Compensation Consulting and Pay Strategy Support for Employers

Salary benchmarking, also called a market assessment or job market pricing, compares your pay rates to current labor market data.

We:

• Match jobs based on actual duties, not just titles
• Use multiple reputable salary surveys
• Consider industry, organization size, and geography
• Compare your current pay to the market

You receive recommended pay ranges and a clear view of where you are leading, matching, or lagging the market.

This helps you stay competitive in hiring and avoid overpaying or underpaying roles.

We use credible, employer reported salary survey data from trusted national and regional sources. Data is selected based on your industry, size, revenue or budget, and location.

For Oregon and Washington employers, we also factor in local labor market conditions so pay recommendations reflect your real recruiting market, not just national averages.

Each job is matched to surveys based on responsibilities rather than titles, and benchmarked using multiple independent data sources to ensure accuracy and defensibility.

Yes. We design practical, easy to use compensation structures that bring consistency and internal equity to your pay practices.

This may include:

• Pay grades or job levels
• Salary bands or steps
• Range minimums, midpoints, and maximums
• Placement and promotion guidelines
• Manager training and tools

A clear structure helps managers make fair decisions and gives employees transparency around growth and pay progression.

Yes. We conduct pay equity and internal equity reviews to identify unexplained pay differences across comparable roles.

This helps you:

• Ensure fairness and employee trust
• Reduce legal and compliance risk
• Prepare for pay transparency expectations
• Support DEI and equity goals

You receive clear findings and specific, actionable recommendations.

Yes. We design and evaluate incentive and bonus plans that align with performance, organizational goals, and budget.

Plans are:

• Easy to understand
• Simple to administer
• Motivating for employees
• Financially sustainable

We also benchmark incentive levels to market practices to ensure competitiveness.

We typically request:

• Job descriptions
• Current pay or payroll data
• Organization charts
• Employee demographics
• Existing compensation or HR policies

If anything is missing or outdated, we can help you create or update it as part of the project.

We work with small, mid sized, and large employers in Oregon and Washington as well as other states including nonprofits, public agencies, and private sector organizations.

Whether you need help pricing one position or redesigning your entire pay program, we scale our support to fit your size and budget.