01
Make offers candidates accept.
Anchor every offer to the market median, not a job-board guess. You stop losing good people over a number you could have known in five minutes.
Benchmarks on public BLS data
Salary benchmarking software
Salary benchmarking software for teams under 200
WageList turns public U.S. BLS wage data into defensible pay bands and a compliant posted salary range for 66 common office and tech roles. Build a real band first, no email address needed.
Pay band builder
U.S. BLS OES, May 2025
- P25
- $0
- P50 · Median
- $0
- P75
- $0
Suggested posted range
Built from public U.S. BLS OES wage data (May 2025 release), adjusted for market, seniority and company stage by the multipliers published in our methodology.
Get bands for your whole team
Get started
Software Engineer
$133,500
Mobile Engineer
$132,000
Data Engineer
$130,500
QA Engineer
$102,500
Network Engineer
$133,000
Engineering Manager
$175,000
Inside Sales Representative
$54,000
Customer Success Manager
$84,500
Marketing Manager
$153,500
SEO Specialist
$66,500
Growth Marketer
$96,000
Copywriter
$76,500
Program Manager
$111,500
Logistics Coordinator
$55,000
Accountant
$82,000
Controller
$160,500
Tax Accountant
$87,000
UX Designer
$101,500
Graphic Designer
$60,500
Technical Support Engineer
$69,500
- 01 BLS OES public wage data
- 02 Methodology published
- 03 Compensation benchmarking for teams under 200
Why WageList
Four things you stop guessing
02
Post compliant salary ranges.
Transparency laws in a growing list of states require salary ranges in job postings. Generate a posting-ready range you can defend.
03
Build pay bands for the whole team.
Set salary bands for every role and level in one sitting. When someone asks why a number is what it is, you have an answer.
04
Skip the $15k survey.
Survey vendors charge $5,000 to $30,000 for a static file that is stale on arrival. WageList starts at $99 per month, self-serve.
How it works
Three steps to a defensible band
Step 01
Pick the role.
Search about 60 common roles across engineering, sales, marketing, ops, finance, design, support and HR.
Step 02
Pick market and level.
US National, Tier-1 or Tier-2 metro, or Remote. Then set seniority and company stage.
Step 03
Get your band and posted range.
P25, P50 and P75 base salary, plus a posting-ready range you can copy into the job ad.
New to this? Read how to benchmark salaries, step by step, including the full methodology.
For HR directors and CFOs
Compliance has a deadline. Guessing has a cost.
The EU Pay Transparency Directive must be written into member-state law by June 2026. In the US, posted-range laws already run in Colorado, California, New York, Washington, Illinois, Massachusetts, New Jersey, Maryland, Minnesota and Washington DC. Every posting and every offer needs a number you can defend. That is the job of pay transparency software, built on a company-wide salary structure.
01
EU directive, transposition deadline
June 2026
02
US states with posted-range laws
CO CA NY WA IL +
03
Survey vendors, per survey
$5,000 to $30,000
04
WageList Growth, per year
$1,788
Survey figures are the real category range. WageList figures are our pricing.
The worked example
A widely used HR estimate puts the cost of one mis-hire at about 30 percent of first-year pay. Run that against a year of WageList:
One mis-hire, $90,000 role
$27,000
A year of WageList Growth
$1,788
Left in your budget
$25,212
Enterprise signals
- SSO
- Roles and permissions
- Audit log
- SLA
- DPA and security review
- Invoicing
All part of the Enterprise tier.
Cost check
What does salary data cost you today?
Survey vendor, per year
$15,000
WageList Growth, per year
$1,788
$149 per month, billed yearly
Kept in your budget
$13,212
Assumes a $15,000 survey line item, the midpoint of the $5,000 to $30,000 vendors charge per survey.
Survey and mis-hire figures are real category estimates. WageList pricing is our pricing.
The honest comparison
Where WageList fits, and where it does not
Payscale, Pave and the big survey vendors are good tools for the companies they were built for. Most of those companies are not yours. Full write-ups: Payscale alternative, Pave alternative, Mercer salary benchmarking, Salary.com alternative and Carta Total Comp alternative, plus the full roundup of compensation management software.
| WageList | Payscale | Survey vendors (Mercer, Radford) | Pave | |
|---|---|---|---|---|
| Price anchor | From $99/mo | About $10k to $25k+ per year | $5,000 to $30,000 per survey | Paid suite; entry tier requires HRIS data sharing |
| Self-serve? | Yes. Sign up and build a band | No. Sales-led | No. You buy a file | Partly. Connect your HRIS first |
| Contract | Monthly or yearly | Annual contract | Per survey, refreshed yearly | Annual for the paid suite |
| HRIS required? | No | No, but setup is heavy | No | Yes, for benchmarks |
| Built for teams under 200 | Yes. That is the whole point | Built for enterprise comp teams | Built for dedicated comp analysts | Skews to funded tech startups |
Based on public pricing and sales pages as of mid-2026. Spot an error? Email us and we will fix it.
You might be thinking...
01
"Do I need a sales call first?" No. You create your account, build bands and pick a plan yourself. Enterprise works the same way, with its price on the pricing page.
02
"Can I defend these numbers?" Bands are built from public U.S. BLS wage data with published multipliers. You can show your work to a board or an auditor.
03
"My roles are unusual." The dataset covers about 60 common roles. Need one that is missing? On Scale, a priority benchmark request puts it in our queue and you follow its status in the workspace.
Pricing
Priced for teams under 200, not procurement
Full detail on the salary benchmarking cost page.
Starter
$99/mo
$49/mo billed yearly, save 50%
Founders making a few offers a quarter.
- 25 new benchmarked roles per month
- Band lookups
- Posted-range generator
Most popular
Growth
$299/mo
$149/mo billed yearly, save 50%
HR teams building full pay bands.
- Unlimited roles
- Band builder for the whole org
- Exports and geo tiers
Scale
$799/mo
$399/mo billed yearly, save 50%
Multi-team, multi-market comp reviews.
- Everything in Growth
- Multi-entity workspaces
- Comp-review workspace, priority benchmarks
Enterprise
$1,499/mo
$749/mo billed yearly, save 50%
200+ employees, compliance-driven.
- SSO, roles and permissions
- SLA, DPA and security review
- Invoicing, dedicated onboarding
FAQ
Fair questions, honest answers
01 Where does the data come from?
Sample bands are derived from public U.S. BLS Occupational Employment and Wage Statistics (May 2025), adjusted with documented market, seniority and company-stage multipliers. The methodology is published, so you can check our work.
02 How accurate is it?
BLS OES is the largest public wage survey in the United States, so the base percentiles are solid. Our multipliers are estimates and we say so. For most roles at a company under 200 people, that gets you a defensible band instead of a guess.
03 How do I get started?
Create your account with your work email, confirm it from the link we send, and benchmark your first role free. Pick a plan when you need more than one band.
04 How much does it cost?
Starter is $99 a month, Growth $299 and Scale $799, and billed yearly each is half price: $49, $149 and $399 a month. Enterprise is $1,499 a month, or $749 a month billed yearly. Full detail on the pricing page.
05 Is my email safe?
We store your email, the bands you save and the page you signed up from. Card details go to our payment processor and never reach us. We do not sell your data and we send no marketing beyond account email. Details in our privacy policy.
06 Does it cover my country and my roles?
The data is US only, since BLS is a US source, and covers about 60 common roles. Scale customers can request a missing role as a priority benchmark and follow the request in the workspace.
Want the longer version, starting with what is salary benchmarking? It is all on the FAQ page.