AU Rewards
Fixed and variable pay for the whole workforce: bonuses, commissions and raises, calculated and traceable.
- Salary bands and internal equity
- Benchmarking against your salary survey
- Raise simulation before you apply it
AddUp Connected Intelligence
The People platform
that connects Rewards, Goals,
Employee Experience and Performance,
and learns from every cycle.
For Compensation, Talent and Culture teams who need to stop stitching spreadsheets together to make strategic decisions.
RewardsFixed and variable pay
GoalsWeighted OKRs and KPIs
Employee ExperienceAlways-on listening
PerformancePerformance & talent
Each of your tools knows something about your people. AddUp connects what they know, so you see what none of them can show on its own.
Fewer spreadsheets
Calculations, reviews and follow-ups that live in Excel today move to one place, with full history.
Decisions with context
Every decision about a person is made seeing their pay, goals, performance and their team's experience.
Learning every cycle
AddUp records what worked and uses it in the next cycle.
The problem
Every team sees a piece. No one sees the whole person.
Compensation, goals, employee experience and performance all produce valuable data. The trouble starts when that data lives in silos: bonuses get built in Excel, the salary survey lives in another file and reviews in yet another system.
01
Compensation
Pay decisions get made with data that rarely connects to the rest of the employee's story.
02
Goals
Attainment gets reviewed in one place, while its impact on pay and promotions gets decided somewhere else.
03
Employee experience
Engagement signals show up in one survey. Talent conversations happen in a different meeting.
04
Performance
Reviews end up carrying context that should be read alongside everything else.
You have the data. You just can't see it together.
Modules
Start with your most urgent problem.
Each module solves one specific problem. You don't have to roll out everything at once.
AU Goals
Weighted OKRs and KPIs, each with its own logic.
- Goals + skills
- Manager calibration
- Feeds AU Rewards and AU Performance
AU Employee Experience
Always-on listening, built for the right moment and context.
- Annual engagement, pulse and journey surveys
- Insights and action plans
- Closing the loop
AU Performance
Performance reviews and talent management that follow your org's logic.
- Performance + potential
- Cross-team calibration
- Succession and development
Where should you start?
With the problem that's costing you the most today. Add modules as you go, and AddUp connects the data you already have.
One employee.
The full picture.
When goals, pay, engagement and performance sit side by side, the conversation stops being a data dump and becomes a decision.
Regional Sales ManagerAnonymized example · Q3 2026
Goals: how she gets to 108.6%
4 SMART goals · weights add up to 100%
| Goal | Weight | AttainmentAttain. | WeightedWtd. |
|---|---|---|---|
| Quota attainment | 40% | 118% | 47.2% |
| New accounts opened | 25% | 92% | 23.0% |
| On-time collections | 20% | 87% | 17.4% |
| Customer NPS | 15% | 140% | 21.0% |
| Total | 100% | 108.6% |
Each goal contributes weight × attainment. Add them up and you get the quarter's weighted attainment.108.6%
Her heaviest-weighted goal, quota attainment, beat target. Strong NPS made up for the miss on collections.
Compensation: this quarter's bonus and where she sits vs. market
Market median for the role
| Component | Actual | Median | Ratio |
|---|---|---|---|
| Monthly base | $10,000 | $10,500 | 95% |
| Quarterly target incentive | $3,000 | $3,375 | 89% |
| Quarterly total (3 months base + target) | $33,000 | $34,875 | 95% |
Quarterly target $3,000 (30% of her $10,000 monthly base) × weighted attainment 108.6% =$3,258.00
With the actual payout, her incentive lands at 97% of market. She's 5% below median on base and 11% below on target incentive.
Experience: her team's engagement, Q2 → Q3
Score = average of the three drivers
Recognition62 → 71 +9
Leadership70 → 75 +5
Workload72 → 76 +4
Q2: (62 + 70 + 72) ÷ 3 = 68
Q3: (71 + 75 + 76) ÷ 3 = 74+6 pts
Q3: (71 + 75 + 76) ÷ 3 = 74+6 pts
Favorability = share of 4 and 5 responses. Most of the lift came from Recognition.
Performance: where she lands on the 9-box
Performance and potential rated on separate scales
Potential →
EnigmaHigh potentialKey talent
Low performanceSolid contributorHigh performer
Needs interventionEffective performerExpert / Specialist
Performance →
Performance exceeds expectations, with 108.6% goal attainment. Potential high, rated separately.Key talent
Ready to take on the next level.
Hover over each metric to see how the platform gets there.
The connected read
Review her pay and invest in her development.
Pay the $3,258.00 bonus and revisit her base in the next merit cycle. She's a star paid 5% below market on base and 11% below on target incentive — a real flight risk. You make the call.
Framework
The AddUp Loop
A simple cycle that turns data into decisions, then learns from the results.
What do we need to understand before we measure or decide?
Before proposing anything new to measure, the agent checks what's already known: history, past surveys, organizational context.
Across every module
- AU RewardsPay, market and salary band data.
- AU GoalsStrategy and goals for the period.
- AU Employee ExperienceSurveys, journeys, comments.
- AU PerformanceReviews, feedback, 180/360.
The system analyzes, connects the dots and recommends the next step.
AddUp Advisor builds the analysis and recommends a decision with the evidence in view. Nothing moves forward without human review.
Across every module
- AU RewardsSimulates and proposes raises and variable pay.
- AU GoalsProposes goal wording and weighting.
- AU Employee ExperienceEvidence-based diagnosis and priorities.
- AU PerformanceCalibration and development plans.
The decision turns into action, with clear owners and follow-through.
The decision becomes concrete action, with an owner, a deadline and a success metric. Not a report that sits in a drawer.
Across every module
- AU RewardsGets variable pay ready for payroll, with approval and audit trail.
