Pay analytics & compensation research
Send us what you already hold. Offers you made, salaries you pay, people who left.
We turn it into a pay structure you can defend, anchored to public official statistics. You see the finished deliverable first. You decide afterwards.
No licensed survey data. Those licences forbid redistribution, so a report built on them cannot show its own working. Ours can.
Why the analysis matters
In 2022 a company in Warsaw awarded its team eight percent. Prices rose by 14.4 percent that year. It was a pay cut, delivered in a letter that said congratulations.
Everything below the dashed line is a real increase. Everything above it is a real cut. In Poland in 2022 a four percent budget was worth minus 10.4 percent. The four percent line is an illustration, not a published figure. Your own budget, applied to your own locations, is the first thing we compute.
The work
Below is a full pay architecture built for a fictional company of 180 people across three countries. We send this in full before anyone asks. The work is easier to judge than a description of the work.
If it looks like something you would put your name on, tell us what you are trying to solve. If it does not, no conversation was needed.
The difference
None of these are claims about working harder. They are structural, and they are the reason this practice exists.
What we build
Grades, ranges, midpoint progression and overlap. A compa ratio matrix so managers apply a rule instead of negotiating. Level descriptors that settle a promotion argument in writing. Geographic differentials that move the whole range, so a promotion means the same thing in every country.
The annual guide your firm publishes, produced for you. Built on public official statistics with the derivation documented well enough that a sceptical reader can check it, which is what makes a prospect forward it internally rather than skim it.
You cannot publish a pay range you do not have. We build the structure that makes disclosure possible, quantify what it costs to bring everyone above their range minimum, and sequence the rollout so a job posting is not what tells your team.
Most companies build a structure and never explain it, so nobody believes it. We write the plain language piece that answers the eight questions people really ask, including the awkward ones about why a colleague earns more.
The method
Five steps. Each one is recorded in the deliverable, so any figure can be traced back to a source, a date and a stated adjustment.
Step 04, in plain terms
This is what keeps the work honest in both directions. It stops six data points being treated as truth, and it stops sixty being ignored because a published table felt more official. If your sample is thin we say so, and the structure is marked provisional.
Who we work with
You publish an annual salary guide because your market expects it. We produce it, under your name, so your researchers can stay on searches.
Capacity is the bottleneck, not demand. We are the production layer behind band structures and job architecture your clients never see us build.
The State of Compensation report your category expects. Built so a prospect can check it, which is what makes it travel.
The size where pay decisions stop scaling one at a time and every offer quietly becomes a precedent.
Get in touch
A headcount, a function and the countries involved is enough to begin. We will tell you before you commit whether we are the right people for it, and if we are not, we will say so.