It’s time to get paid what you’re worth

You create the value. You should see the reward. With our deep knowledge of the sector, we can secure you a better salary or day rate using our live data, sharp thinking and expert negotiation skills.

What we do:

• We provide market clarity — we find the live benchmarks by role, stack, location and IR35. Using recent offer data, not guesses, we set your target, stretch and boundaries before interviews.
• Define your value, and articulate it — we explain the three crisp proof points of your value through undeniable metrics (revenue, risk, cost, performance, delivery). And we write a short narrative that fits the brief and justifies the salary you want.
• Negotiate and deliver — we open well, trade smart and hold the line, with time-bound asks, calm and considered conversations and clean closes.
• We ensure both sides are understood — because of our long-standing client relationships, we know the flex points, what leads to sign-off and how hiring managers think.
• We get the total package, not just a base salary — we consider it all: bonuses, equity, allowances, training budgets, flexibility. For contractors we consider the questions of inside/outside IR35, umbrella vs Ltd, and renewal dates. We give you side-by-side comparisons so you can make a properly informed choice.

How it works:

1. Benchmark — We map your range against current offers and placements.
2. Position — We shape your outcomes into three impact bullets and a tight story.
3. Negotiate — We run the process, manage pressure points and secure the uplift.

Your simple salary plan:

Before you start any negotiations, think about your wants.

• Know your range — what’s your target, stretch and walk-away figure?
• Lead with the proof — have three proof points with metrics ready.
• State your desired number — and put it into a statement: “I’m targeting £X–£Y based on market data and results delivered.”
• Trade, don’t cave — think about your scope of work, your title, any flexibility you’d like and consider scheduling your reviews to ensure progress.
• Decide on your total value — what would you like as compensation, and consider a 6–12 month trajectory.

Why this beats going direct:

• You’ll be armed with real-time market data to justify the number.
• You’ll have a value story that hiring managers will want to buy.
• You’ll have skilled negotiators on-side, who know the flex in the deal.

You bring the results. We make sure you’re recognised — and paid — accordingly.
Share your CV, recent wins and target range. We’ll benchmark the market, position your value and negotiate the offer, and the future, you deserve.