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  • 6.3. Simployer (formerly AlexisHR) Integration

    TalentUp Salary Benchmarking Platform offers seamless integrations with leading HR Information Systems (HRIS) to help organizations automate data flows, reduce manual work, and maintain accurate workforce information. By connecting your HRIS directly to TalentUp, you ensure your benchmarking insights remain up-to-date and aligned with real employee data.

    Currently, TalentUp supports integrations with:

    • Personio
    • Simployer (formerly AlexisHR)

    Please note that AlexisHR is transitioning to the Simployer brand. All current integrations will remain fully functional and require no adjustments.

    Prerequisites

    To configure the integration, you must hold owner-level access within your AlexisHR environment. Additional details are available in the AlexisHR documentation.

    Creating API credentials

    Owners can generate a new token by visiting the Access Tokens section.

    [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/alexis1.png[IMG2]

    Ensure the token type is set to Public, assign a clear and identifiable name, and then save your changes.

    [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/alexis2.png[IMG2]

  • 6.2. Personio Integration

    TalentUp Salary Benchmarking Platform offers seamless integrations with leading HR Information Systems (HRIS) to help organizations automate data flows, reduce manual work, and maintain accurate workforce information. By connecting your HRIS directly to TalentUp, you ensure your benchmarking insights remain up-to-date and aligned with real employee data.

    Currently, TalentUp supports integrations with:

    • Personio
    • Simployer (formerly AlexisHR)

    Data Security & Privacy

    TalentUp adheres to strict security standards in every integration. All data transfers are encrypted, access is restricted, and no information is shared with third parties. Integrations operate under GDPR-compliant processes and respect your organization’s data governance policies.

    Personio HRIS: Linking Your Account

    Before starting, ensure you meet the following requirements for the integration to work:

    To set up the integration with Personio, your account must have access rights to these roles:

    • Account configuration > API is required to create the API key.
    • Account configuration > Marketplace Integration – needed to view the API key credentials.

    To verify your access:

    1. 1. Click the Settings button in the sidebar.
      If you cannot see this button, it may indicate that you need additional permissions.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/1.png[IMG2]
    2. 2. Confirm that the API credentials tab appears under the Integrations section in Settings.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/2.png[IMG2]
    3. 3. Click the Marketplace button in the sidebar. If you cannot see this button, it may be due to insufficient permissions.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/3.png[IMG2]
    4. 4. Ensure you can click See connected integrations.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/4.png[IMG2]

    If you cannot follow these steps, you will not be able to set up this integration. Please ask a system administrator to assign these access rights to your account.

    Find Your API Domain

    Your API domain is the same as the one used to log in to Personio.

    1. 1. Open your Personio login page.
    2. 2. You should see your domain in the browser URL.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/5.png[IMG2]

    Generate Your API Credentials

    1. 1. Log into your Personio account.
    2. 2. Open the API credentials page. Use the connection guide or replace <your subdomain> with your own:

      https://<yoursubdomain>.personio.de/configuration/
      marketplace/connected

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/6.png[IMG2]
    3. 3. Click Generate new credential.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/7.png[IMG2]
    4. 4. Enter a name for your connection.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/8.png[IMG2]

      Please review the required access rights during the connection flow.

      This is just an example. Check the scopes required for your integration in your flow
    5. 5. Enable the required access rights in Personio:

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/9.png[IMG2]
    6. 6. Enable the necessary readable employee attributes:

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/10.png[IMG2]
    7. 7. Click Generate new credential:

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/11.png[IMG2]

    Access Your API Credentials

    1. 1. Open the Connected Integrations page using the link from the guide or your subdomain:

      https://<yoursubdomain>.personio.de/configuration/marketplace/connected
    2. 2. Find the API credential you just created and click it. A new window will open on the right.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/12.png[IMG2]
    3. 3. Select the API credentials tab at the top:

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/13.png[IMG2]
    4. 4. Click Reset client ID and API secret:

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/14.png[IMG2]
    5. 5. You should now see your API credentials:

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/15.png[IMG2]
    6. 6. Copy the Client ID and Client Secret and paste them into the connection flow. Then click Set up integration.

      [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/12/16.png[IMG2]

  • 6.1. TalentUp Integrations

    TalentUp Salary Benchmarking Platform offers seamless integrations with leading HR Information Systems (HRIS) to help organizations automate data flows, reduce manual work, and maintain accurate workforce information. By connecting your HRIS directly to TalentUp, you ensure your benchmarking insights remain up-to-date and aligned with real employee data.

    Currently, TalentUp supports integrations with:

    • Personio
    • Simployer (formerly AlexisHR)

  • 5.1. How to Use TalentUp Salary Benchmarking to Achieve Salary Transparency

    Salary transparency is more than a trend—it’s a foundation for trust, fairness, and employee engagement. Transparent compensation practices have been shown to improve retention, reduce pay gaps, and strengthen employer branding. However, implementing transparency requires more than just publishing salary ranges; it requires reliable data, a clear framework, and consistent communication.

    TalentUp helps organizations achieve transparency by providing market-aligned benchmarks and structured compensation models. Here’s how to use it step-by-step.

    Step 1: Set a Salary Framework

    The first step toward salary transparency is building a clear and consistent salary framework. TalentUp gives you the data you need to define structured compensation plans that are fair, scalable, and easy to communicate.

