Migrate your gradar data
Job evaluation and compensation platform using a point-factor grading system with grades 1–25 across three career paths. Targets mid-to-large organisations needing legally defensible pay decisions.
In its favor
Why people choose gradar
The signal that keeps gradar on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Transparent, point-based evaluation framework removes subjectivity from role grading and pay decisions — especially valued in Germany where equal pay compliance is legally mandated.
Objective, legally defensible job evaluation system trusted across the company and reduces internal disputes over pay and levelling decisions.
Saves up to 95% on typical job evaluation and compensation projects compared to consultant-led approaches, making it highly cost-effective for large organisations.
Global tool usable with minimal training and oversight, making it suitable for multinational companies managing job structures across multiple countries.
New point-factor approach is easier to use and more effective than legacy job evaluation models, according to compensation professionals and their clients.
Some users report that the user interface needs improvement and can feel dated compared to modern SaaS platforms.
Exporting data for migration purposes is not straightforward — gradar does not expose a well-documented public API for bulk data extraction.
Limited automation around data sharing with external systems means HR teams often resort to manual exports or professional services assistance.
Reasons to switch
Why people leave gradar
The recurring reasons buyers give for replacing gradar. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where gradar fits
Grades across six dimensions, plus a SWOT-style view of where the platform shines and where it falls short.
SWOT — strengths, weaknesses, and use-case fit
Strengths
Weaknesses
Where it works
Where it struggles
Pricing tiers
gradar pricing overview
gradar publishes no public pricing on its website and uses a per-seat or per-evaluation SaaS licence model. Pricing is described as affordable and competitive, with customers reporting significant savings (up to 95%) versus consultant-led job evaluation projects. Sales-led pricing means quotes vary by organisation size, evaluation volume, and add-on modules.
SME Complete
Tier 1 of 4
€3,000/year
What's included
Need help selecting your HRMS?
Book a free 30 minute consultationPricing is informational. FlitStack AI does not bill on gradar's schedule — see our quote-based pricing →
What gets migrated
gradar object support
Object-by-object support for gradar migrations. Per-pair details surface during scoping.
Jobs (Roles)
Fully supportedJobs are the core evaluated entity in gradar. Each job is scored across factor levels to produce a total point value. We migrate job records with their factor scores and evaluation dates intact. The job-to-grade mapping is preserved during import.
Grades
Fully supportedgradar uses a Grade Map with grades 1 through 25. Grades are derived from total point scores. We migrate grade assignments as a standard field, including the numeric grade value and the grade name where applicable.
Career Paths
Fully supportedgradar offers three distinct career paths that jobs are aligned to during evaluation. We migrate career path assignments as a property on each Job record, ensuring roles land in the correct path in the destination system.
Job Descriptions
Mapping requiredgradar includes AI-assisted job description generation. Descriptions are stored as rich text. We migrate the full description body; destination platform field mapping for long-text job description fields is confirmed at scoping.
Competencies
Mapping requiredCompetency profiles are linked to jobs in gradar. The competency list is available as a structured export. We map competencies to the destination's equivalent object, flagging any custom competencies that do not have a direct match.
Compensation Structures (Pay Bands)
Mapping requiredPay bands are built after job evaluation using gradar's compensation structuring module. We migrate pay band definitions and the min/mid/max values per grade. Currency handling requires explicit confirmation at scoping since multinational customers often maintain multiple currencies.
Benchmarking Data
Mapping requiredMarket benchmarking data compares roles to external market rates. This data is sourced from third-party providers integrated into gradar. We migrate benchmarking records and their linked jobs, noting that source attribution and data freshness dates are preserved where available.
Equal Pay Analysis
Mapping requiredgradar calculates gender pay gaps using regression analysis. The analysis outputs are datasets, not system configuration. We migrate the analysis results as a structured dataset, mapping the output fields to the destination's equivalent reporting format.
