Many times, my executive search firm will begin a new search with small to medium sized companies that do not have a compensation expert on staff. As we begin these searches, it is always positive to bring in a compensation expert to understand what the job market is doing with that particular job title we want to recruit.
My firm collaborates with The Taber Company www.thetabercompany.com for compensation expertise needed with a each new search.
Jack brings a wealth of knowledge and is always right on target on compensation needs for a particular position. He also keeps it simple for me and the client (I appreciate that as the data can be complex).
The obvious reason that you require most recent, clean data on salaries is that once you start recruiting in the job market, you have to offer a salary that will attract the very best (base, bonus, stock options, etc). If you don’t have the correct compensation information from the start, the search will flounder and it will take much longer to fill the position. If you are not paying market rate or above for a top talent, you will not attract a top talent.
Always make sure you have the most accurate and up to date compensation data at the beginning of a new search. You will then be able to close the deal for the client company with a top candidate.
