Salary & Labor Market Data API
Aggregates for any Search-shaped cohort — percentiles, hiring velocity, skills, and company-scoped insights.
Open Insights APIWeb App · API
Salary benchmarking from posted pay
Posted-pay bands for any role — from a job URL or a few fields. Ready for HR packs, dashboards, and your own API.
Hirebase expands the occupational area, pulls live and recently expired postings from 240k+ company career pages, and returns percentiles, histograms, and location cuts as JSON. Use it in the dashboard or call POST /v2/jobs/salary-benchmark.
240k+ companies
Live + 90-day expired jobs
p25 / p50 / p75 / p90 bands
Dashboard and API
Distribution
$148k p50
p25p50p75p90
$80k$120k$160k$220k
Indexed: Senior Software Engineer @ Absolute Business Solutions
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Indexed: Director, Data & Storage Reliability Engineering @ ServiceNow
Indexed: Principal Technical Lead, Software Engineering (Network and Security)-North America Software Center @ Tsmc
Indexed: Senior Systems Engineer @ Knorr-Bremse Group
Indexed: Cybersecurity Engineer - IAM @ Lululemoninc
Indexed: Senior Project Manager/Leader @ Source Code
Indexed: Product Designer @ Qantas
Indexed: Director, Global Space & Occupancy Planning @ Jobgether
Indexed: Senior Piping Designer @ Worley
The Problem
Pay data is still lagging the market
Compensation leaders are asked to price roles in days. The tools they inherit still run on annual surveys, job-board scrapes, and educated guesses.
Today
Reactive, centralized, annual. Bands updated once a year. Offers negotiated from stale midpoints.
With posted pay
Continuous, defensible, role-level. Live career-page salaries plus the last 90 days of expired postings.
Annual survey lag
Most pay bands are still priced from last year’s survey cycle. The market moved; the spreadsheet didn’t.
Spreadsheet math
Comp teams stitch together job boards, recruiter anecdotes, and a few public ranges. Offers get inconsistent, and no one can audit the source.
Secondhand listings
Aggregator salary tools inherit duplicates, agency reposts, and stale postings. The distribution looks bigger than the real occupational area.
One number, no band
A single “average salary” hides the spread. Hiring managers need p25–p75, location cuts, and a sample they can defend.
What you getA compensation pack
A compensation pack
from posted salaries.
Live jobs plus expired listings from the last 90 days. Hourly and non-USD rows are dropped so the band stays defensible — a salary research pack you can audit, not a single average.
URL or role details
Paste a public job posting or enter title, YOE, location, and a proposed range. The URL always wins when both are sent.
Posted-salary distributions
p25 / p50 / p75 / p90, a histogram, and splits by level, company size, and location — computed from audited listings, not a survey.
Live and recently expired jobs
The band is built from current postings plus listings that expired in the last 90 days — the same occupational area, not a survey panel.
API-ready JSON
The same report the dashboard charts from. Confidence grade, requested vs applied filters, and listing rows for audit.
Methodology
Why these salary numbers are defensible
Salary benchmarks only hold up if you can explain the sample. Hirebase prices a role from what employers are actually posting — live listings plus recently expired jobs in the same occupational area — then reports a distribution you can take to a hiring manager.
Starting compensation still varies by skills, experience, and demand. That is why we never collapse the market into one number. Low, mid, and high in the report are percentiles of disclosed annual USD midpoints, not a modeled “typical salary.”
240k+Companies indexedCareer pages & ATS
3.5m+Active listingsRe-verified at source
90 daysExpired windowSame occupational area
p25–p90Posted-pay spreadNot a single average
- 01
Source at the employer
Every salary in the band comes from a company career page or ATS posting Hirebase already indexes — not a self-reported survey or a job-board scrape.
- 02
Expand the occupational area
We resolve similar titles, office and remote cuts, and the requested location so the sample is the role you meant — not a keyword dump.
- 03
Keep the in-band set clean
Midpoints are annual USD from disclosed ranges. Hourly and non-US rows are dropped. Live jobs plus listings that expired in the last 90 days.
