Fair pay starts
with a fair judgment.
With Treams Reward you get your pay policy in order, make pay differences visible and link reward to growth and performance. So you're not just prepared for the law, but your managers can also explain why someone earns what they earn.
HR teams that have already connected role, reward and performance.
This is where explaining
a salary gets stuck.
The salary scale is the easy part. But once you dig into salaries, differences and decisions, it turns out how hard it is to substantiate everything properly.
The law is coming. Where do you start?
Salaries, scales, roles, pay differences. The information is all over the place. How do you get everything in order and show later that your pay policy holds up?
Same role. Different salary. Why?
Two colleagues do comparable work but earn different amounts. Is the difference justified? And can you substantiate it? Often it only becomes clear at the salary round how hard that is.
Your policy is clear. Until someone asks for an explanation.
On paper the agreements are clear. But when an employee asks why they don't earn more, the manager has to dig through old reviews, loose emails or someone's memory.
Your pay policy in order.
Your managers ready for the conversation.
Salary scales & growth paths
Make clear what someone can earn. And how they grow. Link salary scales to your job framework and growth paths. That way everyone knows what belongs to a role, which pay fits it and what it takes to reach the next step. No ambiguity about expectations or opportunities to grow.
Pay transparency & reporting
See where pay differences are before anyone asks about them.
Gain insight into salaries, scales and pay differences between men and women. With up-to-date reports you see where differences arise and where you need to look further. That way you work on the pay transparency requirements in a focused way, without endlessly laying spreadsheets side by side.
Salary decisions
No pay rise without a good story. Record salary changes and back them up with clear arguments. Link decisions to growth, performance and earlier conversations. That way, even months later, you can still explain why someone got a rise.
AI sparring partner for managers
A difficult pay conversation? You're not on your own.
With the Treams AI sparring partner, managers prepare difficult reward conversations, based on your policy, growth paths and available performance information. So they go into the conversation with a well-substantiated story.
If you want to reward well, you need to know what people contribute.
A good reward decision takes more than a salary scale. You need to know how someone performs, grows and contributes. That's why Treams connects reward to feedback, development and the conversations managers hold throughout the year.
Feedback, conversations and development are recorded throughout the year. So your manager always has the relevant context to hand. No digging through emails or forgotten conversations.
The substantiation for reward comes out of day-to-day conversations and 1:1s. So the salary round doesn't turn into a hunt for what happened over the past months.
Set expectations per role and level. That way managers assess from the same starting points, and differences in assessment and pay become easier to explain.
Treams AI brings relevant information together and helps managers prepare for difficult conversations. Without endless searching or having to feed sensitive information into AI tools.
Reward is included as standard in Treams Momentum and Compound. You don't pay separately for your job framework or integrations, and reward and performance come together in one system.
Employees see which expectations belong to their role, what the next step asks and which salary scale goes with it. That makes reward more transparent and gives direction to growth.
Works with your job framework, HRIS and Outlook.
Treams connects to your existing job framework, HRIS and the tools managers work in every day. So data comes together in one place. Without double entry.
What our
clients say.
Ready for pay transparency. And the conversation that follows.
Strong teams are built every week.
The weekly rhythm of 1:1s, feedback and goals in which managers' judgment takes shape.
Growth paths with behaviour per level and talent review, showing where someone can grow to.
What's included in the Performance module?
The Performance module is part of our standard Conversations plan. For a full overview of what's included and how pricing works, visit our pricing page.
Read more about our pricing
Do managers actually use your performance software?
Fair question, and exactly why we start differently from other performance management tools. Most tools start from HR's point of view. Treams starts from the manager's. Your week, your 1:1s, your team and your calendar. That makes it not one more thing, but something that works within what you already do. It's why 86% of managers keep using it.
Can we configure different cycles for different teams?
Yes. Most organisations don't run one cycle, they run several. A quarterly rhythm for office staff and a different cadence for shop-floor or operational teams. A focused cycle for underperformers who need closer follow-up, or one for top performers preparing for the next role. A separate cycle for new joiners during their first year. Each cycle in Treams has its own deadlines, forms, conversation moments, and automated reminders. HR sets them up once, and they run in parallel without overlap.
Does Treams use AI to write evaluations?
No. Treams uses AI to surface insights and help managers prepare. Not to write evaluation text for them. The conversation stays human. AI supports the manager; it doesn't replace them.