The Search Salaries feature is the starting point for exploring real-time, market-aligned compensation insights on TalentUp. Designed for HR professionals, recruiters, and compensation analysts, this tool enables you to quickly access and compare salary data for any role in any location—across industries and company types. Whether you’re preparing an offer, running an internal salary audit, or benchmarking compensation strategy, this feature provides you with access to TalentUp’s extensive market intelligence—based on millions of validated data points.

What You Can Do with the “Search Salaries” Feature

How to Perform a Salary Search

1. Select a Position (Required)

Use the search bar or browse through TalentUp’s predefined library of roles grouped by function (e.g., Sales, Marketing, IT, Finance, Engineering, etc.). You can either:

The platform will automatically link the job to the correct internal taxonomy used for benchmarking.

2. Select a Location (Required)

Choose the city or country where the position is based. The system will use this to fetch the most relevant and localized salary data, adjusted for cost of living, labor laws, and talent availability.

You can:

3. Optional Filters for Precision Benchmarking

To refine your search, you can apply Smart Filters:

Below is a detailed explanation of each section you’ll encounter on the results page:

4. Salary Overview Section

At the top of the search results, the TalentUp platform displays a comprehensive summary of the base salary for the selected role and location. The summary serves as a quick reference point for understanding market compensation.

Here’s what you’ll typically see:

When available, TalentUp also includes additional compensation components:

These figures are especially relevant for roles in sectors like tech, sales, or executive-level positions, where variable and equity-based compensation are more common.

5. Salary Type Toggle Menu

By default, the TalentUp Salary Platform displays Gross Salary—the total pre-tax annual compensation typically listed in job offers. This is the most common benchmark used across industries and countries.

However, if you need a different perspective on compensation, you can adjust the view using the dropdown menu attached to the “Gross Salary” button. You can choose how to present the salary data by clicking on this button, which reveals additional options.

By switching between these options, HR professionals can conduct multi-angle benchmarking based on the employment model, local legislation, or internal budgeting needs. This flexibility makes it easy to compare full-time and freelance roles, assess gross vs. net differences, or calculate total compensation costs accurately across regions.

6. Search Information

This section displays a clear summary of all the filters applied to your current search. It allows you to quickly review and, if needed, adjust the criteria used to generate the salary insights shown on the page.

These filters directly shape the data presented in the Salary Overview, Talent Supply, Gender Gap, Benefits, and more. Understanding them is key to ensuring you are comparing salaries within the right context.

Here’s what you’ll typically find:

You can directly adjust all of these filters from this section without initiating a new search. This flexibility helps HR professionals fine-tune their analysis in real time, ensuring that every benchmark reflects the most relevant market conditions for their organization.

7. Bonus & Stock Options

In addition to base salary, the TalentUp Salary Platform provides insight into variable compensation, such as bonuses and stock options, which are essential for calculating total compensation.

This section highlights:

For example, you might see that:

13% of companies offer bonuses, and 3% offer stock options for this role.

These figures are based on aggregated market data and change depending on the role, experience level, and the filters you’ve selected, such as company size, funding, or industry.

A table is also provided, typically structured like this:

Total Compensation = Base Salary + Bonus + Stock Options This allows HR professionals to accurately assess competitiveness, especially in industries where variable pay is a key factor (e.g., tech, finance, sales).

8. Supply and Demand

This section provides a real-time view of the talent market for the role and location selected. It shows:

Example:

Balanced-supply position in a balanced-demand market Supply: 432 professionals Demand: 466 job offers

This is particularly useful when planning hiring timelines, evaluating talent scarcity, or justifying compensation increases.

9. Gender Gap

The platform also provides a gender distribution overview for the selected role and location. It shows the percentage of male and female professionals based on current market data.

Unbalanced Market Male: 63%Female: 37%

This data supports diversity and inclusion goals, internal pay equity analysis, and helps anticipate candidate expectations during the recruitment process.

Together, these sections provide a complete market context, helping HR professionals not only benchmark compensation but also understand the competitive landscape, gender dynamics, and the financial components shaping total rewards.

10. Benefits

The Benefits section on the TalentUp platform provides a well-rounded view of the total rewards associated with a role beyond base salary. These benefits are segmented into three categories—statutory, common, and additional perks—and will vary depending on the position, location, and selected filters such as company size or sector.

This allows HR professionals to understand not only what the law requires but also what the market commonly offers to remain competitive and attractive to talent.

These are mandatory benefits established by national or local legislation. They typically include items such as:

These values are automatically updated by location to ensure compliance with local labor laws. For example, in Berlin you might see:

This section highlights the benefits most frequently offered by companies for the selected role and location. These are typically quantifiable or financial advantages such as:

Example (for a Data Scientist in Berlin):

These benefits represent standard expectations in the market and help define competitive packages.

These are non-financial or cultural benefits that contribute to employee satisfaction, work-life balance, and long-term retention. They are especially important in competitive talent markets and for employer branding. Examples include:

These perks vary widely by company and market but are increasingly critical in attracting top talent, especially in tech and knowledge-based industries.

By combining statutory obligations with common and additional benefits, the TalentUp platform provides HR professionals with a complete view of the total rewards environment—helping them design packages that are both compliant and compelling.