    Use TalentUp to:

    • Create salary bands by role and level
       For example, you can define a range for Junior Software Engineer in Berlin and a separate one for Senior Marketing Manager in Madrid. Each role should have its own structured range based on TalentUp’s market data.
    • Design consistent compensation progression
       Use percentile benchmarks (P25, P50, P75, P90) to illustrate how pay evolves with performance, experience, or tenure. For example, junior employees may start at P50, with top performers advancing to P75 over time.
    • Define policies for bonuses, benefits, and equity
       Go beyond base salary by using TalentUp insights to establish standard practices for variable pay and perks. This includes things like remote work allowances, commissions, or stock option eligibility based on role or level.

    With a clear structure in place, your salary decisions become easier to explain and defend—internally and externally.

    Step 2: Back Salary Decisions with Data

    One of the most powerful benefits of TalentUp is that it allows you to justify salary decisions with real market evidence. This brings objectivity into conversations that are often emotionally charged.

    Use TalentUp data to:

    • Justify hiring offers
       Show candidates how their offer aligns with the market—e.g., “We’re offering you P75 for your role in this location.” This builds confidence and reduces negotiation friction.
    • Support promotion-based raises
       When an employee is promoted, TalentUp data can help determine what raise is appropriate for the new level, ensuring consistency across departments.
    • Defend internal equity decisions
       If employees question their pay relative to others, percentile-based benchmarks from TalentUp offer a clear explanation: “You are paid at the market median (P50) for your level and experience.”

    These data-backed justifications reduce ambiguity, promote fairness, and increase trust in the organization’s compensation practices.

    Step 3: Communicate Clearly

    Transparency is not just about publishing numbers—it’s about effective communication. TalentUp gives HR teams the structure and data they need to confidently engage with employees around compensation.

    Here’s how:

    • Share salary ranges, not exact figures
       Providing bands based on market data (e.g., €50,000–€60,000 for a Mid-Level Product Manager) promotes openness without exposing sensitive individual data.
    • Educate managers on how salaries are set
       Equip your managers with context from TalentUp so they can explain to their teams why someone is in a particular range or percentile.
    • Use percentile language to reinforce fairness
       Phrases like “You’re currently at the P75 for your position in Madrid” help employees understand their placement and performance relative to the market.

    Clear, consistent messaging increases employee understanding and decreases salary-related dissatisfaction or confusion.

    Step 4: Train Managers

    Managers play a key role in delivering compensation messages. TalentUp allows you to give them the tools they need to explain pay decisions with confidence and consistency.

    Here’s how to make the most of this:

    • Use TalentUp data in performance and compensation calibrations
       During review cycles, equip managers with real-time benchmarks to ensure raises and bonuses are market-aligned and equitable.
    • Provide managers access or tailored reports
       Give managers direct access to TalentUp or share custom salary benchmarking reports for their teams. This empowers them to guide meaningful conversations with their direct reports.

    Training managers to use compensation data correctly helps prevent miscommunication and keeps salary discussions grounded in facts, not assumptions.

    Step 5: Enable Auditing and Compliance

    Transparency also means accountability. TalentUp’s reporting and benchmarking features make it easier to conduct internal audits and demonstrate compliance with fair pay practices.

    Use TalentUp to:

    • Export reports for auditing
       Download structured compensation data by role, location, or department to identify inconsistencies or gaps.
    • Detect and address pay disparities
       Regularly review salary distributions by gender, region, or role to uncover potential inequalities and take action proactively.
    • Support DEI and ESG reporting
       Compensation transparency plays a critical role in your diversity, equity, and inclusion (DEI) initiatives—as well as environmental, social, and governance (ESG) metrics. TalentUp helps quantify and communicate your progress.

    With these tools, you don’t just build trust—you build a culture of fairness that can stand up to external scrutiny and internal expectations.

  • 4.1. How to Use TalentUp Salary Benchmarking Platform to Conduct a Salary Benchmarking

    Conducting effective salary benchmarking is essential for building fair, competitive, and data-driven compensation strategies. With TalentUp, HR teams can access real-time salary intelligence to evaluate their current pay structures, align with market expectations, and make informed decisions that drive both retention and attraction.

    This step-by-step guide will walk HR professionals through the entire benchmarking process using TalentUp’s platform—making it easy to go from strategy to action.

    Step 1: Define the Purpose of the Benchmark

    Before diving into the platform, it’s important to clarify why you’re conducting the benchmark. This will shape the type of data you search for, how you filter it, and how you apply the results.

    Here are some common use cases:

    • Annual compensation reviews: Benchmark multiple roles to ensure your internal salaries are aligned with current market conditions.
    • Geographic expansion: Explore localized salary trends to establish compensation packages in new cities or countries.
    • Department-specific analysis: Focus your benchmarking on a particular team (e.g., engineering, sales, operations) to identify gaps or inconsistencies.

    By defining your objective upfront, you avoid wasting time on irrelevant data and ensure your benchmarking efforts directly support your company’s HR strategy.

    Step 2: Identify the Roles and Locations

    With your purpose defined, the next step is to prepare a list of the specific roles and markets you want to analyze. TalentUp works best when the search is focused and contextualized.

