The Search Salaries feature is the starting point for exploring real-time, market-aligned compensation insights on TalentUp. Designed for HR professionals, recruiters, and compensation analysts, this tool enables you to quickly access and compare salary data for any role in any location—across industries and company types. Whether you’re preparing an offer, running an internal salary audit, or benchmarking compensation strategy, this feature provides you with access to TalentUp’s extensive market intelligence—based on millions of validated data points.
What You Can Do with the “Search Salaries” Feature
- Search by job title or job description
- Analyze gross, net, company cost, or contractor salary
- Filter results by company size, funding, sector, and type
- View market salary distribution by seniority
- Explore variable compensation, supply and demand, gender gap, and benefits
How to Perform a Salary Search
1. Select a Position (Required)
Use the search bar or browse through TalentUp’s predefined library of roles grouped by function (e.g., Sales, Marketing, IT, Finance, Engineering, etc.). You can either:
- Start typing the job title (e.g., “Data Analyst”)
- Browse through categorized lists
- Or use the “Search through job description” if you prefer keyword-based matching instead of titles
The platform will automatically link the job to the correct internal taxonomy used for benchmarking.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Select-a-position-1.png[IMG2]
2. Select a Location (Required)
Choose the city or country where the position is based. The system will use this to fetch the most relevant and localized salary data, adjusted for cost of living, labor laws, and talent availability.
You can:
- Type and select the desired location (e.g., “Paris” or “France”)
- Compare results between cities (available in other features like “Compare Salaries”)
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Select-a-location.png[IMG2]
3. Optional Filters for Precision Benchmarking
To refine your search, you can apply Smart Filters:
- Company Size (Employees):
Select the size of the organization to see how salaries vary in small, medium, or large companies. - Company Funding (€):
Particularly useful for startups and tech companies. Filter by total investment raised to compare against similar growth-stage businesses. - Company Sector:
Choose from predefined sectors (e.g., Fintech, Health Care, Manufacturing, Education) to benchmark within your industry. - Company Type:
Options like Startup, Tech Hub, International Company, or Consultancy help narrow results to organizational models similar to your own. - Peer Group (Premium feature):
Premium users can define custom peer groups to benchmark against a tailored set of comparable companies.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Optional-filters.png[IMG2]
Below is a detailed explanation of each section you’ll encounter on the results page:
4. Salary Overview Section
At the top of the search results, the TalentUp platform displays a comprehensive summary of the base salary for the selected role and location. The summary serves as a quick reference point for understanding market compensation.
Here’s what you’ll typically see:
- Median Base Salary (50th percentile): This threshold is the most common salary for the position, based on verified data. It represents the middle point of the market.
Example:
62,900 € Median Base Salary (50th percentile) - Number of Observations: Indicates how many data points were used to calculate the figure. The higher the number, the more robust and reliable the data.
Example:
442 observations - Last Update: Shows when the data was last refreshed, ensuring you’re working with current market information.
Example:
(Updated: 14 Jan 2025) - Confidence Level: Reflects the platform’s assessment of data accuracy, based on sample size, consistency, and validation. Levels include: Excellent, Good, Moderate, or Low.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Salary-Overview-1.png[IMG2]
Bonus and Stock Options
When available, TalentUp also includes additional compensation components:
- Average Bonus per Year: Reflects common variable pay amounts added to the base salary (e.g., performance or annual bonuses).
Example:
13 € average bonus per year - Average Stock Options: If applicable to the role and market, this shows the average annual value of equity compensation.
Example:
16 € in stock options
These figures are especially relevant for roles in sectors like tech, sales, or executive-level positions, where variable and equity-based compensation are more common.
5. Salary Type Toggle Menu
By default, the TalentUp Salary Platform displays Gross Salary—the total pre-tax annual compensation typically listed in job offers. This is the most common benchmark used across industries and countries.
However, if you need a different perspective on compensation, you can adjust the view using the dropdown menu attached to the “Gross Salary” button. You can choose how to present the salary data by clicking on this button, which reveals additional options.
- Net Salary
Displays the estimated take-home pay after taxes and employee social contributions. The information is helpful for understanding what employees actually receive, especially in cross-border comparisons or employee communication. - Company Costs
Shows the total cost to the employer, including gross salary plus mandatory employer contributions (e.g., social security, insurance, payroll taxes). This is essential for budget planning and understanding the real cost of headcount. - Contractor Salary
Provides the average freelancer or contractor rate for the role. This is useful for companies that work with independent professionals or are evaluating cost differences between hiring models.
By switching between these options, HR professionals can conduct multi-angle benchmarking based on the employment model, local legislation, or internal budgeting needs. This flexibility makes it easy to compare full-time and freelance roles, assess gross vs. net differences, or calculate total compensation costs accurately across regions.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Salary-Table.png[IMG2]
6. Search Information
This section displays a clear summary of all the filters applied to your current search. It allows you to quickly review and, if needed, adjust the criteria used to generate the salary insights shown on the page.
These filters directly shape the data presented in the Salary Overview, Talent Supply, Gender Gap, Benefits, and more. Understanding them is key to ensuring you are comparing salaries within the right context.
