Capture the actual role
List decisions you own, scale of work, recurring responsibilities, and evidence of results.
PUT YOUR CONTRIBUTION INTO FOCUS
Doing more.
Earning less?
Maybe you took a bridge job, accepted a pay cut, or grew well beyond your title. Turn that frustration into a clear case: what you contribute, what comparable work pays, and what you want to change.
Your salary is a business arrangement. It is not a measure of your worth.
Your way forward
Your workDocument it
Comparable rolesResearch them
Your next askMake it specific
Your salary is a business arrangement. It is not a measure of your worth.
01 — START HERE
Build the case before you make the ask
Check the evidence you already have. The next steps help you prepare a pay or role conversation; they do not determine your market value.
No signup needed. Your selections stay on this page and are not saved or submitted.
02 — MAKE IT PRACTICAL
Rebuild your position deliberately
A strong conversation connects business value, comparable work, and a clear request. Research is useful context, not a guarantee of an increase.
Match like with like
Look at duties, geography, level, hours, company type, and compensation structure. Record source dates and ranges.
Ask for a defined review
Explain the mismatch, show evidence, and ask about adjustment, releveling, or scope. Agree on the process and follow-up.
Keep alternatives open
If the role cannot change, test external options at a manageable pace. Avoid ultimatums you are not prepared to act on.
03 — WHAT MATTERS
A higher number is only part of the comparison
Title versus actual work
Two identical titles may carry different responsibility. Compare decisions, complexity, accountability, and required expertise.
Guaranteed versus possible
A bonus target is not guaranteed cash. Equity may have uncertain value, vesting conditions, and liquidity restrictions.
Hours, costs, and fit
Commute, travel, insurance costs, flexibility, and workload all affect whether a role improves your situation.
04 — A USEFUL TOOL
Compare two annual base salaries
Enter your current annual base pay and a researched comparison point in U.S. dollars. This is arithmetic only; you supply the benchmark.
Fill in the fields above to compare the figures.
Calculated from your inputs only. Excludes taxes, benefits, bonuses, equity, inflation, and differences in working hours. Your entries are not saved or submitted.
05 — KEEP PERSPECTIVE
A salary comparison is a question to investigate
National wage data is a starting point. It may combine different employers, levels of experience, and locations. Pair it with current role descriptions and disclosed pay ranges. A gap between two figures does not by itself prove underpayment, discrimination, or what an employer will offer.
06 — GO TO THE SOURCE
Useful places to go next
U.S.-focused guidance, with international context where noted. Check source pages for current rules, eligibility, and details.
BLSWage data by occupation and areaOfficial pay data and its geographic context.
ONO*NET OnLineCompare duties and skills behind job titles.
BLSOccupational Outlook HandbookUnderstand duties, requirements, and occupational pay.
EEOCDiscrimination complaint informationUnderstand the process if you suspect unlawful treatment.
07 — COMMON QUESTIONS
What you might be wondering
Does being overqualified mean I should automatically earn more?
Pay depends on the role, responsibilities, market, and employer. Qualifications alone do not set a salary. Show how your capabilities translate into value and whether the job actually requires a higher level.
How much should I ask for?
Use relevant ranges, your scope, and the employer’s compensation structure to form a request. There is no universal percentage. Consider the full package and what alternatives would improve your situation.
Should I mention that I took a pay cut?
It may explain your history, but make the main case about present responsibilities and value. A previous salary does not by itself establish the right compensation for this role.
What if there is no budget?
Ask whether the constraint is timing, pay band, performance criteria, or organizational policy. Explore role review, scope, development, or flexibility, and agree on a specific follow-up date.
What if I suspect pay discrimination?
Preserve relevant facts and documents lawfully. Compensation differences are not automatically unlawful, but discrimination concerns deserve qualified advice. Consult the EEOC or a local employment professional promptly because deadlines may apply.
Make your contribution
easier to see.
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