Define the job before the number
Record role family, level, location, remote policy, company type, employment type and scarce skills. Titles alone produce misleading comparisons.
Separate base salary, bonus, commission, equity and benefits.
Use several source types
Start with official occupation statistics for broad distributions, then add current salary-transparent postings and reputable role-specific sources. Note sample date and geography.
Employee-submitted sites can add context but may mix levels and old data; do not treat a median from one source as an offer guarantee.
- Official occupation data
- Current postings
- Comparable level
- Local currency
- Source date
Build a reasoned range
Use the middle of comparable evidence as a reference and explain factors that justify movement: scope, rare skills, shift, location, company stage and proven outcomes.
Keep a wider range when evidence is sparse. False precision weakens negotiation.
Update for the actual opportunity
Ask the recruiter for the budgeted range and compensation structure. Compare the job's responsibilities with the level used in your research.
Do not disclose previous salary if local law or strategy does not require it; focus on role value and current market evidence.
Official tool pages
Use these pages to verify current capabilities and terms. Links go to the providers or, for JobsScoutHQ, the relevant on-site directory.
Frequently asked questions
Which salary website is most accurate?
No single source is universally accurate. Triangulate current comparable postings, official statistics and role-specific evidence.