01 · Clarify the job profile
Assess duties, requirements and responsibility.
SALARY BENCHMARKING
Compare the market. Make informed compensation decisions.
Relevant comparison groups and clearly defined pay components rather than isolated averages.
DeBott develops market comparisons for individual jobs, functions and organisations. Duties and responsibility are matched with the relevant comparison market. Results support salary budgets, recruiting and the development of compensation structures.
A job title alone is not enough.
Broad comparison groups may hide important differences. Narrow groups require sufficiently robust data. Scope and market characteristics are defined together before individual salary values are used for decisions.
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OUR
MISSION
We help your forward-looking business drive meaningful change.
Learn more about our consulting approachFrom the business question to a useful market comparison.
02 · Define the market
Consider country, region, industry and company size.
03 · Analyse the data
Review reward components, distributions and analytical limitations.
04 · Prepare the decision
Connect market values with internal structure, budget and reward strategy.
Turn market data into practical decisions.
- Assess hiring budgets for new and hard-to-fill positions.
- Connect salary bands with internal job value.
- Compare adjustment needs and alternative target positions.
- Document decision foundations for HR, managers and executives.
Compensation Radar for market analysis.
Compensation Radar supports comparisons of base salary, variable compensation and total cash. Available markets and analyses are clarified for your use case and chosen access. A salary report is also available for an individual question.
Explore Compensation Radar
Connect job evaluation with market comparison.
Learn moreOrder a salary report
Describe a job using the questionnaire and order a report.
Learn moreFrequently asked questions
Does market data create an entitlement to a salary?
No. Market values provide guidance. Individual decisions also consider job value, experience, internal comparability and business conditions.
Which pay components are compared?
Base salary, variable compensation and total cash are assessed separately. Period, working time basis and component definitions must be consistent.
Give your next decision a clear foundation.
An initial conversation clarifies your starting point, priorities and the next practical step.