    Prepare a list including:

    • Job titles: Be precise—use clear role names like “Senior Backend Engineer” or “Product Marketing Manager.”
    • Cities or regions: Choose the relevant locations where you hire or operate. TalentUp offers data for over 200 global cities.
    • Seniority levels: Decide whether you need data for entry-level, mid-level, senior, or director-level positions. TalentUp’s percentile breakdown by experience helps map salary progression across levels.

    Having this list ready will streamline your work and ensure you extract the most relevant salary data.

    Step 3: Use the Salary Finder

    Once you’re prepared, log into the TalentUp platform and head to the Salary Finder—your central tool for exploring market compensation data.

    Follow these steps:

    1. Log in to your TalentUp account.
    2. Go to “Salary Finder” from the main dashboard.
    3. Enter a job title (e.g., “UX Designer”) and select a city (e.g., “Berlin”).
    4. Use available filters to refine your search:
      • Industry (e.g., SaaS, Healthcare, E-commerce)
      • Company size (e.g., 11–50 employees, 200–500 employees)
      • Seniority level (e.g., Junior, Mid, Senior, Lead)

    Once filtered, TalentUp provides a comprehensive compensation breakdown including:

    • Base salary ranges
    • Bonus potential (annual or quarterly)
    • Common benefits (e.g., remote work, relocation, health insurance)
    • Stock options and equity offerings
    • Salary percentiles TalentUp presents salary data across key percentiles — P25, P50, P75, and P90 — to provide a comprehensive view of the market range.
    • P25: Represents the lower end of the market, often aligned with entry-level or budget-conscious offers.
    • P50 (Median): Reflects the midpoint—where 50% of professionals earn less and 50% earn more—and is widely used as a reference for standard market pay.
    • P75: Indicates above-average compensation, typically used to attract experienced or in-demand talent.
    • P90: Marks the top 10% of salaries, often offered in highly competitive or scarce talent markets.

    Every company should decide which percentile(s) best align with its compensation philosophy. Whether your goal is to lead the market, stay competitive, or manage costs, defining your positioning helps ensure you offer fair and attractive salaries — without overpaying or falling behind market expectations.

    Step 4: Compare Internally

    Benchmarking isn’t complete without comparing your internal compensation against external standards. TalentUp makes this easy through the “Manage Employees” feature.

    Here’s how to use it:

    1. Navigate to “Manage Employees” in the platform.
    2. Download the Excel template provided.
    3. Fill in your current employee data:
      • Job title
      • Location
      • Salary
      • Seniority level
    4. Upload the completed file back into the platform.

    Once uploaded, TalentUp will automatically:

    • Map each internal role to its market equivalent.
    • Flag misalignments, such as below-market or over-market pay.
    • Provide actionable recommendations on how to adjust salaries by role, region, or department.

    This helps HR teams identify pay disparities, build fair salary bands, and strengthen retention strategies by ensuring top talent is not underpaid.

    Step 5: Export and Report

    After gathering and analyzing your data, you may need to share it with other stakeholders. TalentUp supports easy export options for clear communication and documentation.

    You can:

    • Export your results to Excel or PDF format
    • Customize which data fields to include (salary ranges, bonuses, benefits, filters applied)
    • Use the output in:
      • Compensation committee discussions
      • Board-level presentations
      • Salary policy revisions
      • Internal budget planning

    This ensures transparency and alignment across departments, making it easier to secure buy-in for changes or new salary structures.

    Step 6: Monitor Regularly

    Salary benchmarking isn’t a one-time task—it’s an ongoing process. The job market changes fast, and so should your data.

    TalentUp updates its benchmarks every 1–2 months, allowing you to:

    • Repeat benchmarking quarterly to stay aligned with evolving trends
    • Adjust salary bands proactively in response to inflation, industry shifts, or growth
    • Refine internal equity over time as your workforce changes

    By using TalentUp regularly, you move from reactive compensation management to a proactive, strategic model that builds a competitive edge.

    With TalentUp’s Salary Benchmarking Platform, HR professionals can turn complex market data into clear, actionable insights. By following these six steps—from setting goals to regular monitoring—you ensure that your compensation strategies are not just market-aligned but also equitable, scalable, and future-proof.

  • 1.3. TalentUp’s Level Code Framework

    In any growing organization, having a standardized job-level framework is essential for consistent decisions around compensation, promotions, workforce planning, and talent development. TalentUp’s Level Code Framework—combined with functional level definitions—provides HR professionals with a structured model to categorize roles based on scope, autonomy, and responsibility.

    This guide explains how the framework works and expands on role progression across individual contributors, managers, leads, directors, heads, and executives, helping HR teams apply it effectively in job evaluation, salary benchmarking, and organizational design.

