I end up creating a salary benchmark based on intuition, budget, or educated guesses Radford has more marketing roles to choose from, but even still, I found there were times when I had to cobble together a benchmark for a role I needed.) (Buffer uses Radford for its salary benchmarking. Similarly, there are few marketing benchmarks to choose from, and the roles do not always map 1:1 with the roles we’re hiring for. Oyster uses Option Impact to benchmark its salaries. The data was robust for some roles (especially engineering), but there were far fewer datapoints for marketing. Polly had access to a dataset from its investors. In the case of Polly (Series A) and Oyster (Series B), I have had access to salary benchmarking resources, but the datasets have been tiny: The best salary benchmarks are objective, built on a foundation of transparent salary data of a meaningful quantity. In early-stage companies, I’ve found salary benchmarking to be fraught. I am in the midst of hiring at Oyster ( come check out our jobs if you’d like to work with me), and one of the critical pieces of building the hiring system is figuring out what to do with compensation. This week I’ve found myself craving more of that transparency with salary numbers. Many, many people shared their salary publicly in hopes of fighting inequality, especially in the notoriously imbalanced tech world. I remember it like it was yesterday - which it was not.
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