Compensation is more than just a paycheque
Compensation is one of the most direct levers you have for attracting and retaining the right people. Getting it wrong is expensive in ways that compound: offers that don’t land, good people who leave, pay equity exposure that becomes a legal and reputational liability. We build compensation frameworks grounded in what the market is actually doing, balanced against what works for your organization as a whole. If you pay people right, you keep them.
We work with confidential salary data gathered through direct industry relationships and proprietary sources across Canada. That means our recommendations reflect what organizations are actually paying in comparable roles and markets, not what job postings suggest or what an AI estimates. It is a meaningful difference when genuine competitiveness is the goal.
Compensation audits
and market analysis
If you are not sure whether your current pay is competitive, an audit is the right place to start. We assess what you are paying across roles and levels, compare it against real market data, and identify where the gaps are before they become retention problems.
Pay bands
and salary structure design
A well-designed pay structure gives your organization clarity, consistency, and room to grow. We build pay bands grounded in market data and aligned to your business, giving managers a framework they can use and candidates a structure they can trust.
Pay equity compliance
Pay equity requirements are increasingly stringent, and the exposure for non-compliance is real. We assess your current pay practices against applicable legislation, identify gaps, and build a path to compliance that works within your business.
Benefits strategy
and total rewards
Compensation is not only salary. We look at the full picture of what you are offering, including benefits, time off, flexibility, and other rewards, and help you design a total package that is competitive, sustainable, and aligned with what your people actually value.
Retention strategy
through compensation
When good people leave, pay is often part of the reason, even if it is not the only one. We look at where compensation is contributing to retention risk and build targeted strategies to address it, before the departures start.
How we work
We start with your market, your budget, and your people. Then we build something that works for all three. No off-the-shelf benchmarking. No frameworks built for a different kind of business.
Frequently Asked Questions
What makes your salary data different from what we can find online?
Public tools and job postings reflect what companies are advertising, not what they are actually paying. Our data comes from qualified and proprietary international data sources. It reflects real pay in comparable roles and markets. That distinction matters when you are trying to make genuinely competitive offers.
Does our company need to be a certain size for compensation work to make sense?
In BC you’re now required to post compensation along with new roles, and most employers review compensation for their current team before posting this publicly. Pay structure issues tend to show up earlier than most businesses expect. If you are making offers that aren’t landing, losing people regularly, or haven’t reviewed your structure since you built it years ago, it is probably time. Size is not a determining factor of whether or not you’re due for a review.
How long does a compensation project typically take?
We scope it at the start so you know what you are getting into, but generally speaking, the analysis takes 1.75 hours per unique role within your company. There’s also time for presentations and reporting built into our scope.
What is pay equity and do we need to worry about it?
Pay equity legislation requires that employees doing work of equal value are paid equitably regardless of gender. Requirements vary by jurisdiction and are becoming more stringent. If you have not looked at your pay practices through that lens, it is worth doing. The exposure for non-compliance in this area tends to grow as the business does.
Do you help us communicate compensation changes to our team?
Yes. A well-designed pay structure does not do much if people don’t understand it or trust it. We can help you think through how to roll out changes in a way that is clear and honest, and that holds up to the questions your team will ask.