Wagelist.
Wagelist.
Wagelist / Salary benchmarking Early access 2026

Salary benchmarking software: compensation benchmarking, defensible pay bands and compliant salary ranges

Defensible salary bands and compliant posted ranges from public U.S. BLS wage data. Pick a role below and build a real band right now. No email, no sales call.

Pay band builder Sample data
02 · Market
03 · Seniority
04 · Company stage
Try the demo

Benchmarks built on public U.S. BLS wage data / Early access, launching 2026

Software Engineer $130,500
Mobile Engineer $129,000
Data Engineer $127,000
QA Engineer $101,000
Network Engineer $129,500
Engineering Manager $171,000
Inside Sales Representative $51,000
Customer Success Manager $80,000
Marketing Manager $148,000
SEO Specialist $65,000
Growth Marketer $94,000
Copywriter $72,000
Program Manager $110,000
Logistics Coordinator $54,000
Accountant $80,000
Controller $156,000
Tax Accountant $85,000
UX Designer $95,500
Graphic Designer $59,000
Technical Support Engineer $68,000
No. / Why Wagelist / 01

Four things you stop guessing

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.

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 is planned to start at $99 per month, self-serve.

No. / How it works / 02

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.

No. / For HR directors and CFOs / 03

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 (planned) $3,588

Survey figures are the real category range. Wagelist figures are our planned launch 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

$3,588

Left in your budget

$23,412

Enterprise signals

  • SSO
  • Roles and permissions
  • Audit log
  • SLA
  • DPA and security review
  • Invoicing

All part of the Enterprise tier.

Talk to sales
No. / Cost check / 04

What does salary data cost you today?

8
02 · How you get numbers now

Survey vendor, per year

$15,000

Wagelist Growth, per year

$3,588

$299 per month, planned

Kept in your budget

$11,412

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 planned launch pricing.

No. / The honest comparison / 05

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.

Comparison of Wagelist with Payscale, survey vendors and Pave
Wagelist (early access) Payscale Survey vendors (Mercer, Radford) Pave
Price anchor From $99/mo, planned 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, planned 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

"It is not even launched." True. Wagelist is in early access. The demo above is real, and joining the list costs an email address, nothing else.

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 sample set covers about 60 common roles today. Early access is where coverage grows. Tell us what you need and we will prioritize it.

No. / Planned pricing / 06

Priced for teams under 200, not procurement

Early access. Pricing shown is our planned launch pricing; early-access members lock in launch discounts. Full detail on the salary benchmarking cost page.

Starter

$99/mo

$79/mo billed yearly

Founders making a few offers a quarter.

  • 25 benchmarked roles
  • Band lookups
  • Posted-range generator
Most popular

Growth

$299/mo

$239/mo billed yearly

HR teams building full pay bands.

  • Unlimited roles
  • Band builder for the whole org
  • Exports and geo tiers

Scale

$799/mo

$639/mo billed yearly

Multi-team, multi-market comp reviews.

  • Everything in Growth
  • Multi-entity workspaces
  • Comp-review workspace, priority benchmarks

Enterprise

Talk to sales

Custom yearly pricing

200+ employees, compliance-driven.

  • SSO, roles and permissions
  • SLA, DPA and security review
  • Invoicing, dedicated onboarding
Talk to sales
No. / FAQ / 07

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 2024), 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 What does "early access" mean?

Wagelist is not launched yet. You leave your email, confirm it with a 6-digit code, and we email you when your spot opens. No payment is collected today.

04 How much will it cost?

Planned launch pricing is $99, $299 and $799 per month, plus an Enterprise tier. Early-access members lock in launch discounts. Nothing is charged during early access.

05 Is my email safe?

We store only your email and the page you signed up from. One launch email, no spam. Details in our privacy policy.

06 Does it cover my country and my roles?

The sample data is US only, since BLS is a US source, and covers about 60 common roles. Early access is where we expand markets and role coverage. Tell us what you need and we will prioritize it.

Want the longer version, starting with what is salary benchmarking? It is all on the FAQ page.

Know what to pay.
In minutes.

Request your early-access spot. We email you when it opens, and you lock in launch pricing.