The Ultimate Guide to Salary Benchmarking Survey Providers

The world of compensation data is packed with big names, niche players, and everything in between. So, let’s cut through all the noise and get to the good stuff. We're looking at the biggest names in salary benchmarking, their strengths, their weaknesses, and (most importantly) who they’re actually right for.

This isn’t about jargon or fluff, just practical insights you can use. Whether you're a small business trying to get fair pay data without breaking the bank or an International, enterprise org looking for highly detailed, industry-specific salary trends, there's a provider out there for you.

We promise.

But not all of them are created equal, and some come with hefty price tags that may not be worth it depending on your needs.

If Mercer were a car, it would be a Rolls-Royce: expensive, premium, and often beyond what most companies actually need. But if you’re a corporation with complex compensation structures, they’re one of the most respected names in the game.

Mercer’s massive dataset covers a vast range of industries and geographies, giving you highly detailed compensation insights. They also offer consulting services, which can be incredibly useful if you need guidance on structuring your compensation strategy beyond just salaries.

But, and it’s a big but, the cost is significant. If you’re a mid-market or smaller business, you might find yourself paying for far more data than you actually need. Plus, their platform can be a bit overwhelming if you’re just looking for straightforward benchmarking rather than deep-dive analytics.

Once you've purchased Mercer’s salary data, you typically access it through their online platform, Mercer WIN.

Their system allows you to generate reports, customize filters, and drill down into specific data points. However, navigating their platform can be complex, requiring training or onboarding support. Their reports are highly detailed, but if you’re unfamiliar with compensation analytics, making sense of the numbers might take some time.

Some users also find their interface a bit outdated compared to more modern SaaS platforms.

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When it comes time to map your headcount agains the Mercer salary benchmarks, you'll have to download the salary data and do it all manually in excel.

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At some point during your contract with Mercer, you'll need to send your salary data to them. This is how they generate their salary benchmarks and for smaller HR teams this can be a daunting step. But don't worry, Mercer allows you to do so within a year of accessing your data. They will then work to absorb it back into the benchmarks which can take a bit of time.

The downside? Sometimes this means the data within their ecosystem can get stale and out of date for certain industries and locations.

✔ Large enterprises and multi-national corporations with complex compensation structures

✔ Companies headquartered in North America, Europe, and Asia with global hiring needs

✔ Compensation and rewards specialists, HR directors, and finance teams managing global pay strategies

✔ Businesses that need deep industry-specific salary insights, particularly in finance, healthcare, and professional services

✔ Organisations that require consulting support alongside raw data

The Good

• Massive global dataset, updated regularly
• Industry-leading analysis across multiple sectors
• Strong consulting services to help make sense of the data

The Not so Good

• Premium pricing: great for enterprise, not so much for organisations < 2,500 people
• Can be too complex for those who just need basic salary benchmarking
• Data can be out of date

WTW is another giant in the world of compensation data, offering both global and local salary insights. They’re particularly strong when it comes to methodology - these folks take data seriously, and their insights are widely trusted by major corporations.

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Their strength lies in breaking down complex compensation trends. If you need to understand how salaries vary by industry, region, or even company size, WTW provides some of the most detailed breakdowns in the market. They also offer excellent insights into total rewards beyond just salaries, including bonuses, benefits, and long-term incentives.

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That said, their platform isn’t the easiest to navigate, and like Mercer, their services come at a premium. If your organisation doesn’t need highly detailed global data, you might find a more cost-effective alternative elsewhere.

WTW provides access to its salary data via its proprietary software platform. Users can run detailed compensation reports, filter by location, industry, and role, and export findings into spreadsheets or presentations.

However, some users find their interface less intuitive compared to newer SaaS competitors. Customer support is available, but response times can be slow, especially for smaller clients who may not receive priority service.

✔ Large and mid-sized companies with a focus on global and regional pay trends

✔ Businesses headquartered in North America, Europe, and Asia with operations worldwide

✔ HR leaders, compensation analysts, and total rewards managers

✔ Organisations that need detailed benchmarking for highly regulated industries like finance, insurance, and healthcare

✔ Companies looking for total rewards insights beyond base pay

The Good

• Excellent local and global salary coverage
• Strong analytical approach with deep insights
• Great for companies needing to understand broader compensation trends

The Not so Good

• Premium pricing may not be justifiable for smaller companies
• Steep learning curve for their platform
• You'll probably need to buy their consultancy services to help

If you’re in tech or life sciences in North America, Radford is the name to know. They specialise in fast-moving industries where compensation changes frequently and traditional benchmarks just don’t cut it.

Unlike generalist providers, Radford offers precise role matching, making it easier to compare salaries for highly specialised positions. Their data is updated frequently to reflect the rapid pace of change in these industries.

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If you’re hiring software engineers, biotech researchers, or AI specialists in the USA, this is one of the best sources for compensation benchmarking.

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However, if you're not in tech or life sciences, Radford probably isn’t the best fit. And for smaller companies, their pricing can still be a bit steep.

If you're less than a couple of thousand headcount, you'll probably find that when logging into a portal with the homepage title of: "Human Capital Analytics", Radford may not feel like a good fit for you and your company.

Radford’s data is accessible via the Aon Rewards Solutions platform. Users can generate custom reports, analyse trends, and compare compensation across competitors.

