Salary & Compensation Data
Buy and sell salary & compensation data data. Real comp data by role, level, and location. Every company wants it, few share it. Compensation platforms pay top dollar.
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Find Me This Data →Overview
What Is Salary & Compensation Data?
Salary and compensation data comprises real, granular information about employee pay by role, level, location, and company characteristics. This data is sourced from employer surveys, HR-reported datasets, and market benchmarking platforms that aggregate compensation intelligence across industries and geographies. It includes base salary, bonuses, promotional increases, equity packages, and total rewards structures. Companies use this data to set competitive pay, defend compensation decisions, plan salary budgets, and attract top talent in competitive labor markets. Few organizations willingly share their internal compensation data, making verified market data highly valuable to HR teams, compensation professionals, and recruiters.
Market Data
3.5%
U.S. Salary Budget Increase for 2026
Source: Payscale
3.3%
Canada Salary Budget Increase for 2026
Source: Payscale
1,551
Organizations Surveyed in 2025-2026 SBS
Source: Payscale
Over 30 million (as of 2023)
Employer-Reported Employees in Radford McLagan Database
Source: Juicebox AI
Who Uses This Data
What AI models do with it.do with it.
Large Multinational Enterprises
Global organizations in tech, life sciences, and finance use detailed compensation data to build defensible pay structures, justify executive compensation decisions, and retain specialized talent across multiple regions.
Startups and Scale-ups
Early-stage companies and growth-stage organizations leverage free and affordable salary benchmarking tools to set competitive offers, benchmark against peers, and manage compensation as they scale.
HR and Compensation Teams
Compensation professionals, HR leaders, and compensation analysts use market data to plan salary budgets, conduct pay equity audits, model compensation strategies, and ensure competitive positioning.
Technical Recruiting Teams
Talent acquisition functions embed compensation data into sourcing processes to offer competitive packages, benchmark roles in high-demand sectors, and attract candidates in tight labor markets.
What Can You Earn?
What it's worth.worth.
Free Tools
$0
Basic salary search tools with daily-updated data for tech roles; ideal for startups and ad-hoc benchmarking without login requirements.
Mid-Market Plans
$2,400–$10,000 per year
Transparent annual subscriptions designed for small to mid-size teams; scales with team growth and includes direct integrations into sourcing workflows.
Enterprise Custom Quotes
Varies
Global platforms serving large multinational corporations typically require participation (submission of your own compensation data) and custom pricing based on dataset access, organizational size, and geographic scope.
What Buyers Expect
What makes it valuable.valuable.
Employer-Reported Data
Premium datasets rely on HR-reported compensation information from thousands of participating organizations, providing defensible and audit-ready benchmarks over self-reported or web-scraped sources.
Granular Segmentation
Data must support filtering and analysis by role, job level, location (geographic and state/province), company size, industry, revenue, organization type, and compensation components (base, bonus, equity, total rewards).
Historical Trends and Time-Series Data
Buyers expect multi-year salary increase data, nominal wage growth comparisons against inflation (CPI), and trend analysis capabilities to inform strategic compensation planning.
Global and Industry Coverage
Enterprise buyers require multi-industry and multi-region coverage, with specialized depth in high-demand sectors like technology, life sciences, finance, and engineering.
Recency and Regular Updates
Market data must be current (annual or more frequent surveys) to reflect competitive labor market conditions and inform timely hiring and budget planning decisions.
Companies Active Here
Who's buying.buying.
Use Payscale's compensation management and salary budget survey products to plan salary increases, model compensation strategies, and align pay with market benchmarks.
Subscribe to Aon's Radford McLagan Compensation Database and similar enterprise platforms to access employer-reported datasets covering 8,500+ organizations, enabling global, defensible pay strategies including equity analysis.
Leverage salary benchmarking platforms like Salary.com's CompAnalist to access HR-reported datasets, build formal pay structures, defend pay decisions with survey-backed data, and conduct compensation audits.
Utilize free and low-cost tools like Levels.fyi and Radford McLagan integrations to quickly benchmark tech roles, embed compensation data into sourcing workflows, and move efficiently in competitive hiring markets.
FAQ
Common questions.questions.
Why is salary and compensation data so valuable?
Few organizations willingly share their internal compensation data. Buyers—especially large enterprises—need verified, defensible market data to set competitive pay, plan salary budgets, justify executive compensation, and retain top talent. Premium platforms charge significant fees because they aggregate proprietary, employer-reported datasets that competitors cannot easily access.
What types of compensation data are included?
Comprehensive datasets cover base salary, bonuses, promotional increases, equity packages, total rewards, and benefits. Data is segmented by role, job level, location, company size, industry, organization type, and geographic region. Premium platforms also provide historical trends, time-series analysis, and inflation-adjusted wage growth data.
Who are the main buyers of this data?
Primary buyers include large multinational enterprises in tech, life sciences, and finance; HR and compensation teams; talent acquisition functions at scale-ups and startups; compensation analysts; and organizations conducting pay equity audits. Small startups use free tools; enterprises pay custom quotes for global, specialized datasets.
What's the typical pricing model?
Free tools offer basic tech salary searches without login. Mid-market plans range from $2,400–$10,000 annually for team-based access. Enterprise solutions require custom quotes and often mandate participation (submission of your own compensation data) to access premium, employer-reported datasets covering thousands of organizations globally.
Sell yoursalary & compensationdata.
If your company generates salary & compensation data, AI companies are actively looking for it. We handle pricing, compliance, and buyer matching.
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