Talent Strand

Talent Mapping and Salary Benchmarking

You want names, pay ranges and realistic pool sizes. We deliver that before you open the role.

We start with desk research and then call people who do the job you need, in the city where you need them. You get a written report that lists named target companies, typical job titles, and pay ranges by metro. For a production supervisor in Greenville, we can tell you whether the candidate pool is narrow or broad. That pool size matters. If you are opening a new finance function in Charlotte, the report will include pay ranges for controllers, senior accountants, and financial analysts, plus a list of nearby employers where those people sit today.

The report covers competitor org charts, benefits benchmarks, and candidate pool sizing by city. We map who reports to whom at companies you compete with for the same roles. We look at base pay, bonus, health benefits, 401(k) match, and time off. Relocation and remote feasibility get the same treatment. Remote changes everything. You learn which metros widen the pool and which skills stay local. You get a written report you can share with your leadership team.

When this is the right choice

  • You plan to open a new office in a metro where you have no local pay data.
  • You are building a new function from scratch, such as a pricing team or a safety team.
  • You have a hard executive search and need a realistic target list before any outreach.
  • Your salary bands look low against recent offers candidates have accepted elsewhere.
  • You need to know whether remote work would give you a larger pool for a specialized role.

What we cover

  • Competitor org charts
  • Salary and benefits benchmarks
  • Candidate pool sizing by city
  • Relocation and remote feasibility

How it runs

  1. Scope the role and metros

    You tell us the job title, level, and target cities. We agree on which comparables matter: company size, industry, and reporting line.

  2. Run desk research and market calls

    We pull public data on pay and org structures, then speak with people who hold the same job in the same market. We keep every source anonymous.

  3. Size the candidate pool

    We count how many people realistically fit the profile by city and employer. We include active and passive candidates, because you will need both.

  4. Write the report

    You get a plain language report with named companies, typical titles, pay ranges by metro, and a clear read on relocation or remote feasibility.

Questions employers ask

Will candidates know you talked to us about them?

We do not name individual candidates or reveal which conversations came from which employer. The report names target companies as likely pools of candidates. Any conversation we have stays separate from your company name unless you tell us otherwise.

How current is the pay data?

We collect pay ranges from current market conversations and public postings during the project. You get ranges tied to the metro and the level you ask about. If your search starts months later, ask us to refresh the data.

Can you do this for a single role or do we need a whole function?

A single role works well. You can also ask us to map an entire department, such as a ten person accounting team or a three person executive committee. The scope changes the level of detail, so we agree on it before any work begins.

Does this include executive level roles?

Yes. We map directors, vice presidents, general managers, and senior executives. The research often starts with LinkedIn and company filings, then moves to private conversations with people who know the market. The output is a written report you can use with your board.

Have a role to fill?

Send the job title, location and pay range. A recruiter will call you back to talk it through.

Send us a role