Benchmark any salary in seconds
Compare data sources and providers based on 6 critical factors: reliability, volume, detail, granularity, real-time updates, and cost. Assign weights based on your organization's priorities and discover the best benchmarking solution for your salary strategy.
Salary Benchmarking Providers Ranking
Assign a percentage to each factor so that the total adds up to 100%. Click stars to change scores.
Reliability | Volume | Detail | Granularity | Real Time | Cost | TOTAL | |
|---|---|---|---|---|---|---|---|
% | % | % | % | % | % | 100% | |
1Hybrid Compensation Platforms (PROSFY) | 83% | ||||||
2ATS / Career Site-based Data | 79% | ||||||
3Salary Data Web Portals | 78% | ||||||
4Crowdsourcing | 75% | ||||||
5Aggregators and Web Scraping | 72% | ||||||
6Artificial Intelligence | 70% | ||||||
7Compensation Consultancies | 55% |
Data Sources Ranking
Assign a percentage to each factor so that the total adds up to 100%. Click stars to change scores.
Reliability | Volume | Detail | Granularity | Real Time | Cost | TOTAL | |
|---|---|---|---|---|---|---|---|
% | % | % | % | % | % | 100% | |
1ATS | 85% | ||||||
2Career Sites | 81% | ||||||
3Job Boards | 78% | ||||||
4Crowdsourcing | 75% | ||||||
5Payroll / HRIS | 69% | ||||||
6Official Administrative Data | 68% | ||||||
7Salary Surveys | 55% |
Salary Data Quality Criteria
Each source or provider is evaluated across six dimensions that determine the quality and usefulness of the data:
- Reliability: verification level, traceability, and methodological robustness.
- Volume: number of observations available or geographic coverage.
- Detail: components included (fixed, variable, equity, benefits).
- Granularity: level of breakdown (role, level, sector, company size).
- Update / real time: frequency at which information is refreshed.
- Cost: accessibility or investment required to access the data.
Each organization weights these factors differently:
- Startups or tech companies often prioritize granularity and updates.
- Large corporations value reliability and methodological rigor.
- Finance teams seek balance between rigor and cost.
Conclusion
Perfect data does not exist and salary data quality does not depend on a single source, but on the right combination of reliability, volume, granularity, and updates. Each source contributes a different piece of the puzzle. The key is to understand limitations, rely on rigorous evidence, and use objective criteria to avoid compensation decisions based on incomplete or biased data. At PROSFY, our mission is to make compensation more transparent, fair, and easy for both companies and employees. Our data is open and public, and we are available to help you interpret results and support your benchmarking process.
of turnover is caused by unfair compensation
of global GDP is destroyed by employee disengagement
days until the new pay transparency regulation
Frequently Asked Questions
How is PROSFY's benchmarking data collected?
PROSFY sources data from ATS systems, career sites, job portals, and salary information shared by our customers and users. This gives us high data volume with strong reliability, updated continuously rather than once a year.
How often is the data updated?
Continuously. Our technology monitors labor markets in real time, which means benchmarks reflect current conditions rather than a snapshot from 6 or 12 months ago.
What do P10, P50, and P90 mean in the results?
These are salary percentiles. P10 means 10% of professionals in that role earn less than that figure. P50 (the median) is the midpoint: half earn more, half earn less. P90 means only 10% earn more. For compensation planning, the median gives you market alignment. P90 shows what top-of-market looks like for roles where you need to compete harder for talent.
How granular can I get with the filters?
You can filter by country, industry, seniority level, and job title. The more filters you apply, the more specific your benchmark. Very narrow combinations may return smaller sample sizes, which we flag so you can interpret the results with the appropriate confidence level.
Is my data safe?
Yes. PROSFY complies with GDPR and applies data encryption across the platform. Any data you input is used solely to generate your analysis and is never shared or sold.
How does PROSFY compare to traditional salary surveys from consultancies?
Traditional surveys are detailed but expensive and updated only once a year. PROSFY gives you real-time data at a fraction of the cost, which makes it particularly well-suited for companies that need reliable benchmarks without the enterprise price tag.
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