Spot It.
Candidates turn down offers or ask for more than you planned. Current employees mention what friends make elsewhere. You suspect your pay has fallen behind, but you aren't sure by how much, for which roles or what you can realistically do about it.
Sight It.
Pay often gets set one hire at a time and adjusted only when someone asks. There is no regular comparison with market rates. Raises may have been handed out unevenly over the years, creating unfairness inside the team. And benefits may not match what your employees actually value most, so money gets spent on things people don't notice.
Solve It.
Get a clear picture and a plan:
- Gather current market pay information for your main roles from local sources or industry groups.
- Compare it with what you pay now, role by role.
- Look for fairness issues among people in similar roles.
- Ask employees which benefits matter most to them.
- Build a plan to close the largest gaps over time, starting with key roles.
Fair, explainable pay builds trust, even when you can't match every offer.
Fixed it yourself? Great. Want help making it stick? Talk to a Troubleshooter.