The platform is flexible enough to adapt to how your organization naturally works.

Tallect's recognition module is social, gamified, and tied to your company values. It's not just a shoutout board, it's a structured program that makes recognition visible across the organization, reinforces culture, and gives managers and peers a genuine way to celebrate contributions.

Yes. Tallect supports flexible benefits programs where employees can choose from a curated menu of options within a defined allowance. This includes lifestyle spending accounts (LSAs) and core-plus-choice models where the foundation is fixed and the discretionary layer is personalized. Every rupee or dollar goes toward something the employee actually chose.

Tallect includes a policy management feature to create, distribute, and track employee policies alongside your benefits and insurance programs, making it easy for employees to find what they need in one place.

Yes. Tallect's global benefits capabilities let you manage benefits across multiple countries from one platform, configuring different programs by region while maintaining central oversight.

Yes. Tallect includes an Insurance Tech module that helps you manage employee insurance programs, from policy setup to employee communication. It's built to simplify a process that has historically been one of the most manual in HR.

Yes. Tallect's Benefits module lets you launch and manage both standard and flexible benefits programs. Employees can view their benefits package in one place, and HR teams can manage policies, enrollments, and updates without chasing paperwork.

Yes. Managing equity across multiple jurisdictions means dealing with different tax treatments, regulatory requirements, and reporting obligations. Tallect's equity module is designed to handle this complexity centrally so your finance and HR teams aren't manually reconciling across country-level spreadsheets.

Tallect gives employees a clear, real-time view of their equity grants, vesting schedules, and projected value. When employees understand what they own and what it's worth, equity becomes a genuine retention tool rather than a number they ignore.

Yes. Tallect supports equity management for both publicly listed and unlisted companies, making it suitable for startups, growth-stage businesses, and large enterprises alike.

Yes. Tallect helps both listed and unlisted companies plan, manage, and launch Long-Term Incentive and equity programs. From grant management to vesting schedules and employee-facing visibility, the platform makes equity simple and transparent.

Yes. Employees can view their bonus breakdowns, incentive targets, and progress directly, removing the mystery from variable pay and building trust in how rewards are calculated.

Yes. Tallect is built for organizations that operate across multiple regions with different currencies, tax rules, and incentive structures. You can configure rules at a granular level and manage everything centrally.

Yes. Tallect's Sales Incentive module simplifies and gamifies sales compensation. You can design commission structures, set performance targets, calculate payouts automatically, and give sales teams real-time visibility into their earnings, driving motivation and performance.

Tallect's bonus module lets you design, automate, and manage bonus programs of any complexity. You can set up payout rules, define eligibility criteria, run simulations before launch, and communicate payouts directly to employees, all without spreadsheets.

Yes. Tallect can auto-generate personalized compensation letters and total rewards statements for employees, ensuring they understand the full value of what they receive, not just their base salary.

Yes. Tallect gives managers a guided, data-backed experience during comp reviews. They can see employee data, benchmarks, and budget guidance in one place, making informed decisions without chasing HR for information.

Tallect streamlines the entire comp review process, from budget setup and manager recommendations to approvals and final communications. It replaces the back-and-forth of spreadsheets with a structured, automated workflow that saves time and reduces errors.

Yes. Tallect is designed to help organizations achieve pay equity by surfacing disparities and helping teams course-correct. It also supports pay transparency initiatives including compliance with frameworks like the EU Pay Transparency Directive.

Yes. Market benchmarking is built directly into the compensation module. You can align your salary ranges with real market data, set up pay bands by role, level, and geography, and ensure you're staying competitive, all from within the platform.

Tallect's compensation module helps HR and Total Rewards teams manage the full comp cycle, from building salary structures and setting pay bands to running merit reviews and managing budgets. You can plan, simulate, and execute compensation changes without ever leaving the platform.

Tallect believes in being a long-term partner, not just a software vendor. Every customer gets a dedicated onboarding team, and our consulting arm ensures you're not just implementing software, you're building a Total Rewards strategy that works. We're invested in your outcomes, not just your subscription.