A comprehensive assessment of the CEO and C-suite compensation every 12 to 36 months is essential to ensure your executive compensation remains competitive, defensible and aligned with your organizational goals. Wilson Group’s approach is disciplined yet flexible to...
By Chelsea Martens, Senior Compensation Consultant, Wilson Group Most pay equity audits don’t fail on the numbers. They fail on the documentation that’s supposed to explain the numbers. If you’re reading this, there’s a good chance you’re...
By Chelsea Martens, Senior Compensation Consultant, Wilson Group Here’s a number that tells two completely different stories: 4% In a recent multi-country pay equity study I personally authored, that was the Controlled Gender Pay Gap — well within the range...
Sales organizations typically face a fork in the road: do they use hybrid roles—where one person hunts and farms—or do they split the labor between Account Executives (AEs) and Account Managers (AMs)? When these roles are separate, the most critical inflection point...
In every compensation project, whether you’re benchmarking salaries, designing pay structures, or evaluating internal equity, the accuracy of your job matching process is foundational. Good data leads to good decisions, and good decisions build trust. Yet many...
