BENCHMARK EXECUTIVE PAY WITH CONFIDENCE
Independent, market-backed insights to guide board-level pay decisions, covering fixed remuneration, incentives, and wealth-creation outcomes across comparable markets.
Why Executive Benchmarking Matters
Avoid over/under-payment risk
Meet investor & proxy expectations
Retain top-tier leadership talent
Align pay with performance
Our Approach
Custom Peer Groups
Revenue, market cap, and industry matched peer groups ensure accurate benchmarking against truly comparable organizations for meaningful insights.
Whole-of-Pay Review
Comprehensive analysis covering base salary, short-term incentives, long-term incentives, and optimal pay-mix strategies for total compensation optimization.
Board-Ready Outputs
Clear, defensible, and professionally visualized reports designed for executive presentations and board-level decision making.
What We Reveal
Fixed Pay Analysis
“Above market median in fixed pay, LTI below 25th percentile”
Benchmarking Result
Industry Ranking
“Last-ranked in total reward among industry peers”
Peer Comparison
Performance Alignment
“Strong STI leverage, aligned with growth targets”
Target Alignment
How Your Pay Mix
Compares to Market Expectations
Evidence Your Board Can Stand Behind
We synthesise data from local disclosure, private datasets, and targeted research to show exactly how your executive roles compare. Rather than dropping a spreadsheet, we translate the findings into messaging that directors can use with shareholders, proxy advisors, and regulators. Scenario modelling demonstrates how different remuneration mixes land across short-term and long-term horizons, giving you a defensible narrative for every decision.
Our benchmarking engagements extend beyond the numbers to address governance, proportionality, and performance alignment. We stress-test incentive scorecards, vesting conditions, and malus or clawback settings, ensuring the structure rewards sustainable results. Boards receive a tailored report, board deck, and policy language that can be adopted immediately—saving weeks of iteration and keeping remuneration committees focused on strategic judgement.