RESOURCES
Salary insights that help you price yourself confidently
Stop guessing. Start with a clear public baseline, then compare it to real job postings and real offers so you can choose roles that pay what you are worth.
01 -- SEARCH
Search salaries by role (then narrow it down fast)
Start with the closest role family, then narrow by location and level. This page gives you a solid national baseline so you can walk into conversations with a real anchor.
How to use it:
1) Pick the closest role family (titles vary a lot).
2) Choose a target range you would be happy with, and a stretch range.
3) Compare to real job postings and your offer details (base, bonus, commission, equity).
Tip: If your title is different, search the closest role family. Example: “Platform Engineer” usually maps to “Software Developers.”
U.S. salary snapshots by role (public data baseline)
National medians with typical ranges (10th to 90th percentile). Use this as a starting point, then adjust for location, level, and total compensation.
Software Engineer
Typical range: $79,850 to $211,450. Baseline occupation: Software Developers.
Product Manager
Typical range: $59,830 to $165,790. Baseline proxy: Project Management Specialists (PM pay varies widely by industry).
Sales Director
Typical range: $66,910 to $239,200+. Baseline occupation: Sales Managers. Many senior sales roles also include commission and bonus.
UX Designer
Typical range: $47,840 to $192,180. Baseline occupation: Web and Digital Interface Designers (UX titles vary by company).
Marketing Manager
Typical range: $81,900 to $239,200+. Baseline occupation: Marketing Managers. Brand, growth, and product marketing can price very differently.
Data Analyst
Typical range: $63,650 to $194,410. Baseline proxy: Data Scientists (some analyst roles track closer to BI, others closer to data science).
02 -- HOW PAY IS SET
What affects your salary the most
Titles are messy. Pay is usually driven by scope, location, and how hard you are to replace. If you understand those drivers, you can stop under-pricing yourself.
Use the list below to calibrate quickly before you apply, interview, or negotiate.
Location
The same role can price very differently by metro, state, and cost of labor.
Level and scope
Ownership, complexity, leadership, and impact usually matter more than years alone.
Industry
Regulated, high-margin, or high-growth industries often pay more for the same capability.
Company stage
Startups may trade cash for equity. Enterprises may offer stability and richer benefits.
03 -- THE DRIVERS PEOPLE FORGET
The hidden drivers that change an offer fast
A lot of negotiation advice fails because it ignores the offer structure. Two offers can look similar and land very differently once you factor in mix and upside.
Comp mix
Base vs bonus vs commission vs equity. Compare the full package, not just salary.
Specialization
Hard-to-hire skills can reset the band (security, platform, ML, RevOps, enterprise sales).
Timing
Urgency, budget cycles, and competing offers can move pay faster than a resume rewrite.
Evidence
Portfolios, metrics, and concrete wins unlock the top end of a band.
How to use Salary Insights without getting lost
This is the simplest way to turn salary data into better outcomes.
Pick a target range, not a single number
Choose a range you would be happy with, then a stretch range. A single number makes you negotiate against yourself.
Separate base pay from total compensation
Compare the full package: base, bonus or commission, equity, benefits, and flexibility.
Compare to real jobs, not just averages
Averages are a baseline. The real question is what companies are paying right now for your exact scope.
Pressure-test your story with proof
If you want the top of the band, bring evidence. Translate your work into outcomes, not responsibilities.
Turn salary info into better offers
Salary data is only useful if it changes what you do next.
Browse roles with clearer compensation context
Whenever employers include pay ranges, we surface them so you can avoid roles that miss your target.
Get expert help from recruiters at no cost to you
A good recruiter can calibrate level, identify the real band, and help you walk into interviews priced correctly.
Negotiate with structure, not vibes
Use a clean target range, a short proof list, and a clear ask so you do not over-explain or under-ask.
Protect your privacy while you explore
You control what you share and when. Use salary baselines to plan your move before you go loud on the market.
Salary questions candidates ask all the time
Quick answers that keep you moving.
04 -- DATA SOURCES
Data sources and methodology
Salary snapshots on this page use national wage data from the U.S. Bureau of Labor Statistics Occupational Outlook Handbook (May 2024). Ranges reflect the 10th to 90th percentile distribution where available. Some high-end values are top-coded (shown as $239,200+).
These figures represent wages and salary and do not include equity, many bonuses, or some incentive compensation.
Source pages:
Software Developers (BLS OOH)
Project Management Specialists (BLS OOH)
Sales Managers (BLS OOH)
Marketing Managers (BLS OOH)
Web and Digital Interface Designers (BLS OOH)
Data Scientists (BLS OOH)
Find roles that match your pay target
Browse opportunities, save time, and avoid long interview loops that end in a number you would never accept.
Questions? hello@employment.network