What should this role pay?
Post the range too low and good candidates never apply; post it too high and every future hire anchors on it. Agent FM builds the benchmark before you post: it samples recent postings with listed ranges on Indeed and LinkedIn, cross-checks the Glassdoor salary pages, and separates the numbers by market and seniority, noting where posted ranges and the aggregates disagree. The sheet carries the sample size behind every figure, no invented precision, and the thin spots get called out as thin. The comp conversation starts from evidence instead of from whatever the last hire happened to cost.
Benchmark comp for [role, e.g. customer success manager] in [markets, e.g. Denver and remote US] before we post it.
Sample recent postings with listed ranges on Indeed and LinkedIn jobs, and cross-check the Glassdoor salary pages. Separate by seniority and market, and note posted ranges versus what the aggregates claim.
Build the benchmark sheet with the sample size behind each number, no invented precision. Tell me the sample count and flag where the data was thin.
