Build a pay range you can defend
Sixteen states plus DC now require a pay range in job postings — and “we guessed” isn't a methodology. Enter your role, confirm the labor-market occupation, and get a range worksheet anchored to published BLS wage data, with every calculation explained. Free, no signup required — everything runs in your browser.
This tool shows bands and methodology, never a single “correct” salary. Market data is one input to a pay decision — your budget, internal equity, and the role's actual scope matter just as much.
1Match your title to a labor-market occupation
How to determine a salary range for a position
Start from the market, not from a guess. Published wage distributions — like the Bureau of Labor Statistics' Occupational Employment and Wage Statistics — show what an occupation actually pays at the 10th, 25th, 50th, 75th, and 90th percentiles in your labor market.
Anchor the midpoint to the level you're hiring. Entry-level roles typically anchor near the 25th percentile, mid-level roles to the median, and senior roles near the 75th. The anchor is a starting point, not a verdict.
Build width around the midpoint. A 40–60% range width (maximum ÷ minimum) gives hiring managers room to differentiate on experience while keeping the range credible. Wider for senior roles, narrower for entry-level.
Check compa-ratio before you post. Divide a candidate's pay — or your budget — by the range midpoint. Between 0.80 and 1.20 is the competitive zone. Below it, expect offer rejections; above it, check for internal compression against tenured peers.
Range built? Put it in the posting.
Generate a structured job description, or verify a finished posting meets your state's pay-transparency law.