Compensation Benchmarking Software
Benchmark compensation by job grade—not title alone
Compare salaries against current market data using Job-E's objective job grades. See where each role sits against the market, identify gaps, and build consistent, defensible salary ranges.
Market data powered by TalentUp.
Connect objective job evaluation with market compensation data
Job-E brings job evaluation, job architecture, and compensation benchmarking together in one platform.
Each role is evaluated and assigned an objective grade before it is connected with external market data. This helps you validate market matches based on both the nature of the work and its organizational scope—not title alone.
Benchmark a single position, a department, or your entire organization, and keep your market comparisons current as roles and responsibilities change.
What is compensation benchmarking?
Compensation benchmarking compares your organization's salaries and pay ranges with external market data for comparable work. It helps you understand whether roles are positioned below, around, or above your chosen market level.
Traditional salary benchmarking often relies heavily on job titles and manually selected matches. But the same title can represent very different levels of responsibility in different organizations.
Job-E adds objective job evaluation to the process. Each role is assigned a consistent grade based on its responsibilities, organizational impact, decision authority, knowledge requirements, and other objective factors.
The grade then acts as a consistency layer when reviewing market matches and designing salary ranges.
Why traditional salary benchmarking breaks down
Market data that ages between survey cycles
Annual compensation surveys can lag behind fast-moving labor markets between publication cycles.
Job-E provides access to frequently refreshed market compensation data, helping you review pay positioning without waiting for the next annual survey release.
Job titles that hide differences in scope
Two roles can share the same title while carrying very different levels of responsibility, complexity, and organizational impact.
Job-E combines role-level market information with objective job grades, helping you validate whether market matches reflect the true scope of the work—not merely a similar title.
Benchmarking projects that take too long
Traditional benchmarking exercises can involve extensive spreadsheets, manual job matching, repeated data preparation, and external support.
Job-E brings job evaluation and market comparison into one platform, allowing HR teams to update benchmarks without restarting a lengthy consulting project.
Inconsistent pay decisions across the organization
When departments use different assumptions, sources, or matching approaches, salary decisions can become difficult to explain and defend.
Job-E gives your organization a shared grading structure and a consistent approach to reviewing market position across roles, functions, and levels.
Compensation benchmarking built on a consistent job architecture
Objective grade-based benchmarking
Job-E's AI-supported job evaluation methodology assigns each role an objective grade based on factors such as knowledge, problem complexity, decision responsibility, organizational impact, stakeholder influence, and leadership scope.
These grades create a consistent job architecture that connects internal role evaluation with external compensation data.
Validate market matches beyond title alone
Job-E uses job grade as an additional control when reviewing market matches.
This helps you assess whether a benchmark reflects both the type of work and the role's organizational level, reducing the risk of comparing positions that share a title but differ significantly in scope.
See market position at a glance
Quickly identify which roles or grades are positioned below, around, or above the market.
Review compensation positioning across individual roles, departments, grades, or the full organization from one platform.
Build and review competitive salary ranges
Use market benchmarks and your chosen pay-positioning strategy to create or validate salary ranges for each grade.
Support more consistent decisions around minimum, midpoint, and maximum salary levels while preserving flexibility for your organization's compensation philosophy.
Use global grade reference mappings
Job-E provides reference mappings between its grade structure and widely used global job-evaluation frameworks, including Mercer IPE, WTW GGS, and Korn Ferry.
You can benchmark directly within Job-E using TalentUp market data or use these reference mappings to help structure compensation data obtained from another provider.
Reference mappings are designed as practical comparison guides rather than deterministic grade conversions.
Keep benchmarks current as roles change
When a new role is created or the scope of an existing role changes, you can re-evaluate and re-benchmark it within Job-E.
This allows your compensation structure to evolve alongside your organization instead of becoming outdated between major review projects.
Market data powered by TalentUp.
Market compensation data powered by TalentUp
Job-E connects objective job grades with market compensation data from TalentUp, our compensation-data provider.
