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Salary Transparency: How to Research What You Should Be Paid
Why Salary Research Matters More Than Ever
The salary transparency revolution is here. As of 2024, ten states and jurisdictions have passed pay transparency laws requiring employers to disclose salary ranges in job postings. By 2026, nearly half of all US workers will be protected by these laws.
But here's the problem: 73% of employers are willing to negotiate salary, yet 55% of workers never ask for higher pay. Why? Because most people don't know what they're worth.
Effective salary research isn't about finding a single number — it's about understanding:
But here's the problem: 73% of employers are willing to negotiate salary, yet 55% of workers never ask for higher pay. Why? Because most people don't know what they're worth.
Effective salary research isn't about finding a single number — it's about understanding:
- Your market value across different companies and locations
- How your experience, skills, and education affect compensation
- Industry-specific compensation trends and equity benchmarks
- Total compensation beyond base salary (equity, bonuses, benefits)
Let's fix that information gap.
The Best Salary Research Tools (And How to Use Them)
Don't rely on a single source. Each platform has different strengths and blind spots. Here's your research toolkit:
1. Glassdoor (glassdoor.com/salaries)
1. Glassdoor (glassdoor.com/salaries)
- Best for: Broad salary ranges across industries and company size
- Data source: Self-reported salaries from employees
- How to use it: Search by job title and location. Filter by years of experience and company. Pay attention to sample size — 50+ data points is ideal.
- Pro tip: Check the "Additional Cash Compensation" section for bonuses and commissions
- Limitation: Data can be outdated (1-2 years old) and self-reported accuracy varies
2. Levels.fyi - Best for: Tech roles (engineering, product, design, data science)
- Data source: Verified offers and employee reports
- How to use it: Search by company and level (e.g., "Google L4 Software Engineer"). Data includes base, stock, and bonus breakdowns.
- Pro tip: Use the comparison tool to see how the same role pays at different companies
- Limitation: Heavily tech-focused; limited data for non-tech roles
3. Payscale (payscale.com) - Best for: Customized salary reports based on your specific profile
- Data source: Combination of employee surveys and employer data
- How to use it: Take their detailed questionnaire about skills, certifications, education, and years of experience. The report shows percentile ranges (10th, 25th, 50th, 75th, 90th).
- Pro tip: Download the full report PDF for negotiation conversations
- Limitation: Free version has limited detail; paid reports cost $50-70
4. LinkedIn Salary (linkedin.com/salary) - Best for: Salary insights based on your actual profile and network
- Data source: LinkedIn member submissions
- How to use it: LinkedIn uses your profile to show personalized salary ranges. You can also search any job title and location.
- Pro tip: Check "similar job titles" to see if you're underpaid compared to equivalent roles
- Limitation: Requires LinkedIn Premium for full access
5. H1B Salary Database (h1bdata.info, myvisajobs.com) - Best for: Exact salaries for specific companies (especially tech)
- Data source: Public H1B visa applications (legally required disclosure)
- How to use it: Search by company name and job title to see exact reported salaries. This is real, verified data — not estimates.
- Pro tip: Sort by "Submitted Date" to see the most recent filings
- Limitation: Only covers H1B roles, which tend to skew toward tech and specialized positions
6. Bureau of Labor Statistics (bls.gov/oes) - Best for: National and regional salary benchmarks by occupation
- Data source: Government employment surveys
- How to use it: Search by occupation code (SOC). Data shows median, 10th, 25th, 75th, and 90th percentile wages by metro area.
- Pro tip: Use the "Occupational Employment and Wage Statistics" tool to compare cost of living adjustments
- Limitation: Data lags 1-2 years and uses broad job categories
7. Blind (teamblind.com/salaries) - Best for: Anonymous, unfiltered salary data from verified employees
- Data source: Employee submissions from verified work emails
- How to use it: Browse by company and read detailed compensation breakdowns with tenure, level, and negotiation stories.
- Pro tip: Read the discussion threads to see how people negotiated their offers
- Limitation: Can be skewed toward higher-paying companies and FAANG
Step-by-Step Salary Research Process
Step 1: Define your target role precisely
Don't just search "Marketing Manager." Get specific:
Don't just search "Marketing Manager." Get specific:
- Exact job title and level (Associate, Senior, Director, etc.)
- Industry vertical (SaaS, healthcare, finance, etc.)