- AU GoalsCascading and tracking.
- AU Employee ExperienceLeader-level plans with an owner.
- AU PerformancePlan follow-up.
Results get reviewed, and the organization gets smarter.
The system re-measures, compares against expectations and feeds what it learned into the next Ask.
Across every module
- AU RewardsDid we retain the people we needed to keep?
- AU GoalsWhich goals were met, and why?
- AU Employee ExperienceDid the action move the item?
- AU PerformanceDid performance improve?
AddUp Connected Intelligence
AI doesn't replace judgment. It sharpens it.
AddUp pulls your data together, analyzes it, spots the patterns and recommends what to do next. People stay in charge of the decision.
- Looks at context, history and operational data before recommending anything.
- Shows its reasoning and the factors behind every recommendation.
- Keeps approvals and sensitive decisions with people.
This is AddUp: AddUp Advisor analyzes, recommends and explains why. A person reviews and approves.
Quarterly bonus: Regional Sales Manager
Q3 2026 · Acme Corp · Calculated automatically by AU Rewards
Calculated payout
$3,258.00
Base $10,000/mo · Quarterly target 30% = $3,000
Weighted attainment108.6%
4 of 4 inputs validatedAddUp AdvisorStage: Decide
All 4 weighted SMART goals close at 108.6% attainment. Her heaviest goal (quota attainment, 40%) beat target, and customer NPS made up for the miss on collections. We suggest approving the full payout.
| SMART goal (weight) | Attain. | Weighted |
|---|---|---|
| Quota attainment (40%) | 118% | 47.2% |
| New accounts opened (25%) | 92% | 23.0% |
| On-time collections (20%) | 87% | 17.4% |
| Customer NPS (15%) | 140% | 21.0% |
| Total | 100% | 108.6% |
1 · AskReviews plan history and compa-ratio before proposing a number.
2 · DecideWeighs attainment and the corporate gate, with the evidence in view.
3 · ActCalculates the bonus, builds the merit matrix and drafts the employee message.
4 · LearnTracks which plan best retained this group for next cycle.
Cycle rating: Regional Sales Manager
Q3 2026 · Acme Corp · Rolled up by AU Goals
Weighted attainment
108.6%
4 SMART goals · 100% weighted
Goals with evidence4 of 4
Source-linked dataAddUp AdvisorStage: Decide
All four goals have results pulled from their source systems. Collections came in at 87% — before calibrating, check whether the gap is regional or a corporate process issue. Suggest closing the rating at 108.6%.
| SMART goal | Weight | Source | Attain. | Status |
|---|---|---|---|---|
| Quota attainment | 40% | CRM | 118% | Exceeded |
| New accounts opened | 25% | CRM | 92% | Partial |
| On-time collections | 20% | ERP | 87% | Needs review |
| Customer NPS | 15% | Survey | 140% | Exceeded |
| Total | 100% | 108.6% |
1 · AskFlags teams with missing or expired goals.
2 · DecideWeighs quantitative results and skills based on your model.
3 · ActTriggers calibration alerts across managers.
4 · LearnLearns which goals best predicted actual performance.
Engagement pulse: Regional Sales team
Q3 2026 · Acme Corp · Analyzed by AU Employee Experience
Team engagement score
74
+6 pts vs. Q2 (68)
Drivers improving3 of 3
Valid sampleAddUp AdvisorStage: Decide
Most of the lift comes from Recognition (+9). Workload moved the least (+4) and is the biggest risk if the team's targets go up. Keep the recognition practice going and re-pulse on workload in 90 days.
| Driver | Q2 | Q3 | Change |
|---|---|---|---|
| Recognition | 62 | 71 | +9 |
| Leadership | 70 | 75 | +5 |
| Workload | 72 | 76 | +4 |
| Score (average) | 68 | 74 | +6 |
1 · AskChecks what the organization already knows before launching a new survey.
2 · DecideAnalyzes engagement drivers with statistical confidence.
3 · ActSuggests an action plan with an owner and a deadline.
4 · LearnRe-measures at 90 days and compares to expectations.
9-box talent review: Sales
2026 review cycle · Acme Corp · Proposed by AU Performance
Suggested placement
Key talent
Regional Sales Manager
Performance · PotentialHigh · High
Independent scalesAddUp AdvisorStage: Decide
Performance and potential were rated on independent scales. She's a candidate for a development move. Suggested next step: kick off a development plan and review her history before finalizing.
| Employee | Performance | Potential | Box |
|---|---|---|---|
| M. Vidal · Regional Sales Manager | 4.6 / 5 | High | Key talent |
| R. Ibáñez | 4.1 / 5 | Medium | High performer |
| N. Prieto | 3.2 / 5 | High | High potential |
1 · AskFinds groups with no active review cycle.
2 · DecidePlaces people on the 9-box without blending performance and potential.
3 · ActBuilds the development or succession plan.
4 · LearnTracks whether high potentials actually get promoted.
Integrations
Works with the tools you already use.
Payroll and org data flows in from your existing systems. No manual uploads, no double entry.
PayrollPay and org structure
HR systemEmployee records and org chart
CalendarCycles and reminders
Security and trust
Your data stays yours.
How we handle your data
All analysis happens inside the platform. You never have to paste your data into an outside chatbot.
Encrypted in transit and at restRole-based access and audit trailsSOC 2 · in progress
Pricing
Start with one module. Add more as you grow.
Priced per module, not in bundles
- No minimum number of modules
- One headcount source across all modules
- Priced by employees covered per module
Always included
- Guided implementation, including migration of your existing plans and data
- Expert advisory throughout implementation
- Configuration tailored to how your organization works
- Role-based access and audit trails
- Support included
Book a demo
Show us how you run it today. We'll show you what it looks like in AddUp.
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