How to Make the Right Call
When a role proves difficult to fill, hiring managers usually face one key question:
Should we increase the salary or rethink the role itself?
Both options can work. The key is knowing when each is appropriate.
When You Should Increase the Budget
- The Role Has Outgrown Its Original Scope
If responsibilities have expanded, complexity has increased, or the role now covers work previously shared across multiple people, the salary should reflect that.
Common signs include:
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- Greater decision-making responsibility
- Broader stakeholder management
- Ownership of additional projects
- Sustained overtime due to workload
If expectations have risen, the budget needs to rise too.
- The Role Requires Specialist or Scarce Skills
Some skills cannot be trained quickly.
If the role involves compliance risk, financial responsibility, data integrity, or technical expertise, lowering expectations may create greater long-term cost.
You should consider increasing budget when:
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- The talent pool is limited
- Mistakes would carry financial or reputational risk
- A junior hire would require heavy supervision
- The role directly impacts revenue or client delivery
Underpaying for specialist talent often leads to underperformance or early attrition.
- A Poor Hire Would Be More Expensive
Sometimes the safest financial decision is the higher salary.
If the impact of a wrong hire is high, operationally or financially, investing upfront protects the business from repeated recruitment cycles and lost productivity.
When You Should Redesign the Role Instead
If budget flexibility is limited, redesigning the role may be the smarter solution.
- The Job Has Suffered “Role Creep”
Over time, many roles absorb:
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- Administrative tasks
- Legacy responsibilities
- Duties belonging to other teams
- One-off projects that became permanent
Removing non-essential tasks often brings the role back in line with market salary expectations.
- Responsibilities Can Be Reallocated
Ask:
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- Can senior-level tasks move to someone more experienced internally?
- Can junior tasks be delegated or automated?
- Can admin work be outsourced?
Redistribution can reduce seniority requirements without harming output.
- The Role Could Suit a High-Potential Junior Candidate
If someone could grow into the position within 6-12 months and you have training capacity, redesigning may offer long-term value.
Many candidates prioritise progression and development as much as salary.
- You Can Increase Value Without Raising Salary
If budget cannot move, consider enhancing:
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- Flexibility
- Autonomy
- Annual leave
- Clear progression pathways
- Skill-building responsibilities
Increasing the overall value proposition can improve attraction without changing pay.
The Real Risk: Making the Wrong Compromise
The most expensive option is rarely a higher salary.
It is hiring someone who is:
- Underqualified
- Misaligned with expectations
- Overqualified but underpaid
- Likely to leave within 6 – 12 months
That almost always leads to repeat recruitment, lost productivity, and disruption.
When salary and expectations don’t align, you have two strategic options:
Increase the budget if the role genuinely requires senior or specialist expertise.
Redesign the role if responsibilities can be reshaped without reducing impact.
The strongest hiring decisions are not reactive. They are aligned with market reality, long-term growth and business risk.
If you’re weighing up whether to increase budget or redesign the role, talk to our experts at Bond Williams we’ll help you find the right solution based on current market insight.
