General question:
Who holds the purse strings for hiring purposes? Like, who sets the bands/brackets or who do people have to go to to make exceptions to them?

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Posting as :
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CFO

likehelpful

And any going over said benchmark is CFO decision. They have the big picture on profitability by account and overall. They know who’s soft and who’s Billings are strong. Accounts are all different in the negotiated rates and positions and the reality on the ground. An example: I was able to hire more senior than the staffing plan said because the work in media turned out to be simple and they were not needing all their allocated hours.

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VP1 is right especially at holding companies. The amount of times I’ve had to hire someone too junior due to crappy salary bands pains me.

Finance don’t often listen to reason, even if you go in armed with salary data showing what the bands should be.

The way I got around the appallingly low salary budgets I had at my last job was to hire a director who only wanted to work 4 days/week. This person should have been paid more (and so should I.)

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That's depressing @CD1

As a department head I’m involved with reviewing and re-evaluating the bands. Definitely more so than our talent/HR is. Work with finance who has bigger picture and also rate cards across various clients. Finance has final approval/say on new offers, along with office MD, but it’s never been an issue. I don’t think our bands are super high (don’t compare to a consultancy typically) but I do think they are fair and reflect the market.

Also couldn’t disagree more with the post re: promotions. Strong talent is essential to our ability to do good work, make money and retain clients. Professional growth is essential to retaining good talent. 🤷🏼‍♀️

likesmart

At most agencies salary levels are set by the markets. HRIS or whatever the agency calls them (some as simple as compensation) do the research and work the bands. These are part of the finance function so the CFO overseas. If you’re feeling the bands are too low then see if other agencies in the area are comparable, most of the time they are (assuming it’s not a start up or smaller).

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Not sure how it’s calculate, they’re professional market research companies (like mercer).

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The higher up that wants you more.

If they are busy, it’s the CFO

HR mostly, but a little hiring manager

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