Custom Surveys
For when standard data is incomplete, outdated, or not specific enough
We design and administer tailored compensation surveys that uncover the competitive intelligence you need to make informed and defensible pay decisions. As a neutral third-party administrator, we manage the entire process—confidentially, rigorously, and efficiently.
Custom Surveys Give You the Edge
Custom surveys deliver focused insights that help HR, compensation professionals, and CFOs make defensible, cost-effective decisions with confidence.
Fill Critical Data Gaps
When market data is missing or unreliable—especially for niche roles, specialized industries, or emerging markets—custom surveys provide the targeted intelligence needed to make pay decisions with confidence.
Support Cost-Control and Budgeting
Precise peer data that helps align compensation spending with business priorities. Avoid overpaying or underpaying by understanding what competitors are truly offering.
Improve Workforce Planning
Custom survey data helps you plan ahead—identifying where to invest, where to scale back, and where pay gaps could lead to talent risk.
Enable Transparent, Defensible Pay Programs
Tailored data allows your team to respond clearly to internal stakeholders, boards, and regulators with compensation decisions backed by credible, relevant benchmarks.
Drive Strategic Compensation Adjustments
Adjust pay strategies based on what’s really happening in your market. Use custom data to guide restructuring, merger and acquisition planning, or geographic pay differentiation.
Our Process: Structured for Accuracy, Integrity, and Impact
The custom survey process is designed to ensure accurate, relevant results that support confident decision-making. Each phase is executed with attention to data quality, confidentiality, and strategic alignment.
A typical engagement includes these core steps:
Define Survey Scope and Objectives
- Establish survey goals, role coverage, and key data elements in collaboration with internal stakeholders. Identify target peer groups and clarify intended use of findings (e.g., budgeting, restructuring, policy alignment).
Develop Survey Instruments and Participation Materials
- Design custom templates, submission protocols, and communication materials to ensure consistency and ease of participation. All tools adhere to established data privacy and confidentiality standards.
Identify and Engage Survey Participants
- Target appropriate peer organizations based on defined criteria. Conduct outreach, manage participation, and ensure data integrity through neutral third-party facilitation.
Validate and Analyze Submitted Data
- Review all data for completeness, accuracy, and alignment with predefined parameters. Perform statistical and qualitative analysis to identify patterns, variances, and market positioning.
Deliver Findings and Strategic Recommendations
- Provide a comprehensive deliverable that includes benchmarking results, market insights, and actionable guidance. Findings are presented in a format designed to support compensation planning, board reporting, and executive decision-making.
Why Choose Salary.com’s Consultants
Diversified and Experienced Team
Our individual consultants have decades of experience in a variety of industries. We have the knowledge and skills to help you in your specific organization, industry, and circumstances.
High-Touch Communication
Clear communication is a cornerstone of our process, and we will be with you every step of the way. Our team of consultants are available to provide guidance and support.
Salary.com’s Powerful Solutions
We leverage Salary.com’s industry-leading total compensation management platform, making full use of its trusted data and award-winning compensation solutions.
An Extra Set of Hands
Serious analysis is a big undertaking that all too often gets pushed to the bottom of the to-do list. This is a mistake, and everyone knows it, but sometimes your internal team just can’t get the time. Our consultants provide the extra resources and expertise to implement your compensation initiatives.
Third-Party Neutrality
Bringing in outside help demonstrates your commitment to fairness, transparency, and impartiality. It also guarantees a level of discretion not always possible within an organization.
Organizations Getting It Right
Insights You Need to Get It Right