- 04
Report the spread, not a guess
p25, p50, p75, and p90, a histogram, and splits by level, company size, and location — plus the listing rows so you can audit the sample.
How it works
One task. Chart-ready JSON.
- 01
Seed the role
Send a public posting URL or title, years of experience, geo, and an optional proposed range. The URL always wins when both are sent.
- 02
We expand and fetch
Same-area titles, office + remote cuts, live jobs and expired jobs from the last 90 days. Hourly and non-USD rows leave the in-band set.
- 03
Read the report
Poll the task. The result JSON is what the Hirebase UI charts — percentiles, markets, listings, and a confidence grade.
curl -X POST "https://api.hirebase.org/v2/jobs/salary-benchmark" \
-H "Content-Type: application/json" \
-H "x-api-key: YOUR_API_KEY" \
-d '{
"job_title": "Senior Product Marketing Manager",
"yoe_range": {"min": 5, "max": 8},
"geo_locations": [{"city": "Seattle", "region": "Washington", "country": "United States"}],
"salary_range": {"min": 140000, "max": 175000}
}'Salary research
What is salary benchmarking?
Salary benchmarking is how compensation and talent teams compare pay for a role against similar external jobs. The goal is a defensible range: competitive enough to hire, consistent enough for equity, and grounded in a sample you can explain.
Hirebase runs that process on posted salaries from company career pages. Paste a public job URL or enter title, years of experience, location, and an optional proposed range. We expand the occupational area, pull live and 90-day expired listings, and return percentiles, a histogram, and location cuts.
That is different from a salary data API, which returns aggregates for any Search-shaped cohort in one call. Benchmarking is the occupational-area report: one role, a versioned pack, listing rows included. Insights is the analytics endpoint for any slice of the market.
Compensation benchmarking is broader than base pay. Hirebase reports disclosed salary ranges on job postings — the cash band companies are willing to put in writing. Equity, bonus, and total rewards still belong in your internal model; the posted band is the market floor you can audit.
Built For
Built for every role that touches a pay decision
Compensation & total rewards
Price a req from posted pay in the same occupational area. Take p25–p75 to leadership instead of last year’s survey midpoint.
Talent acquisition
Show candidates and hiring managers a defensible band before the offer conversation starts — and keep ranges consistent across reqs.
HR business partners
Answer “what does this market pay?” with location cuts and listing rows, not a one-off Google search.
People analytics
Drop the JSON into internal tools: histograms, region tabs, and a confidence grade on every run.
Finance & workforce planning
Model headcount cost against live posted ranges instead of a static salary guide that ages for twelve months.
Why The Switch
Surveys weren’t built for this week’s req.
If the band can’t be traced to posted pay, you’re pricing from secondhand data. Hirebase reports what employers put on the career page.
Surveys & scrapes Vs
Hirebase
01Data source
Annual surveys, self-reports, and job-board scrapes
Posted salary ranges from company career pages and ATS listings
02Sample window
Last year’s cycle, or whatever is still on an aggregator
Live jobs plus listings that expired in the last 90 days
03What you get
A midpoint or “average salary” with no audit trail
p25 / p50 / p75 / p90, histogram, location cuts, listing rows
04Scope
A generic title match across mixed geographies and currencies
Occupational area, YOE, geo, office + remote — USD annual only
05Delivery
PDF export or a spreadsheet someone has to refresh
Dashboard report or POST /v2/jobs/salary-benchmark JSON
Keep exploring
Related salary research
Keep going from a single role report into market analytics, public insights, and the jobs corpus underneath.
Highest paying roles
See which titles post the highest disclosed pay across the Hirebase corpus.
View the rankingSalary leaders by location
Compare posted pay leaders across markets when you are setting geographic differentials.
Browse locationsHR & compensation
How compensation and talent teams price reqs from posted career-page salaries.
HR workflowJobs API
The listings underneath every benchmark — direct from company career pages, not aggregators.
Jobs data APIPlans and included runs
3 free benchmarks a month. API plans include 25, Web Pro includes 500, then metered overage.
View plansFAQ
Common Questions
Get StartedPrice the next req on posted pay
Price the next req on posted pay
Run a benchmark in the dashboard or queue one from the API.
