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Compensation Consulting + Total Rewards

An effective Compensation and Total Rewards program strengthens your business by prioritizing people – making it easy to attract, retain and engage them.

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Maximize Your Methods

Compensation Consulting is looking at how the right base pay and variable pay can power performance. Those compensation elements, along with financial and non-financial benefits—like workplace flexibility, wellness programs, learning opportunities, 401(k) matching, and more—make up Total Rewards.

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Why Is It Important for My Business?

Total Rewards account for 70% of an organization’s operating expenses on average. That means a well-designed total rewards strategy and program is a must to get the best return on your investment. Plus, it helps your Pay Brand, which is determined by what people inside and outside of your business think about your compensation methods. Establishing a positive pay brand goes a long way toward telling your own compensation story.

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Where We Specialize

Compensation needs vary across employee groups. Our specialty areas ensure you are getting the depth of expertise necessary for all of your employees.

  • Employee Compensation

    We bring in a Total Rewards strategy and program that prioritizes your people.

  • Sales Compensation

    We custom-craft sales incentive plans that connect your sales strategy with results. Learn more.

  • Executive Compensation

    We design base pay, short and long-term incentive, and perquisite programs to retain and motivate top talent. Learn more.

  • Board Compensation

    We advise on pay programs and governance best practices to optimize board impact.

What Our Clients Say

The QTI team took the time to understand CFCU, our compensation philosophy and the goals we wanted to accomplish. They pivoted with us when we needed to change our project timeline due to COVID-19 and provided tools and templates to help educate and build upon.


QTI’s expertise is relevant to market trends, yet custom to our total rewards strategy. QTI partners to instill rigor and competitiveness to our compensation plan.


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