It’s the golden question, & we hear it daily, but the answer may not be what you expect.
The Expectation
Across the UK, GCC, and EMEA markets, the anticipated pay bump when switching roles typically hovers between 10–20%. It’s considered standard compensation for the risk of transition, acclimatising to a new environment, & the value of experience brought to the new employer.
But many assume this is a fixed rule-plug in the numbers, make the jump, and that’s it. That mindset can lead to under-leveraged negotiations or worse, misaligned expectations.
The Surprise
In Executive Hiring, compensation is rarely just about a number. In fact, we routinely see packages negotiated 25 – 40% higher, especially in markets like the GCC where tax advantages, relocation, and project-based incentives can shift the landscape.
Equally, in high-stakes Development roles or Fund expansions into new regions, firms may offer strategic equity, milestone bonuses, or bespoke benefits that change the value equation entirely.
On the flip side, Candidates making a move for strategic career reasons, like broader responsibility, better cultural fit, or platform growth, may accept a more modest uplift if the long-term upside is compelling.
What really matters
It’s not just how much more you earn, it’s what that increase represents:
▪️ A step up in responsibility?
▪️ A move into a more resilient or growing segment?
▪️ The opportunity to build, lead, or exit a major platform?
Our Advice
Benchmarking is helpful, but the best outcomes come from understanding your market value, your career arc, and how to align that with the business needs of your next employer. That’s where specialist Search Partners come in; not just to broker offers, but to shape your negotiation based on sector, geography, & leadership trajectory.
If your thinking of a move, we can talk, confidentially, about what a meaningful uplift looks like for someone with your track record.
Contact us to discuss further.
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