    Table 1 – TalentUp Grading Level Codes Explained

    LEVELCATEGORYTITLEAUTONOMYIMPACTEXPERTISECOMPLEXITYSCOPE OF WORKLEADERSHIP
    S1support rolesentry-level supportPerforms routine tasks under close supervision; follows detailed instructions with limited discretion.Provides essential operational and administrative support to ensure smooth daily business operations.This is an entry-level position that requires basic knowledge and minimal prior experience.Work is straightforward and procedural; limited judgment is required.Performs clearly defined, repetitive tasks within a specific area of responsibility.
    S2support rolesintermediate supportHandles a wider range of tasks with moderate independence; makes decisions within clear guidelines.Supports business operations through reliable task execution and problem-solving within defined boundaries.Has working knowledge and skills developed through training or relevant experience.Solves routine to moderately complex problems using established procedures.Manages varied but related tasks; contributes to improving efficiency within the team or process.May provide guidance to colleagues with less experience on routine tasks.
    S3support rolesadvanced supportOperates with minimal supervision; prioritizes tasks and solves complex issues independently.Ensures quality and efficiency in operational processes through advanced support and problem-solving.Has specialized knowledge and strong technical or administrative skills gained through significant experience.Handles complex and sometimes unpredictable issues; adapts existing processes to meet business needs.Works across multiple areas or systems; contributes to process improvement and operational excellence.Acts as a point of reference or informal mentor for colleagues; may coordinate activities within a small team.
    P1professional rolesentry-level professionalWorks on well-defined tasks under close supervision; follows detailed instructions and established procedures.Contributes to team objectives through accurate execution of assigned work with limited individual impact.Entry-level role requiring foundational knowledge and initial professional experience.Performs routine and procedural assignments with guidance from senior colleagues.Delivers specific tasks within a narrow area of responsibility.
    P2professional rolesintermediate professionalHandles moderately complex assignments with some autonomy; seeks guidance when facing unfamiliar situations.Has low to moderate impact on the success of own function or discipline.Developing professional with working knowledge and practical experience in own field.Applies known concepts and methods to solve varied but related problems.Contributes to projects within own area; accountable for quality and timeliness of assigned work.May share knowledge and provide informal guidance to less experienced colleagues.
    P3professional rolesadvanced professionalWorks independently with minimal supervision; manages priorities and determines approaches to assignments.Has a moderate to high impact on the success of own function or discipline through delivery of complex work.Possesses in-depth knowledge in own discipline; acts as a resource or mentor for colleagues with less experience.Handles complex assignments and adapts existing approaches to solve new challenges.Leads components of larger projects or manages complete workstreams within own function.May mentor others and provide functional guidance to small teams or project groups.
    P4professional rolesfunctional leaderOperates with high autonomy; defines objectives and priorities for own area of responsibility.Directly influences the success of own function or business area through strategic decisions and leadership.Has advanced knowledge of own discipline and solid understanding of related areas.Leads initiatives that involve complex analysis, coordination, and problem-solving across multiple teams.Responsible for significant projects or programs that support business objectives within a function.Provides direction and leadership within a business area; may manage or coordinate professional teams.
    P5professional rolestop-tier expertOperates independently with wide decision-making latitude; sets strategic direction in own domain.Materially influences business outcomes and cross-departmental or global strategies.Recognized authority with deep and specialized expertise; often serves as a company-wide or industry-level reference.Handles the most complex, high-impact problems requiring original thinking and broad business understanding.Shapes functional or enterprise-level initiatives with long-term implications.Acts as a strategic advisor and thought leader; mentors senior professionals and influences organizational direction.
    M1manager rolesmanagerLeads a small team or department with guidance from senior management; follows established policies and goals.Accountable for the performance and results of a small team or sub-area within a function.Experienced professional with strong understanding of operational processes and people management basics.Manages day-to-day operations, coordinates resources, and resolves routine issues within own area.Leads a team of support or professional staff to meet defined objectives and service levels.Provides direct supervision, coaching, and performance feedback to team members.
    M2manager rolessenior managerOperates with significant independence; sets team priorities in line with business strategy.Accountable for the performance and results of a department or large team within own discipline or function.Experienced manager with deep understanding of functional processes and interdependencies.Oversees diverse activities requiring coordination of multiple teams or complex support functions.Manages professional employees and/or supervisors; ensures achievement of operational and strategic objectives.Leads and develops team leaders and professionals; fosters collaboration and continuous improvement.
    M3manager rolesdirector-level managerOperates with broad discretion in decision-making; defines direction for multiple teams or departments.Directly influences the success of a major function or business unit through leadership and strategic execution.Strong business and functional knowledge; able to translate strategy into operational outcomes.Leads complex programs or projects spanning multiple departments; integrates strategic and operational goals.Responsible for multiple departments or functions; accountable for delivering long-term results.Provides leadership to managers and senior professionals; shapes culture, priorities, and performance standards.
    M4manager rolesassociate directorOperates with high autonomy; translates company strategy into plans across multiple teams or functions.Drives results across a significant function or multiple departments with cross-functional influence.Advanced business and functional expertise; strong ability to align execution with strategic goals.Manages complex, cross-functional initiatives with competing priorities and dependencies.Leads multiple teams or a major function; accountable for medium- to long-term objectives.Leads managers and senior professionals; enables collaboration and consistent execution at scale.
    M5manager rolessenior directorOperates with enterprise-level autonomy; shapes strategic direction across major business areas.Influences company-wide outcomes through strategic leadership and alignment of key priorities.Broad and deep business expertise; strong strategic judgment and executive-level perspective.Leads highly complex, multi-year initiatives with significant organizational and business impact.Responsible for large functions or multiple business areas; accountable for long-term performance.Provides senior leadership across the organization; sets vision, direction, and leadership standards.
    E1executive rolessenior executiveOperates with broad autonomy; defines strategy and priorities for major functions or business units.Makes high-impact decisions that shape performance and direction within a significant part of the company.Deep business and leadership expertise; recognized authority within own function or domain.Oversees diverse and complex operations, integrating multiple functions and markets.Responsible for achieving results across a major business unit or global function.Provides leadership and direction through directors and senior directors; leads through multiple levels of management.
    E2executive rolesgroup executiveOperates with full strategic authority within assigned region or business group; minimal oversight.Directly impacts company-wide outcomes through accountability for large-scale business performance.Extensive experience leading major divisions or regions; deep understanding of enterprise dynamics.Leads across multiple geographies or business lines with complex stakeholder and market environments.Shapes and executes strategies for an entire business group or global region.Provides leadership and direction to other executives, typically at the VP level; fosters alignment across divisions.
    E3executive roleschief executive officerHolds ultimate decision-making authority; defines the company’s strategic vision, mission, and culture.Responsible for the overall performance and long-term success of the organization.Comprehensive business acumen and leadership capability spanning all company functions.Leads a multifaceted global organization; balances strategic, operational, and governance priorities.Sets enterprise-wide direction and ensures alignment with stakeholder and board expectations.Leads the executive team and serves as the key representative to the board, investors, and external partners.

