2025 Salary Calculator
See current salary ranges by role, level, and city—built for fast hiring.
Avg. time to shortlist: 24-48 Hours.
Salary Benchmark Calculator
Pick industry, role, level & city to see the range.
Methodology & Sources
We start with U.S. national median pay for each role and map Junior / Intermediate / Senior to typical market percentiles and experience bands. Then we apply a city factor to reflect local market/ cost-of-living differences and round to the nearest $100 for readability. These figures are guidance ranges to support faster offers and realistic budgets.
Junior: ~0–2 years. Targets ~25th–40th percentile for the role.
Intermediate: ~3–6 years. Targets ~40th–70th percentile.
Senior: 7+ years or advanced scope. Targets ~70th–90th percentile.
What’s included: base salary only (no overtime, commission, or bonuses). Roles that commonly include variable comp—e.g., sales, loan officers—should add a bonus/OTE layer during scoping.
Refresh cadence
We update the calculator quarterly, with ad-hoc refreshes when federal data or major market shifts land.
Last updated: August 10, 2025.
Limitations & notes
Ranges reflect full-time W-2 U.S. roles. They don’t include shift differentials, premiums for hard-to-find tech stacks, equity grants, or relocation. For remote roles, see the FAQ below.
Faster Time-to-Hire
Clients using our RPO model reduce their average time-to-fill by up to 72%, accelerating growth without sacrificing candidate quality.
Roles Filled Through RPO
From startups to enterprises, companies rely on Staffwell’s RPO model to scale hiring fast. Enjoy lower costs, faster time-to-fill, and better-fit talent.
View sources
O*NET Online – Wages & Employment Trends (occupation-level context).
U.S. Bureau of Labor Statistics (BLS) – Occupational Outlook Handbook (e.g., Registered Nurses, Accountants & Auditors, Financial Analysts, Paralegals, Property/Community Association Managers, Transportation/Distribution Managers)
BLS – Occupational Employment & Wage Statistics (OEWS) – National wage percentiles.
State & city cost-of-living/market differentials synthesized from public indices (e.g., state cost-of-living indexes) and reputable market guides to derive city factors.
FAQ
Quarterly. We also fast-track updates when new BLS releases or material market movements occur. The “Last updated” date above will always reflect the current dataset.
Base salary. For roles with variable comp (sales, loan officers, some finance roles), treat this as the base band and add your commission/bonus plan on top. We’re happy to advise on typical OTE for your role and market.
There are three common approaches:
Pay by employee location (most market-competitive).
Pay by hub/HQ location (simpler to administer).
National bands with city modifiers (hybrid).
The calculator shows city-specific ranges. For remote roles, choose the city where most candidates live or where you want to recruit. We can model multiple geographies for you.
Yes. We’ll calibrate to your bands, benefits, bonus structure, and urgency—so offers land where the market and your budget meet.
Absolutely. Tell us the combo and we’ll send a branded one-pager for hiring managers.
