Individual skill
salary-benchmarking
Build a defensible salary range for a role — what it actually pays given the market, location, level, and your value — so you can ask, counter, or set pay with a real number. Use when asked what should I be paid, is my salary fair, research market pay for [role], or how much to ask for. Produces a structured way to research the range from multiple sources, the factors that move your number (level, location, industry, skills, company size), where you likely sit in the band, and how to frame the number — flagging that pay data varies and should be triangulated, not taken from one source. Not the same as running the negotiation.
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# Salary Benchmarking
"Am I underpaid?" and "what should I ask for?" both need the same thing: a defensible number, not a guess or a single glassdoor figure. This builds that range by triangulating sources and adjusting for the factors that actually move pay — level, location, industry, skills, company size — then places you within the band and helps you frame it. (Making the ask itself is a separate negotiation skill.)
## What This Skill Produces
- **A research method** — how to build a range from multiple sources (surveys, aggregators, postings, peers, recruiters) rather than one figure
- **The adjusting factors** — how level/seniority, location/cost-of-living, industry, in-demand skills, and company size/stage shift the number
- **Your position in the band** — a reasoned estimate of where you likely sit (and why), given your experience and value
- **A defensible range** — a low/target/high you can justify with the factors behind it
- **Framing guidance** — how to state the number and the evidence, without overclaiming
- **A triangulation caveat** — pay data is noisy and often stale; cross-check, and adjust for your specifics
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