Compensation inequity is a key metric of workplace inequality. But there is scant documentation of internal company practices regarding gender pay equity and analytics. We present a rare case study of one company’s internal pay equity analytics. Using (anonymized) microdata from a single firm with more than 10,000 employees within ten selected countries, we estimated within-firm gender pay gaps, controlling for a host of measurable employee characteristics. We supplement these quantitative findings with some qualitative information about the organization’s associated HR practices for hiring and performance review as they relate to compensation. We also discuss the control variables chosen for this within-company gender pay gap analysis vis-à-vis explanatory variables commonly seen in the academic literature.