High Salary / Remuneration

1

I’ve been seeing many applications rejected with the statement: “We do not consider the remuneration to be high.”

This raises an important question. What exactly qualifies as a “high salary”?

The Tech Nation guidance does not clearly define this. In practice, applicants often interpret “high remuneration” by comparing their salary against the UK minimum wage or the average salary for their profession. To support this, many people include screenshots from sources like Indeed or Glassdoor showing market comparisons. However, we’re increasingly seeing these references rejected, even when the salary is objectively above average.

This creates confusion around how assessors actually evaluate remuneration. Is it purely market-based? Is it seniority-based? Or does it depend on impact, responsibility, or context rather than absolute numbers?

I’d really appreciate insights from experts or successful applicants here:

  • How do you personally define or evidence “high remuneration”?
  • Which documents or evidence types are most effective in justifying it?
  • Beyond salary figures, what supporting context actually strengthens this criterion?

Would be great to get some clarity and shared learning on this?

@pahuja @Akash_Joshi @Francisca_Chiedu @Raphael please…

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Hi @Sparrow

The subject of salary is a bit tricky because it depends on many factors, the type and size of the organisation, the country, the sector, and so on. While the guidance lists high salary or other remuneration under MC, it also clearly states that salary or remuneration alone is not sufficient. You still need to demonstrate that you’ve made a significant impact in the sector beyond your day to day activities.

What does this tell us? Salary can reflect someone’s value, but there are many other factors that can help a person secure a high paying role aside from competence. So beyond the pay itself, the applicant must show that they are not only valuable enough to earn a high salary, but can also evidence impact in the sector that goes beyond their routine job activities.

On your questions:

how assessors actually evaluate remuneration

“When making a decision on your application, Tech Nation will assess that you meet the eligibility criteria. It will also consider the following factors:” - TN

“…salary level and company you’re being hired by…”

From the guidance: beyond the salary, they also look at the company and that’s logical. SparrowTech could decide to pay £120k, and someone in the same role could earn the same amount at Google. The company the second person is being hired by, as of today, speaks volumes.

How do you personally define or evidence ‘high remuneration’?

Aside from the impact and the company you’re hired by, what I usually suggest and what has worked for successful applicants I’ve supported is presenting employment contracts and a history of earnings for the last three companies, not just the current one.

Which documents or evidence types are most effective in justifying it?

Employment contracts and history of earnings, clearly stating base salary, separately listing ‘paid’ bonuses, and outlining stock options or equity.

Beyond salary figures, what supporting context actually strengthens this criterion?

  1. “…company you’re being hired by…”
  2. Demonstrating how you have made a significant impact in the sector beyond your day‑to‑day activities - Your narrative.
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@Raphael Thanks for the detailed response and sorry for the oversight on my side. This really helps clarify the remuneration trajectory, which I was a bit confused about earlier.

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