Headshot of a man with glasses and a beard, wearing a dark suit jacket and a light blue shirt, in an office setting with large windows and cityscape background.

Total Rewards leadership that grows with your people.

Fair, competitive, and cost‑efficient compensation programs — built for global scale and designed to support your team.

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Trusted Global Total Rewards Leadership

Over 15 years guiding high-growth organizations through scaling, global hiring, and equity expansion - with measurable improvements in fairness, retention, and cost-efficiency.

What I Do

Compensation leadership designed for distributed teams

  • Global leveling & pay structures

  • Market benchmarking across regions

  • Equity program strategies

  • Offer & promotion guidance

  • Pay transparency readiness

  • Cost analysis rooted in fairness & compliance

Our Services

  • Short, focused engagement to understand where you are and what to fix first.

    Includes:

    • Salary ranges, leveling, equity review

    • Internal equity & market assessment

    • Clear prioritized recommendations

    • Optional leadership read‑out

    Investment: $ / €5,000 - €8,000

  • Strategic Total Rewards leadership without a full‑time hire.

    Includes:

    • 4–6 hours per week

    • Compensation cycles

    • Offer/promotion support

    • Manager enablement

    • Exec + Finance partnership

    Investment: $ / €2,500–€3,500/month

  • High‑impact builds for fast‑scaling companies.

    Examples:

    • Global leveling & job architecture

    • Equity refresh

    • Transparency planning

    • Benchmarking overhaul

    • M&A comp integration

    Investment: $ / €8,000–€20,000

Book a Free Intro Call

How I Work

Assess

I quickly surface the highest‑impact issues and identify where compensation is creating friction, misalignment, or fairness concerns — giving you clarity and a focused starting point.

Align

I partner with leadership, People, and Finance to define principles, priorities, and constraints — creating alignment that removes ambiguity and accelerates decision‑making.

Act

I implement scalable compensation structures — leveling, ranges, communication, and governance — that improve trust and strengthen long‑term outcomes.