- Company size (startup, mid-size, enterprise)
- Location (or remote status)
Example: "Senior Product Marketing Manager, B2B SaaS, 100-500 employees, remote"
Step 2: Gather data from at least 3 sources
Use this research matrix:
| Source | Base Salary Range | Bonus/Equity | Sample Size | Notes |
|--------|------------------|--------------|-------------|-------|
| Glassdoor | $95K-$135K | 10-20% bonus | 87 reports | Mostly SF/NYC |
| Payscale | $88K-$128K | $8K-$15K bonus | Custom report | Adjusted for my YOE |
| Levels.fyi | $110K-$150K | $20K RSUs | 34 reports | Tech-heavy |
| H1B Data | $105K-$145K | Varies | 12 filings | Real offers |
Step 3: Adjust for your specific situation
*Experience modifier:* - Entry-level (0-2 years): Aim for 10th-25th percentile
- Mid-level (3-7 years): Target 25th-50th percentile
- Senior (8-15 years): Target 50th-75th percentile
- Expert/Lead (15+ years): Aim for 75th-90th percentile
*Location multiplier:*
Use a cost-of-living calculator (e.g., NerdWallet, Salary.com) to adjust for your metro area: - San Francisco/NYC: 1.3-1.5x national average
- Seattle/Boston: 1.15-1.25x
- Austin/Denver: 0.95-1.1x
- Remote (US-based): 0.9-1.0x depending on company policy
*Education/certification premium:* - Advanced degree (MBA, MS): +10-20% for relevant roles
- Industry certifications: +5-15% depending on demand
- Specialized skills (AI/ML, cloud platforms): +15-30%
Step 4: Research company-specific compensation philosophy
Visit the company's careers page and look for: - Published salary ranges (required in many states)
- "Compensation philosophy" statements
- Public equity/stock option programs
Google search: "[Company Name] salary levels compensation bands"
Check Glassdoor company reviews for keywords like: - "Pays below market"
- "Competitive compensation"
- "Generous equity package"
- "Annual raises"
Step 5: Document your findings
Create a one-page summary:
Target Role: [Your specific title]
Market Research Summary (Date: [Today]): - Low end: $[X]K (10th-25th percentile)
- Mid-range: $[Y]K (50th percentile)
- High end: $[Z]K (75th-90th percentile)
- Typical bonus: [X]% or $[Y]K
- Equity/RSUs: $[X]K-$[Y]K annually
My target ask: $[Based on your experience level]
Walk-away number: $[Minimum acceptable]
Sources: Glassdoor (n=87), Levels.fyi (n=34), H1B data (n=12)
Keep this document handy for negotiation conversations.
How to Compare Data from Different Sources
When sources conflict (and they will), use this framework:
Trust the data with the largest sample size
100+ data points > 10 data points. More recent data (within 6 months) beats older data.
Weight verified data higher than self-reported
H1B data (public filings) > Levels.fyi (verified offers) > Glassdoor (anonymous self-reports)
Outliers are real, but rare
If one source shows $200K and three others show $110-130K, assume the $200K is an outlier (FAANG, principal-level, or includes large equity).
Average the middle 50%
Take the 25th and 75th percentile from each source and average them. This is your realistic range.
Example:
Trust the data with the largest sample size
100+ data points > 10 data points. More recent data (within 6 months) beats older data.
Weight verified data higher than self-reported
H1B data (public filings) > Levels.fyi (verified offers) > Glassdoor (anonymous self-reports)
Outliers are real, but rare
If one source shows $200K and three others show $110-130K, assume the $200K is an outlier (FAANG, principal-level, or includes large equity).
Average the middle 50%
Take the 25th and 75th percentile from each source and average them. This is your realistic range.
Example:
- Source A: 25th = $90K, 75th = $120K
- Source B: 25th = $95K, 75th = $130K
- Source C: 25th = $88K, 75th = $115K
Your range: $91K (average of 25th percentiles) to $122K (average of 75th percentiles)
Using Salary Research in Negotiation
Once you've done your research, here's how to use it:
In the application stage:
When asked for salary expectations, cite a range based on your research:
In the application stage:
When asked for salary expectations, cite a range based on your research:
- "Based on my research of similar roles at [companies], and my [X years] of experience, I'm targeting $[Y]-$[Z]."
When you receive an offer:
If the offer is below your target: - "Thank you for the offer. Based on market research from Glassdoor, Levels.fyi, and H1B data for this role, I was expecting a range of $[X]-$[Y]. Can we discuss adjusting the base salary to $[Z]?"
If they ask for your sources:
Be specific: - "I reviewed 87 data points on Glassdoor, 34 reports on Levels.fyi, and 12 H1B filings for this exact title at comparable companies. The median was $[X]."
If they say "that's not our budget":
Negotiate total compensation: - "I understand base may be fixed. Can we explore signing bonuses, additional equity, or performance bonuses to bridge the gap?"
Remember: 66% of people who negotiate get what they asked for. The research gives you confidence and credibility.
Pro Tip: Don't Forget Total Compensation
Base salary is only part of the picture. Calculate your **total compensation package**: • Base salary • Annual bonus (target % and actual payouts) • Equity/stock options (4-year value, vesting schedule) • 401(k) match • Health insurance premiums (compare to market) • PTO, remote work, professional development budgets A $120K salary with 15% bonus, $40K RSUs, and full benefits can be worth more than a $140K salary with no equity and poor benefits.