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Pay Equity and Pay TransparencyHow Semrush Conducted Pay Equity Analysis 83% Faster and Built a Directive-Ready Foundation
- With beqom, Semrush cut its pay equity turnaround time from six weeks to one, managed by a single team member.
- The company gained full ownership and control over its pay data.
- Semrush built a foundation for Right to Information and pay transparency reporting under the EU Pay Transparency Directive.
Challenge
An ad-hoc process that couldn't keep pace with a fast-moving business
Semrush is an all-in-one online visibility and digital marketing platform designed for keyword research, search engine optimization, competitive analysis, and AI search tracking. The company has more than 1,700 employees globally, with its largest hub being Barcelona.
Before beqom, Semrush managed pay equity analysis through a manual, ad-hoc process, working with an external consultancy to check its numbers. Each review meant pulling a data extract, sending it off, and waiting around six weeks for results. It worked, but it wasn't scalable or sustainable, and it left the team reliant on someone else's interpretation of their own data.
The EU Pay Transparency Directive was a major catalyst for action, and Semrush was happy to make the necessary adjustments.
The tool itself is intuitive. It does a lot of the heavy lifting for an analytics team. It's simple, clear, and provides guidelines on what we're analyzing. All in one place.
Solution
A flexible platform built for compliance with the EU Directive
The company was drawn to the flexibility and modular nature of beqom's Pay Equity & Transparency tool, as well as its readiness for the requirements the Directive would bring. Its modular structure meant Semrush could pick the functionality it needed, including Right to Information capabilities.
The feature that stood out most to Semrush was the predictive pay module. By surfacing where an individual's pay sits relative to location-based benchmarks, the tool gives the total rewards team an objective, data-backed starting point for conversations with HR business partners, something the team hadn't anticipated getting this clearly or this fast. beqom's educational materials also helped the team get up to speed quickly.
Benefits
Faster cycles, more ownership, and valuable pay insights
Bringing pay equity analysis in-house with beqom changed both the speed and the confidence of Semrush's process. The team now owns its data end to end, rather than relying on an external consultancy every cycle, and treats the platform as its system of record for who can see what. That shift has removed a layer of doubt and back-and-forth that used to slow decisions down.
Working with beqom, Semrush has:
- Cut its pay equity review turnaround from six weeks to one week, run by a single team member.
- Gained full ownership and control over its pay data, removing the need to re-brief an external consultancy each cycle.
- Used predictive pay insights to ground conversations with HR business partners in objective, location-based data.
- Built a foundation for Right to Information and pay transparency reporting under the EU Pay Transparency Directive.
- Made results easy to share internally, with outputs the team can drop straight into presentations for the business.
One of the benefits of beqom is that we have full control over the data that goes in. When you work with an external consultancy, you're having to constantly re-explain your data. With beqom, it speeds up the data ownership. This is really key for the total rewards team. We're much more confident in our analysis being more accurate, because we don't have this timeframe where we're waiting for a response. We also use beqom as a system of record.
The collaboration has been above and beyond. The communication has been clear, and the onboarding was fantastic.
