Salary Research Without Guessing
A clear method to estimate your target compensation before interviews and offers.
Compensation conversations feel stressful when your numbers are based on guesswork.
You need a method that balances market data, role scope, and your own leverage.
Build a defensible range
Build your compensation band in 4 steps
1. Gather three data sources
Use at least three independent sources:
- Public salary ranges from job posts
- Peer-reported compensation platforms
- Recruiter conversations and network signals
Do not rely on one number from one website.
2. Normalize for role, level, and location
A "Product Manager" title can mean very different scopes.
Adjust your range based on:
- Team size and ownership
- Seniority expectations
- Market location (high-cost vs lower-cost)
- Remote policy and geo adjustments
You are pricing scope, not title alone.
3. Include total package, not base only
Track:
- Base salary
- Bonus
- Equity
- Sign-on bonus
- Benefits with real monetary value
Sometimes the best offer is not the highest base.
4. Set three numbers
Define:
- Target: ideal outcome
- Acceptable: good and fair
- Floor: walk-away threshold
If you do this before interviews, your negotiation becomes calmer.
Use the range in conversations
Quick calculation example
Suppose similar roles show:
- Base: 140k to 165k
- Bonus: 10 percent
- Equity: moderate
You might set:
- Target: 165k base + bonus + equity refresh
- Acceptable: 155k with stronger bonus/equity
- Floor: 148k total package equivalent
The exact values depend on your data and priorities.
How to answer early salary questions
Use this line:
Based on market data and the role scope, I am targeting a total package in the X to Y range, depending on base, bonus, and equity.
This shows preparation and flexibility.
Red flags and final checks
Red flags in salary research
- Using outdated data only
- Ignoring location adjustments
- Comparing different seniority levels
- Negotiating without a floor
Weak inputs lead to weak decisions.
Final check before offer stage
Before final interviews, confirm:
- Your three numbers are still current
- Your top non-cash priorities are defined
- Your negotiation message is practiced
Preparation reduces fear.
Verdict
Salary research is not about finding a perfect number. It is about setting a defensible range and negotiating from clarity.
When your numbers are grounded, you stop guessing and start making better decisions.
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