How to set a pay range that wins candidates
Under-price a role and strong candidates skip it; over-price it and you blow the budget and create internal pay inequities. Benchmarking against what the market is actually paying — not a survey from two years ago — is the fastest way to land a fair, competitive number. This tool reads live listings so your range reflects today, not last cycle.
- • Anchor to the median for the role and location you’re hiring in.
- • Set the band using the typical low-to-high range, adjusted for seniority.
- • Post it visibly — transparency lifts application quality and is increasingly required by law.
- • Revisit regularly — market rates move, so re-benchmark each time you open a role.
Have your number? Draft the posting with the job description generator and estimate total spend with the hiring cost calculator.
Frequently asked questions
Where does the benchmark data come from?
Ranges are calculated from live, published job listings on TroveJob — not surveys — so they reflect what employers are actually offering right now. Every figure is annualised for comparison.
How is the recommended pay calculated?
For each role we take the midpoint of every listing's advertised range, annualise hourly and monthly pay to yearly, and report the median so a few outliers don't skew the number. The range shows the typical low-to-high band.
Should I post the range I see here?
Use the median as your anchor and the range as guardrails, then adjust for your location, seniority level and budget. Posting a visible range increases both the volume and quality of applications.
Why does pay vary by location?
Local demand, cost of living and the mix of employers all move pay. Use the location dropdown to benchmark against a specific market rather than the national figure.
Is this tool free?
Yes — it is free and needs no account. When you're ready, you can post the role on TroveJob at no cost.
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