Associations and professional networks
- Sector remuneration insight
- Labour-market intelligence
- Recurring member service
- Trend reporting
Compare to Compete
Salary & Remuneration Benchmarking
Compare salaries, remuneration and employment conditions in a way that participants can actually use.
Turn remuneration data into reliable market insight through relevant job matching, structured comparisons and individual participant reporting.
Typical outputs
- Salary benchmark reports
- Remuneration analyses
- Benefits comparisons
- Regional comparisons
- Individual participant reports
Typical Applications
- Salary benchmarking
- Benefits benchmarking
- Labour-market research
- Employment-condition studies
The goal
Turn remuneration data into relevant market context for every participant
Salary and remuneration benchmarking helps organisations compare salaries, benefits and employment conditions across relevant jobs, levels and reference groups.
Typical objectives
- Compare remuneration levels
- Monitor market developments
- Support remuneration decisions
- Provide participants with market insight
What participants receive
One programme, two levels of value
Participating employers
- Individual benchmark reports
- Relevant market comparisons
- Historical trend analysis
- Dashboard reporting
Relevant reference groups improve the value of remuneration data.
Participants often want to compare themselves with organisations that resemble their own.
Typical comparison criteria include:
- Region
- Organisation size
- Function level
- Sector segment
A useful benchmark balances relevance, sufficient observations and confidentiality.
Reliable remuneration benchmarking depends on reliable data.
Validation helps identify incomplete, inconsistent or unusual submissions before results are included in reporting.
Typical validation checks
- Required fields
- Range checks
- Consistency checks
- Exception reporting
They have gone before you
Choose your preferred operating model
The same platform supports different levels of involvement.
Run the programme yourself
Your organisation manages the recurring research process.
Work together with C2C
Responsibilities are shared between your team and ours.
Let C2C support the operation
C2C manages a larger part of the recurring process.
The right model depends on your internal capacity and expertise.
BMF
BMF has used Compare to Compete for its remuneration benchmark since 2019.
BMF manages the research content while Compare to Compete provides the platform, implementation support and additional capacity when needed.
Participants receive regional remuneration comparisons and benchmark reports.
SRA
SRA uses remuneration benchmarking as part of a wider portfolio of recurring research services for member firms.
The platform supports questionnaires, validation, calculations and reporting while SRA manages the research content and conducts the surveys.
Added benefit with our Survey Tool
From remuneration data to participant reports
The Survey Tool automates the repeatable parts of the process. The research definitions and substantive interpretation remain visible and controllable.
Define
Set the functions, levels, remuneration components and comparison criteria that fit the sector.
Collect
Gather recurring remuneration and employee information through structured questionnaires or, where appropriate, imports.
Validate
Use configured checks and substantive review to identify incomplete or implausible data.
Compare
Calculate market figures, reference groups and participant comparisons.
Report
Generate individual participant reports, organiser outputs and dashboards from the validated data.
Repeat
Reuse the research structure in the next period while retaining historical information where appropriate.
What makes remuneration benchmarking reliable?
A successful remuneration benchmark combines:
- Clear job definitions
- Reliable data collection
- Relevant reference groups
- Appropriate confidentiality safeguards
- Useful participant reporting
Technology supports the process. Research design determines the quality of the outcome.
A helping hand
Frequently asked questions
What is salary and remuneration benchmarking?
Salary and remuneration benchmarking compares pay and, where relevant, employment conditions across defined jobs, levels or reference groups. It places salary data in context rather than presenting only overall averages.
What is the difference between a salary survey and a remuneration benchmark?
A salary survey focuses on collecting salary information. A remuneration benchmark adds structured validation, comparison and participant-specific feedback so organisations can place their own remuneration data in a relevant market context.
Can we compare different job levels?
Yes. The research can use function families, job levels, hierarchy levels or other classifications defined by the customer or sector expert. Clear definitions are important because identical job titles do not necessarily represent comparable work.
Does a benchmark tell an employer what salary to pay?
No. Benchmark results provide market context. The employer remains responsible for its own remuneration policy and employment decisions.
We help you through the development process
Considering a remuneration benchmark?
Tell us:
- which roles should be compared
- which remuneration components matter
- which organisations should participate
- what participants should receive in return
We'll help design the right remuneration benchmarking approach.