The UK's leading salary and recruitment benchmarking tool

Looking to attract and retain finance, human resources or business support professionals? Plan your recruitment and retention strategies for the year ahead with the UK's most comprehensive salary benchmarking tool.

Make data-led decisions 

The enhanced 2024 Salary Survey  unlocks a wealth of employment insight from research of over 100,000 roles posted throughout 2023, providing accurate and reliable salary and remuneration data. 

We offer salary and market insights for permanent, contract and interim positions in London, Birmingham & the Midlands, Manchester & the North and Milton Keynes & the South East.

Explore talent trends across the UK and find out the overall professional outlook, salary predictions and key recruitment advice for 2024.

Our specialist areas of recruitment:

  • Part-Qualified & Transactional Finance
  • Human Resources
  • Business Support
  • Marketing

Employee expectations

Discover the career expectations of UK professionals and how to shape your employment offer to attract and retain talent.

Enhanced salary data

The report details salary and pay rates ranges and industry averages across SMEs and large enterprises.

Talent hotspots

Developed in partnership with a leading data provider, the 2024 Salary Survey provides exclusive insight into the most in-demand skill sets. 

Benchmark your teams' salaries


  • Why is salary benchmarking important?

    Salary benchmarking is essential for comparing pay and compensation packages offered by an employer against the market and of those offered by competitors. Pay and compensation benchmarking can provide significant competitor advantage, through the retention and attraction of top talent and enhancing an organisations reputation. 

  • What is the salary benchmarking process?

    Salary benchmarking is the process of comparing salaries across the market for a particular job and providing a range and average for a particular role which can help guide an employer’s decision-making on pay or bonuses during appraisal period or when making a new hire. 

  • How to do salary benchmarking?

    In partnership with a data collection specialist, a benchmarking tool offers a fully comprehensive list of salary ranges and averages based on location, experience level and more. You can view the latest salary range and averages in the 2024 salary guide. 

  • What are the benefits of using a salary benchmarking guide?

    In a candidate led market, competition for in demand, niche skill sets is continuing to rise throughout 2024. Compare your salary offering and employee value propositions against the market to help you to attract new talent, and retain existing employees. Using a salary guide to benchmark your 2021 offerings can help keep you ahead of the competition and retain employees who will be vital for bridging future business skills gaps. 

  • Do I need to hire a contract, temp or permanent employee?

    We will partner with you to assist in the decision-making process. Sometimes we will suggest a combination of contract, temp and permanent solutions on a case-by-case basis.

    Contract hires are great for gap filling and ensuring business as usual specifically during seasonal periods when many permanent employees are on annual leave. Contract hires are also a great approach to 'try before you buy', to test their technical skills and team fit before offering them a permanent position. 

  • How do I evaluate employee pay & compensation during performance reviews?

    Salary and compensation reviews often take place during the annual and half-year employee performance reviews. In tangent with the employee performance scoring, you can use a salary benchmarking tool to inform the pay and compensation review process. The tool also gives good insight into market trends and in-demand skill sets. So, use performance reviews to see where the employee fits relative to the external jobs market and avoid losing in-demand talent through effective pay and compensation strategies.   

UK Hiring Market Update

Whilst salaries will continue to rise at the fastest rate we have seen in 20 years for the most in-demand roles, we can’t say fairly what this will mean in line with inflation.
Instead, what we will witness is the most radical change to benefits packages we have seen in over a decade – with health & mental wellbeing provisions right at the top of the agenda. Firms will step up in the face of the cost-of-living crisis and there will be the introduction of reward schemes and soft benefits which will help to alleviate the day-to-day financial pressures placed on us all in the coming year.
We may also see bonus structures change in the coming year – where instead of yearly this could move to smaller bonuses being shared quarterly to firstly help retain and motivate employees but also support with the rising cost-of-living.
Chris Poole, Managing Director - UK