Industry salary data by role. Compare salaries across different job roles, industries, and experience levels with comprehensive salary benchmarks.
The ClearHire salary ranges page shows compensation data by role, level, and location, sourced from a blend of public salary surveys (BLS, levels.fyi where available), aggregated job-posting data, and anonymous self-reports from ClearHire users. Each range shows sample size and date so you can judge confidence before relying on it. Most popular role / metro / level combinations have 30+ data points; niche roles or smaller metros may have fewer, and the page warns when sample size drops below 10. Treat any single estimate as directional; cross-check with at least one outside source before negotiating.
Use cases
Setting a target salary range before applying. Before applying, know the realistic band for the role + level + location combination. Apply with confidence at the top of the band; negotiate from data rather than from intuition. Candidates who anchor without market data systematically under-negotiate.
Cross-checking a recruiter-provided range. When a recruiter says "the range is $X–$Y", validate with the salary ranges page. If the recruiter range sits below market for your level, that is signal — push back politely with data, or pass on the role.
Understanding seniority compression at your target company. Some companies have wide bands across levels (junior to senior spans 2x); others compress (junior to senior is 1.4x). The ranges by level help you understand how much room exists before you hit the next band ceiling.
How it works
Search by role, level, and location. Specificity matters. "Senior backend engineer in NYC" produces a useful range. "Engineer" returns numbers too noisy to act on.
Review the range with sample size and date. Check confidence indicators. Sample size below 10 = directional only. Date older than 12 months = older market; current numbers may differ.
Cross-check with one outside source. Levels.fyi for tech, BLS for everything else, Glassdoor for general comparison. Two-source agreement is more reliable than any single source.
Combine base with total comp from /tools/total-comp. Base alone undersells the package by 30–60% for most office roles. Use the total-comp calculator to translate base ranges into full offer comparison.
Examples
A senior PM checking the band before negotiating. Range for senior PM in target metro is $180K–$230K base. Recruiter offers $190K. Candidate references the data and counters at $215K. Recruiter approves $205K. Without the data, candidate would have accepted the initial offer.
A candidate spotting a below-market recruiter range. Recruiter range: $130K–$150K. ClearHire data + Glassdoor: $160K–$185K for the level. Candidate politely pushes back; recruiter raises ceiling to $165K. Worth the 30 seconds of validation.
Frequently asked questions
How are the salary ranges calculated?
A blend of public salary surveys (BLS, levels.fyi where available), aggregated job-posting data, and anonymous self-reports from ClearHire users. Each range shows sample size and date so you can judge confidence before relying on it.
Why are the ranges different from what I see on Glassdoor?
Different sources weight different inputs. Glassdoor leans heavily on self-reports; ClearHire blends self-reports with job-posting data. Cross-check 2–3 sources before negotiating; treat any single estimate as directional, not exact.
How granular are the ranges by location and seniority?
Most popular role / metro / level combinations have 30+ data points. Niche roles or smaller metros may have fewer; the page warns you when sample size is below 10 and the estimate is wider.
Does the range include equity and bonus?
It defaults to base salary. Total comp (base + bonus + equity vesting per year) is shown separately when the data supports it — particularly for tech and finance roles where equity is a meaningful part of the offer.
Tips
Sample size below 10 is wide — treat as directional only.
Cross-check with at least one outside source before relying on any single estimate.
Combine base ranges with /tools/total-comp; base alone undersells by 30–60%.
Bands compress at some companies and stretch at others — context matters per company.
Anchor at the top of the band when applying; candidates without market data systematically under-negotiate.