For employers · Service
Know what the role pays before you post it.
The most common reason a search stalls is an offer 10 to 15 percent below the market. We benchmark every brief against our live placements and current employer briefs, and we will tell you plainly if your number is going to cost you the candidate.
What you receive
A benchmark specific to your role, region, and seniority
- Base salary range at the 25th, 50th, and 75th percentiles for the role, level, and city, from our placements and briefs in the last 12 months
- Total compensation notes covering bonus norms, pension or RRSP matching, vacation, and hybrid expectations in your sector
- Contract rate equivalents where the role could be filled on a contract basis
- Market temperature: how many active and passive candidates exist at that level in your region, and how quickly comparable roles have filled
- Advice on title and scope, because the same budget attracts stronger candidates when the role is framed well
For a single role the benchmark is included with the brief. For pay-band reviews across a function we scope a short paid engagement and deliver a written report.
Why it matters
Three patterns we see every month
The band was set two years ago
Security, cloud, and senior supply chain salaries have moved faster than most internal bands. A role posted at the 2024 midpoint now sits below the 2026 25th percentile.
The title undersells the job
A "coordinator" role that actually owns a category attracts coordinators. Rescoping the title to match the accountability brings in the specialists you wanted.
Hybrid is priced in
Candidates weigh on-site requirements against pay. A fully on-site role in the GTA competes with hybrid offers at the same salary and loses unless the number reflects it.
Contract can be cheaper overall
For an 18-month ERP program, a contract specialist at a higher day rate often costs less than a permanent hire who leaves when the project ends.