From zookeepers to CEOs, we’ve got the salary data. Compare your roles against four global data sources in one platform - no spreadsheets, no guesswork.
Loved by People Teams
The only platform with four global data sources in one place. Compensation IQ combines job postings data, self-reported insights, verified salary surveys, and live (real-time) salary data to give you accurate salary benchmarks for any role, any industry and any company size.
Best for All
200,000+ job boards and company websites scraped for live salary range data, powered by Lightcast.
Best for All
Publicly available employee-reported pay from millions of compensation submissions across global sources.
Best for All
Live benchmarks, aggregated and anonymised from participating companies, refreshed continuously.
Best for: Non-Tech
Industry-recognised salary survey data, particularly trusted in traditional and non-tech sectors.
Best for: Tech
Quarterly-refreshed pay data across global tech markets, covering base salary and total compensation.
Most salary benchmarking platforms rely on a single data source - one survey, one dataset, one perspective. The result: gaps for specialist roles, blind spots in fast-moving markets, and benchmarks that don’t quite fit your business. Compensation IQ combines four data sources into one platform so the answer is always there.
Most platforms force you to accept “one-size-fits-none” salary benchmark matches. Compensation IQ gives you filters that deliver relevant benchmarks.
Forget the spreadsheets, the PDFs and the Slack threads with three different versions of the truth. Search, filter and build bands in one place - with an audit trail behind every number.
I like how interactive the data is and how you can add your own data to benchmarks too. It means we can build a really solid picture over time of how salaries might change and what the differentiators are.
Emily A.
Head of People Operations
Compensation IQ provides us with data that we can use in salary conversations and real-time reports on salary changes, allowing us to compare by industry and location. It equips our managers to handle salary conversations better.
Stephanie B.
People Director
The variety of sources helps me recognise where the data is strong. Using both Lightcast data and self-reported sources is powerful, especially for niche roles in a global business.
Craig S.
Mid-Market
We understand the sensitivity of compensation data. That’s why Compensation IQ is built with security and integrity first. Our practices are aligned with ISO 27001 and our policies and procedures are compliant with GDPR.
Cyber Essentials
SOC 2
GDPR
Salary benchmarking is the process of comparing your roles and pay against external market data, so you can decide what a role should be paid based on what it’s actually worth in the current market. Without it, HR teams are guessing - and overpaying or underpaying both come with real costs.
Overpaying by just 1% across 200 employees is roughly £100k in unnecessary spend. Underpaying drives attrition: 63% of employees who feel underpaid are actively job hunting (PayScale). Good benchmarking pays for itself many times over.
Traditional salary survey providers refresh their data annually or quarterly and rely on a single source of pay data. Compensation IQ combines four data sources - verified surveys, real-time job postings, anonymous self-reported salaries and live customer HRIS benchmarks - and refreshes monthly.
That means our data reflects current market conditions, including the impact of recent funding rounds, regulatory changes and shifts in remote work. We’re built for HR teams who need answers in days, not the next survey cycle.
Real-time platforms like Pave, Ravio and Figures HR all rely on a single data source: payroll data shared by the companies on the platform. That works well for a narrow slice of the market - typically tech and startup roles in North America (Pave) or Western Europe (Ravio, Figures) - but it leaves gaps everywhere else. To access their full benchmarks, your company also has to contribute its own payroll data, which can be a hurdle for companies with strict data privacy concerns.
Compensation IQ takes a different approach. We combine four data sources - verified surveys, live job postings, self-reported salaries and live HRIS benchmarks - so you get the real-time signal plus breadth across industries, geographies and seniority levels. You don’t need to share your payroll data to access ours.
Four sources, fused into one platform. Verified salary surveys from trusted partners give you structured, validated compensation data. Live job postings, scraped globally in real-time, show you what companies are offering right now. Anonymous self-reported data from verified professionals adds breadth across roles and geographies that surveys miss. Live customer benchmarks come from real-time HRIS data across 50+ connected systems - actual pay, not estimates.
You see the source on every benchmark, so you can trust the answer.
Frequently. Most traditional providers refresh annually. The job postings feed updates continuously as new roles are advertised, and the customer benchmarks update in real time as connected HRIS systems sync. Markets don’t wait for annual survey cycles, so neither do we.
100+ countries, with global coverage included as standard. There’s no per-country charge, no “core market vs additional market” pricing and no upgrade required to benchmark a role in a new geography. If you need to compare salaries in London, Lisbon and São Paulo in the same view, you can.
Yes. We have 50+ HRIS integrations out of the box, including HiBob, BambooHR, SAP, Personio and most other major systems used by HR teams. Integrations are included free with every annual subscription - no setup fee, no per-integration charge. You can also upload your data via CSV if you’d rather not connect a system.
Every benchmark in the platform shows you its source, the volume of data behind it and a confidence indicator. Where multiple sources agree, confidence is high. Where they disagree, you see the spread and can decide which source you trust most for your context.
We don’t hide methodology behind a black box - the more you understand where a number came from, the more useful it becomes.
HR, Reward and People Operations teams at companies of 100 to 5,000+ employees. Common job titles using the platform: HR Director, Head of People, Compensation and Benefits Manager, Total Rewards Lead, People Operations Manager, Reward Analyst.
Industries we serve range across professional services, software, financial services, media, manufacturing, retail, healthcare and the public sector.
Most customers are running their first benchmarks within a week. There’s no complex implementation project - upload your roles via CSV or connect your HRIS and the platform maps your titles to its taxonomy automatically. Our Customer Success team supports onboarding in business hours and product help is on hand throughout your subscription.
Pricing is affordable for organisations of every size. You choose the products you need; the features inside each product are free forever and the only things that change the cost are how many users you have on the platform and how much data you want to add.
See the pricing page for the current rates and what’s included.