TalentUp provides salary data for more than 700 roles across over 90 countries. Its data is processed through collection, normalization, deduplication, and validation before being used in market benchmarks.
Access frequently refreshed market data directly within Job-E and compare compensation across relevant roles, locations, and market contexts without waiting for the next annual survey cycle.
With Job-E and TalentUp, you can combine:
- Objective job grades
- Role-level market data
- Geographic benchmarks
- Market salary ranges
- Organizational context
- Your chosen market-positioning strategy
How Job-E compensation benchmarking works
Import your organization
Upload your positions and organizational information using a spreadsheet, or connect your HRIS where supported.
You can begin with a single position, one department, or your entire organization.
Evaluate and grade each role
Job-E evaluates roles using its objective job-evaluation methodology and assigns each position a grade.
Each result includes factor-level explanations so your team can understand, review, and validate the evaluation.
Connect roles with market data
Compare roles with relevant market compensation benchmarks and use objective grade to validate whether each match reflects the organizational scope of the role.
Review market position
See where salaries and pay ranges sit against the market.
Identify roles, departments, or grades that are positioned below, around, or above your selected market level.
Build or validate salary ranges
Use market benchmarks and your compensation strategy to create or review salary ranges for each grade.
Update whenever your organization changes
Re-evaluate and re-benchmark roles when responsibilities, reporting relationships, decision authority, or organizational scope materially change.
Use compensation benchmarking across key pay decisions
Annual salary reviews
Review market positioning before allocating salary budgets and making annual pay-adjustment decisions.
Salary range design
Create new salary ranges or validate existing structures using objective grades and external market data.
New hires and offers
Review appropriate market ranges before opening a role, approving a position, or making a salary offer.
New and changing roles
Evaluate and benchmark newly created positions or roles whose responsibilities have materially changed.
Organizational restructuring
Update job grades and market benchmarks when reporting relationships, responsibilities, or organizational structures change.
International expansion
Review compensation expectations across countries and locations before hiring in a new market.
Pay-transparency readiness
Connect objective job grades, market data, and internal salary structures to support more consistent and explainable pay decisions.
Connect market pay with organizational priorities
Not every role has the same strategic importance to your organization.
Job-E can identify roles that are particularly critical based on factors such as their contribution to organizational continuity, capability, and value creation.
Use this insight alongside market benchmarks to determine where targeted pay positioning, retention measures, or additional compensation review may be justified.
Critical-role analysis does not automatically determine pay. It gives compensation teams additional organizational context for making informed decisions.
Make compensation decisions that are easier to explain and defend
With Job-E, you can:
- Benchmark salaries using objective job grades
- Reduce reliance on job titles alone
- Connect job evaluation with external market data
- Identify below-market and above-market positions
- Review internal pay consistency across grades
- Build or validate competitive salary ranges
- Update benchmarks as roles and organizations change
- Use a common methodology across departments
- Support pay-transparency and equal-pay initiatives
- Reduce dependency on manual spreadsheets and repeated consulting projects
Enterprise-grade security and data privacy
EU-based data hosting
Core customer data is hosted within the European Union in Frankfurt, Germany.
SOC 2 Type II–audited infrastructure providers
Job-E uses infrastructure providers that maintain recognized security and compliance controls, including SOC 2 Type II–audited services.
No employee-identifying information required
Employee names, employee email addresses, and other direct personal identifiers are not required for compensation benchmarking.
Pay data is not sent to AI models
Compensation data is not shared with the AI model used during job evaluation.
Benchmarking calculations are performed within Job-E using pseudonymous records.
Encryption and tenant isolation
Data is encrypted in transit and at rest. Each customer can access only its own organization's data within an isolated environment.
Data-protection alignment
Job-E is designed to support GDPR, KVKK, and relevant international data-protection requirements.
Frequently asked questions
What is compensation benchmarking software?
Compensation benchmarking software helps organizations compare their salaries and pay ranges with external market data for comparable roles.
