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EXECUTIVE COMPENSATION
One role. One market. Verified data.
Traditional salary surveys aggregate thousands of jobs into ranges so broad that they're practically useless for making decisions. We take the opposite approach: a single role—yours—and the actual compensation of the people currently in it.
Define the scope of your compensation study ↗
Direct headhunting of job holders
A compensation database is a snapshot that is already outdated the day it is published, averaged across scopes that do not match yours. We do not look at a database. We identify the executives who currently hold the role you are looking to benchmark, we reach out to them directly, and with their consent, we gather the actual structure of their compensation.
People and companies are then anonymized. You receive figures, their scope, and their date—never a name. This is a method that only an executive search firm can use, because it requires knowing how to approach an executive and get them to open up.
Our method
Each study indicates its sample, date, and comparison limits. You know what each figure is based on.
01
Define the role
Actual responsibilities, organization size, location, ownership structure. A range only makes sense when tied to a specific scope.
02
Build the panel
Identification of leaders holding this position in comparable organizations, in France and internationally where applicable.
03
Approach and collect
Confidential interviews with job incumbents. Base salary, variable pay, long-term incentives, benefits, and severance terms.
04
Anonymize and restore
The data is aggregated, individuals and organizations are anonymized, and sources and their dates are explicitly stated.
Preparing a recruitment
Align the budget with the actual scope of the role and the profiles you are targeting.
Review compensation
Analyze the consistency of the fixed, variable, and long-term compensation components of an executive in office.
Align incentives
Align compensation objectives with expected performance and the value creation timeline.
Your return
The legal and tax structuring of these arrangements is handled by specialized advisors, with whom we work in close coordination.
A market positioning note, complete with its methodology and panel.
A detailed comparison of the package components.
Compensation scenarios and their trade-off points.
A recommendation for the decision-making and negotiation process.
YOUR POINT OF CONTACT FOR THESE MISSIONS
Founder of Laroze Partners
He built his initial expertise in financial and strategic consulting before expanding into tech and healthcare. He leads the consulting engagements himself, from scoping through to delivering recommendations.
Talk with Thomas Rozier ↗
Frequently Asked Questions
A confidential conversation
Role benchmarking, compensation package reviews, or incentive alignment: let's frame your needs.
Let's talk about your challenges ↗