Understanding Salary Percentiles


  • Salary percentiles show you how your pay compares to others in your role.

  • If you're in the 50th percentile, you earn more than 50% of people in similar jobs — but less than the other 50%.

  • Most people assume they’re “about average.” But in reality, many fall into the bottom 40% without realising it.

  • Even within the same company, salary differences of 20–40% for the same job title are common.

  • Promotions don’t always come with fair pay bumps. It’s possible to be over-promoted and underpaid at the same time.

Tips for Salary Awareness & Negotiation

Ask for Salary Bands Early

Don’t wait until the end of the interview or performance review. If a company avoids giving you a range, it usually means they want flexibility — not fairness.

Ask for Salary Bands Early

Don’t wait until the end of the interview or performance review. If a company avoids giving you a range, it usually means they want flexibility — not fairness.

Ask for Salary Bands Early

Don’t wait until the end of the interview or performance review. If a company avoids giving you a range, it usually means they want flexibility — not fairness.

Track What You Actually Do

Your responsibilities often outgrow your job title. Keep a running list — you’ll need it when you ask for more.

Track What You Actually Do

Your responsibilities often outgrow your job title. Keep a running list — you’ll need it when you ask for more.

Track What You Actually Do

Your responsibilities often outgrow your job title. Keep a running list — you’ll need it when you ask for more.

Compare Roles, Not Just Titles

A “Manager” at one company might be doing the same job as an “Associate” somewhere else. Look at tasks, scope, and team size — not just labels.

Compare Roles, Not Just Titles

A “Manager” at one company might be doing the same job as an “Associate” somewhere else. Look at tasks, scope, and team size — not just labels.

Compare Roles, Not Just Titles

A “Manager” at one company might be doing the same job as an “Associate” somewhere else. Look at tasks, scope, and team size — not just labels.

Timing Beats Tenure

People who ask for a raise after a big project or cost-saving win get better results. It’s not about how long you’ve been there — it’s about what you’ve just done.

Timing Beats Tenure

People who ask for a raise after a big project or cost-saving win get better results. It’s not about how long you’ve been there — it’s about what you’ve just done.

Timing Beats Tenure

People who ask for a raise after a big project or cost-saving win get better results. It’s not about how long you’ve been there — it’s about what you’ve just done.

Watch for Salary Red Flags

If they say “we pay fairly” but won’t show data, that’s a sign. Transparency is the new trust — no numbers, no deal.

Watch for Salary Red Flags

If they say “we pay fairly” but won’t show data, that’s a sign. Transparency is the new trust — no numbers, no deal.

Watch for Salary Red Flags

If they say “we pay fairly” but won’t show data, that’s a sign. Transparency is the new trust — no numbers, no deal.

Use Percentiles, Not Emotions

Saying “I feel underpaid” won’t move the needle. Saying “people in similar roles are earning 20% more” puts facts on the table.

Use Percentiles, Not Emotions

Saying “I feel underpaid” won’t move the needle. Saying “people in similar roles are earning 20% more” puts facts on the table.

Use Percentiles, Not Emotions

Saying “I feel underpaid” won’t move the needle. Saying “people in similar roles are earning 20% more” puts facts on the table.

The History of Salary Gaps

Salary secrecy was the norm until recent years — and many pay structures still rely on outdated internal bands.

  • Before the internet, salaries were set based on tenure, loyalty, and internal averages, not actual market demand.

  • Today, your salary is influenced by:

    • Job title inflation

    • Global talent pools

    • Cost-cutting policies masked as performance-based pay

  • Data from the past decade shows consistent underpayment for women, minorities, and foreign workers across industries.

  • In fast-moving sectors, the same role can vary by 60% in pay across companies — and the public rarely sees it.