Justly What I do

I help startups and scaleups worldwide build trust through fair and transparent pay

The Challenge

Pay transparency fosters a workforce of loyal and engaged employees, however compensation is often shrouded in secrecy. A black box of subjective assessments and random figures that are difficult to verify which leads to frustration, confusion, and a lack of trust.

If you’re like most of my clients, you’re probably facing the same questions:

“How can I get a pay rise?”
“How are our salary benchmarks calculated?”
“Why is X making more than me when we’re doing the same job?”
“Why don’t we display salary bands on job adverts?”
“Why do we pay higher salaries in location A vs location B?”
”I heard Netflixs pays more for this role. Why don’t we pay the same?”

What happens if nothing changes?

❌ Your best people leave. They’ll find fairness and transparency somewhere else.

❌ Trust erodes. Pay secrecy breeds suspicion and resentment.

❌ Growth stalls. Pay confusion distracts teams from actual work.

If your employees consistently question your compensation approach, here’s the reality: You’re likely not being transparent enough about your pay processes.

The Solution

I’ve turned the complex world of salary benchmarking into a clear, actionable process. My guide, compensation calculator and compensation philosophy framework have already helped over 70 organisations spanning from the UK to New Zealand, San Francisco to Oman take their first steps towards pay transparency.

How We'll Work Together

I’m intentionally running a one-person business, so you’ll work directly with me, start to finish.

We'll have weekly working sessions focused on specific topics, plus ongoing communication through email, Slack, and Loom videos.

Here’s what we’ll cover in a typical project

Step 1: Project Set Up & Discovery

Starting the project on the right foot

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Step 2 - Market Data

Choosing relevant and reliable data to compare yourself against

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Step 3 - Job Architecture & Levelling

Building a ‘common language’ for mapping roles back to the market and comparing ‘apples to apples’

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Step 4: Compensation Philosophy & Salary bands

Defining your ‘North Star’ for pay decisions and building your salary bands

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Step 5: Analyse market position and pay equity

Spotting pay gaps and understanding the cost to close them

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Step 6: Educate & launch

Making sure everyone understands how pay works

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Two Key Deliverables

1. Compensation Calculator

2. Compensation Philosophy

Pricing

I believe in practising what I preach, so my pricing is fully transparent. Below, you’ll find the two ways in which we can work together, along with what you can expect from each.

	Option 1️⃣ Low-Touch Engagement	Option 2️⃣ High-Touch Engagement
Best for	Companies that have already levelled their team, selected a data source, and need to turn that data into meaningful salary bands and carry out a pay equity audit—fast.	People teams who need structured, hands-on support to build and roll out their salary bands and compensation philosophy.
Process	A lightweight and rapid approach—focused purely on getting you to the right numbers efficiently.	Follows my six-step process, ensuring a robust, scalable, and fully embedded compensation strategy.
Includes	Translating market data into salary bands and overlaying them onto your team to carry out pay equity analysis.	Full levelling framework selection, organisation-wide levelling, market data selection and analysis, salary banding, compensation philosophy development and manager training.
Discovery process	❌ Not included	✅ Review of existing materials and Manager interviews
Project Management	❌ Not included	✅ Fully managed, end-to-end project ownership
Levelling	❌ Not included	✅ Support in levelling the organisation
Workshops & Training	❌ Not included	✅ Running workshops to define your compensation philosophy ✅ Manager training on how to talk about pay & communicate compensation philosophy clearly
Stakeholder Engagement	❌ Limited	✅ Works closely with key stakeholders to align compensation with business strategy
Materials	✅ Full access to all materials ❌ No customisation from me	✅ Full access to all materials ✅ Customisation from me
Project Duration	1-2 weeks	3 months
My Time	1-2 days	8-10 days
Total Cost (ex VAT)	£2,950 - £3,900	£9,600 - £11,500

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Materials that you’ll own

✅ Compensation calculator ✅ Compensation philosophy ✅ Levelling framework ✅ Project plan and a list of all the decisions you’ll need to make ✅ Manager training decks ✅ ChatGPT example prompts for you to use for any future analysis ✅ Bespoke instructional videos created just for you and your calculator ✅ A ton of tried and tested pre-built comms and launch materials

❌ Salary benchmarks

The price for salary data from providers such as Radford, Mercer, Ravio, Pave etc is not included, so you’ll need to set aside an annual budget for this.

Annual costs for these can range from FREE to £10k depending on your location. I'll help you determine which option best fits your needs.

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My Time

I operate on a time-based model, tracking time to provide a clear record of where I spend it.

The number of days estimated above are based on my typical engagements. After initial discussions, I'll be able to provide a precise estimate.

Not ready for a project?

Whether you need a second opinion on salary bands, want to refresh your current salary benchmarking, discuss your location-based pay strategy, or just pick my brain about market data sources, this option is for you.

I work by the hour, starting with a free scoping call to understand your needs. From there, we dive straight into solving the specific comp challenge holding you back, so you walk away with clarity and a clear path forward.

Hourly rate @ £150 + VAT

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Schedule a FREE call with me via Calendly →