What I do

• Up to 7 hours tracked and used flexibly across the month.
• I’ll always track time transparently and give you a heads up if we’re approaching the limit.
• Unused hours roll over into the following month
• All contracts are rolling month-to-month

We'll explore the link between performance and pay, and where needed, introduce any existing scoring methods to determine pay raises, however, this project won't involve designing or building these processes from the ground up.

Over the years, I've noticed two key aspects of variable pay:

1. The variable pay data from third-party benchmarking providers can often be patchy and hard to interpret.
2. Variable compensation tends to be bespoke to each organisation.

As a result, benchmarking your organisation against the market isn't as straightforward as it is with base salaries. We will explore how variable pay can influence your base pay strategy and delve into 'OTE'. However, the task of redesigning or constructing variable pay processes falls outside the scope of this project.

If you are looking for advice on building a Sales Team or Customer Success bonus plan from scratch or re-designing an existing one, then I can intro you to Ollie Jones over at Rampd who has supported a number of my clients with this.

Understanding how equity operates on both a local and global scale can be a complex task. If you're interested in exploring equity, I can connect you with Tamas from The Equity People, who I’ve worked with for 5+ years and are my go to people when I have clients who want to chat about equity.

If you’re looking for support to build a benefits package from scratch or want your current one overhauled, then I can connect you with my trusted benefits broker Daniel. I’ve worked with him or over 10 years and he’s helped me when I was inhouse and also a ton of my clients. He’ll help you navigate everything from health insurance and dental care to life insurance, ensuring your employees have access to a well-rounded benefits package.

Yes. I offer a 15% discount for organisations making a positive impact, including:

• Charities
• Non-profits
• Registered B Corps
• Companies tackling climate change
• Organisations working towards social good or environmental sustainability

If your work contributes to a better society or a healthier planet, I’d love to support you.

Based just outside London in the county of Kent in the UK, I work globally, partnering with clients across the UK, Europe, Dubai, New Zealand, San Francisco, and everywhere in between.

At the end of any engagement you’ll walk away with the following:

✅ Compensation calculator (Google Sheets) ✅ Compensation philosophy ✅ Levelling framework ✅ Manager training decks ✅ A ton of comms materials including emails and launch presentations ✅ Bespoke compensation calculator videos based on your unique strategy

❌ Salary benchmarks are not included Costs do not include salary benchmarking data. You'll need to budget separately for this. Benchmarking data can range from free to £8k per year, depending on your location. I'll help you select the option that best matches your needs.

• Yes, I work with companies across all industries. While I specialise in supporting SaaS businesses and emerging AI and machine learning companies, I’m not industry-specific and have experience with a wide range of sectors.

No worries! I love a good challenge. I've helped loads of organisations figure out pay for all sorts of quirky roles when their usual data sources come up short. Here's how we tackle it:

• We mix and match compensation data from similar roles to create a salary band or;
• We pull together info from multiple sources including specialist recruitment reports to get the right numbers for those really specialist jobs.

I've cracked some pretty unusual ones in my time—even sorted out pay for Zebrafish scientists!

• On average, you’ll need to set aside around 6-8 hours per week, including the weekly 1-hour check-in.
• A typical project runs over 8 weeks, so you can expect to spend about 64 hours (roughly 8 full working days) in total.

Other stakeholder time commitment

• To make sure the build is successful, it’s critical to bring other people on the journey. We’ll chat about forming a Compensation Committee, and who should sit on it, but this will always involve the founder(s) of the business.
• Consequently founders will need to dedicate around 5-10hrs of their time during the course of the whole project.

Yes. All the materials shared with you are yours to edit and keep.

• My background is in early-stage companies, and that’s where I do my best work. I focus on start-ups and small businesses because they have the flexibility to build fair and transparent pay from the ground up, without the red tape larger organisations face.
• I typically work with companies up 300 people. If you’re bigger than that, I can recommend some excellent reward consultants who specialise in supporting larger organisations.

Yes, the earlier you can design and implement a compensation system in the life of your startup, the better. Doing so can save you from dealing with significant challenges later. Ideally, I recommend starting this process around 10 to 20 employees. While it’s possible to implement at 200 employees, it tends to be more time-consuming and complex. By then, you may encounter issues like people being over-levelled, outside of the salary bands you build, and inconsistent job titles. This can all lead to confusion and dissatisfaction. Starting early helps ensure smooth growth and consistency as your company expands.

Absolutely. While I'm a strong advocate for pay transparency, I appreciate that it's a journey and not one that can be rushed. To be genuinely transparent about pay, you need not only salary bands and a compensation philosophy, which I'll assist you with, but also the following:

• Clear job descriptions.
• Clear definitions on how career progression operates and is evaluated and how it’s connected to pay.
• Performance management systems in place to assess the quality of work of individuals.

We'll work together to set you on the right path regarding the above. Remember, pay transparency isn't about disclosing everyone's salaries to the world or even internally. It's about demonstrating to employees the rationale and methodology behind their pay.

While it's natural to worry about this, keeping pay information private may not even be possible in some locations where pay transparency law mandates that you show salary bands on job adverts e.g. California and the EU post June 2026.

Even if your salaries aren’t the highest, you can still attract top talent by showcasing your unique values and culture. As part of your EVP you’ll want to highlight what makes your company stand out—whether it's an exceptional work/life balance or innovative benefit and progression programs. By emphasising your strengths, you’ll attract individuals who resonate with your company's ethos.