Users and Owners
Mapping requiredUser accounts and role-based access assignments are managed within gradar. We migrate user records and their access levels, mapping gradar's permission groups to the destination system's equivalent roles. Active versus archived status is preserved.
Grade Factor Scores
Mapping requiredIndividual factor-level point scores that contribute to the overall grade are stored per job evaluation. These raw factor scores are available in advanced exports. We migrate the complete factor score breakdown so that the evaluation rationale is preserved for audit purposes in the destination system.
| Object | Support | Notes |
|---|---|---|
| Jobs (Roles) | Fully supported | Jobs are the core evaluated entity in gradar. Each job is scored across factor levels to produce a total point value. We migrate job records with their factor scores and evaluation dates intact. The job-to-grade mapping is preserved during import. |
| Grades | Fully supported | gradar uses a Grade Map with grades 1 through 25. Grades are derived from total point scores. We migrate grade assignments as a standard field, including the numeric grade value and the grade name where applicable. |
| Career Paths | Fully supported | gradar offers three distinct career paths that jobs are aligned to during evaluation. We migrate career path assignments as a property on each Job record, ensuring roles land in the correct path in the destination system. |
| Job Descriptions | Mapping required | gradar includes AI-assisted job description generation. Descriptions are stored as rich text. We migrate the full description body; destination platform field mapping for long-text job description fields is confirmed at scoping. |
| Competencies | Mapping required | Competency profiles are linked to jobs in gradar. The competency list is available as a structured export. We map competencies to the destination's equivalent object, flagging any custom competencies that do not have a direct match. |
| Compensation Structures (Pay Bands) | Mapping required | Pay bands are built after job evaluation using gradar's compensation structuring module. We migrate pay band definitions and the min/mid/max values per grade. Currency handling requires explicit confirmation at scoping since multinational customers often maintain multiple currencies. |
| Benchmarking Data | Mapping required | Market benchmarking data compares roles to external market rates. This data is sourced from third-party providers integrated into gradar. We migrate benchmarking records and their linked jobs, noting that source attribution and data freshness dates are preserved where available. |
| Equal Pay Analysis | Mapping required | gradar calculates gender pay gaps using regression analysis. The analysis outputs are datasets, not system configuration. We migrate the analysis results as a structured dataset, mapping the output fields to the destination's equivalent reporting format. |
| Users and Owners | Mapping required | User accounts and role-based access assignments are managed within gradar. We migrate user records and their access levels, mapping gradar's permission groups to the destination system's equivalent roles. Active versus archived status is preserved. |
| Grade Factor Scores | Mapping required | Individual factor-level point scores that contribute to the overall grade are stored per job evaluation. These raw factor scores are available in advanced exports. We migrate the complete factor score breakdown so that the evaluation rationale is preserved for audit purposes in the destination system. |
Gotchas
What to watch for in gradar migrations
Issues we've hit on past gradar migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
No public API forces reliance on manual exports
Evaluation history and grade change records require explicit extraction
Pay band data uses multiple currencies in multinational deployments
| Severity | Issue |
|---|---|
| High | No public API forces reliance on manual exports |
| Medium | Evaluation history and grade change records require explicit extraction |
| Medium | Pay band data uses multiple currencies in multinational deployments |
Leaving gradar?
Where gradar customers move next
5 destinations gradar can migrate to.
How a gradar migration works
Four steps, gradar-specific
Connect
Not publicly documented into gradar. Scopes limited to read-only on the data we move.
Map
We translate gradar-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate gradar quirks before production.
Migrate
Full migration with gradar rate-limit handling. Rollback available throughout.
FAQ
gradar migration FAQ
Answers to the questions buyers ask most during gradar migration scoping. Not seeing yours? Book a call.
Can't find your answer?
Walk through your gradar migration with a real engineer — 30 minutes, free, written quote within 24 hours.
Book a free 30 minute consultationOther HR systems we support
Ready when you are
Migrate gradar.
Without the rebuild.
Free scoping call with a migration engineer. Tell us about your gradar setup and destination — written quote back within a business day.