Remuneration Benchmarking & Banding

Who this is for

Scale-ups where compensation is handled ad-hoc — offers made on gut feel, bands that were set once and never revisited, or equity granted without a framework. Usually surfaces when a senior hire negotiates hard, a pay equity question comes up in an audit, or attrition starts correlating with salary.

The problem

Without a compensation framework, every offer is a negotiation and every retention conversation is a guess. Managers overpay for urgency and underpay through inertia. Equity gets granted inconsistently. Band compression builds quietly until it becomes a flight risk.

A well-built compensation system isn’t a constraint — it’s a tool. It lets managers have honest conversations, gives candidates confidence, and makes your equity meaningful.

What you get

• Compensation philosophy document aligned to your stage and hiring markets
• Job architecture with levelling framework (IC and management tracks)
• Market benchmarking using current Australian and relevant offshore data
• Salary bands by level and function, with guidance on band positioning
• Equity guidelines by level and grant type
• Pay equity analysis across current headcount
• Manager communication guide and talking points
• Annual review and refresh process

How it works

8 weeks
Weeks 1–2	current-state audit, job mapping, philosophy alignment
Weeks 3–4	market data pull and benchmarking
Weeks 5–6	band construction, equity guidelines, pay equity analysis
Weeks 7–8	manager enablement, documentation, and handover

Includes one annual refresh review at 12 months.