Value Added Service
To help organizations stay competitive by delivering real-time insights on industry compensation trends, talent supply and demand, competitor hiring strategies, and emerging in-demand skills.
Core Program Components
Market Intelligence and Salary Benchmarking
Value to Clients
• Attract and retain top talent with competitive offers
• Optimize hiring locations for cost and talent access
• Reduce turnover risk from pay dissatisfaction
• Support DEI and pay equity goals
• Enable confident decision-making in workforce strategy
Ideal Integration
• Workforce Planning: Align pay and skills with future needs
• Talent Acquisition: Speed up hiring and reduce negotiation cycles
• Executive Search: Set appropriate comp levels for C-suite hires
• Internal Mobility: Support promotion decisions with fair pay data
Salary Benchmarking
• Compare compensation across roles, industries, and geographies
• Benchmark against: Market medians, Top quartile employers, Internal pay structures
• Include: Base salary, bonuses, benefits, equity (if applicable)
Competitor Intelligence
• Track how competitors structure teams and pay
• Monitor hiring volumes and skill focus
• Use open-source data (LinkedIn, job boards, Glassdoor)
Talent Availability & Market Mapping
• Analyze thesupply of qualified candidates for specific roles
• Identify regions/cities with high talent density and lower cost
• Support location strategy and remote hiring decisions
Role Calibration
• Help clients redefine role levels (e.g., Junior vs. Senior Product Manager)
• Align job descriptions with real market expectations
Skills Pricing & Upskilling
• Understand the premium or discount attached to niche or emerging skills
• Identify reskilling or upskilling opportunities based on market value
How Can We Support
– Conduct diversity sourcing campaigns
– Provide diverse shortlists(e.g., Rooney Rule approach)
– Offerbias-awareness training for hiring managers
– Developdiversity hiring scorecards and dashboards
– Consult oninclusive employer branding
Metrics to Track
– % of underrepresented candidates in pipeline and hires
– Interview-to-offer ratios by demographic group
– Diversity of hiring panel
– Inclusion ratings from candidate surveys
– DEI goal achievement by department or function