Intelligence
Six ways we turn people data into decisions
Six services. One standard of evidence.
Salaries Benchmarking
Precise, market-driven pay data tailored to your industry and company size.
Align pay to market and retain your best people.
We map your roles to live market data across your industry, region, and size band, then position every role against the percentiles that matter. The result is a pay structure you can defend — to the board, to finance, and to your own people.
What you get
- Market positioning by role, grade and department
- Gap analysis: below, within and above market employees
- Cost scenarios for phased alignment and executive approval
- Clear tables, heat maps and dashboard views
Method Demonstration
From market data to executive decision
Three views of the same engagement: where every role stands against the market, what closing the gaps costs — and the one-glance summary an executive signs off. Every figure below is illustrative.
A worked example. Every role, figure and percentage in this section is sample data, composed to show how SOLEX presents a benchmarking engagement — none of it is real client data.
Market positioning by role, grade and department
Illustrative — sample dataEvery role is mapped to its grade and read against the market. The position column is the conversation starter: it shows, role by role, where pay defends itself and where it doesn't.
| Role | Grade | Department | Position vs market |
|---|---|---|---|
| HR Business Partner | G4 | Human Resources | Within market |
| Senior Accountant | G3 | Finance | Below market |
| Sales Supervisor | G3 | Commercial | Below market |
| Software Engineer | G4 | Technology | Above market |
| Operations Manager | G5 | Operations | Within market |
Illustrative structure — demonstrates the method, not client data.
Prepared for executive approval
Illustrative — sample dataCost scenarios for phased alignment
Closing the gap is sequenced, not swallowed whole: each phase is scoped, priced and dated, so the board approves a path rather than a single number.
At full alignment
EGP 65,000 / month
Illustrative amounts — sample placeholders for the method, not a real costing.
Executive dashboard
Illustrative — sample dataThe one-glance view
Roles benchmarked
118
Critical roles at risk
14
Phase 1 cost
EGP 25,000 / month
Position vs market
- 32% Below market
- 54% Within market
- 14% Above market
Illustrative dashboard — demonstrates the deliverable, not real data.
Job Description
Clear, standardised role definitions that remove ambiguity across the organisation.
Every role defined, understood, and accountable.
We build standardised, structured job descriptions from the work itself — not from folklore. Each role is captured, calibrated with its manager, and written to a single organisation-wide standard.
What you get
- A unified JD template and writing standard
- Documented responsibilities and KPIs for every role
- A maintained, versioned JD library
Job Evaluation
Objective role sizing that establishes a fair, defensible internal hierarchy.
A pay structure people trust as fair.
We size every role with a consistent, defensible evaluation method, producing an internal hierarchy your organisation can trust — the foundation for fair pay, clear grades, and clean structures.
What you get
- Role sizing using a consistent evaluation framework
- Grade structure and internal equity map
- Documented rationale for every evaluation
Method Demonstration
How a role gets evaluated
Every role is scored against the same factors; total points place it in the structure. Choose an illustrative role to see the mechanics move.
Illustrative role
Total points
90
Structure position
Operational band
Illustrative only — the factors, weights, and points demonstrate the method. They are not real evaluation data.
Job Design
Roles engineered for performance, clarity, and future capability.
Structure work around outcomes, not habits.
We restructure roles around outcomes: scope, decision rights, interfaces, and capability requirements — so structure follows strategy, not habit.
What you get
- Role blueprints with clear scope and decision rights
- Organisation and team interface maps
- Future-capability requirements per role
Workforce Intelligence
AI-assisted analytics that turn people data into confident decisions.
Decide with evidence, not instinct.
We combine your people data with market signals and AI-assisted analytics to answer the questions that matter: where the risks sit, what drives attrition, what the workforce will cost tomorrow.
What you get
- Workforce analytics dashboards and briefings
- Attrition, capability, and cost modelling
- Decision-ready recommendations, not raw data
HR Governance
Frameworks and controls that keep people practices compliant and consistent.
Govern with confidence and full transparency.
We put frameworks, policies, and controls around people practices so decisions are consistent, compliant, and auditable — across entities, geographies, and growth.
What you get
- HR policy and framework review or build
- Delegation-of-authority and controls matrix
- Compliance and audit-readiness roadmap