Openroll: Reinventing Compensation with AI Agents

For decades, compensation has been one of the most pressing yet poorly managed aspects of running a company. Despite the fact that salaries often represent the single largest line item in business budgets, decision-making around pay has largely remained opaque, slow, and error-prone. Executives and HR leaders have traditionally relied on industry benchmarks, consultant surveys, or pure intuition to set salaries. But by the time the data reaches decision-makers, it is often outdated, incomplete, or simply too generic to be useful.

This leads to a cascade of problems: companies lose candidates to competitors who make better offers, high performers leave after discovering they are underpaid, and organizations spend enormous sums replacing talent. The impact is not only financial—six-figure mistakes are common—but also cultural, as underpayment erodes trust and damages morale.

Openroll was founded to solve this exact problem. Instead of letting businesses “play chess without seeing the board,” as its founders describe it, the platform provides leaders with real-time, actionable intelligence on salaries, competitor strategies, and market shifts.

How Does Openroll’s Agentic AI Change the Game?

At its core, Openroll is the world’s first agentic compensation platform, an AI-driven solution that redefines how companies gather and use pay intelligence. Unlike static compensation surveys or databases, Openroll deploys AI agents that actively track and interpret salary movements across companies and industries.

These agents provide:

• Competitor Pay Transparency: Company-by-company, role-by-role data that shows exactly what others are paying. No averages, no black boxes.
• AI-Guided Salary Decisions: Recommendations tailored to context, helping leaders balance cash versus equity, craft competitive offers, and retain key employees.
• Speed and Agility: Processes that once took weeks of spreadsheet wrestling and consultant calls are collapsed into seconds, allowing businesses to act decisively.

The result is a system where compensation decisions are no longer guesswork but data-driven strategies that support growth and retention.

Why Is the Timing Right for Openroll?

The modern labor market is faster and more competitive than ever. Remote work has expanded the talent pool globally, but it has also intensified competition. Startups and enterprises alike find themselves vying for the same candidates, often across borders and industries.

In this environment, even minor missteps in compensation strategy can have outsized consequences. A top engineer in Stockholm might choose an offer from Berlin or San Francisco if the pay is misaligned. A sales leader could walk away to a rival if equity grants are poorly structured.

Companies can no longer afford to move slowly or make decisions in the dark. By arriving at this critical inflection point in the future of work, Openroll positions itself not just as a helpful tool, but as essential infrastructure for any organization serious about attracting and retaining talent.

What Results Have Early Customers Seen?

Openroll’s early adopters have reported immediate, tangible benefits. According to feedback from its first wave of customers:

Faster Candidate Closures: Candidates who once slipped away to competitors now accept offers within days.

• Increased Retention: Employees are staying because they see evidence that their compensation is fair and competitive.
• Rapid ROI: Companies have achieved a threefold return on investment within the first week of use.
• P&L Impact: Some report six-figure improvements in profitability directly tied to smarter compensation decisions.

Executives appreciate the clarity and speed. Managers gain confidence in pay discussions without relying on gut feeling. Employees gain trust, knowing compensation is based on transparent, data-driven standards. This alignment across stakeholders highlights why Openroll’s product-market fit feels so immediate.

Who Are the Founders Behind Openroll?

Openroll was founded in Stockholm, Sweden, in 2024 by two entrepreneurs with complementary backgrounds:

• Mattias Lindell, Co-founder & CEO
  Mattias leads the company with a vision to reinvent how salaries are determined globally. Before Openroll, he co-led multi-billion SEK procurement processes at Swedbank Robur, giving him firsthand experience with large-scale financial decision-making. An entrepreneur at heart, he launched multiple ventures while studying and ultimately left his MSc in Finance at the Stockholm School of Economics to focus fully on Openroll.
• Porsev Aslan, Co-founder & CTO
  Porsev drives the technical vision as CTO, building the infrastructure that powers Openroll’s AI agents. His mission is to redefine how the world gets paid, ensuring that businesses can finally make salary decisions with precision and speed.

Together, Lindell and Aslan immersed themselves in the world of compensation, shadowing HR teams, interviewing leaders, and co-building with early adopters. Their hands-on approach ensured that Openroll was not just another HR tool but a platform shaped by the real pain points of those on the front lines of talent management.

How Does Openroll Differentiate Itself from Traditional Compensation Tools?

Traditional compensation tools tend to be static, consultant-driven, and backward-looking. Companies purchase expensive surveys or rely on platforms that aggregate and anonymize self-reported salary data. These approaches suffer from several limitations:

1. Outdated Information – By the time salary benchmarks are published, market conditions may have already shifted.
2. Generic Averages – Most tools provide high-level ranges that fail to capture nuances across roles, seniority, and geography.
3. Lack of Actionability – Data without context or recommendations leaves leaders still guessing.

Openroll addresses these flaws with a different approach:

• Real-Time Updates: The AI agents ensure that the information is live, not months old.
• Granularity: Data is broken down by company, by role, and even by compensation structure.
• Decision Support: AI doesn’t just show numbers—it actively guides leaders in making better choices.

This shift from static to dynamic intelligence is what makes Openroll transformative. It doesn’t just inform decisions; it changes outcomes.

Why Does Transparency in Pay Matter for Both Employers and Employees?

Pay transparency has become a growing demand among employees worldwide. Legislation in parts of Europe and the United States now requires companies to disclose salary ranges in job postings. But compliance alone is not enough—employees increasingly expect fairness, equity, and clarity.

Openroll empowers organizations to meet these expectations while maintaining a competitive edge. For employees, it means confidence that they are being compensated fairly relative to the market. For employers, it strengthens trust, reduces turnover, and attracts talent that values transparency.

In effect, Openroll transforms compensation from a potential liability into a strategic advantage.

What Is the Vision for Openroll’s Future?

Openroll is still in its early days, with a team of just four members and participation in the Fall 2025 batch of its accelerator program. Yet its ambitions are global. The founders envision Openroll becoming the default infrastructure for how salaries are set across industries and geographies.

As the platform evolves, it could expand beyond compensation into related areas of workforce intelligence: equity distribution, benefits benchmarking, and predictive modeling for labor costs. By building a foundation rooted in real-time AI agents, the company has created a flexible architecture capable of scaling into a broad suite of decision-making tools.

Most importantly, the vision is cultural as well as technological. Openroll aims to normalize fairness and transparency in pay, reshaping the relationship between employees and employers for the better.

Why Should Investors and Industry Leaders Pay Attention?

Investors and industry leaders are constantly seeking companies with the potential to reshape industries. Openroll sits at the intersection of two enormous markets: enterprise HR technology and artificial intelligence. Compensation intelligence touches every business in every sector, making the total addressable market virtually limitless.

The combination of high demand, rapid ROI, and global scalability makes Openroll a compelling proposition. Moreover, its timing—at a moment when pay transparency is both a regulatory requirement and an employee expectation—gives it a tailwind few startups enjoy.

By building technology that solves a universal pain point, Openroll positions itself as not just another HR startup but a category-defining company.

Conclusion

Openroll is rewriting the playbook for compensation. By replacing guesswork with AI-powered intelligence, it enables companies to make faster, fairer, and more strategic salary decisions. Founded by Mattias Lindell and Porsev Aslan in Stockholm, the startup is already demonstrating significant impact for early customers—helping them close candidates, retain top talent, and turn compensation into a driver of growth rather than risk.

With its bold vision, agentic AI platform, and growing demand, Openroll is on a path to becoming essential infrastructure for businesses worldwide. For companies tired of playing blind in the talent game, Openroll offers the missing piece: clarity.