This business-to-business advisory firm provides highly specialized guidance around employee pay strategy and labor-rate development for both federal contractors and private-sector organizations nationwide. It functions as an external compensation team for companies that do not maintain in-house expertise, most often supporting organizations with employee populations in the tens to low thousands. Services span workforce planning, pay structure design, promotion and hiring analysis, and preparation for regulatory and audit scrutiny tied to government work.

At the center of the offering is a proprietary pricing and recruiting platform informed by dozens of nationwide compensation data sources. The tool enables clients to calculate fully loaded labor rates for a wide range of roles across U.S. markets, including positions that require varying levels of security clearance. This capability is essential for proposal pricing, internal pay alignment, and compliance validation, and it is used by the vast majority of active customers. Clients also receive access to an internally developed compensation management solution that is refreshed annually with current market benchmarks and serves as a core planning resource.

Financial performance has shown steady year-over-year improvement, driven almost entirely by referrals and repeat engagement rather than outbound sales efforts. Operating costs are minimal, supporting exceptional margins. Despite this organic growth, there is no dedicated marketing or sales function in place, creating a clear opportunity for expansion under ownership with commercial development expertise. Client retention is exceptionally strong, with many relationships extending across multiple employers and career transitions over long periods of time.

The operation runs entirely remotely and can be managed from any location. Ownership is currently concentrated with a single practitioner, who is prepared to provide up to twelve months of transition assistance to protect continuity and knowledge transfer. Success under new ownership will require domain familiarity in compensation strategy, human resources, and the government contracting environment in order to maintain credibility and long-standing client trust.