Beyond Salary — Why Benefits are the real differentiator in senior hiring
Salaries will always matter, especially at senior level, where responsibility, risk and delivery pressure are non-negotiable. But across the built environment, we’re seeing something shift: benefits are increasingly the deciding factor.
Not the generic stuff. The meaningful, life-improving benefits that change how people feel about a role, and whether they stay.
Why we’re launching the Kingsley Senior Benefits Survey
In recent months, we’ve spoken with senior professionals across project management, cost management, building surveying, development, construction, engineering and design. The same themes keep coming up:
- Total reward is under the microscope. Leaders want clarity on the whole package, base salary, bonus mechanics, pension, car allowance, equity, and flexibility.
- Delivery risk is rising. Planning uncertainty, programme constraints, and compliance pressure mean senior people are more selective about where they invest their time and reputation.
- Retention is now a benefits conversation. Many departures aren’t about “more money”, they’re about feeling undervalued when bonus structures are unclear, pensions are uncompetitive, or wellbeing and flexibility don’t match the workload.
That’s why we’re launching the Kingsley Senior Benefits Survey: a market snapshot of what senior professionals are actually receiving, what they value most, and what employers are offering to attract and retain top talent.
Salary gets you attention — benefits close the deal
We all know exceptional senior candidates will benchmark base salary. But increasingly, it’s the benefits that tip the balance:
- Exceptional bonuses that are genuinely achievable (and clearly explained)
- Market-leading pensions that support long-term security
- Private medical that extends to family
- Hybrid and flexible working that’s real, not lip service
- Car allowance / travel support that reflects the role’s demands
- Extra leave, buy/sell holiday, enhanced parental leave
- Professional development budgets that keep people progressing
- And for some roles: long-term incentives / equity that reward commitment and performance
In a competitive market, these aren’t “nice-to-haves”. They’re the difference between accept and decline, and between stay and leave.
What we’ll publish in May
We’ll be sharing the survey results in May as a clear, practical benchmark for senior hiring across the built environment, including:
- The most common benefit packages by discipline and seniority
- What senior professionals rank as most valuable (and what they’re tired of seeing)
- Where employers are most competitive, and where they’re falling behind
- The benefits that most strongly correlate with acceptance and retention
- A “best-in-market” snapshot: what leading organisations are doing differently
Take part
If you’re a senior professional in the built environment, or you lead hiring, reward or retention, we’d love your input.
It takes only a few minutes, and the payoff is a better-informed market for everyone: clearer benchmarks, better offers, and better outcomes for employers and candidates alike.
Kingsley Compass: Salary matters. But benefits can make the world of difference. Let’s benchmark what “good” really looks like in 2026, and publish the results in May.