We were lucky to catch up with Sam Reeve recently and have shared our conversation below.

Sam, appreciate you joining us today. What’s been the best thing you’ve ever seen (or done yourself) to show a client that you appreciate them?

One of the best ways we show clients we appreciate them is by not just solving the problem they think they have, but uncovering the real issue beneath the surface.

A client once came to us convinced their turnover was all about pay. People were leaving and saying, “I can get more somewhere else.” Instead of rushing into a pay adjustment, we ran our Workforce Experience Scorecard—a tool we use to look holistically at culture, leadership, recognition, development, and rewards. What we found was telling: pay was a concern, but it wasn’t the main driver. The real problem was cultural. Managers weren’t equipped to engage and develop their teams.

Because of the People Strategy Forum podcast, we’re in constant conversation with some of the best minds in leadership and people strategy. That network allowed us to connect this client with a trusted partner who specialized in leadership training. Within months, the culture shifted, retention improved, and employees felt valued again.

For that client, the appreciation wasn’t in a gift basket or thank-you note—it was in showing we cared enough to look deeper, tell the truth, and bring in the right expertise. That’s the kind of partnership that makes clients feel seen and supported.

As always, we appreciate you sharing your insights and we’ve got a few more questions for you, but before we get to all of that can you take a minute to introduce yourself and give our readers some of your back background and context?

I’m Sam Reeve, Founder and CEO of CompTeam, a boutique global consulting firm focused on compensation and Total Rewards strategy. My career began in corporate compensation—working for companies like BlackRock, McKesson, and ADP—where I saw firsthand how pay programs could either fuel growth and engagement or quietly erode trust and performance. Over time, I realized that most companies were missing the bigger picture: compensation isn’t just math on a spreadsheet; it’s one of the most powerful levers of culture, trust, and organizational success.

That’s why I launched CompTeam in 2013. Today, we help growth-focused companies—tech firms, nonprofits, and multinationals—design pay and rewards systems that attract talent, inspire performance, and retain their best people. Our services range from executive compensation and pay equity studies to career architecture, job leveling, and compensation communication. One of our signature tools is the Workforce Experience Scorecard, which helps uncover whether turnover or disengagement is really about pay—or if it’s driven by culture, leadership, or career development gaps.

What sets us apart is our approach. Large firms can deliver data, but we combine deep technical expertise with storytelling, culture-building, and tailored solutions. We’re not just designing pay structures; we’re helping organizations create trust, transparency, and an employee experience people want to be part of. That’s why we also run the People Strategy Forum podcast every week, where we bring in global thought leaders to share fresh ideas about leadership, culture, and rewards.

I’m most proud of the fact that CompTeam has stayed true to its mission: helping companies build thriving workplaces where people do their best work. For clients, that has meant reduced turnover, stronger engagement, and clearer, more competitive pay strategies.

If there’s one thing I want potential clients to know, it’s this: we believe pay should not only be fair and competitive—it should also make people feel valued, trusted, and inspired. That’s the difference between keeping employees for a year and keeping them for a career.

How do you keep in touch with clients and foster brand loyalty?

We keep in touch with clients by making sure they’re never caught off guard by the trends shaping their workforce. Every quarter, we meet with our network of executives and HR leaders to share the latest insights—whether it’s pay transparency regulations, market shifts in compensation budgets, or new ideas in employee experience.

One client told us they felt like they were “finally ahead of the curve” after attending one of our sessions on European pay equity laws. Instead of scrambling to react later, they were able to proactively adjust their strategy and communicate with employees confidently.

These touchpoints aren’t just about updates; they’re about building trust. Clients know we’re scanning the horizon for them, filtering out the noise, and delivering what’s relevant to their people and their business. That ongoing guidance—combined with consistent communication—creates loyalty that goes far beyond a single project.

What’s been the most effective strategy for growing your clientele?

The most effective strategy for growing our clientele has been proving ourselves through performance—and then letting trust do the rest.

One client came to us worried about turnover and pay competitiveness. After we helped them redesign their rewards strategy, they not only saw retention improve, but employees began expressing more trust in leadership. That client later told us, “You didn’t just fix a pay issue—you gave us confidence in how we take care of our people.”

That kind of impact builds relationships that go beyond contracts. Over time, many of our clients have become close friends who invite us into their bigger conversations—about culture, growth, even personal leadership challenges. And because they know we deliver, they’re quick to recommend us to their peers.

In truth, our best marketing strategy isn’t flashy campaigns. It’s earning trust, delivering results, and building genuine relationships that naturally lead to the next introduction.

Contact Info:

• Website: https://www.compteam.net
• Facebook: samreeve3
• Linkedin: compteam
• Twitter: compteamexpert
• Youtube: @peoplestrategyforumpowered5106