How to Find Average Salary for a Job

Most people feel like they’re throwing darts in the dark when it comes to pay. You see a role, you love the work, but the money is a complete mystery—and that’s exactly why knowing how to find the average salary for a job is so important. If you don’t have a solid number in mind, you risk leaving thousands of dollars on the table or, worse, pricing yourself out of a great gig before the first interview.

Luckily, the solution is simpler than it sounds. You just need to look at market rate compensation across a few different data points to build a realistic range. By combining government data with a modern compensation benchmarking tool, you can walk into your next interview with a number that’s backed by facts, not just a gut feeling.

What Does “Average Salary” Actually Mean?

When people talk about the “average,” they usually mean the “median.” In the world of pay, averages can be skewed by a few high-earning outliers. If a CEO and four interns are in a room, the “average” salary looks great, but it doesn’t represent what the interns are actually making.

To get a real sense of how are salaries determined, you have to look at the middle of the pack. You also need to understand the difference between base pay and total compensation (TC), which includes bonuses, equity, and benefits. If you’re trying to negotiate your first offer, knowing these distinctions is half the battle.

Best Sources to Find Average Salary Data

You shouldn’t trust just one source. Different sites have different biases. Here is how to break it down:

1. Government Data (The Gold Standard)

The Bureau of Labor Statistics (BLS) is the most reliable place to start. It’s not flashy, but it’s accurate because it’s based on employer tax filings. According to the BLS, the median weekly earnings for full-time workers in the U.S. was $1,145 in late 2024.

2. Crowdsourced Sites

You’ve likely used these before. But a common question is: is glassdoor salary accurate? The answer is: mostly. It’s great for seeing trends at specific companies, but because the data is self-reported, it can be a year or two out of date. Pair it with a salary benchmarking tool free of charge, like Payscale or Salary.com, to see if the numbers align.

3. Professional Salary Survey Companies

For high-level or niche roles, sometimes the free stuff isn’t enough. Salary survey companies like Mercer or Radford provide deep-dive data that HR departments use. While these are usually paid, many industry associations release annual “state of the industry” reports for free.

How to Find Average Salary for a Job Using Real Listings

One of the best ways to see real-time data is to look for a salary range on job posting requirements. Thanks to new pay transparency laws, many states now require companies to list their ranges.

• Look at job boards in Colorado, California, or New York, even if you don’t live there. It gives you a baseline for what a company’s budget actually looks like.
• Use an AI salary calculator to scrape these listings and give you a weighted average based on the keywords in the job description.

How Location Affects Average Salary

A $100k salary in Des Moines is a fortune; in San Francisco, it’s a struggle. When you benchmark salaries, location is the biggest variable.

Research from the Pew Research Center shows that even within the same industry, geographic pay gaps can exceed 20%. Use a salary assessor or a global salary comparison tool if you are looking at remote roles, as many companies are shifting toward “location-agnostic” pay.

Adjusting Salary Data by Experience Level

A “Manager” title can mean wildly different things. To accurately determine a salary range, you have to look at years of experience and specific “hard” skills. If you’ve stayed at one company for a long time, you might need a salary compression calculator to see if new hires are starting at a higher rate than you’re currently making—a common problem in fast-growing industries.

Common Mistakes When Researching Salaries

Most people go about this the wrong way. Here are the traps to avoid:

1. Focusing on “How to find out someones salary”: It’s tempting to ask a coworker, but it’s often awkward and doesn’t give you the full picture of the market. Stick to broader data.
2. Ignoring the “Total Package”: Don’t just look at the monthly check. Benefits can account for nearly 30% of your total compensation.
3. Using only one source: If you only check one compensation benchmarking tool, you’re seeing a siloed view. Always use at least three.

How Recruiters and Employers Use Salary Benchmarks

Employers don’t just guess what to pay people. They hire specialists to how to do a market analysis for salary every six months. They use the best compensation benchmarking tool money can buy to make sure they aren’t overpaying, but also to confirm they aren’t losing talent to competitors.

If you can show a recruiter that you’ve done your homework—using phrases like “Based on current market data for this niche”—they are much more likely to take your request seriously. You might find it helpful to read about how recruiters screen candidates to see where the budget talk usually happens.

Conclusion

Finding the right number takes a bit of legwork, but it pays off—literally. Start with the BLS for a reality check, move to crowdsourced sites for company-specific vibes, and then look for a job posting with salary range in transparent states to see the “live” market.

Ultimately, your value isn’t just a number on a spreadsheet, but having that number gives you the confidence to ask for what you’re worth. Ready to put this into practice? Go grab those data points and get what you’ve earned.