Compensation Survey
Compensation bands set without market data lead to overpaying, underpaying, or both. Collect role scope, pay ranges, and incentive data from other employers to benchmark market pay.
Compensation teams that set salary bands without market data often discover the gap only after losing talent or inflating payroll. Without external data, comp teams set bands based on last year's ranges and what hiring managers believe roles are worth. Typeform's compensation survey gives comp teams a structured way to collect market data before setting salary bands.
The survey collects job title, role scope, required experience, base salary range, incentive structure, and geographic location in one submission. Questions appear one at a time, so respondents move through each field clearly rather than scanning a dense form. Conditional logic adapts the survey based on the role type and level being benchmarked. A manager-level role sees questions about team size and budget ownership; an individual contributor sees questions about technical specialization and experience.
Customize the survey to match the roles, functions, and geographic markets you're benchmarking. Send it to peer companies and industry contacts or distribute it through compensation benchmarking networks and HR associations. Responses feed into Google Sheets via Zapier, so your comp team builds a clean market dataset without manually consolidating submissions. Your salary bands reflect current market rates, not last year's assumptions.
A compensation survey is a market benchmarking tool that collects external pay data for comparable roles across companies and industries. It collects role scope, salary ranges, and incentive structures from other employers to build an accurate picture of market pay. Use the compensation survey so your comp team sets salary bands grounded in what the market actually pays.
Without market data, salary bands are a best guess—and a wrong guess costs you talent, budget, or both. A compensation survey replaces the guesswork with external reference points so your team sets bands grounded in what other employers actually pay.
Collect data on what matters most:
- Job title, function, and level (individual contributor, manager, director, etc.)
- Role scope (team size, budget ownership, direct reports)
- Base salary range and total cash compensation
- Bonus and incentive structure
- Geographic location and remote work policy
- Industry and company size
Start by segmenting responses by role level, function, and geography to build market reference points for each position. Use the 25th, 50th, and 75th percentile ranges to define the floor, midpoint, and ceiling of each salary band. Revisit the survey annually or when market conditions shift, since compensation benchmarks move faster than most teams update their bands.
Yes. Add a location question at the start so every response is tagged to a specific market. Conditional logic then routes respondents through geography-specific questions, since pay structures, bonus norms, and benefits vary significantly by region. Your team segments results by market and builds location-specific salary bands rather than applying a single range across geographies where pay expectations differ.
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