Sold by: Salary.com
Stop losing talent to below-market pay. CompAnalyst Enterprise Max gives HR, comp, and finance teams verified benchmarks across 20,000+ roles, AI-guided structure modeling, and real-time budget impact so you price roles right, build defensible ranges, and walk into leadership reviews with numbers that hold up.
4.4
Overview
Overview
Every week you operate on stale salary data, you are either overpaying to fix surprise attrition or losing candidates to competitors who move faster. CompAnalyst Enterprise Max by Salary.com closes that gap. It combines 100 percent HR-reported benchmarks across more than 20,000 roles with live job market signals, AI-guided workflows, automated salary structure modeling, and real-time financial scenario planning. HR leaders can price roles in minutes, compensation teams can build defensible structures without spreadsheet gymnastics, and finance leaders can see the budget impact before any decision is finalized. Whether you are pricing a hybrid role, preparing for pay transparency mandates, running a merit cycle, or building your first formal pay structure, CompAnalyst Enterprise Max takes you from market data to a boardroom-ready decision in a single platform.
Key Features
Automated Market Composites: Prices any role in seconds instead of days. Blends Salary.com data with your third-party survey data into a single documented composite rate, so hybrid and niche roles never go unpriced and every number you present has a defensible methodology behind it.
AI-Driven Job Matching: Benchmarks against the companies you actually compete with for talent. AI matches your roles across more than 20,000 titles, scoped by industry, company size, and geography down to the ZIP Code, so you are never pricing against irrelevant peer groups.
Real-Time Competitive Intelligence: Goes beyond survey limitations with integrated live job posting data structured by function, level, and skills. See who is hiring, what they are offering, and where talent demand is moving. Build tailored peer groups for sharper, role-specific insights.
Salary Structure Wizard: Builds a complete, board-ready salary structure in three clicks. Drag and drop jobs into grades and instantly see the cost to bring every out-of-range employee to minimum before any changes are approved.
Real-Time Scenario Modeling: Eliminates surprise budget overruns. Model merit increases, minimum wage changes, and grade shifts with immediate dollar impact across your workforce, and test every scenario before a single headcount decision is finalized.
Cost-to-Correct Forecasting: Supports budget planning with a precise remediation number instead of a range. See exactly what it costs to bring every below-market employee up to competitive rates by role, department, or location, so Finance can approve a real number instead of a spreadsheet estimate.
Monthly Real-Time Insights Report: Shows which roles are becoming hard to fill before you lose the people in them. A personalized monthly report surfaces demand spikes, competitor hiring activity, and pay movement for your most critical positions, delivered automatically so you can identify retention risk before it becomes a resignation.
Highlights
- Price any role in seconds, including hybrid and niche titles that do not appear in traditional surveys. AI-powered matching prices new, hybrid, and niche roles even when exact titles do not exist in traditional surveys.
- Go from market data to a boardroom-ready salary structure in three clicks, with cost-to-correct calculated instantly for each employee. Drag-and-drop modeling includes instant cost-to-correct and outlier visualization, with no spreadsheets and no manual recalculation.
- Eliminate tool switching and manual handoffs across the full compensation workflow, including benchmarking, composite building, structure modeling, pay transparency compliance, and audit-ready reporting, without switching tools or rebuilding context between steps.
Details
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Introducing multi-product solutions
You can now purchase comprehensive solutions tailored to use cases and industries.
Features and programs
Financing for AWS Marketplace purchases
AWS Marketplace now accepts line of credit payments through the PNC Vendor Finance program. This program is available to select AWS customers in the US, excluding NV, NC, ND, TN, & VT.
Pricing
Pricing is based on the duration and terms of your contract with the vendor. This entitles you to a specified quantity of use for the contract duration. If you choose not to renew or replace your contract before it ends, access to these entitlements will expire.
Additional AWS infrastructure costs may apply. Use the AWS Pricing Calculator to estimate your infrastructure costs.
Dimension | Description | Cost/12 months |
|---|---|---|
< 250 FTE | For companies with less than 250 employees. | $30,000.00 |
250 to 500 FTE | For companies with between 250 and 500 employees. | $35,000.00 |
500 to 1000 FTE | For companies between 500 and 1,000 employees. | $40,000.00 |
> 1,000 FTE | For companies with more than 1,000 employees. | $70,000.00 |
Dimensions summary
Pricing scales by your company's headcount, measured in full-time employees (FTE). You choose the band that matches your workforce size. The four bands cover companies with fewer than 250 employees, 250 to 500 employees, 500 to 1,000 employees, and more than 1,000 employees. Each band is billed as a contract based on employee count rather than usage or features. As your headcount grows into a higher band, you move to the matching tier. All bands provide the same unified compensation intelligence platform; only the FTE range differs.
Top-of-mind questions for buyers
Your band is set by your total full-time employee headcount. You count every full-time employee in your organization, then select the band that matches: under 250, 250 to 500, 500 to 1,000, or more than 1,000 employees.
Pricing is based on which FTE band your headcount falls into. When your employee count crosses into a higher band, you move to that band's contract rate. The change is not automatic on your bill; you select the band matching your current workforce size.