    Table 2 – TalentUp Blended Grading Role Levels

    Career Path / Role TypeLevelDescription
    Individual ContributorJuniorWorks on scoped, routine tasks. Requires oversight and mentoring. Eager to learn and grow.
    Individual ContributorMidOwns individual tasks with moderate supervision. Applies core concepts effectively.
    Individual ContributorSeniorLeads full projects with minimal oversight. Brings broad knowledge and mentors junior staff.
    Individual ContributorLeadRecognized internal expert. Solves complex business problems and serves as a key resource.
    Individual ContributorPrincipalProvides strategic guidance across multiple teams. Recognized externally as a subject matter expert.
    ManagerMid-Level ManagerLeads a team through projects and deadlines. Delegates work and ensures performance outcomes.
    ManagerSenior ManagerLeads multiple teams or functions. Aligns departmental initiatives with company goals.
    Lead (Functional Expertise)MidStrong professional executing complex tasks independently. Recognized for reliability and problem-solving.
    Lead (Functional Expertise)SeniorDrives project success, mentors others, and operates with high independence and accountability.
    DirectorMid-Level DirectorLeads a business unit and influences organizational decisions through domain expertise.
    DirectorSenior DirectorOversees several departments. Translates strategy into actionable plans and plays a central organizational role.
    Head-Level RolesMid-Level HeadLeads a business function with strategic and operational responsibility. Guides team development and reports to Directors.
    Head-Level RolesSenior HeadSets functional strategy and leads cross-functional coordination. Ensures alignment with company objectives.
    Suite-Level ExecutiveMid-Level SuiteCompany-wide leader shaping corporate strategy and long-term vision. Works with the board, stakeholders, and senior leadership.

    How HR Teams Can Use This Framework

    TalentUp’s level system and functional definitions can be used in many areas of HR:

    • Job Mapping: Standardize job levels across departments, countries, or business units.
    • Compensation Benchmarking: Align job levels with TalentUp’s salary data for accurate benchmarking.
    • Career Framework Design: Provide employees with clear progression paths and development goals.
    • Performance Calibration: Evaluate performance expectations consistently across levels.
    • Internal Equity Audits: Identify pay disparities and misalignments.
    • Succession Planning: Build leadership pipelines using consistent criteria for advancement.

  • 2.4. Company Finder

    The Company Finder feature allows users to explore detailed information about salaries, workforce statistics, and hiring practices for specific companies. It is designed to assist HR professionals, recruiters, and business leaders in understanding these aspects better.rstand how competitors structure salaries, where they hire, and how their workforce is distributed.

    Company Profile Section

    At the very top, you see the company’s identity and general information.

    • Company Name & Logo: The name of the selected company (in this case, Amazon).
    • Company Description: A short overview of the company, including its founding year, headquarters location, sector, and number of employees.
    • Key Metrics:
      • Sector: The industry in which the company operates (e.g., Information Technology).
      • Company Size: Number of employees (e.g., 10,000+).
      • Location: Headquarters (Seattle, United States).
      • Founded Date: Year of foundation (1994).
      • CEO Data: Current CEO’s name.
    • Salary Summary Statement: Shows whether the company tends to pay above, at, or below market average. In this example, it states that Amazon offers under-average salaries compared to other companies in the market, with a reference to the median salary (29,300 €/year).

    This section provides a quick at-a-glance overview of the company’s positioning in the labor market.

    Positions and Salaries Table

    This table lists specific roles inside the company with their salary data.

    • Columns:
      • Position: Job title (e.g., Learning Coordinator, Program Manager, Operations Supervisor).
      • Level: Seniority level (Junior, Mid, Senior, etc.).
      • Salary: Average or median salary for that position in annual terms.
      • Location: Where the role is based (e.g., A Coruña, Spain).
    • Navigation: You can browse through all available positions (e.g., 603 roles listed for Amazon).

    This section helps HR professionals and job seekers to see concrete salaries by role and geography inside a company.

    Offer and Professionals Map

    A world map visualization that shows the company’s job offers and professionals distribution across countries.

