Compensation & Benefits
Build a package that makes sense for the role, the market and the business.
Compensation is more than choosing a salary. Companies need to balance what the market expects, what a role is worth internally, what the business can sustain and what will actually help attract and retain the right people.
TTE helps companies build and review salaries and benefits that are competitive, clear and aligned with the organisation.
The aim is not to pay more. It is to pay with a clear logic behind every decision.
A package is more than a salary.
01
FIXED PAY
The employee’s recurring base compensation.
02
ALLOWANCES
Elements linked to the role, location or company policy.
03
VARIABLE PAY
Bonuses, commissions or other performance-related components where relevant.
04
BENEFITS
The wider advantages attached to employment.
05
PROGRESSION
How compensation can develop as responsibility, performance or seniority changes.
06
TOTAL REWARD
What the employee ultimately sees as the value of the package. Salary + Allowances + Variable Pay + Benefits + Progression
Benchmark the role, not just the title.
Two "Sales Managers" can do very different jobs. One leads a team of ten across several markets. The other is the company's first commercial hire. That is why we look beyond the title: scope, responsibility, experience, seniority and market.
The external market matters. Internal consistency does too.
Choose your position in the market
Not every company needs to be the highest payer. The right position depends on your talent strategy:
- Around the market: competitive with similar roles
- Above the market: to attract rare skills or compete hard for talent
- Different from the market: a distinct mix of pay, incentives, flexibility and benefits
Pay structures become more important as the team grows.
When a company has five employees, compensation decisions may happen individually.
At fifty employees, that becomes much harder.
Questions begin to appear:
- Why does one person earn more than another?
- What happens when someone is promoted?
- How large should an increase be?
- When does a role move into another level?
- Are new hires being paid significantly more than existing employees?
- Does the company have a consistent approach to bonuses?
The offer gets someone through the door. The structure needs to keep making sense afterwards.
How TTE can help
Depending on the company’s needs, we can support in:
01
Salary benchmarking
Reviewing compensation against relevant market information and comparable roles.
02
Compensation structure
Helping organise fixed pay, allowances and other recurring elements.
03
Job levels & salary ranges
Creating clearer compensation ranges around different levels of responsibility.
04
Variable compensation
Supporting the design or review of bonus and incentive structures where relevant.
05
Commission structures
Helping companies think through commercial incentives and how they connect to performance.
06
Benefits framework
Reviewing the wider employee benefits offered by the company and how they fit the overall package.
07
Salary review support
Helping management approach annual or periodic compensation reviews with greater consistency.
08
Offer positioning
Supporting hiring decisions where the company needs to understand how a proposed package sits within the market and internal structure.
People & Talent
A complicated incentive scheme that nobody understands will struggle to influence behaviour. How competitive is your employee package today? Whether you are hiring for a new role, reviewing salaries or building a more consistent compensation structure, TTE can help you understand where the package stands and what may need to change.
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