Here’s what you’ll typically find:
- Position
The specific job title selected for analysis (e.g., Backend Developer) - Location
The city or country where the role is based (e.g., Berlin) - Company Sector
The industry or economic sector of the company (e.g., Fintech, Healthcare, Consumer Goods) - Company Size
Based on number of employees (e.g., 51–100, 501–1000, +10,000) - Company Funding
The funding range of the company, particularly relevant for startups and tech companies (e.g., €5M–€10M, +€100M) - Company Type
Indicates the company’s business model or structure (e.g., Startup, International Company, Research Institution, IT Consultancy) - Peer Group (Premium feature)
Available only to Premium users, this advanced filter lets you compare your company to a customized set of peers based on criteria like sector, size, and growth stage. It’s designed to support high-precision benchmarking and strategic compensation decisions.
You can directly adjust all of these filters from this section without initiating a new search. This flexibility helps HR professionals fine-tune their analysis in real time, ensuring that every benchmark reflects the most relevant market conditions for their organization.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Search-table.png[IMG2]
7. Bonus & Stock Options
In addition to base salary, the TalentUp Salary Platform provides insight into variable compensation, such as bonuses and stock options, which are essential for calculating total compensation.
This section highlights:
- How many companies offer bonuses or stock options for the role
- Estimated bonus and stock option values by experience level
- How those values compare to base salary as a percentage
For example, you might see that:
13% of companies offer bonuses, and 3% offer stock options for this role.
These figures are based on aggregated market data and change depending on the role, experience level, and the filters you’ve selected, such as company size, funding, or industry.
A table is also provided, typically structured like this:
| Level | Min Bonus (€) | Avg Bonus (€) | Max Bonus (€) | Bonus as % of Salary |
| Junior | 8,400 | 11,200 | 19,300 | 27% |
| Mid | 10,300 | 13,700 | 23,700 | 28% |
| Senior | 12,200 | 16,200 | 28,000 | 26% |
| Lead | 14,200 | 19,000 | 32,800 | 26% |
Total Compensation = Base Salary + Bonus + Stock Options
This allows HR professionals to accurately assess competitiveness, especially in industries where variable pay is a key factor (e.g., tech, finance, sales).
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Bonus-Stock.png[IMG2]
8. Supply and Demand
This section provides a real-time view of the talent market for the role and location selected. It shows:
- Supply: Estimated number of professionals currently available in the market
- Demand: Number of active job postings for the role
- Market Balance: Indicates whether it’s a candidate-driven, employer-driven, or balanced market
Example:
Balanced-supply position in a balanced-demand market
Supply: 432 professionals
Demand: 466 job offers
This is particularly useful when planning hiring timelines, evaluating talent scarcity, or justifying compensation increases.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Supply-Demand.png[IMG2]
9. Gender Gap
The platform also provides a gender distribution overview for the selected role and location. It shows the percentage of male and female professionals based on current market data.
Example:
Unbalanced Market
Male: 63%
Female: 37%
This data supports diversity and inclusion goals, internal pay equity analysis, and helps anticipate candidate expectations during the recruitment process.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Gender-Gap.png[IMG2]
Together, these sections provide a complete market context, helping HR professionals not only benchmark compensation but also understand the competitive landscape, gender dynamics, and the financial components shaping total rewards.
10. Benefits
The Benefits section on the TalentUp platform provides a well-rounded view of the total rewards associated with a role beyond base salary. These benefits are segmented into three categories—statutory, common, and additional perks—and will vary depending on the position, location, and selected filters such as company size or sector.
This allows HR professionals to understand not only what the law requires but also what the market commonly offers to remain competitive and attractive to talent.
Statutory Benefits
These are mandatory benefits established by national or local legislation. They typically include items such as:
- Employer and employee payroll contributions (as a percentage of salary)
- Minimum wage
- Standard working hours
- Payroll cycle (e.g., monthly)
- Overtime rules
- Income tax obligations
- Required leaves (e.g., paid holidays, sick leave, parental leave)
- Termination notice periods
- Immigration conditions (e.g., required visa types for foreign employees)
These values are automatically updated by location to ensure compliance with local labor laws. For example, in Berlin you might see:
- Employer Contributions: 21.84% of salary
- Minimum Wage: €13 per hour
- Payroll Cycle: 30 day
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Statutory-Benefits.png[IMG2]
Most Common Benefits
This section highlights the benefits most frequently offered by companies for the selected role and location. These are typically quantifiable or financial advantages such as:
- Professional development budgets
- Private health insurance coverage
- Access to modern technologies or tools
Example (for a Data Scientist in Berlin):
- Professional Development: €500 per year
- Cutting Edge Technology: €1,500 per year
- Health Insurance: €1,200 per year
These benefits represent standard expectations in the market and help define competitive packages.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Most-Common-Benefits-.png[IMG2]
Side Benefits (Perks)
These are non-financial or cultural benefits that contribute to employee satisfaction, work-life balance, and long-term retention. They are especially important in competitive talent markets and for employer branding. Examples include:
- Flexible working hours
- Remote work or hybrid models
- Flat hierarchies
- Casual dress code
- Work-life balance initiatives
These perks vary widely by company and market but are increasingly critical in attracting top talent, especially in tech and knowledge-based industries.
[IMG1]https://talentup.io/apidocumentation/wp-content/uploads/2025/04/Side-Benefits.png[IMG2]
By combining statutory obligations with common and additional benefits, the TalentUp platform provides HR professionals with a complete view of the total rewards environment—helping them design packages that are both compliant and compelling.
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