    • Highlighted Countries: Markets where the company is active in hiring or has a significant workforce.
    • Interactive Map: Clicking on a country would usually filter down the data for that region.

    Below the map, there is a country-level breakdown table:

    • Country: Name and flag of each country.
    • Job Offers: Number of open positions published by the company in that country.
    • Professionals: Number of professionals employed by the company in that country.
    • Hiring Ratio: Ratio of offers vs. professionals, showing how actively the company is hiring relative to its existing workforce.

    Example from the image:

    • United States: 598,326 job offers, 72,337 professionals → hiring ratio 12%.
    • India: 48,936 job offers, 14,393 professionals → hiring ratio 29% (shows very active hiring compared to workforce size).

    This map and table allow users to see where the company is growing, stable, or reducing workforce presence.

    Last Offers Published

    This widget displays the most recent job offers published by the company.

    • Each entry includes:
      • Job Title (e.g., Ad Policy Manager, Senior Account Executive).
      • Location (e.g., San Francisco, New York City, Arlington).
      • Date Published.

    This gives real-time insight into the company’s hiring needs.

    Employees per Department

    This is a pie/donut chart that shows the distribution of employees across departments.

    • Example categories: Education, Finance, Sales, Information Technology, and Operations.
    • The chart highlights where the company has a higher concentration of workers.

    This visualization helps to understand the internal structure of the company and how resources are allocated across functions.

    How to Use the Company Finder

    1. Search for a Company: Enter the company name in the search bar.
    2. View the Profile: See general information, market positioning, and salary level summaries.
    3. Analyze Positions and Salaries: Explore detailed role-based salary data across locations.
    4. Explore the Map: Identify where the company is hiring, which markets it is most active in, and the hiring ratios per country.
    5. Track Job Offers: Follow the latest published offers to understand the company’s most urgent hiring needs.
    6. Check Workforce Distribution: Use the department breakdown to see where most employees are concentrated.

    Value of the Feature

    • Competitive Intelligence: Understand how your competitors pay and where they hire.
    • Talent Strategy: Identify opportunities to target talent in regions where competitors are hiring heavily.
    • Salary Benchmarking by Company: Combine with the main benchmarking feature to see not only the market in general but also competitor-specific data.
    • Workforce Planning: Use hiring ratios and departmental splits to anticipate how a competitor may be scaling or reorganizing.

  • 2.3. Compare Salaries

    TalentUp’s Compare Salaries feature is designed to help HR professionals evaluate how salaries for a specific role vary across different markets and under different company conditions. Whether you’re planning to expand into a new country, benchmarking global compensation, or preparing for relocation offers, this feature offers the context and insights you need.

    What Is the Compare Salaries Feature?

    This tool allows you to:

    • Compare salaries for a single role across multiple locations
    • Use a reference city or country to measure % differences
    • Apply filters like company size, funding, and sector
    • Understand cost-of-living and job market differences by location

    How to Perform a Salary Comparison Search

    1. Select up to 10 Positions
       Use the dropdown menu to search and select the role(s) you want to compare. TalentUp provides a vast list of predefined job titles grouped by department (e.g., Engineering, Sales, HR, IT).
    2. Select up to 10 Locations
       Choose the cities or countries you’d like to compare. This enables a side-by-side view of salaries across different markets.
    3. Set a Reference Location
       Select one location (e.g., Barcelona) as your benchmark. All other salaries will be shown as a percentage increase or decrease relative to this location.
    4. (Optional) Apply Smart Filters
       To fine-tune your comparison, you can filter by:
      • Company Size (based on number of employees)
      • Company Funding (relevant for startups and tech)
      • Company Sector (e.g., Fintech, Education, Healthcare)

    Then click Search to generate the comparison table.
    [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Compare-Salaries-1.png[IMG2]

    Understanding the Results

    1. Salaries Table

    This section shows the average gross salary for the selected role in each location, including:

    • Reference Location Salary
       The actual salary in your selected base location.
    • Salary in Other Locations
       Displayed both as a number and as a % difference from the reference.

    Example
     For a Data Analyst with Barcelona as the reference:

    • Barcelona: €41,000
    • Amsterdam: €53,200 (+29.8%)
    • Berlin: €56,300 (+37.3%)
    • UK (country): €54,900 (+33.9%)

    This helps you understand where talent is more expensive or more affordable.

    [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Captura-de-pantalla-2025-04-23-a-las-16.54.29.png[IMG2]

    2. Location Info: Detailed Explanation of Key Metrics

    The Location Info section appears just below the salary comparison table and provides essential background data to help interpret salary differences across cities or countries. Here’s what each metric means and how it can guide HR decisions:

    [IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Captura-de-pantalla-2025-04-23-a-las-16.55.30.png[IMG2]

    Cost of Living

    This is a relative index that reflects how expensive it is to live in a particular city or country. It considers the average cost of essentials such as:

    • Housing
    • Food and groceries
    • Transportation
    • Utilities
    • Healthcare

    How to use it:
     A higher salary doesn’t always mean a better quality of life. If the cost of living is very high, employees may actually retain less disposable income. This metric helps assess real purchasing power across markets.

