Salary Benchmark Tool

This tool uses AI-assisted market modelling based on published compensation surveys (Robert Half, Glassdoor, LinkedIn Salary Insights) and applies industry, location, experience and company-size multipliers. It is a reliable starting point for research — not a guarantee. Always cross-reference with 2–3 additional sources before entering a negotiation.

If you are at the 60th percentile, you earn more than 60% of people in comparable roles. The 50th percentile (median) is the midpoint — half earn more, half earn less. Aiming for the 65th–75th percentile is a realistic and defensible target in most salary negotiations.

Larger companies generally pay more for the same title — enterprise companies often pay 15–25% above startups for identical roles. However, startups may offer equity compensation that can significantly exceed base salary differences if the company is successful.

Base salary is your fixed annual pay. Total compensation includes bonuses (10–25% of base in most roles), equity or RSUs (significant in tech companies), benefits (health, dental, pension — worth $10,000–$25,000+ annually), and perks. Always evaluate total compensation, not just base.

At minimum, once per year — ideally 2–3 months before your performance review or any job application. Salary ranges shift significantly year to year. Staying current prevents pay compression (where new hires earn more than tenured employees in the same role).

In Canada, employees have the legal right to discuss their wages with coworkers under most provincial and federal labour standards. In the US, the National Labor Relations Act protects most private-sector employees' right to discuss wages. Sharing pay information helps reduce pay gaps and is generally protected activity.