The Compensation Intelligence Foundation
Majhi Group's Executive Compensation Intelligence draws on three data sources: market benchmarking data for VP and C-suite roles across relevant industries, stages, and geographies; candidate-specific intelligence gathered during the engagement about what the preferred candidate actually values and what competing offers they may have; and placement history data from prior engagements that reveals what compensation structures have successfully attracted and closed candidates in comparable searches.
The Components of Executive Compensation
Executive compensation is not a single number. It consists of base salary, variable compensation (bonus or commission structure), equity (amount, vesting schedule, cliff, and current value), benefits and perquisites, and non-financial factors (title, reporting structure, mandate scope). Each component contributes to the perceived value of the offer and the probability of acceptance. Executive Compensation Intelligence provides guidance on how to structure each component to maximise offer competitiveness.
Common Compensation Errors
The most common executive compensation errors are: leading with base and treating equity as supplementary for candidates who are primarily equity-motivated; structuring vesting with a one-year cliff for candidates who need immediate incentive alignment; anchoring to internal equity bands rather than market data for a role the company has never hired before; and making a lowball first offer to a candidate who has alternative options and will interpret it as a signal of how they will be valued. Executive Compensation Intelligence identifies and prevents these errors.
Compensation as a Closing Tool
In Majhi Group retained engagements, compensation intelligence is applied throughout the search — not just at the offer stage. Understanding what a preferred candidate values early in the process enables offer structure to be designed before the offer conversation begins. This produces offers that feel tailored rather than generic, and that address candidate priorities rather than guessing at them. It is a primary reason for Majhi Group's 90%+ offer acceptance rate.