    Salary / Cost of Living Ratio

    This ratio compares the average salary offered in that location with the local cost of living. It’s categorized with qualitative labels like:

    • Excellent
    • Good
    • Average
    • Low

    How to use it:
     An “Excellent” ratio indicates that the average salary allows for a comfortable lifestyle in that city. This is useful when evaluating relocation offers, setting remote worker compensation, or choosing expansion markets.

    Offer

    This is the number of active job postings for the selected role in that location. It reflects the hiring activity and market demand for the role.

    How to use it:
     A high number of offers suggests strong competition for talent. This can influence recruitment difficulty, time to hire, and expected compensation ranges.

    Demand

    Represents the estimated number of available professionals in the market who match the selected role.

    How to use it:
     This metric shows talent availability. Comparing it with the number of offers helps you understand whether the market is saturated with talent or if you’re entering a competitive hiring environment.

    Offer / Demand Ratio

    This is the ratio between job offers and available professionals:

    • A ratio below 1 indicates that supply exceeds demand, meaning more professionals are available than jobs.
    • A ratio above 1 indicates high demand, with more job offers than qualified professionals.

    How to use it:
     This ratio helps you measure recruitment difficulty. A low ratio means it may be easier to hire, while a high ratio suggests a talent shortage and higher salary pressure.

    Inflation – Country (%)

    Shows the annual inflation rate in the country. It reflects how quickly prices are increasing for goods and services.

    How to use it:
     This is important for salary adjustment planning, especially for long-term compensation policies or multi-year contracts. High inflation may erode the real value of compensation.

    Population

    Indicates the total population of the city or country. It provides general context about market size and labor force availability.

    How to use it:
     Useful when evaluating market saturation, expansion potential, and talent pool size. A larger population doesn’t always mean more talent—it depends on education levels, skill development, and industry presence.

    Unemployment – Country (%)

    The percentage of the working-age population that is actively looking for jobs but is currently unemployed.

    How to use it:
     This helps assess overall labor market health. Higher unemployment can mean a wider available talent pool, while lower unemployment suggests stronger competition and tighter markets.

    Why This Data Matters

    Salary comparisons alone don’t tell the full story. The Location Info section provides critical context for:

    • Determining real compensation value
    • Setting location-adjusted salary bands
    • Assessing hiring risk and timelines
    • Identifying cities with competitive advantages for recruitment

    Whether you’re expanding, relocating, or benchmarking remote roles, these indicators help you move from raw numbers to actionable insights.

    Practical Use Cases

    • International salary benchmarking
    • Remote work package planning
    • Compensation design for global teams
    • Strategic hiring location decisions

    Relocation offers and cost equalization

  • 2.2. Internal Pay Analysis

    TalentUp’s Internal Pay Analysis feature is designed to help HR teams gain full visibility over their workforce compensation in relation to the external market. It offers a structured, data-driven way to monitor salaries, identify pay gaps, and make fair, competitive decisions at scale.

    Whether you’re preparing for annual reviews, auditing internal equity, or building a compensation strategy, this tool makes it easy to analyze salaries in context—by role, location, seniority, and more.

    What Can You Do in the “Internal Pay Analysis” Section?

    This feature allows you to:

    • Upload and track employee compensation data
    • Filter your team by key attributes (role, location, department, etc.)
    • See how each employee’s salary compares to the market average
    • Flag potential issues like underpaid staff, retention risk, or internal inequality

    How It Works: Key Components

    1. Filtering Options

    At the top of the interface, you’ll find powerful filters that allow you to search and segment your employee database. You can filter by:

    • Name – Search specific employees directly
    • Position – Filter by job title or role
    • Department – Group employees by department (e.g., IT, HR, Sales)
    • Seniority – Segment by experience level (e.g., junior, mid, senior, lead)
    • Salary Range – Set minimum and maximum thresholds
    • Location – Filter by city or country
    • Label – Tag employees into lists (e.g., “Active,” “Risk loss,” “Unequal salary”)

    This lets you isolate high-priority groups, such as:

    • All junior developers in Spain
    • All under-market employees in your sales department
    • All senior-level roles with retention risk

    2. Employee Table Overview

    Once filters are applied, the system displays all matching employees in a structured table, including:

    ColumnDescription
    PositionThe employee’s job title
    DepartmentThe department they belong to
    SeniorityTheir experience level (junior, mid, senior, etc.)
    SalaryTheir current gross annual salary and currency
    Compa RatioRatio between their salary and the market benchmark
    Benchmark PositionWhether the salary is Below, At, or Above market average
    LocationCity and country where the employee is based
    LabelTags to help track status or performance (e.g., Active, Risk loss, Unequal)

    What Is the Compa Ratio?

    The Compa Ratio compares an employee’s salary to the current market median for the same role and location.

    • 1.00 = Market average
    • < 1.00 = Below market
    • > 1.00 = Above market

    Why it matters:
     This helps ensure pay equity across regions, roles, and levels. It can also guide promotion and raise decisions, helping prevent talent loss due to under-compensation.

    Use Case Examples

    • Retention Risk Identification
       Spot employees with below-market salaries who might be at risk of leaving.
    • Equity Audits
       Ensure employees with similar roles and performance are paid fairly.
    • Compensation Planning
       Prepare data-backed salary proposals during review cycles.
    • Headcount Strategy
       Understand how your internal salary structure aligns with the market to optimize budgets.

