A market rate you can put in front of a board.

Off-the-shelf salary surveys rarely tell the whole story. They price job titles, they run a year behind, and they only see the employers who chose to take part. That is fine for a standard role. It is not much use for the ones that actually cause you trouble.

We research your specific roles, work out which market each one really competes in, and give you a range with our workings attached. Then we sit down and talk it through with you, because a number nobody understands does not survive its first pay review.

You probably need this if

• The role is niche, hybrid, or has a job title nobody else uses
• You compete for the same people as two different sectors, and the pay looks nothing alike in each
• Someone has arrived at your desk holding a stack of job adverts
• You have to evidence a senior or board-level range to a remuneration committee
• Regional variation is doing something you cannot explain

What you get

• A market range for every role: lower quartile, median, upper quartile
• The comparator group we used, named, and why we chose it
• Sample size and how confident we are in each rate
• Where the role sits now, and what moving it would cost you across the paybill
• Benefits compared alongside pay as standard, with its evidence base stated separately, because it is thinner than the pay data and you should know that
• Total cost of employment, not base salary: employer NI, pension and benefits on the same page as the range, so the figure you hand finance is the one they need
• Charts you can pull out and put in front of a board without redrawing them
• A conversation about the draft before it is final, and one after, when the questions start

We will tell you when the data is thin

This is the part most tools leave out. Some roles have hundreds of live comparators and some have eleven. A rate built on eleven adverts from three employers is worth having, but it is not worth restructuring a department over, and you deserve to know which one you are holding.

So every rate we give you carries its sample size, its spread, and a plain sentence about how much weight to put on it. Where we think the honest answer is "not enough data, here is what I would do instead", that is what you will get.

How it runs, and what we need from you

You send us the job descriptions and your current pay. We come back with questions, because the job title is never enough. We research, we send a draft, we talk it through, and you get the final pack. {{TODO: N. Flagged: to supply later.}} weeks from brief to final, and about {{TODO: N. Flagged: to supply later.}} hours of your time, twice.

Sharing current salaries usually needs sign-off from an HR director or a data protection lead. Our data handling page has what your procurement team will ask for, so you can send them a link rather than write them an email.

What it costs, and how fast you find out

Projects are priced per role, so we quote rather than publish: a benchmark on eleven roles and a benchmark on ninety are not the same piece of work, and a headline figure for one would mislead you about the other.

What we will commit to is the speed. Send us the role list and you get a fixed price back within {{TODO: N. Flagged: to supply later.}} working days. Not a range, not a day rate to multiply, and no meeting required to get it. A price, in writing, that we then hold.

This doesn't mean signing up to something open-ended. It means you know what the deal is before you start.

If your roles are standard, use Zigbert instead

If your roles have reasonably industry-standard skill sets and your organisation sits clearly in one sector, you do not need us for this. Zigbert will price them quickly and cost-effectively, and one of our specialists still checks the dashboard before you see it. We would rather point you there than sell you a project you did not need.