Pay right. Hire right.
When you are losing offers or candidates keep ghosting between offer and joining, the problem is rarely mysterious. It is measurable. We diagnose exactly where your hiring is breaking and what the market is actually paying. Two services. One question answered.
Diagnose first. Then act.
Order them separately or together. Both are discrete projects with defined deliverables. No retainers, no monthly minimums.
Know what the market actually pays.
Your offers are getting declined. Or accepted but never started. Or accepted, started, then quit at three months for 20 percent more elsewhere. Either you are underpaying for the talent you want, or you do not know what you are paying for.
We pull live compensation data for the role you are hiring, segmented by seniority, location, and company size. You get a benchmark report that shows where your current offer sits on the curve.
- Salary range bands by seniority
- Location adjustments for remote, hybrid, and on-site
- Total compensation breakdown including benefits expectations
- Where your current offer sits on the curve, with recommended action
Find where your hiring breaks.
You are getting applicants. You are interviewing. You are making offers. And somehow nobody is joining. Or they are joining and leaving in 90 days. The data is sitting in your inbox and your team's notes. It just needs someone to actually read it.
We audit your last six months of hiring activity for a given role, find the stage where your funnel collapses, and tell you why. With recommendations you can act on this quarter.
- Stage-by-stage conversion rates against industry benchmarks
- The exact stage where your funnel breaks
- Likely root causes: JD quality, channel mix, interview load, compensation gap
- Three concrete fixes ranked by impact and ease
Common signals. Clear diagnoses.
If any of these sound familiar, market intelligence is the right starting point.
"Our offers keep getting declined."
Either your offer sits below market, or candidates are using yours to negotiate elsewhere. Benchmarking tells you which.
"We don't know if we're paying too much or too little."
Compensation decisions made by analogy drift from the market over time. Benchmarking re-anchors them to reality.
"Candidates accept and then go quiet before joining."
Offer-to-join drop-off is one of the most expensive failure modes in hiring. The audit isolates the cause. It is usually one specific thing.
"We're getting applications but no good candidates."
The problem is usually upstream: JD quality, channel mix, or screening criteria. The audit traces the funnel back to the actual leak.
Stop guessing. Get the data.
Tell us which role and which question: compensation, funnel, or both. Diagnostic delivered in a week.
Request an analysis