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AI Tools for Compensation Analysts
AI tools that help compensation analysts benchmark salaries, research pay equity, model total rewards packages, track market trends, and build data-driven compensation structures.
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LevelBaseBonus target
L4 (SWE II)$155–195K10–15%
L5 (Senior SWE)$195–250K15%
L6 (Staff SWE)$250–320K20%
L7 (Principal SWE)$320–420K25%
FAANG data · Seattle/Bellevue market · 2025–2026
Salary and total compensation benchmarking
Research market compensation for any role, level, and geography. Compile base salary, bonus, equity, and benefits data from multiple sources to build defensible pay ranges and inform offer decisions.
Benchmark total compensation for a Principal Product Manager in New York across three employer types: FAANG, Series C startup, and Fortune 500 non-tech company.
FAANG: $380–520K total (base $200–250K, bonus 20–30%, equity heavy). Series C: $250–350K total (base $180–220K, 15% bonus, meaningful equity). F500 non-tech: $185–240K total (base $160–195K, 15–20% bonus, no equity). FAANG premium: ~60% over F500 equivalents.
ToolRouter research
Employer typeTotal compBase
FAANG$380–520K$200–250K
Series C Startup$250–350K$180–220K
F500 Non-Tech$185–240K$160–195K
FAANG premium ~60% over F500 equivalent
ToolRouter search_jobs
CompanyBase rangeEquity
Google$210–255KHeavy RSU
Stripe$195–240KRSU + performance
JPMorgan$170–200KNo equity
Etsy$180–215KRSU
20 listings reviewed · 14 include salary range
Pay equity analysis and research
Research pay equity trends, legislative requirements, and statistical methodologies for conducting internal pay equity analyses. Stay current with state pay transparency laws and gender/race pay gap reporting requirements.
Research the pay equity reporting requirements in Illinois and Colorado, and what statistical methods are considered legally defensible for pay gap analysis.
Colorado Equal Pay Act (2021): salary ranges required in all job postings. Illinois Equal Pay Act 2003: prohibits pay differentials by sex. Defensible methods: OLS regression controlling for tenure, education, level, and performance. Unexplained gap threshold: <5% considered low-risk.
ToolRouter research
Colorado Equal Pay Act
Salary ranges required in all job postings (2021)
Illinois Equal Pay Act
Prohibits pay differentials by sex · amended 2021
Defensible Method
OLS regression · control for tenure, level, education, performance
Low-Risk Threshold
Unexplained gap <5% considered defensible
Reporting Requirement
IL: EEO-1 data submission · CO: salary band disclosure
Compensation trend visualisation
Turn compensation benchmark data into clear charts for leadership presentations. Visualise market positioning, pay band gaps, and year-over-year compensation inflation to drive data-informed decisions.
Create a chart showing the 10th, 50th, and 90th percentile base salaries for data scientists from 2020 to 2026, with a shaded band showing the progression.
Chart generated: 3-line plot with shaded percentile bands. P50 rose from $122K (2020) to $168K (2026), a 38% increase. The gap between P10 and P90 widened from $45K to $78K, reflecting bifurcation between AI-specialised and general data science.
ToolRouter create_chart
P90
P50
P10
Job posting market intelligence
Systematically search live job postings to extract stated salary ranges, equity structures, and benefit packages. Use real market listings as a primary data source for compensation benchmarking.
Find 20 current job postings for VP of Finance at pre-IPO tech companies. Extract the salary ranges, equity percentages, and any sign-on or relocation packages mentioned.
Analysed 20 listings: Median stated base $290K. Equity: 0.15–0.6% range (median 0.3%). 14/20 mention sign-on ($50–150K). 6 explicitly list RSU vesting schedule. Remote-friendly: 12/20. Location premium for SF vs. Austin averages 18%.
ToolRouter search_jobs
Company stageBaseEquity
Series D$275K0.30% RSU
Late Stage$300K0.20% RSU
Pre-IPO$310K0.15% RSU
Series C$260K0.45% RSU
20 listings · median base $290K · 12/20 remote-friendly
Executive compensation research
Research executive compensation structures, long-term incentive plans, and public company proxy disclosures. Benchmark C-suite pay for board presentations, new hire packages, and retention analysis.
Research the CEO and CFO compensation structure at Salesforce, HubSpot, and Zendesk. What is the split between base, short-term incentive, and long-term equity?
All three CEOs take modest base ($1M average). LTI accounts for 85–92% of target total comp across all three. Performance-vesting RSUs tied to revenue growth and relative TSR. CFO comp runs at 35–45% of CEO total. Annual proxy filings provide the exact values.
