A Salary Review is a comprehensive analytical study that provides your company with objective and up-to-date data on the market income level for key positions. It is not just a collection of figures, but a tool for building a fair and competitive compensation policy, enabling you to strategically attract target specialists, retain valuable employees, and optimize the payroll fund.
Salary Surveys
Benefits
Objective Basis for Decisions
Rely on factual data about salaries and roles in the industry to form a fair and competitive compensation system.
Proactive Talent Retention
Reduce the risk of losing key employees due to uncompetitive pay. Adjust salaries in a timely manner based on market trends.
Improved Recruitment Efficiency
Accurately determine a candidate's market value to make attractive offers on the first try, reducing time-to-fill and the offer decline rate.
Optimized Staffing Budget:
Identify blind spots—both overpaying for non-critical positions and under-investing in key roles—reallocating resources for maximum return.
Why choose us
Flexible Data Collection Methodology
We combine data from verified commercial surveys, results from Advirus's own research based on actual offers and closed vacancies, and verified information from partner employers, ensuring a representative sample.
Total Rewards Analysis
We consider not only the base salary but also variable pay, KPIs, bonuses, options, social packages, and non-material benefits, providing a complete picture of compensation.
Industry and Functional Segmentation
You get data not as a market average, but segmented by your industry (IT, FMCG, finance, manufacturing) and specific functions (sales, R&D, marketing, finance).
What data we provide
Salary ranges
(minimum, median, maximum) for positions from line staff to top management.
Compensation package structure
(ratio of fixed and variable components, bonuses).
Analysis of non-financial benefits
(private health insurance, insurance, training, remote work) and their impact on offer attractiveness.
Comparison of your current salary structure
with market benchmarks.
Who it is for
1
HR Directors and managers responsible for developing and revising compensation policy.
2
CFOs for accurate workforce budget planning.
3
Owners and CEOs of medium-sized businesses for building a transparent and motivating pay system.
4
Large companies for regular benchmarking and grade calibration.
When it is relevant
Annual budget planning and revision of the grading system.
Preparation for mass hiring or team scaling.
Increased cases of offer declines or departures of key employees.
Company entry into a new market or launch of a fundamentally new business line.
How the research is conducted
1
Briefing and Scoping
We jointly define the list of positions to be studied, the level of detail (e.g., Junior/Middle/Senior), the geography, and key competitors for comparison.
2
Data Collection and Aggregation
We form a holistic picture by consolidating commercial, internal, and partner resources.
3
Verification and Cleansing
Statistical data processing, filtering out anomalies, standardizing to a unified structure to ensure correct comparisons.
4
Analytics and Report Generation
You receive a structured report with specific insights: competitive advantages, areas of lag, and factors critical to employer attractiveness.
5
Presentation and Consultation
We deliver the final report and conduct a strategic session with your team, helping to interpret the data.
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