Salary Benchmarking
Benchmark Pay for Hiring, Retention and Reward.
Salary, bonus and compensation benchmarking for recruitment, internal pay reviews and workforce planning across global commodity markets.
Competitive compensation matters long before a vacancy reaches the market.
HR and leadership teams need reliable market data when reviewing existing salaries, planning annual pay adjustments, addressing retention risk, setting packages for new hires or assessing whether compensation remains competitive across different locations and functions.
Imperium Edge Salary Benchmarking provides structured compensation intelligence across salaries, bonuses and broader remuneration, helping businesses understand how their people and proposed packages compare with the relevant market.
Research can be defined by role, seniority, function, commodity, geography, competitor group or business type, giving HR teams a more relevant benchmark than broad salary surveys designed for general industries.
Our work spans commodity trading, brokerage, energy, metals & mining, agricultural commodities, shipping, derivatives and financial markets, drawing on specialist research and ongoing market knowledge.
Whether you are hiring someone new or reviewing the people already in the business, the question is the same: how does your compensation compare with the market?
INTERNAL PAY REVIEWS
Benchmark existing salaries and bonuses against relevant external market data.
NEW HIRE COMPENSATION
Set realistic and competitive packages before entering the market.
RETENTION & PAY RISK
Identify where compensation may have moved behind competitors or the wider market.
ANNUAL REWARD PLANNING
Provide evidence to support salary reviews, bonus discussions and workforce budgeting.
NEW MARKETS & LOCATIONS
Understand compensation differences before building a team or opening in another geography.
PAY EQUITY & INTERNAL POSITIONING
Compare compensation across relevant employee groups and investigate specific pay-gap questions where appropriate.
Pay Decisions Are Too Important for Guesswork.
A Benchmark Built Around Your Market.
Useful compensation data depends on comparing like with like.
01. Define the Scope
Agree the roles, seniority, functions, locations, commodities and compensation elements that need to be benchmarked.
02. Build the Comparator Group
Identify the relevant competitor businesses, team types and market segments rather than relying on broad generic salary surveys.
03. Research & Validate
Combine structured research with specialist commodity-market knowledge to build a reliable picture of salary, bonus and wider remuneration.
04. Deliver the Benchmark
Present the findings in a practical format that HR and leadership teams can use for pay reviews, hiring, retention planning and reward decisions.
What You Receive
Depending on the project, outputs can include:
Salary ranges • Bonus benchmarks • Total compensation comparisons • Geographic differences • Competitor comparisons • Role and seniority analysis • Internal pay positioning • Bespoke observations and recommendations
The benchmark is built around the market you compete in — not a generic industry average.
Part of a Wider Search Strategy
Salary benchmarking can also be incorporated into our Retained Search and Search Partnership work, helping clients validate compensation before entering the market and refine packages as candidate conversations develop.
Explore Retained Search →  Explore Search Partnership →