4 min read
How to set the salary for a role
Too low and you attract no one; too high and you unbalance your pay scale. Here's how to land on the right salary to hire without missteps.
Start from the market, not your budget
Salary is set first on what the role is worth on the market (sector, seniority, region), not on what you'd like to pay. An underpaid role stays open for months — which costs more than a fair salary.
Three benchmarks to position yourself
- The ranges of comparable ads (same title, region, seniority)
- Sector pay scales and compensation surveys
- What the candidates you meet are asking for
A range, not a fixed figure
Showing a range (e.g. €40–45k) leaves room to adjust for experience and reassures candidates. Ads with a range get more applications.
Don't forget the package
Bonus, remote work, benefits, growth: at equal salary, that's often what makes the difference. A clear package beats an isolated number.
And the recruitment budget?
That's different from the salary: it's what you invest to find the person. On AGOON, a suggested price (around 15–20% of the annual salary) helps you set it, and you only pay it for a successful hire.