SALARY BENCHMARKING
Your best people aren't leaving for culture.
They're leaving for
₱15K more.
₱15K more.
Benchmark every role against the live market — before the next resignation letter does it for you. Request a scope and we’ll map exactly which roles sit below market and what it takes to close the gap.
No cost. No obligation. 30-minute read-out.
FOR COMPANIES WITH 50–300 EMPLOYEES
WHAT A SCOPE INCLUDES
A benchmarking scope isn't a quote.
It's a map of your pay risk.
WHY THIS MATTERS
Pay sits quiet-until it doesn't.
Your best people are already looking
Most employees say they’d switch jobs for better pay, and over half of active job seekers are chasing a higher salary. The people you can least afford to lose are usually the ones with the most offers in their inbox.
Replacing them costs a fortune
Replacing one employee runs from a chunk of their salary at junior level to well over double it for senior and specialist roles. A single avoidable resignation can cost more than a year of getting the range right would have.
The spreadsheet always surfaces
When pay isn’t structured, two people in the same role drift apart — and the moment they compare notes, it becomes a grievance. Without a defensible range, you have no answer for “why does she earn more than me?”
Fair, structured pay keeps people
The flip side: when employees trust that pay is set fairly against the market, they’re measurably less likely to leave. A clear structure turns every raise from a negotiation into a decision — and protects you if anyone ever asks how pay was set.
The pattern is consistent: pay is the single biggest controllable reason good people walk. Benchmarking is how you see the gap while you can still fix it cheaply — before it’s a counteroffer you can’t match or a grievance you can’t defend.
THE NUMBERS
What the research says about pay and retention
Request your
benchmarking
scope
Tell us a little about your team. We’ll come back with a tailored scope and a time for your read-out usually within one (1) business day.
