One of the. Interesting companies we covered in this research was PayScale it's basically has been around for quite some time. They've been a provider of technology and data for employers who are trying to figure out how to solve this compensation puzzle that we're in the middle of. And one of the things that's interesting is this year actually PayScale made two major acquisitions to bring these things in house, to create a more robust.
And kind of full service set of capabilities. Number one, they acquired a company called pay factors, which if you remember with our previous version of the report, Hey, factors was another company that offered competition technology. They had some interesting features, like a pure product, which allowed companies to match up against other peer groups within the confines of that product to understand if their pay was on market or above.
So basically I made that acquisition. They also acquired a company later in the year called Cura. And CURO compensation was a tool that focused on, um, a more of a global audience. They were based outside of the U S and had more of a global footprint, but they had some capabilities built around pay equity.
So there are other, some other countries like the UK that has to be pay equity rules. And so they have built these things to serve those needs and to allow employers to really see how they're doing, how they, how they are stacking up against their goals of solvent prepare equity. And it gave them a clear sort of path for that.
So PayScale has brought those things into there under their umbrella, if you will, in addition to the other core pay scale products that already existed. So one was patient insight, like. So insight lab was more of a SMB product. It allowed some of the kind of, uh, some baby steps into the compensation planning space for companies that were smaller or had less complex needs.
You could do some of the basic things you needed to do such as market pricing, a job, or figuring out if you're at or above market and using some of the existing PayScale data to solve for those things. Companies, once they stepped up to the next level . They can get access to PayScale's market pay product market pay is their enterprise solution. If you're a large employer, a thousand employees, global footprint, you're looking for us a tool to help you manage all that information, manage all of that data and to figure out.
What you're doing, how you're doing it. Are you able to meet market rates? Are you, do you understand the geographic differentials? Do you know if your skills in this area are changing the pay rates and all those kinds of questions you might have as a more of a, a global and complex set of. From a compensation perspective, PayScale hide those things.
So now they have all these different capabilities in one umbrella. It'd be really intriguing to see how those different parts of the products start to come together and fit together in different ways to try to solve the problems that employers have across the board when it counts to compensation.