Hire against the real budget, with comp that ties to payroll and equity
Fintra connects your hiring pipeline to headcount budget and comp bands, adds AI-assisted interviews under governance, and makes every offer land on the same system that runs payroll and the cap table.
A pipeline that knows the budget it draws down
Recruiting usually runs in an ATS that has no idea what a hire costs or whether the budget exists. Finance approves headcount in a spreadsheet, and the two only meet when an offer is already out. Fintra ties the pipeline to the headcount budget, so an open req draws down an approved plan instead of a hope.
| The job to be done | The disconnected way | In Fintra |
|---|---|---|
| Open a req | An ATS req with no budget line behind it | A req mapped to approved headcount in the workforce plan |
| Set the offer number | Guess a range, hope it clears finance | Offer built inside the role’s comp band, checked live |
| Approve the hire | A separate email chain with finance | Approval that shows the budget impact at decision time |
| Onboard to payroll | Re-key the offer into a payroll system | The accepted offer flows into payroll and the cap table |
Offer and comp planning that ties to equity and payroll
An offer is not just a salary, it is a salary, an equity grant, and a fully loaded cost the company has to fund. When those live in three systems, offers drift off-band and equity math gets done in a corner spreadsheet. Fintra builds the offer where the comp bands, the cap table, and payroll already are.
- Offers are built inside the role’s comp band, so an off-band number is visible before it goes out, not after it erodes internal equity.
- The equity portion draws from the cap table, so a grant is checked against the pool rather than promised on faith.
- Fully loaded cost, salary plus employer taxes and benefits, is shown at offer time from the same payroll engine that will pay the hire.
- An accepted offer flows into payroll and equity, so onboarding is not a second round of data entry.
AI-assisted interviews, under governance
AI in hiring is useful and legally sensitive at the same time. Fintra offers AI-assisted interviews that help structure and evaluate candidates, but keeps the AI inside guardrails, because a hiring decision is exactly the kind of decision that has to be defensible.
| What the AI does | What stays human | How it stays governed |
|---|---|---|
| Drafts structured interview guides by role | The questions you actually ask | AgentFence defines what the AI workflow may do |
| Summarizes and structures interview notes | The evaluation and the decision | A human signs off on every advancement |
| Flags inconsistencies across a panel | Resolving them with judgment | SentriAI logs AI actions for a defensible trail |
| Suggests candidates against a scorecard | Who advances and who gets an offer | No hiring action is executed by the AI alone |
The talent team’s workflow in Fintra
From open req to funded, onboarded hire
- 1
Open the req
Map it to approved headcount in the workforce plan so the pipeline draws down a real budget line.
- 2
Run interviews
Use AI-assisted structured guides and note summaries, with every advancement decided by a human.
- 3
Build the offer
Set salary inside the comp band and equity against the pool, with loaded cost shown against budget.
- 4
Onboard
The accepted offer flows straight into payroll and the cap table, no re-keying.
Frequently asked questions
How does Fintra tie recruiting to the headcount budget?
An open req is mapped to approved headcount in the workforce plan, so the pipeline draws down a real budget line rather than a hope. When you build an offer, the fully loaded cost is checked against that budget at decision time, and finance sees the impact in the same system, so hiring and funding stay in sync instead of colliding at offer stage.
Is AI-assisted interviewing safe and defensible?
The AI structures and summarizes, it does not decide. It drafts interview guides, summarizes notes, and flags inconsistencies, but every advancement and offer requires a named human. AgentFence defines what the AI workflow may do, and SentriAI logs its actions, which is what keeps AI in hiring defensible rather than a compliance risk.
How does offer and comp planning connect to payroll and equity?
Offers are built where the comp bands, cap table, and payroll already live. Salary is set inside the role’s band, the equity grant is checked against the option pool, and loaded cost is shown from the same payroll engine that will pay the hire. When the offer is accepted, it flows into payroll and the cap table with no re-keying.
Can recruiters see comp bands when making an offer?
Yes. The offer is built inside the role’s comp band, so an off-band number is visible before it is sent rather than discovered later when it has already eroded internal pay equity. That keeps offers consistent across the team and gives finance confidence that hiring stays within the approved comp structure.
Does Fintra replace our ATS?
Fintra focuses on the parts of hiring that touch money and governance: pipeline tied to headcount budget, comp and equity planning, AI-assisted interviews under governance, and onboarding into payroll. The value is that hiring, budget, comp, and payroll share one data model, so an offer is funded and onboarded without stitching an ATS to a payroll tool by hand.
Stay in the loop
One practical finance briefing a week - new guides, checklists, and benchmarks.
Hire against a real budget, not a spreadsheet
Free to start, no card required. Tie your first req to headcount budget and build an offer inside the comp band this week.
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