ToolRouter search_filings
CompanyBaseSti
Salesforce$1.0M20% target
HubSpot$800K15% target
Zendesk (last public)$1.0M25% target
Performance RSUs tied to revenue growth + relative TSR
Tax and financial planning context for equity
Look up current tax rates, capital gains rules, and AMT implications relevant to equity compensation planning. Provide managers and employees with accurate tax context when explaining RSU, option, or bonus structures.
What are the 2026 federal income tax rates and long-term capital gains rates? I need them to model the after-tax value of RSU grants at different salary levels.
2026 federal brackets: 37% top marginal (income >$609K single). LTCG rates: 0% (<$47K), 15% ($47K–$518K), 20% (>$518K). Additional 3.8% NIIT above $200K single. RSUs taxed as ordinary income at vesting; sale after 1 year qualifies for LTCG.
ToolRouter get_rates
Top Marginal Rate
37% · income above $609K (single)
RSU Vesting Tax
Ordinary income at vesting · FMV as W-2 income
LTCG — 15%
Applies if held 1+ year after vesting · $47K–$518K
LTCG — 20%
Above $518K single filer
NIIT
3.8% on investment income above $200K single
Ready-to-use prompts
Role benchmarking
Research total compensation for a Staff Data Engineer at a mid-stage (Series B/C) fintech in New York. Break down base salary range, annual bonus target, and typical equity grant size with vesting schedule.
Job posting analysis
Find all job listings for Chief Revenue Officer (CRO) roles at SaaS companies with stated compensation. Extract salary ranges, OTE structure, and equity mentioned. Limit to US postings from the last 60 days.
Pay equity research
What are the current legal requirements for pay transparency in Washington State, New York City, and California? What must employers disclose, when, and what are the penalties for non-compliance?
Compensation visualisation
Create a grouped bar chart comparing median base salaries for product manager, software engineer, and data scientist roles across three US cities: San Francisco, Austin, and Chicago. Use 2025 market data.
Academic research
Find peer-reviewed research on the effectiveness of variable pay and profit sharing in improving employee performance and retention. Include meta-analyses and studies from 2018 onwards.
Tax context
Explain the tax treatment for ISOs vs. NSOs in 2026. What are the AMT implications of early exercise for ISOs, and how does the 83(b) election work?
Executive comp research
Research how Series D and pre-IPO tech companies typically structure CEO compensation: base vs. equity split, performance milestones on equity vesting, and what boards consider reasonable.
Geographic pay differentials
Research how major tech companies are adjusting remote employee salaries for geographic differentials in 2026. What are Stripe, GitHub, and GitLab's current remote pay policies?
Tools to power your best work
Content RepurposerTurn any content into posts, scripts, and articles
Generate ChartTurn data into chart images fast
SEC FilingsSEC EDGAR filings & financial data
Deep ResearchAI research reports with citations
Job SearchJobs & salary data worldwide
Tax ReferenceUS tax brackets, rates & limits
Financial CalculatorDCF, bonds, options & portfolios
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Everything compensation analysts need from AI, connected to the assistant you already use. No extra apps, no switching tabs.
Compensation band review
Conduct a full market benchmarking cycle to review and update compensation bands for a job family.
Pay equity audit preparation
Prepare for a pay equity audit by researching methodology, legal requirements, and peer company practices.
Executive hire compensation proposal
Build a competitive executive compensation package by researching market data, peer company structures, and tax implications.
Frequently Asked Questions
How does Deep Research gather compensation data?
Deep Research synthesises from job postings, published salary surveys, company career pages, news articles, and public compensation databases. It provides market intelligence as a directional benchmark. For statistical compensation analyses, combine with a dedicated survey subscription.
Can Job Search be used as a primary source for salary benchmarking?
Job Search pulls live postings where salary ranges are stated, which is increasingly common in pay transparency states. It's most useful for real-time market signals, though not all postings include compensation. Best used alongside research-based benchmarking.
Does SEC Filings cover all public company executive comp data?
SEC Filings provides access to EDGAR-sourced proxy statements (DEF 14A) and 10-K filings, which contain named executive officer compensation disclosures required by public companies. This is the authoritative source for public company executive pay data.
How current is the tax reference data?
Tax Reference covers current US federal tax brackets, capital gains rates, retirement contribution limits, and other compensation-relevant tax data. It is updated for each tax year. Always verify against the current IRS publications for compliance purposes.
Can Generate Chart create compensation visualisations for board presentations?
Yes — Generate Chart supports bar, line, scatter, and other chart types. Provide tabular compensation data and specify the chart type, labels, and formatting. Charts can be downloaded for use in PowerPoint or PDF presentations.
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