Know the number before you're asked for it
The low, the midpoint and the high of what companies advertise. Free to read.
One number loses you money. A range wins you the conversation.
Recruiters negotiate against a band, so you should too. Every company page here gives you the whole advertised range rather than a single figure.
The low
The lowest band floor a company advertised for the role. Below this, you are asking for less than the employer already said it would pay.
The midpoint
The median of each advertised band's own midpoint. This is your anchor: the middle of what the company has put in writing across its postings.
The high
The top band ceiling advertised, where senior scope and scarce skills land. Useful for knowing what is even on the table before you ask.
Start with a company
?Each company's highest advertised role midpoint.
Netflix
Research Scientist$608,000
9 roles advertised
Anthropic
Research Scientist$600,000
18 roles advertised
OpenAI
Research Scientist$418,750
14 roles advertised
Adyen
Sales Representative$405,000
12 roles advertised
Stripe
Sales Manager$393,550
21 roles advertised
Brex
Business Development Manager$350,865
18 roles advertised
Harvey AI
Software Engineering Manager$350,000
15 roles advertised
Databricks
Sales Representative$323,000
14 roles advertised
Roblox
Software Engineering Manager$320,145
9 roles advertised
Software Engineering Manager$319,023
8 roles advertised
Vercel
Solution Architect$315,000
17 roles advertised
Perplexity
Software Engineer$312,500
5 roles advertised
Datadog
Research Scientist$310,500
13 roles advertised
Sierra
DevOps Engineer$310,000
6 roles advertised
xAI
Software Engineer$310,000
10 roles advertised
Nvidia
Information Security Analyst$309,750
9 roles advertised
Chime
Lawyer$304,500
12 roles advertised
Faire
Data Engineer$301,625
11 roles advertised
Block (Square)
Data Scientist$299,500
5 roles advertised
Snowflake
Research Scientist$287,600
13 roles advertised
Robinhood
DevOps Engineer$287,000
6 roles advertised
What these bands are
Colorado, Washington, California, New York, Illinois and a growing list of other states now require employers to put a pay range in the job posting itself. Every figure on these pages is one of those advertised ranges, read out of the employer's own posting — for most companies the structured pay field a Greenhouse, Ashby or Lever board publishes, and for a handful the posting text itself, checked word-for-word against it. Never estimated by us, and never modelled.
For each company and role we show the low (the lowest band floor advertised), the midpoint (the median of each band's own midpoint) and the high (the top ceiling advertised), with the number of postings behind them beside every figure.
What these figures are not
- Advertised, not paid. These are the ranges companies put in their postings, not salaries anyone was confirmed to receive and not a statistical average of what people earn.
- Base pay only. Equity, bonuses and benefits are excluded. Where stock is a large slice of the offer, read a band as the cash floor of the conversation, not the whole offer.
- A sample, not a census. Each figure comes from however many postings a company had open — that count sits next to every band, so a range built from three postings never looks like one built from thirty.
Source. Pay ranges as published by each employer in its own job postings, in compliance with US pay-transparency law. These figures are information rather than an offer, a guarantee, or financial advice.
Questions people actually ask
Why a range instead of one number?
Because that is what the company published. A posting names a low and a high, and a recruiter negotiates against that band. The low is the least the employer said it would pay; the high is the top of what is on the table; the midpoint is your anchor. One number would hide the room you actually have.
Is this what the company actually pays?
It is what the company advertised. Every figure is the pay range from a live job posting, not a salary anyone was confirmed to receive. Treat it as the band an offer is likely to sit inside, not a promise.
Does this include stock and bonuses?
No. Base pay only. Equity, annual bonuses and benefits are excluded, so where stock is a large slice of the offer, treat the band as the cash-salary part of the conversation and ask about the rest separately.
Why does one company list more roles than another?
Each band is built from whatever roles that company had open when we read its job board, so a company hiring widely shows more roles than one with only a few postings open at the time.
How do I actually use this in an interview?
Anchor on the midpoint for the company and role, then place yourself in the band with evidence: scope, years, results. Give a range whose bottom you would genuinely accept. Then practise saying it — the number is the easy part, and the flinch is what costs people money.
Knowing the range is half of it
The other half is saying it out loud without hedging. ChannelPulse plays the interviewer, asks the compensation question the way a recruiter asks it, pushes back once, and scores how you answered. Free for 7 days, no card required.
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