Total rewards strategy and compensation consulting
Compensation is the first pillar of our CELS model. We design reward systems that go beyond basic salary to include variable pay and non-monetary incentives. We use data-driven benchmarking to ensure your offer lands with the people you actually want to hire.
Get in Touch
Stop paying the revolving door tax
If you only compete on salary, you attract people who will always leave for more. It’s a common pattern in high-competition sectors like banking or tech. We help you move from a “pay-only” mindset to a structural incentive system. By aligning your compensation with the market and your internal culture, you reduce the risk of losing talent to minor pay increases elsewhere.
Our reward architecture
Base pay architecture
We design salary grids based on job levels and market data to ensure internal fairness and external competitiveness.
Variable pay and incentives
We model performance-based systems that drive the right behaviors without creating unintended risks.
Benefits and perks
We build a complete package including health, flexibility, and retirement options that reflect modern worker priorities.
Non-monetary rewards
We integrate career growth, learning opportunities, and recognition into your total rewards strategy.
Pay transparency and regulations
New regulations require increased disclosure regarding pay scales and internal equity. We help you prepare for these shifts by auditing your current data and correcting outliers. Transparency is no longer a choice; it is a requirement. We ensure your organization meets legal standards while using transparency as a trust-building tool for potential candidates.
Our compensation design process
01.
Salary benchmarking
We analyze your roles against billions of global data points to see exactly where your offer sits compared to competitors.
02.
Strategy modeling
We create scenarios for base and variable pay that align with your budget and business objectives.
03.
Implementation
We help you roll out the new structure to your staff and integrate the data into your recruitment process.
Proof
Compliance with the upcoming pay transparency regulations for our consulting clients.
Average increase in candidate acceptance rates once the "C" of the CELS model is fixed.
Stop letting salary outliers break your pipeline
If you can't hire the talent you need, your offer might be the problem. We use data to fix the gap between your budget and candidate expectations. Contact us for a compensation audit.
Get in Touch