Salary Range Calculator
Set competitive, equitable salary ranges based on role, location, experience, and company size.
Job details
Recommended salary range
Competitive Salary Range
$144K - $194K
Annual base salary
Market Percentiles
Equity Recommendation
0.1% - 0.5%
Typical equity range for medium companies
How to use these salary ranges
🎯 Attract top talent
Aim for the 50th-75th percentile to be competitive and attract high-quality candidates in your market.
💰 Budget appropriately
Use the full range to plan headcount budgets and account for candidates at different skill levels.
⚖️ Ensure equity
Use consistent ranges across similar roles to avoid pay disparities and maintain internal equity.
🎁 Balance total comp
Consider combining salary with equity, bonuses, and benefits to create compelling total compensation packages.
Frequently Asked Questions
How accurate are these salary ranges?
Our ranges are based on market data from multiple sources and updated regularly. However, actual salaries can vary based on specific skills, company funding stage, and local market conditions. Use these as a starting point and validate with recent offers in your area.
Should I always offer the median salary?
Not necessarily. For high-performers or hard-to-fill roles, offer above the median (60th-75th percentile). For entry-level or abundant talent pools, the 40th-50th percentile may be sufficient. Always consider the candidate's specific experience and market demand.
How do I factor in remote work?
For fully remote roles, many companies pay based on employee location or use a national average. Our "Remote (US)" option provides a baseline. Some companies pay based on company HQ location regardless of where employees live.
What about bonuses and benefits?
These ranges cover base salary only. Total compensation typically includes 10-20% annual bonus for non-sales roles, equity (shown separately), health benefits, 401k matching, and other perks. Sales roles often have 50/50 base/commission splits.
How often should I review salary ranges?
Review and adjust ranges quarterly in fast-moving markets (tech) or annually in more stable industries. Also review whenever you notice difficulty attracting candidates or when major market shifts occur.
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