Debox benchmarks your compensation and benefits against the market — so pay decisions are defensible, competitive, and consistent.
Without market data, compensation decisions default to precedent (“that's what we paid the last person”) or gut feel.
That creates internal inconsistency, and makes it harder to retain talent against competitors who do benchmark.
It leaves leadership unable to answer a simple question: are we actually paying fairly and competitively?
Without market data, compensation decisions default to precedent (“that's what we paid the last person”) or gut feel.
That creates internal inconsistency, and makes it harder to retain talent against competitors who do benchmark.
It leaves leadership unable to answer a simple question: are we actually paying fairly and competitively?
We map current compensation structures against roles, levels, and locations, and benchmark them against market data for your industry and geography to see where pay is out of line — too low to retain, or inconsistent internally.
We define a revised compensation structure and philosophy based on those findings, not just a spreadsheet of market numbers.
We work with leadership and HR to roll out the revised structure and talk teams through what's changing and why.
We hand over a benchmarking and compensation framework that HR can refresh periodically without needing to re-run the whole exercise.
We map current compensation structures against roles, levels, and locations, and benchmark them against market data for your industry and geography to see where pay is out of line — too low to retain, or inconsistent internally.
We define a revised compensation structure and philosophy based on those findings, not just a spreadsheet of market numbers.
We work with leadership and HR to roll out the revised structure and talk teams through what's changing and why.
We hand over a benchmarking and compensation framework that HR can refresh periodically without needing to re-run the whole exercise.
Salary Benchmarking: market-mapped salary data by role, level, and location
Compensation Benchmarking: full compensation and benefits benchmarking, including total rewards components
A defined compensation philosophy and structure, not just a data report
A framework HR can refresh independently going forward
From organisation design and growth strategy to performance marketing and custom technology, our work compounds into real business impact.
Perspectives shaped by real projects, real data, and real organisational challenges — written for leaders navigating growth and change.
“What we paid last time”
Current market data by role and location
Varies by manager/history
Structured, defensible framework
Rarely revisited
Framework HR can update periodically