It can be used to understand market position, identify pay gaps, validate salary ranges, support annual salary reviews, and make more consistent compensation decisions.
Job-E adds objective job evaluation to this process, allowing organizations to review market matches using both role information and organizational grade.
How does Job-E compare our roles with the market?
Job-E first evaluates each role using an objective job-evaluation methodology and assigns it a grade.
It then connects that role and grade with relevant market compensation data. The grade helps validate whether the market match reflects the organizational scope and level of the position rather than relying on title alone.
Why is grade important in compensation benchmarking?
Job titles are not standardized across organizations.
A manager in one company may have very different decision authority, organizational impact, or leadership responsibility from a manager with the same title elsewhere.
Objective grades provide a common structure for comparing the organizational level of roles. Grade does not replace role, function, location, or market context, but it makes the overall matching process more consistent and defensible.
What is the difference between job evaluation and compensation benchmarking?
Job evaluation measures the internal size and organizational contribution of a role. It considers factors such as knowledge, decision responsibility, problem complexity, organizational impact, stakeholder influence, and leadership scope.
Compensation benchmarking measures how the external market pays comparable work.
Job-E connects the two. Roles are evaluated into objective grades, and those grades are used as a consistency layer when reviewing market matches and salary ranges.
Where does the market data come from?
Market compensation data within Job-E is provided by TalentUp.
TalentUp provides salary data for more than 700 roles across over 90 countries. Its data is collected from multiple sources and processed through normalization, deduplication, and validation procedures.
Is the market data updated in real time?
Job-E provides direct access to frequently refreshed TalentUp market benchmarks.
This gives organizations a more current view than relying exclusively on a compensation survey published once per year. Update frequency may vary depending on the country, role, and available market data.
Can we use our existing Mercer, WTW, or Korn Ferry data?
Yes.
Job-E provides reference mappings between its grade structure and widely used global job-evaluation frameworks, including Mercer IPE, WTW GGS, and Korn Ferry.
These mappings can help you structure and interpret data obtained from other compensation providers. They are indicative reference mappings rather than deterministic grade conversions.
Does Job-E replace compensation surveys?
Job-E can provide direct access to TalentUp market data, but it does not require organizations to abandon their existing compensation-data sources.
You can use Job-E with TalentUp data or use Job-E's grades and global grade reference mappings to help organize data obtained from another provider.
Can we benchmark only one role?
Yes.
You can evaluate and benchmark a single position, one department, or your entire organization.
This makes it possible to begin with an immediate hiring or salary-range decision and expand later.
Can Job-E help us build salary ranges?
Yes.
You can use market benchmarks, objective grades, and your chosen compensation-positioning strategy to create or validate salary ranges.
Job-E helps you review whether ranges are competitive externally and consistent across your internal grade structure.
Can Job-E identify internal pay imbalances?
Job-E can help reveal inconsistent pay positioning across comparable roles and grades.
This can support further analysis of internal pay relationships, compression, outliers, and potential pay gaps. Any conclusions should also consider factors such as experience, performance, location, employment type, and other legitimate pay variables.
What happens when our organization changes?
When you create a new position or materially change an existing role's scope, responsibilities, decision authority, or reporting relationships, you can re-evaluate and re-benchmark it within Job-E.
You do not need to restart the full benchmarking exercise for the entire organization.
Can we benchmark compensation without uploading employee names?
Yes.
Employee names, employee email addresses, and other direct personal identifiers are not required for compensation benchmarking.
Job-E can perform benchmarking analyses using pseudonymous position and compensation records.
Is our data secure?
Core customer data is hosted within the EU in Frankfurt, Germany, and is encrypted in transit and at rest.
Each customer accesses its own data in an isolated environment. Employee-identifying information is not required for benchmarking, and compensation data is not sent to the AI model used during job evaluation.
Further reading
Insights from the team behind Job-E
Job Evaluation: The Question Behind Every Pay Decision
When people start comparing pay, the number isn't really what's on trial. Your reasoning is.