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While the platform provides granular insights, it can be overwhelming for those unfamiliar with compensation benchmarking.

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There is also a notable learning curve when setting up filters to get the most relevant data.

✔ Tech and life sciences companies

✔ Businesses headquartered in North America or large corporates in UK and Europe

✔ HR managers, talent acquisition leaders, and compensation specialists in fast-moving industries

✔ Organisations hiring for niche technical roles that require precise benchmarking

✔ Companies looking for regularly updated, highly specific salary data

‍The Good

• Deep expertise in tech and life sciences
• Specific role matching for specialised positions
• Regular updates to keep up with industry shifts

The Not so Good

• Not useful for industries outside of their niche
• Pricing can be high for smaller companies
• Complex and not user-friendly interface in the portal‍‍

Korn Ferry isn’t just about salary data - they’re a consultancy powerhouse that also happens to provide compensation insights. If you’re looking for a provider that can help you think strategically about pay beyond just benchmarking, they’re a great option.

Their focus is on total rewards, considering not just base salary but also bonuses, equity, and long-term incentives. With a tagline of "Align your total rewards", Korn Ferry's Total Rewards Program is comprehensive. They’re particularly good for companies that want to align compensation with broader business goals.

The downside? If you just need raw salary data, you might end up paying for a lot of extra consulting services you don’t actually need. And navigating their platform can feel overwhelming if you’re not looking for a full-service approach.

Korn Ferry’s pay data is available through its proprietary platform, PayNet. The interface is designed for HR professionals but can feel restrictive compared to more flexible benchmarking tools. Users can generate standard reports, but fully customising the data extracts requires additional services.

✔ Mid-to-large enterprises with a focus on long-term compensation strategy

✔ Businesses headquartered in North America, Europe, and Asia

✔ HR directors, organisational leaders, and compensation strategists

✔ Companies needing consulting services alongside salary data

✔ Organisations looking for insights on total rewards, particularly in financial services and executive compensation

The Good

• Strong focus on total rewards, not just base pay
• Good for long-term compensation planning
• Consultancy & Advisory services bench strength to help

The Not so Good

• Not great at countries outside North America, Asia and large European countries
• You might pay for more than you need if you just want salary data
• Their platform can be complex to use

CIPD HR Inform is the Chartered Institute of Personnel and Development’s answer to "All things HR". HR‐inform is the HR Manager's one‐stop shop for employment law guidance, HR best practice, industry news and useful tools at every point in the employee journey.

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They also happen to offer salary benchmarking. Unlike the big global providers, it focuses solely on UK salary data, making it particularly useful for businesses that don’t need international insights. The data is collected through employer surveys and industry research, providing a general picture of pay trends across different sectors.

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CIPD HR Inform is bundled with other HR resources, so if you’re already a CIPD member, it can be a cost-effective way to access salary insights alongside other HR tools. However, its main drawback is its level of detail—it’s great for general trends but lacks the granularity of specialist providers.

CIPD HR Inform allows users to access salary data through an online portal. Reports can be downloaded, but filtering capabilities are somewhat limited compared to premium providers. The platform is user-friendly, but the depth of benchmarking options is not as detailed.

✔ Small to mid-sized UK businesses in retail, hospitality, and public services

✔ HR managers looking for cost-effective compensation insights

✔ Companies with straightforward pay structures that don’t require in-depth analysis

✔ UK-based businesses in general industries, rather than highly specialised sectors

✔ Organisations that prioritize affordability over granular data

The Good

• Affordable option for UK businesses
• Provides a broad overview of UK salary trends
• Comes with other HR tools for CIPD members

The Not so Good

• As a general HR resource hub, it has limited data points for salary benchmarking
• Lacks detail for industry-specific benchmarking
• No coverage outside the UK for salary benchmarking in other territories

Brightmine aims to make salary benchmarking more accessible, particularly for SMEs. Their data comes from employer contributions and industry sources, covering a wide range of UK roles. Unlike CIPD HR Inform, Brightmine has a more user-friendly platform that allows for quick role comparisons.

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That said, their dataset isn’t as deep as you would want it to be, and while it’s a good choice for general UK roles, it might not provide the level of detail required for highly specialised positions.

Brightmine users access salary insights via their cloud-based dashboard. Data is updated regularly, but some users find that the filtering and customization options are not as robust as higher-end providers. Reports can be exported for further analysis.

✔ Small businesses in the UK looking for accessible benchmarking data

✔ HR professionals and generalists who need straightforward salary insights

✔ Organisations hiring for common job roles rather than highly specialised positions

✔ UK companies that want a balance between affordability and useful data

✔ Businesses in general industries, such as administrative services, retail, and manufacturing

The Good

• User-friendly platform
• More affordable than global providers
• Good general UK salary data

The Not so Good

• With only 1.5m job roles, the salary benchmarking dataset is limited
• May lack depth for niche industries
• No coverage for other countries

Salary benchmarking is essential, but it shouldn’t be a headache. The key is finding a provider that fits your budget, industry, and actual needs.

There's no universal “best” salary survey provider—only the one that fits your specific needs. If you’re a global enterprise, Mercer or WTW might be your best bet. If you’re in tech, Radford is worth considering. And if you’re a smaller business, Brightmine could be a practical choice.