Phase 2 · Strategy & Planning · From Idea to Executable Plan
Compensation & Benefits Design
Total reward is not just about what you pay. It is about what people feel they are getting in return for the commitment they make to you.
Compensation and benefits design is the architecture of the total reward package — salary, bonus, equity, benefits, and non-financial rewards — that attracts the talent the business needs and retains the people who deliver it. We design the compensation framework, benchmark against the market, and build the benefits strategy that makes your total reward offer genuinely competitive.
The Pain We Solve
You may recognise yourself in one of these.
Three audience scenarios · because the same service produces a different transformation depending on where you are in the business journey.
Scenario 1
The business losing people to competitors who pay more
Exit interview after exit interview mentions compensation. The business is below market on salary, the benefits are thin, and the team knows it. The cost of the attrition is already higher than the cost of fixing the compensation.
Scenario 2
The founder trying to compete for talent against businesses with deeper pockets
You cannot match the base salaries of larger competitors. But total reward is not just salary — equity, flexibility, development, and mission all have genuine value to the right candidates. The package needs to be designed to compete on all dimensions.
Scenario 3
The scaling business whose compensation has grown organically and is now inconsistent
Different team members doing similar roles at similar levels are paid very differently because every hire was negotiated individually. The inconsistency is a cultural risk, a legal risk, and a retention risk waiting to surface.
The Impact It Creates
The Moment You Will Feel the Difference.
Compensation architecture that is competitive, consistent, and defensible
Benefits package designed for the actual needs of the current team
Salary bands that enable consistent hiring decisions and reduce inequity
Total reward narrative that helps candidates value the full package
What You Receive
The Specific Deliverables.
Tangible outputs · documented, dated, and yours to keep.
- Market compensation benchmarking by role and seniority
- Salary band design and implementation guide
- Bonus and incentive structure design
- Benefits audit and redesign recommendations
- Equity and ownership programme design for early-stage businesses
- Total reward statement template for employee communication
The Outcome
Where You Will Be on the Other Side.
The business attracts and retains the calibre of talent it needs with a compensation and benefits package that is competitive, consistent, and clearly communicated — and the team feels fairly rewarded for the contribution they make.
Primary Focus
Designing a total reward framework that attracts, retains, and fairly compensates the talent the business needs to grow.
KPI Measurement
- Compensation competitiveness vs market benchmark
- Voluntary attrition rate
- Offer acceptance rate
- Compensation equity score across teams
- Benefits utilisation rate
Investment & ROI
Pricing Engineered Around the Value You Create.
Every engagement is sized against the value we believe we can create with you · the fee is always a fraction of the outcome. Four tiers · so the investment matches your stage of business.
Tier 1
Foundations
£5,000 – £15,000
Right for
Pre-startup, startup, and micro-business founders ready to build on evidence rather than instinct.
Typical Value Created
£100K+ in sharper resource allocation and avoided strategic missteps
Engagement
4 – 8 weeks
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 2
Acceleration
£15,000 – £50,000
Right for
Growing SMEs and established small businesses ready to scale a working model into the next revenue band.
Typical Value Created
£500K – £3M in faster execution and pipeline acceleration
Engagement
8 – 16 weeks
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 3
Transformation
£50,000 – £250,000
Right for
Medium enterprises and scale-stage businesses ready to commit to a multi-quarter, organisation-wide shift.
Typical Value Created
£2M – £20M in strategic value through repositioning, model redesign, and growth-system installation
Engagement
3 – 9 months
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 4
Enterprise
£250,000 – £2M+
Right for
Large enterprises, global operators, and complex organisations ready for a multi-year strategic partnership.
Typical Value Created
£10M+ in major strategic initiatives, capital deployment efficiency, and competitive repositioning
Engagement
12 months and onward
Target Return
5 – 10× ROI
within 12 – 18 months
Why We Price This Way
Every engagement is sized around the value we believe we can create with you. The fee is always a fraction of the outcome · typically 10 – 20% of the expected first-year return.
This is how we make sure pricing aligns with results. The conversation is never “what does this cost?” · it is always “what is this worth to your business?” We answer that together in the first call, transparently, and decide the right tier from there.
If we cannot articulate a credible 5–10× return for your specific situation, we will tell you in the first call. That honesty is part of why our clients trust us with the work that matters most.
Why This Conversation Matters
“The best compensation package is not always the most expensive one. It is the one that reflects what the specific person values most. We design the architecture that makes that possible at every level of the business.”
A 90-minute structured strategy session · produces a usable roadmap whether you engage further or not.
More in Phase 2