Price and shape the team
Compensation & Organisation Benchmarks
Defensible pay bands and a defensible structure for the team you are building. We benchmark compensation role by role across the functions you name, level the roles into a ladder you can run, and compare your organisation with comparable companies: how big each function is, how it reports, and where you are thin. Built for new sites, rapid growth, retention problems and comp committee reviews.
A decision in front of you?
Tell us what you need to know.
Request a benchmarkConfidential. We reply with a scope and a fixed proposal.
Questions it answers
- What do these roles really cost in our market, across the whole package?
- How should our roles be levelled so the ladder holds together?
- Is our site or function sized and structured like comparable organisations?
- Where are we exposed: underpaid, thin, or carrying single points of failure?
What you receive
- Base, variable and total-compensation bands for each role, function by function
- Role levelling across the full ladder, from individual contributor to function head
- Package structures competitors use to hire and retain: variable, sign-on, equity
- Organisation benchmark: headcount and structure by function against comparable companies
- A written recommendation you can take to a comp committee or a board
Delivery
Timeline
Scoped to the functions and roles in question; typically three to five weeks
Delivered work
Recently delivered as a six-function compensation and levelling framework, full ladder, for a US radiopharmaceutical manufacturing site, with an organisation benchmark against comparable companies.
Working together
How engagements work
01
Scoping call
Agree the decision, the evidence needed and the boundaries of the work.
02
Written proposal with a fixed fee
Scope, deliverables and timing set out before you commit.
03
Delivery under NDA
Confidential evidence and a discussion of what it means for your decision.
Questions
Common questions
What does a compensation benchmark from ProGen Search cover?
Base salary, variable pay and total compensation for each role in scope, set against the companies you actually compete with for people, plus the package structures they use to hire and retain: bonus design, sign-on, retention and equity. Every figure is traceable to its evidence.
What is role levelling?
Role levelling places every role in a function on a consistent ladder, from individual contributor to function head, so titles, scope and pay bands line up across the organisation. It lets a fast-growing site set offers and run pay reviews from the same framework.
What is an organisation benchmark?
An organisation benchmark compares the size and structure of your site or function with comparable companies: headcount by function, reporting lines and coverage of critical capabilities. It shows where you are in line with peers, where you are thin and where you are ahead.
Where does the compensation evidence come from?
Public filings and company disclosures, live search work in the same markets, and proprietary ProGen intelligence sources. Every number in the deliverable is linked to its evidence, and interpretation is labelled as such.
Is there a free option?
Yes. The free Compensation Benchmark tool gives indicative ranges for senior roles by sector, function and geography. A commissioned benchmark goes further: your roles, your comparators, the full ladder and a written recommendation.
Other intelligence work
Grow revenue
Market Maps & Go-to-Market
Every company in the segment you want to sell into, the people who sign inside them, and a plan to reach them.
See what is included →
Protect the plan
Leadership Team Diligence
An evidence-based read on whether a leadership team can deliver the plan it is being asked to deliver.
See what is included →Send us the question
Tell us the decision you are facing and the evidence you need. We will come back to you to agree the scope.