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).
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
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).
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.
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.
(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.
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:
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.
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)
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:
Column
Description
Position
The employee’s job title
Department
The department they belong to
Seniority
Their experience level (junior, mid, senior, etc.)
Salary
Their current gross annual salary and currency
Compa Ratio
Ratio between their salary and the market benchmark
Benchmark Position
Whether the salary is Below, At, or Above market average
Location
City and country where the employee is based
Label
Tags 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).
The Market Salary Search 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 “Market Salary Search” 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
The Market Salary Search feature allows users to research and analyze salaries for specific roles in a chosen location. It provides not only the average salary but also a complete breakdown of total compensation, market dynamics, and benefits. Below is a detailed explanation of how to perform a search and how to read each part of the results page.
Step 1: Perform a Search
At the top left of the page, you will find the search bar. Here you can enter the job title you want to investigate. For example, typing “Data Scientist” will display information about salaries for that role. Next, enter the location in the second search box. In this case, “Berlin” is used as an example.
Once both fields are completed, click on the Search button. The platform will then generate a detailed salary report for that role and location.
Additionally, there are filters available below the search bar to refine the results further. It is especially important to narrow the search to the specific industry you are recruiting talent for, as compensation levels can vary widely between fields.
You should always align the filters with the types of companies where the talent currently works or with those where you are competing for talent. For instance, even if you are a startup but are looking for talent from larger companies, you should adapt the filters to reflect those organizations rather than your own.
These filters include:
Sector: Allows you to specify the industry or field (e.g., IT, healthcare, finance). Salaries can differ significantly depending on the sector.
Type: This function lets users select their company type (Startup, Scaleup, International, IT Consultancy, or Research/SMB) to refine and personalize salary data. Choosing the correct type ensures more accurate and context-specific compensation insights.
Number of employees: Refers to the number of employees in the organization.
Funding: Useful when analyzing startups. It shows whether the company is early-stage with limited budgets or well-funded with greater resources to pay higher salaries.
Peer group: Lets you compare specific sets of companies or competitors against each other.
Applying these filters helps narrow down the data to more relevant results tailored to the specific situation you are analyzing.
Step 2: Reviewing the Main Salary Results
Once the search is complete, the right side of the page displays the main salary summary. This is the most prominent information and is intended to give a quick but comprehensive overview of how much professionals in the selected role and location earn.
The first number to focus on is the Total Market Compensation. This combines three elements:
Base Salary: The fixed annual pay without bonuses or additional incentives.
Average Bonus: Variable pay that employees may receive based on performance, company results, or individual agreements.
Average Stock Options: The average value of equity compensation offered by companies, more common in startups and tech firms.
Together, these three elements show the full earning potential. For example, in the screenshot, the base salary is 46,600 €, the average bonus is 4,500 €, and the average stock options value is 7,600 €, resulting in a total market compensation package of 51,100 €.
Alongside this breakdown, the system provides a Confidence score. This value indicates how reliable the data is, based on the quantity and quality of available information. In this case, the confidence level is marked as “Excellent,” which means the figures are based on solid and sufficient market data.
Finally, there is a Market Competition indicator. This shows how difficult it is to secure jobs for this role in the given location. It explains whether there are more candidates than available jobs (which drives competition up and salaries down) or if demand is higher than supply (which benefits job seekers). In the example, competition is considered a “Balanced Market” .
Step 3: Exploring the Pay Table
The pay table provides a more detailed look at salary distribution across different percentiles or experience levels. Instead of showing just an average, it highlights how salaries are spread out in the market.
In the pay table, you can switch between different grading frameworks (TalentUp Seniority, TalentUp Levels, Gradar, Korn Ferry, Mercer, Radford, WTW Career Level, WTW Global Grade).
These frameworks are essentially job-leveling systems used by companies to benchmark roles and compare compensation fairly across the market.
When you select a grading system in the menu (e.g., TalentUp Seniority or Korn Ferry), the pay table restructures the data according to that framework’s job levels.
This means the salary percentiles (P10, P25, P50, P75, P90) you see will correspond to the levels defined by that specific system.
Benefits of choosing a grading system
1. More accurate benchmarking Different companies use different leveling systems. Selecting the one that matches your organization (or the one you want to compare with) gives you a far more accurate compensation benchmark.
2. Apples-to-apples comparisons Instead of guessing whether “Senior” in one framework equals “Level 4” in another, you simply switch grading systems and see salaries aligned exactly with that structure.
3. Better internal alignment If your company uses Korn Ferry, WTW, or Mercer grades, setting it as default ensures your team always sees compensation data in your internal language.
4. Easier external comparisons For candidates, recruiters, or HR teams working across multiple companies, switching gradings helps compare roles that use different terminology.
5. Flexibility and customization You can select a system temporarily or set one as the default to keep the table aligned with your preferred framework.
The Market Insights section provides context about the balance between supply and demand in the labor market for the selected role and location.
Supply shows the number of professionals available in the market.
Demand shows the number of open job offers for that role.
If supply is higher than demand, competition for jobs is strong, and salaries may stagnate or even decrease. If demand is higher than supply, companies need to compete to attract candidates, which generally leads to better salaries and benefits for professionals.
In addition, this section often contains a Gender Gap analysis. It displays the percentage of male and female professionals in the role and may show salary differences between genders. This helps organizations and professionals understand diversity dynamics and whether there are disparities in compensation.
Salaries are not the only factor in compensation. TalentUp also provides information about benefits commonly offered by employers. These are divided into several categories:
Most common benefits: These include professional development budgets, health insurance, and access to cutting-edge technology. These are frequently offered across companies in the role you are researching.
Side benefits to attract and retain talent: Examples include work-life balance initiatives, flexible working hours, the ability to work remotely, and being recognized as an equal opportunity employer. These benefits are increasingly important for candidates and play a big role in employer attractiveness.
Statutory benefits: These are benefits required by law, such as social security contributions, minimum wage compliance, paid time off, sick leave, and pension contributions. While these are mandatory, their value can still be included in the analysis to show the full picture of what employees receive.
This section ensures users do not focus solely on base salaries but consider the broader package that contributes to employee satisfaction.
Step 6: Participants (Benchmarking Companies)
Another feature on the results page is the list of participants. These are companies included in the benchmark for the selected role. Sometimes these are organizations that actively share data, and other times they are companies identified as relevant players in the market for that role.
For instance, the screenshot lists companies like Google as participants. This gives you an idea of which employers are driving the salary levels for the role in the selected location.
Step 7: Feedback and Evaluation
At the bottom right of the page, there is a section where users can rate the page or share feedback. This feature allows TalentUp to improve the quality of its data and the usability of the platform based on user input.
Why Market Salary Search Is Valuable
The Market Salary Search feature is not limited to showing a single salary figure. Instead, it offers a comprehensive overview of:
The base salary and total compensation package.
Salary progression across levels of experience.
Market conditions such as supply and demand.
Gender representation and possible pay gaps.
Benefits, both common and statutory, that complement salaries.
The companies involved in shaping the salary benchmarks.
For professionals, this information is critical to prepare for salary negotiations, assess career prospects, and choose the right employers. For companies, it provides valuable benchmarking to ensure they remain competitive in attracting and retaining talent.
