Booth sets pay from market data, not guesswork. We built our salary bands with Mercer, benchmark every role at the 25th, 50th, and 75th percentile, and place each hire in the band based on how proven their skills are.
Let's talk about the number.
You open a quote, you see the salary line, and the first thing you think is, "Where did that come from?" Fair question. I'd ask for it too. So here's how we land on it, no mystery, no "trust us."
It Starts with Data, Not a Gut Feeling
We didn't pull our salary bands out of thin air or out of last year's spreadsheet. We built them with Mercer, scoring against their methodology and market data. Every role has a real range: the 25th, 50th, and 75th percentile of the market.
And we look at the market/industry your hire actually competes in. For most roles, that's the wider BPO market. For specialized roles, think accountants, engineers, and senior support leads. We also look at tech, accounting and finance, and customer support. A great finance analyst in Manila isn’t only getting BPO offers. So we don’t pretend they are.
Then We Place Your Hire in the Band
The band is the range. Where your hire lands depends on the skill. This is the part most people don't expect.
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Developing skills usually start between the 25th and 50th percentile. Plenty of room to grow, and every annual review is a chance to move up.
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Proven skills can sit at or above the 50th.
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Hot skills, where everyone's hiring and nobody's available, may need to go higher. If that's your role, we will tell you straight and show you the data.
People at the same level get paid consistently. Full stop. There's still room to reward the person who goes above and beyond, and we adjust for local and role-specific norms where it makes sense.
The Paycheck Is Only Part of It
Here's what I tell every client: salary gets someone to say yes. The full package is what makes them stay. So we round out pay with benefits, allowances, and incentives. We help our clients set clear goals for their employees, support performance year after year, and push our people to build long-term savings. That's the role.
So Who Actually Decides?
You do. Always.
We bring you the market data and our recommendation. You see what your team earns, why, and how it fits the way you think about pay. Then you make the call. No surprises, no fine print.
Questions We Get All the Time
Does Booth pay at the 50th percentile?
Not as a blanket rule. We benchmark every role at the 25th, 50th, and 75th percentiles, then place each hire by skill: developing skills usually between the 25th and 50th, and proven or in-demand skills at or above the 50th.
Where does Booth's salary data come from?
We built our salary bands with Mercer, scored against their methodology and market data. For specialized roles, we also benchmark against tech, accounting and finance, and customer support. We also factor in real market data. With skills and technology changing rapidly, we have real-time data on what people are making for the type of work that they are doing, which salary surveys catch up to later.
Can I see the data behind my hire's salary?
Yes. We share the band and our recommended placement for every role before you decide.
Who sets the final salary, Booth or me?
You do. We recommend a number from the data, and you decide how it fits your own approach to pay.
