COMPENSATION INTELLIGENCE · CITED FEDERAL DATA

Your company knows your market price.
Now you will too.

LIVE DEMO — THREE FIXED PERSONAS, REAL DATA

ABOVE MARKET · DEFEND

Above the line. The position is defensible, not permanent.

BRIEF DEMO · STAFF SWE · SAN FRANCISCO

ABOVE THE NEGOTIATED LINE

$69,817

vs. the negotiated line (75th percentile) for Software Engineering · San Francisco

MEDIAN

NEGOTIATED

TOP DECILE

YOU

Real output from real federal data. Not yours — yet.

MARK ME TO MARKET

or read a sample brief →

HOW IT WORKS

You mark yourself

Six inputs. No email, no account, nothing stored. Your numbers are computed against the federal record and forgotten.

You get classified

The classification, the delta to the negotiated line, and where you sit on the wage distribution. Free, cited, on screen.

You unseal the Brief

The script word for word, your equity decoded, the counter in exact numbers, and the timing. $49, once.

EVERY NUMBER IS CITED

[1] Occupational Employment and Wage Statistics (OEWS)

U.S. Bureau of Labor Statistics · May 2025 · source

Annual wage percentiles (10th, 25th, median, 75th, 90th) for every occupation in every metropolitan area, from a survey of roughly 1.1 million establishments. This is the shape of the distribution, and it is the most authoritative wage data that exists for the United States.

[2] LCA Programs (H-1B, H-1B1, E-3) Disclosure Data

U.S. Department of Labor, Office of Foreign Labor Certification · Fiscal years 2024–2025 · source

The base wage an employer legally attested it would pay, for a named job title at a named worksite, filed continuously rather than annually. Because employers write their own job titles here, it is the only public source that distinguishes a staff engineer from a junior one, and it is uncapped at the top end.

[3] Employer Costs for Employee Compensation (ECEC), National Compensation Survey

U.S. Bureau of Labor Statistics · 2026 Q1 · source

The share of total compensation that employers spend on each component, including "nonproduction bonuses" — cash bonuses not tied to output, which is where year-end, performance and retention bonuses land. Dividing that share by the wages-and-salaries share gives cash bonus as a percentage of base pay, by industry.

How we mark to market →

WHAT A BRIEF LOOKS LIKE

THE SCRIPT — WORD FOR WORD

“I'm not asking for a favor. I'm asking to be priced correctly.”

READ THE FULL SAMPLE →

THE PRICE, BEFORE THE GATE

The mark is free. The Brief is $49 — one-time, no account, no subscription. Delivered on the page and by signed link, valid 30 days.

Sealed inside:

THE SCRIPT — WORD FOR WORD
YOUR EQUITY, DECODED
THE COUNTER — EXACT NUMBERS
TIMING — WHEN TO STRIKE

You already know the question.
The market already knows the answer.