Resources
David Did It! — “The Salary Gap No One Talks About”
Why Your Pay Structure Is Blocking Your Growth
If you’ve ever been shocked by a candidate’s salary expectations, don’t worry you’re not alone.
I had a conversation with a client recently (a brilliant Accountancy Practice in Leeds) who nearly fell off their chair when I shared the market rate for a highly skilled candidate they were interested in.
“That’s way above what we pay!” they said.
To which I responded, “Yes. And that’s why you’re struggling to hire.”
Let’s talk about the salary gap no one in leadership seems to want to address, the one between what firms want to pay, and what the market actually demands.
When Market Rates Feel Like Magic Beans
In this case, the client genuinely thought the candidate’s salary expectations were inflated. So, I went back, did my research, and returned with receipts:
✅ Job adverts from other firms at the same level
✅ Data from recently placed candidates
✅ Salary benchmarking based on location and specialism
Guess what? That candidate’s expectations weren’t out of the norm, they were the market.
The Realisation That Changed Everything
Once we reviewed the data together, something clicked.
➡️ Their salary bandings were outdated.
➡️ Their benefits were underwhelming.
➡️ Their pricing structure hadn’t changed in years.
So we rolled up our sleeves and got to work:
🔧 We tweaked the benefits (think flexible perks that cost very little)
📈 We upped the salaries slightly to reflect the market
💬 They went to their Directors and reviewed their pricing model
It was an honest (and lets be honest, awkward conversation) but it was the kind that drives real growth.
It’s Not Just About the Money (But Also, It Kind Of Is)
Hiring managers often tell me, “We can’t compete with bigger firms on salary.”
But here’s the truth: you don’t always need to.
What you can do is:
✔️ Benchmark your pay accurately, not based on what you offered in 2019
✔️ Offer flexibility and meaningful benefits (no, a pension doesn’t count as a benefit. It’s legally required babes)
✔️ Be ready to adapt — not every role needs the same package
It’s not about throwing money at the problem. It’s about showing candidates you value them.
David’s Take: Let’s Get Real
I get it. Changing salary bandings and fee structures is uncomfortable but staying stuck costs you more.
❌ You lose time interviewing candidates who walk away
❌ You lose top talent to firms that pay what the role is worth
❌ You damage your brand when word spreads you’re “lowballing” offers
The market has shifted. The cost of living has changed. So has the expectation of what a great employer looks like.
You either evolve or watch the talent you need go elsewhere.
What to Do Next
Audit your salary bandings — are they still fit for purpose?
Speak to your recruiter — we have the data and market insight
Adjust your benefits — give candidates what they actually care about
Review your pricing — your value needs to match your investment in talent
Let’s stop whispering about salaries and start having the right conversations.
You might just find that opening your wallet slightly helps open the door to the talent that’ll truly grow your business.