Bianca Walsh· Job Architecture Lead, Pinehurst Foods
Asked in Compensation ·
We take part in two surveys for technology roles. For senior software engineer in the Netherlands, one gives a median base of about 86,000 euros and the other about 98,000. Same level on paper, both with decent sample sizes.
I am at a payments company with around 1,100 employees. Until now we have simply averaged the two, but a 14% gap makes the average feel like a number that describes nobody.
How do you decide the weighting between sources, and do you ever drop one for a specific job family?
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HR Business Partner, Northwind Logistics
Look at who is in each sample before deciding anything. In our case the higher survey was dominated by venture-backed and US-headquartered firms, the lower by banks and established corporates. Neither was wrong. We weight 70/30 toward whichever peer group we lose people to, and that differs by family.
Total Rewards Manager, Silverline Media
Victor PereiraCBS, GRS
Sales Compensation Manager, Qasr Holdings
We do drop a source for a family where the participant list has fewer than ten organisations we would recognise as competitors for talent. Averaging in weak data just to be consistent does not make the result more accurate.