No. This is a contract priced by your employee count, not by usage or feature selection. All four bands provide the same compensation intelligence platform, including market pricing, salary structures, and reporting. Only your FTE range determines which contract rate applies.
www.salary.com
Helpful?
Vendor refund policy
Please review our full terms of service at https://www.salary.com/legal/dsa/ for details on cancellations, refunds, and subscription terms.
Legal
Vendor terms and conditions
Upon subscribing to this product, you must acknowledge and agree to the terms and conditions outlined in the vendor's End User License Agreement (EULA) .
Content disclaimer
Vendors are responsible for their product descriptions and other product content. AWS does not warrant that vendors' product descriptions or other product content are accurate, complete, reliable, current, or error-free.
Delivery details
Software as a Service (SaaS)
SaaS delivers cloud-based software applications directly to customers over the internet. You can access these applications through a subscription model. You will pay recurring monthly usage fees through your AWS bill, while AWS handles deployment and infrastructure management, ensuring scalability, reliability, and seamless integration with other AWS services.
Support
Vendor support
For technical support, billing questions, or assistance with your CompAnalyst Enterprise Max subscription, contact the Salary.com support team at support@salary.com . Our team is available to help you get onboarded, resolve issues, and ensure you're getting full value from your subscription.
AWS infrastructure support
AWS Support is a one-on-one, fast-response support channel that is staffed 24x7x365 with experienced and technical support engineers. The service helps customers of all sizes and technical abilities to successfully utilize the products and features provided by Amazon Web Services.
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Customer reviews
Construction
Fast, Reliable Market Pay Data with Clear Percentile Ranges
Reviewed on Sep 18, 2026
Review provided by G2
What do you like best about the product?
I like using Salary.com to look up market data. I can search by job title and job description and quickly see the average base pay range, including the 25th–95th percentiles.
What do you dislike about the product?
There seem to be many different functions and tabs, and I’m not always sure how to use them or whether I even need them. It can be a bit confusing to navigate through all the features at times.
What problems is the product solving and how is that benefiting you?
It helps me answer compensation questions and enables us to offer employees more reasonable and competitive pay. It also helps us stay competitive in the market and retain employees.
Denise M. B.
Easy-to-Use Compensation Tools That Fit Our Business
Reviewed on Sep 18, 2026
Review provided by G2
What do you like best about the product?
Slary.com is an easy-to-use interface and has the tools we need in our business for our compensation needs.
What do you dislike about the product?
I have not found things I do not like at this time.
What problems is the product solving and how is that benefiting you?
Our organization did not have a compensation tool, so our HR team was researching and finding free resources for the data which was very time consuming. I feel we are getting accurate data now and it is right at our fingertips.
Heidi O.
Benchmarking and Compensation Tools That Make Hiring and Pay Decisions Easy
Reviewed on Sep 17, 2026
Review provided by G2
What do you like best about the product?
Adding the benchmarking and compensation tools through Salary.com has been a tremendous help for our organization. It makes finding the right comp easy when hiring, but also for benchmarking in our current structure.
What do you dislike about the product?
The only complaint I have is that they check in a lot to see if any additional support is needed.
What problems is the product solving and how is that benefiting you?
This tool gives me confidence in knowing market rate, even for some of our most technical positions. I'm able to have a great reference on comp whether it is for performance reviews, benchmarking, or recruiting. It is easy to use, customizable, and works great.
Joshua H.
Wide Range of Job Descriptions with Easy Customization
Reviewed on Sep 17, 2026
Review provided by G2
What do you like best about the product?
I like the wide range of job descriptions and titles available throughout the site, along with the ability to customize each job.
What do you dislike about the product?
The main areas I’d like to see improved are the overall UI/UX, integrations, and the value delivered relative to the cost. Some workflows feel more complicated than they need to be, and finding important information often takes too many clicks. A more streamlined, intuitive interface—along with smoother integrations—would make day-to-day use more efficient and help the product feel more worthwhile for what it costs.
What problems is the product solving and how is that benefiting you?
Salary.com helps address the challenge of finding reliable compensation data and translating it into practical salary decisions. It offers market benchmarks that make it easier to assess whether pay is competitive, and it supports more consistent compensation decisions across different roles and employees.
Computer Software
Comprehensive Job Database and Current Salary Data
Reviewed on Sep 15, 2026
Review provided by G2
What do you like best about the product?
Salary.com has a comprehensive database of jobs to search, and salary data seems to be current with the market in our area. I like the ability to create hybrid jobs, since some of our positions require skills from various jobs and we like to compensate accordingly.
What do you dislike about the product?
In the beginning, the workflow for creating our jobs and linking them to market data reports was not intuitive. I had a few training sessions with my rep, took good notes, and then was able to figure out how to save and link the data to be able to come back later and run new reports on existing jobs.
What problems is the product solving and how is that benefiting you?
Employees will shop around for better pay, so we like to stay on top of what the market is. We want to be competitive and know what our employees are worth before they come to us and say they can get better pay elsewhere. Talent retention is important to us, so paying our employees what they are worth is key.