Executive Research
We research the executive talent market and analyse compensation and incentive structures. We provide the data you need to make informed decisions about your executive team.
Compensation & Benefits (C&B) Research Helps You:
As executive roles evolve, so do approaches to compensation. We analyse compensation and incentive structures, examining internal pay practices, market conditions and industry-specific factors. Our research shows how your executive team’s remuneration compares with market benchmarks and helps you refine your reward programmes.
Refine your existing compensation and incentive structures.
Attract and retain top executive talent.
Make a well-supported case for your company’s compensation policy to the HR committee, shareholders, board of directors or executive team.
Explore best practices and emerging trends, including those in international markets.
When Executive Talent Mapping Is Needed
For a business to keep growing, it needs to be prepared for the unexpected departure of a key leader. That means having a strong pipeline of executive talent.
We research the executive talent market, identifying leading candidates in your industry and business function. This gives you a clear view of the talent available, so you can make informed hiring decisions rather than rush to fill a vacancy.
We research the executive talent market, identifying leading candidates in your industry and business function. This gives you a clear view of the talent available, so you can make informed hiring decisions rather than rush to fill a vacancy.
A new role or business unit is being created.
You haven’t yet made a decision to hire.
You're building an executive talent pipeline.
You need a strong alternative if a current executive leaves.
FAQ
How does Executive Research differ from Executive Search?
Executive Research helps you understand the market: who the key executives are and what compensation they command. Executive Search answers a different question: whom should we hire?
Research can be commissioned independently, without an immediate need to recruit. It can help you determine bonuses for your current leadership team, review your organisational structure or compensation arrangements, and prepare for succession.
Another common objective is managing talent risks: understanding who may be looking to recruit your executives and what compensation they could offer.
Research can be commissioned independently, without an immediate need to recruit. It can help you determine bonuses for your current leadership team, review your organisational structure or compensation arrangements, and prepare for succession.
Another common objective is managing talent risks: understanding who may be looking to recruit your executives and what compensation they could offer.
What does a compensation study cover?
Whatever matters most to your business. Our research is tailored to your specific needs, focusing on the information most relevant to your current challenges.
Typically, this includes compensation by role, projected year-end payments, annual bonuses and their performance targets, long-term incentive plans (LTIs), share options, benefits and organisational structures.
Our benchmarking methodology is equally important. Rather than comparing you with every company in your industry, we focus on those you genuinely compete with for talent. Otherwise, the numbers may look impressive but offer little practical value.
Typically, this includes compensation by role, projected year-end payments, annual bonuses and their performance targets, long-term incentive plans (LTIs), share options, benefits and organisational structures.
Our benchmarking methodology is equally important. Rather than comparing you with every company in your industry, we focus on those you genuinely compete with for talent. Otherwise, the numbers may look impressive but offer little practical value.
How is executive talent mapping conducted?
We identify relevant target companies and the executives holding key positions, review their experience and market reputation, and assess their availability.
The result is an executive talent map featuring 30−80 individuals who can form a talent pipeline for a specific role.
The result is an executive talent map featuring 30−80 individuals who can form a talent pipeline for a specific role.
Solutions start with a conversation