What is a salary benchmark?

A salary benchmark compares a specific role's pay to the broader market for similar positions — accounting for job title, location, industry, experience level, and company size. Benchmarking helps professionals understand whether they are paid fairly and helps organizations set competitive pay ranges.

How do I benchmark my salary?

To benchmark your salary: identify your role category, experience band, location market, industry, and company size. Then compare your base salary, target bonus, and equity against market ranges. This tool produces indicative ranges from publicly available labor-market data so you can see where you stand before a negotiation or review.

How much should a VP of Talent Acquisition earn?

VP of Talent Acquisition compensation at technology companies typically ranges from $220,000–$380,000 in base salary in high cost-of-living markets (San Francisco, New York, Seattle), with annual bonus targets of 25–40% and equity of $60,000–$250,000+ per year annualized. Compensation varies by company size, industry, and candidate profile.

What is a market position or percentile?

Market position describes where a salary falls relative to the competitive range — often expressed as a percentile. The 50th percentile (median) is the midpoint of the market. Companies that want to attract top talent typically target the 75th percentile or above. Your market position tells you whether you are below, at, or above market.

Why does location change my benchmark so much?

Location is one of the largest drivers of pay. High cost-of-living markets like San Francisco and New York carry a significant premium over mid-tier and lower-cost markets, both because living costs are higher and because talent competition is more intense. This tool applies a location multiplier so your benchmark reflects your actual market.

How accurate are free salary benchmarks?

Free benchmarks built on public labor-market data give a reliable directional range — typically accurate enough to know whether you are below, at, or above market. For precise, company-specific numbers, professionals supplement with paid surveys (Radford, Mercer, Willis Towers Watson) and offers from comparable employers.

How often should I benchmark my compensation?

For senior professionals, benchmarking annually is recommended — particularly ahead of performance reviews, when receiving external offers, after significant role changes, or when your company goes through funding, acquisition, or major growth events that shift the competitive landscape.

Salary Benchmark Calculator

Benchmark your salary, bonus, and equity against real market ranges for your role, location, industry, and experience level. Free, instant, and private.

How to benchmark your salary

Enter your job title — Type any job title; optional suggestions appear as you type, but a custom title still produces a sensible estimate.
Set your market — Search your city, then choose your experience, industry, company size, and work model — each adjusts the estimate.
Add your current salary (optional) — Enter your current base salary to see exactly where you sit relative to the market range.
Review your range — Read your base, bonus, and equity ranges and your market position, then use them to anchor your next conversation.

Frequently Asked Questions

What is a salary benchmark?: A salary benchmark compares a specific role's pay to the broader market for similar positions — accounting for job title, location, industry, experience level, and company size. Benchmarking helps professionals understand whether they are paid fairly and helps organizations set competitive pay ranges.
How do I benchmark my salary?: To benchmark your salary: identify your role category, experience band, location market, industry, and company size. Then compare your base salary, target bonus, and equity against market ranges. This tool produces indicative ranges from publicly available labor-market data so you can see where you stand before a negotiation or review.
How much should a VP of Talent Acquisition earn?: VP of Talent Acquisition compensation at technology companies typically ranges from $220,000–$380,000 in base salary in high cost-of-living markets (San Francisco, New York, Seattle), with annual bonus targets of 25–40% and equity of $60,000–$250,000+ per year annualized. Compensation varies by company size, industry, and candidate profile.
What is a market position or percentile?: Market position describes where a salary falls relative to the competitive range — often expressed as a percentile. The 50th percentile (median) is the midpoint of the market. Companies that want to attract top talent typically target the 75th percentile or above. Your market position tells you whether you are below, at, or above market.
Why does location change my benchmark so much?: Location is one of the largest drivers of pay. High cost-of-living markets like San Francisco and New York carry a significant premium over mid-tier and lower-cost markets, both because living costs are higher and because talent competition is more intense. This tool applies a location multiplier so your benchmark reflects your actual market.
How accurate are free salary benchmarks?: Free benchmarks built on public labor-market data give a reliable directional range — typically accurate enough to know whether you are below, at, or above market. For precise, company-specific numbers, professionals supplement with paid surveys (Radford, Mercer, Willis Towers Watson) and offers from comparable employers.
How often should I benchmark my compensation?: For senior professionals, benchmarking annually is recommended — particularly ahead of performance reviews, when receiving external offers, after significant role changes, or when your company goes through funding, acquisition, or major growth events that shift the competitive landscape.

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