    Additional Features

    • + New List: Create and save filtered lists of employees for specific projects (e.g., upcoming salary reviews or D&I audits).
    • Labels: Tag employees with internal status indicators like “Active,” “Risk Loss,” or “Unequal Salary” to monitor key cases.

    Upload Functionality: Import employee data via CSV (Premium accounts only).

  • 1.2. Methodology and Data Science

    TalentUp’s platform is built on a rigorous, transparent, and scalable methodology that ensures the salary intelligence it delivers is accurate, consistent, and actionable. The combination of high-volume data collection, intelligent normalization, machine learning models, and human validation results in one of the most robust compensation benchmarking systems available.

    Where Does the Data Come From?

    TalentUp collects compensation data from a diverse mix of reliable sources, ensuring a comprehensive and representative view of the job market:

    • 72% Job Boards
       The majority of TalentUp’s data comes from public job portals such as LinkedIn, Indeed, Monster, InfoJobs, Adzuna, and hundreds of others. These listings are scraped daily to capture job descriptions, salary offers, location, benefits, and company metadata—creating a rich pool of real-time market information.
    • 17% Employee-Submitted Profiles on TalentUp.io
       Employees can submit their compensation details through the TalentUp platform. These submissions are carefully validated by comparing them against similar job roles, companies, and locations, ensuring the data is accurate and relevant.
    • 11% HR Datasets from Client Companies
       TalentUp clients can upload anonymized internal compensation data via Excel templates or integrations with HR platforms like Personio and BambooHR. This data undergoes thorough review and is only included if it was updated in the current year, enhancing both accuracy and freshness.

    4-Step Data Process

    To ensure data integrity and usability, TalentUp follows a four-step methodology: Collection, Normalization, Deduplication, and Validation.

    1. Collection

    TalentUp collects over 20,000 new salaries per day from 300+ sources across 70+ countries and 600+ job roles. This large-scale intake provides the foundation for both volume and geographic diversity. In addition to salaries, other data points include bonuses, job descriptions, responsibilities, company information, and benefits.

    2. Normalization

    Once collected, all data is standardized to allow meaningful comparison across different geographies and company types. This includes:

    • Currency Conversion: Salaries from international sources are automatically converted based on daily exchange rates to ensure consistency.
    • Job Title Translation: TalentUp’s taxonomy includes over 32,000 mapped roles in multiple languages, ensuring job titles are interpreted uniformly.
    • Benefit Standardization: Common benefits (e.g., health insurance, remote work, stock options) are interpreted and normalized, even when described differently across sources.

    This process ensures that a “Software Engineer” in São Paulo can be fairly compared with the same role in Berlin or Toronto, regardless of how the data was originally submitted.

    3. Deduplication

    To maintain the integrity of the dataset, duplicate listings and repeated job offers are filtered out using natural language processing (NLP) algorithms. These algorithms detect semantic duplicates and similarities in job descriptions and employer metadata. This step ensures every data point is unique, reducing noise and inflating values.

    4. Validation

    TalentUp applies both automated and manual validation processes to guarantee reliability:

    • Benchmark Comparison: If there are sudden changes in benchmark values (e.g., a 20% salary increase in a city-role combo), the system flags the anomaly for further review.
    • Sample Size Threshold: A minimum of 30 samples per position and location is required to build a benchmark. This ensures statistical reliability in the data.
    • Manual Cross-Check: If the data significantly deviates from historical benchmarks or industry standards, TalentUp’s team performs a manual review and cross-verification with partner sources.

    All benchmarks are refreshed every 1–2 months, keeping the platform current and dependable.

    Predictive Modeling

    When data is sparse for a specific role, city, or level of seniority, TalentUp uses predictive analytics to fill the gaps—ensuring continuity in insights without compromising reliability.

    • Linear Regression Models
       TalentUp applies linear regression models to estimate salary trends based on seniority and experience. These models are fine-tuned to reflect realistic compensation growth over time, ensuring that predicted values align with expected career progression.
    • Correlation Across Similar Markets
       If direct data is unavailable for a given city, TalentUp predicts salary benchmarks by leveraging correlations with similar locations, industries, or company sizes. This allows for salary forecasting even in less saturated data regions.
    • Data Completion
       Predictive modeling allows TalentUp to offer comprehensive salary ranges—from base pay to bonuses—even when only partial data is available. This enhances the usability of the platform and ensures a consistent experience across all roles and locations.

    Confidence Ratio

    The Confidence Ratio is a simple 0–1 score that indicates how reliable a salary benchmark is.

    It brings together three essential factors:

    • Sample size – how much data is available
    • Distribution quality – how consistent the reported salaries are
    • Data freshness – how recently the information was collected

    The higher the score, the more accurately the benchmark reflects the real market.

    • 0.8–1.0 → Highly reliable
    • 0.6–0.8 → Solid and trustworthy
    • Below 0.6 → Useful as a general guide, but less precise

    This metric makes it easy to quickly assess the quality of salary data across countries, roles, and industries.

    To help interpret this data visually, we include graphics showing the Confidence Ratio across regions such as Europe, Asia, America, and Africa. This makes it easy to see where the salary data is most strong.

    Europe Confidence Ratio:

    Asia Confidence Ratio:

    America Confidence Ratio:

    Africa Confidence Ratio:

    Oceania Confidence Ratio: