What makes it different
Built for the two moments that matter — evaluating an offer, and setting a band.
P10 to P90 by role, level, region, and company size. Filter the way real offers get compared.
A short rubric maps your real scope of work to a common ladder — so a 'Senior' at your company is comparable across the industry.
Recent submissions count more. Stale data is flagged, not silently averaged in. Every chart shows when it was last updated.
Team plans include 5 seats and a shared workspace, so recruiters, hiring managers and comp partners work from the same live bands.
How it works
Individuals get their benchmark by contributing. Employers get pay bands and equity audits by subscribing. The data compounds.
Submit your comp. Unlock your percentile and role-level trendlines.
Role, level rubric, region, base, bonus, equity. Two minutes. Fully anonymous.
How you stack up against people in your role, level, and region. P10 through P90.
Come back when you're negotiating. Data refreshes as new submissions arrive.
Live benchmarks, equity audits, and API access — priced per seat.
Query the market by role, level, region, and company size. Percentile ranges you can defend.
Upload internal comp. See where you deviate from market — and where your org has internal gaps.
API access for HRIS/ATS. Feed live market data into offer approval workflows.
Built for teams that take pay seriously
12
Regions covered
8
Role families
10 lvl
Ladder normalization
N ≥ 5
Privacy floor
Pricing
The dataset compounds when everyone contributes. That's why we keep it free for you.
Give to get. Submit your comp, unlock your benchmark.
Need 10+ seats, SSO, an API or a pay-equity audit? Talk to us about Enterprise.
Why We Built This
Every negotiation, every offer, every promotion cycle turns on one question — what is this role actually worth? And in tech, where levels differ by company and comp is split across base, bonus, and equity, that question is almost impossible to answer honestly on your own.
Existing tools optimize for volume of data points, not freshness. We think that's backwards. A three-year-old salary from a company that no longer exists doesn't tell you anything useful about the market you're negotiating in this quarter.
"Compensation transparency is a public good.
It should be built like one."
PaidWell exists so that a senior backend engineer in Berlin, a PM in Bangalore, and a compensation lead in New York can all query the same living dataset — anonymously, honestly, and with provenance visible on every chart.
Contribute yours. See where you stand. Then help the next person do the same.