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3. First Steps

3.1. Getting Started — Step-by-Step User Guide

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TalentUp Team

🕔 07/04/2025
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Salary Finder: Your Global Pay Guide 🚀

Search Salaries for Any Role, Anywhere in the World with our Salary Platform

Getting Started To begin using TalentUp, simply head over to TalentUp.io. If you’re a new user, you’ll need to sign up with your email and create a password. If you already have an account, just log in with your existing credentials.Once inside, you can choose the plan that best suits your needs—monthly subscriptions are available for full flexibility. Alternatively, you can start with a free search to explore the platform’s capabilities before committing to a paid plan.

How to Perform a Salary Search TalentUp’s Salary Finder is the core tool for exploring salary benchmarks. Follow these steps to conduct a search:

  • Navigate to the “Salary Finder” section from the main dashboard.

  • In the search bar, enter a job title, such as “UX Designer”. Then, select a city or location, like “Barcelona”.

    Alternatively, you can also search by job description—just copy and paste the full job description into the search bar, and TalentUp will analyze the content and return the most relevant benchmark results based on the role’s responsibilities, skills, and level. This is especially useful when you’re working with unique or hybrid roles that don’t fit standard job titles.

  • Use optional filters to narrow your results by industry, company size, or funding stage, depending on your search goals.

    If you’re on a Premium plan, you’ll also have access to the Peer Group feature. This functionality allows you to create a custom comparison group by selecting at least 5 companies of your choice. This minimum is required to preserve data anonymity and confidentiality. Once your peer group is set, the platform will generate a salary benchmark based exclusively on data from those selected companies.

  • Review the results, which include:
    • Percentile distribution: See how salaries vary across percentiles (P25, P50, P75, P90) to understand the full market range.

      A percentile represents the position of a specific salary value relative to the rest of the data in the market. For example:

      – P25 (25th percentile): The lower end of the market. 25% of companies pay below this amount, while 75% pay above it.

      – P50 (50th percentile): The median of the market. This is the most commonly used benchmark, where half the companies pay more and half pay less.

      – P75 (75th percentile): Represents the upper range. Only 25% of companies pay more than this value.

      – P90 or P99: These percentiles reflect the top of the market, where compensation is significantly higher—often due to seniority, company size, or high competition for talent.

      Using these percentiles helps HR teams understand not just the average, but the full distribution and competitiveness of salaries for each role and location. It also supports more nuanced decisions—such as offering at P50 for general market alignment or P75+ for critical roles or top talent.
    • Experience-based ranges: Check how salaries evolve with seniority.
    • Bonuses and benefits (available in Advanced+ plans): Gain insight into extras like annual bonuses, stock options, or remote work perks.

  • Percentile distribution: See how salaries vary across percentiles (P25, P50, P75, P90) to understand the full market range.

    A percentile represents the position of a specific salary value relative to the rest of the data in the market. For example:

    – P25 (25th percentile): The lower end of the market. 25% of companies pay below this amount, while 75% pay above it.

    – P50 (50th percentile): The median of the market. This is the most commonly used benchmark, where half the companies pay more and half pay less.

    – P75 (75th percentile): Represents the upper range. Only 25% of companies pay more than this value.

    – P90 or P99: These percentiles reflect the top of the market, where compensation is significantly higher—often due to seniority, company size, or high competition for talent.

    Using these percentiles helps HR teams understand not just the average, but the full distribution and competitiveness of salaries for each role and location. It also supports more nuanced decisions—such as offering at P50 for general market alignment or P75+ for critical roles or top talent.

  • Experience-based ranges: Check how salaries evolve with seniority.

  • Bonuses and benefits (available in Advanced+ plans): Gain insight into extras like annual bonuses, stock options, or remote work perks.

    • This allows you to make well-informed decisions when planning compensation packages, reviewing market competitiveness, or preparing job offers.

    Exporting a Salary Report Once you’ve completed your salary analysis, you can export your findings in a presentable format to share with other teams or leadership.

  • Click the “Export” button at the top-right of the results screen.

  • Choose your preferred file format: PDF (ideal for presentations) or Excel (great for further analysis).

  • Click Download and save the file locally. You can now share it internally, use it in board meetings, or attach it to hiring plans.

    • Uploading Employee Data TalentUp also allows you to benchmark your internal team by uploading your organization’s compensation data.

  • Go to the “Manage Employees” section in the sidebar.

    • Image Description

    Discover TalentUp salary platform 💡

    Get any salary for any location.
    Real-time trustwhorty salary data.

  • Download the Excel template provided by the platform.

  • Fill in the template with employee details:
    • Name
    • Job title
    • Location
    • Current salary
    • Seniority level

  • Name

  • Job title

  • Location

  • Current salary

  • Seniority level

  • Re-upload the completed file to the platform.

  • TalentUp will process the data and provide real-time benchmarking results, allowing you to:
    • Detect pay gaps or outliers
    • Compare internal salaries to market standards
    • Segment teams by department or location
    • Begin creating structured salary bands

  • Detect pay gaps or outliers

  • Compare internal salaries to market standards

  • Segment teams by department or location

  • Begin creating structured salary bands

    • This feature is especially useful for pay audits, salary reviews, and internal equity checks.

    3. First Steps

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