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:

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:

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:

Once filtered, TalentUp provides a comprehensive compensation breakdown including:

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:

Once uploaded, TalentUp will automatically:

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:

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:

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.