Determining the right salary for a job opening requires combining market data with the specific context of the role: the experience level, the sector, the region, and the total compensation package. A market-competitive salary attracts the right candidates and prevents you from losing top talent to competitors who pay better. In this article, we answer the most frequently asked questions about salary determination, from benchmarking to negotiation.
What factors determine a market-competitive salary?
A market-competitive salary for a job opening depends on multiple factors simultaneously: the role and required experience level, the sector, the geographic location, the company size, and the current labor market pressure. None of these factors stands alone. Together, they determine what candidates realistically expect and what competitors offer.
The key factors at a glance:
- Job level: A senior profile commands a different salary than a junior or mid-level role, even within the same job title.
- Sector: Compensation in the financial sector or technology is structurally higher than in non-profit or retail.
- Region: In Belgium, and certainly in Brussels and Flemish Brabant, salaries are on average higher than in other regions, partly due to the higher cost of living and the presence of international companies.
- Scarcity of the profile: The harder a profile is to find on the labor market, the greater the upward pressure on salary.
- Company size and stage: Large companies often offer higher base salaries, while scale-ups sometimes compensate for this with variable pay or stock options.
By systematically mapping these factors, you establish a salary range that is realistic for the market and attractive to the candidates you want to reach.
How do you use salary benchmarks as an employer?
As an employer, you use salary benchmarking by analyzing the compensation of comparable roles in your sector and region, and translating that data into a concrete salary range for your vacancy. Benchmarks provide you with an objective frame of reference that prevents you from being too low or too high relative to the market.
In practice, you apply benchmarking as follows:
- Gather data from reliable sources: Think of sector studies, HR barometers, trade union reports, or specialized recruitment agencies with local market knowledge.
- Filter by relevant parameters: Compare roles at the same level, in the same sector, and at companies of comparable size.
- Take the reference year into account: Salary benchmarks become outdated quickly. Preferably use data from 2025 or 2026 to stay current.
- Combine with internal pay structure: Benchmarks are an external anchor point, but your internal pay cohesion also matters. Ensure that a new hire does not disrupt the existing team structure.
Benchmarking is not an exact science, but it gives you the substantiation you need to defend a well-founded salary range, both internally and with candidates.
What is the difference between gross salary and total package?
The gross salary is the agreed base salary before taxes and social contributions. The total compensation package includes all benefits on top of that gross salary, such as a company car, meal vouchers, hospitalization insurance, bonuses, remote work options, and pension plans. In Belgium, the difference between gross salary and total package can be substantial.
Candidates are increasingly comparing offers based on total value, not just the gross figure. An offer with a lower gross salary but a strong company car, a generous bonus scheme, and full remote work freedom can be more attractive net than a higher gross salary with no extras.
Typical components of a total package in Belgium:
- Gross salary (fixed and variable)
- Company car or mobility budget
- Meal vouchers and eco-vouchers
- Group and hospitalization insurance
- Remote work allowance
- Bonuses and profit sharing
- Stock options or warrants (at scale-ups and listed companies)
As an employer, always communicate the full package, not just the gross salary. This gives a fairer picture of your offer and strengthens your position as an attractive employer.
When is a salary range better than a fixed amount?
A salary range is better than a fixed amount when you want to leave room for negotiation, when candidates can vary significantly in experience, or when you want to be able to fill the role at multiple levels. A range provides flexibility without committing upfront to a figure that may not suit the eventual candidate.
A fixed salary works better in roles with a strict internal pay scale, or when equality within the team is a priority. In that case, you avoid internal tension by being transparent about what the role pays, leaving no room for interpretation.
In practice, many companies opt for a range for two reasons:
- Attractiveness: A range signals to candidates that there is room for negotiation, which lowers the threshold to apply.
- Flexibility: You can place a stronger profile higher in the range without having to create a new job title.
Do make sure the range is realistic. A range that is too wide, such as €2,000 to €5,000 gross, raises suspicion. Keep the difference between minimum and maximum limited to 15 to 25 percent.
How do you avoid a salary that is too low scaring off top candidates?
You avoid a salary that is too low scaring off top candidates by basing your salary range on current market data, communicating the total package clearly, and being open to negotiation. Senior-level candidates generally have a good sense of their market value. An offer that falls well below that signals a lack of market knowledge or appreciation.
Concrete steps to prevent this:
- Do your homework with recent salary benchmarks before publishing a vacancy.
- Include the salary range in the job posting, even if it is indicative. Transparency builds trust.
- Emphasize the non-monetary benefits: growth opportunities, autonomy, team culture, and flexibility all count.
- Be willing to place a strong profile higher in the range, or to add extra benefits instead of increasing the gross salary.
A salary that is too low costs you not only the candidate, but also time and reputation. Top profiles talk to each other, and a reputation as a poor payer spreads quickly in a small market like Belgium.
How do you negotiate salary with a candidate?
You negotiate salary with a candidate by knowing your bandwidth in advance, approaching the conversation openly, and actively exploring the candidate’s expectations. Salary negotiation is not a battle, but an alignment process in which both parties seek a fair agreement.
An effective approach in practice:
- Ask about expectations early: Gauge the candidate’s salary expectations early in the process. This way you avoid surprises at the end.
- Be transparent about your bandwidth: You don’t need to show your maximum right away, but indicate the range within which you are working.
- Negotiate on the total package: If the gross salary cannot go up, look for alternatives within the package: an extra vacation day, a higher bonus, or an earlier review after six months.
- Give the candidate time: A serious candidate has the right to consider an offer. Applying pressure is counterproductive and damages the relationship.
- Put the agreement in writing: Always confirm the agreed package in writing, so there is no ambiguity afterward.
A good negotiation ends with a candidate who feels valued, not with someone who feels they asked for too little or gave up too much.
How Skill&Will helps you with salary determination and recruitment
Determining the right salary for a vacancy requires market knowledge, timing, and insight into what candidates expect today. That is precisely where we make the difference:
- We share current salary benchmarks for mid- and senior-level profiles in your sector and region
- We advise you on how to put together an attractive total package that fits your budget
- We thoroughly screen candidates and only present profiles that realistically match your salary range
- We guide the negotiation process so you reach an agreement quickly without damaging the relationship
- We know the Belgian market, with a particular focus on Brussels and Flemish Brabant, from the inside out
Want to know what the right salary is for your open position, or are you looking for a recruitment partner who looks beyond a stack of CVs? Get in touch and we will work out together how to approach your hiring process.
