When it comes to attracting and keeping top talent, the question many employers are still wrestling with is this: should you offer more perks, or just pay people more?
Free lunches, ping pong tables, and wellness days might look good in a job ad—but how far do they really go when compared with a solid pay rise?
At Proximity Recruitment, we speak to candidates across marketing, digital, and creative sectors every day. Here’s what we’re hearing—and what we think businesses should seriously consider.
Perks Have Their Place—But They’re Not a Paycheque
Let’s be clear: some perks genuinely make working life better. Flexibility around hours and remote working options are no longer ‘nice to haves’—they’re expected. Mental health support, enhanced parental leave, and generous holiday allowances can genuinely shift the needle when candidates are deciding between roles.
But there’s a fine line between perks that support wellbeing and ones that simply distract from lacklustre compensation. A beer fridge doesn’t pay the mortgage.
Employees—particularly in a cost-of-living crisis—are becoming much more vocal about what matters most: take-home pay.
Pay Increases: A Clear Signal of Value
A salary increase isn’t just about the money. It’s a statement. It says: we see your value, and we’re willing to invest in it.
Unlike perks, which can sometimes feel like surface-level offerings, a raise goes straight to the heart of employee satisfaction. It’s tangible, long-term, and—crucially—portable. You don’t take the office yoga instructor with you when you leave a job, but an improved salary sets a new benchmark for future opportunities.
That said, pay alone won’t fix toxic culture, poor leadership, or burnout. It’s powerful, but it’s not everything.
So, Which Matters More?
The answer, predictably, is: both—but not equally.
Compensation is the foundation. It’s what gets people through the door and what convinces them to stay when a recruiter slides into their DMs. But perks, when thoughtfully chosen, can elevate the day-to-day experience and build loyalty.
The problem arises when companies lean too heavily on perks as a substitute for fair pay.
We’ve all seen job ads touting “unlimited holidays” and “office dogs” while offering a salary that barely clears the national average. It’s out of touch—and candidates see right through it.
The Smart Move? Start with Salary, Build with Perks
If you’re a hiring manager or business owner wondering where to invest, here’s the recommendation:
- Get your compensation right first. Benchmark roles accurately. Pay competitively. Review salaries regularly.
- Then, look at perks as a way to boost culture and retention. Focus on ones that support wellbeing, professional growth, or genuine flexibility—not gimmicks.
And if you’re not sure how your offering stacks up? Talk to your team. Or talk to us.
At Proximity Recruitment, we’re not just here to place people—we’re here to help businesses build packages that work. For everyone.
Final Thought
In a tight labour market, it’s tempting to throw perks at the problem. But ultimately, money still talks. And in most cases, it’s speaking louder than the office smoothie bar ever will.
