Noor Haddad· VP, Total Rewards, Calibre Software
Asked in New Member Welcome ·
I am a people operations manager at a 300-person software company with offices in Amsterdam and Berlin, and compensation became part of my job this year. We are growing by about 80 people a year, mostly engineers and sales.
We currently pay for one survey and I have been quoted for two more. One of the salespeople told me that everyone our size uses three. Our finance director wants to know why one is not enough, and I do not have a good answer either way.
What do companies of our size typically use, and how do you decide whether an extra source earns its place?
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Compensation Consultant, Independent
At a similar size in Dublin we use two: one technology-sector survey that covers most of our roles and one general survey for finance, HR and operations. A third would only earn its place if it filled a named gap, in our case sales roles with on-target earnings data.
VP, Total Rewards, Kestrel Aerospace
My test: list your 25 most populated jobs and check how many get a solid match in the survey you already have, meaning enough companies in the right country. If it is 20 or more, one is enough for now. If engineering in Berlin is thin, that tells you which second source to buy. That is also the answer for your finance director.
Total Rewards Manager, Bellwether Consulting
One more point in favour of restraint. Every survey you buy needs a submission, and a good submission takes a small team three to five days. Three surveys is two to three weeks of your year. Count that as part of the price.
