Salary benchmarking.
What channel talent actually costs right now, by role, region and business model.
Most lost offers are lost on package.
Channel pay moves quickly, varies sharply between vendors, distributors, resellers and MSPs, and rarely matches what general technology salary surveys report.
We benchmark from live searches and our own market rather than a survey filled in once a year. That means base, commission structure, on-target earnings and the benefits that genuinely influence a decision.
What a benchmark contains
Role-level ranges
Low, median and upper quartile for the specific role, not a job family average.
Commission and OTE
How the variable element is structured in comparable businesses, and what proportion is realistically earned.
Business-model splits
Vendor, distributor, VAR and MSP compared separately, because they pay differently for the same title.
A written report
Something you can take to a board or a remuneration committee, not a verbal opinion.
How it works
Define
We agree the roles, levels and regions in scope, and what decision the data has to support.
Gather
We draw on live search data, recent offers and direct market conversations.
Compare
Your current packages against the market, with the gaps quantified.
Report
A written benchmark with clear recommendations, delivered inside two weeks.
Commonly used for
- Setting a package before going to market
- Retention reviews when someone is being approached
- Pay parity after an acquisition
- Annual budget and headcount planning
Not sure what to offer?
Tell us the role and we will give you a realistic range before you commit to a number.