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:

How to Perform a Salary Comparison Search

Then click Search to generate the comparison table.

Understanding the Results

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

Example For a Data Analyst with Barcelona as the reference:

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:

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.

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

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.

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.

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.

This is the ratio between job offers and available 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.

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.

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.

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:

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

Practical Use Cases

Relocation offers and cost equalization