Pave Market Data

Pave Market Data provides compensation benchmarks to help companies make pay decisions. Its benchmarks cover base salary, bonus and variable pay, total cash compensation, and new-hire and ongoing equity. Pave gathers information through persistent connections to HRIS, ATS and equity management systems, matches employee records to job architecture using machine learning, then aggregates and de-identifies the data. Data is collected daily, while updated benchmarks are published monthly. The methodology guide describes more than 200 job families; Pro covers more than 55 countries and 90 cities or metros. Pro includes custom peer groups, advanced equity data and customized reports. Lite is described for startups with 1–200 employees and covers the overall U.S. market plus one additional market. Access requires connecting HR platforms. Lite is free; Pro pricing is by quote. Pave says its data is aggregated and de-identified and users cannot see competitor-specific compensation data.

Pave Market Data combines compensation benchmarks with monthly updates and distinct Lite and Pro coverage. Companies should account for the required HR platform connections and quote-based Pro pricing.

Market Data Lite is described for startups with 1–200 employees needing U.S. benchmarks and one additional market. Pro is presented for companies seeking broader coverage, peer groups and customized reports.

Overview

Pave Market Data is a web-based compensation benchmarking product for employers deciding how to pay across roles and markets. It is best suited to organizations that can connect their HR systems and want benchmarks spanning cash compensation and equity. Monthly refreshes and broad job coverage are compelling; required integrations and quote-based Pro pricing narrow its fit.

Key features

Pave collects workforce data daily through persistent connections to HRIS, ATS, and equity management systems, then publishes updated benchmarks monthly. Machine learning matches employee records to Pave’s job architecture before aggregation and de-identification. This approach gives employers a consistent basis for comparing jobs, though monthly publication is not a real-time view.

Benchmarks cover more than 200 job families and include base salary, bonus and variable pay, total cash compensation, and new-hire and ongoing equity. Pro extends coverage to more than 55 countries and 90 cities or metros, with global benchmarks, custom peer groups, advanced equity data, and customized reports. That breadth is useful for companies comparing varied roles or labor markets; organizations needing only U.S. startup benchmarks may not need Pro.

Pave says users cannot access competitor-specific compensation data: benchmarks use aggregated and de-identified information. The company reports ISO/IEC 27001:2022 certification and SOC 2 Type 1 and Type 2 compliance. Customers must connect HR platforms to access the product, including HRIS, ATS, and EMS systems. Supported HRIS providers include ADP, BambooHR, Gusto, Rippling, and Workday, among others. The help center offers searchable answers and support tickets.

Pricing

Market Data Lite: free. It provides free benchmarks for the overall U.S. market and one additional market, and is intended for startups with 1–200 employees. This is the clear entry point for an eligible startup whose needs fit that limited market scope; larger employers and teams needing broader geography or Pro features should look beyond Lite.

Market Data Pro: custom pricing. It offers global benchmarks, advanced reports, peer groups, advanced equity data, and customized reports. All companies are eligible. Pro is the more suitable option for organizations with multi-market or peer-group requirements, but quote-based pricing makes it harder to assess cost before engaging.

Both plans depend on connecting HR platforms, so Lite’s free price does not remove the integration requirement. Pave also identifies compensation planning and budget variance tracking as supported capabilities.

Platforms

Pave Market Data is available on the web. Its reliance on persistent HR-system connections makes it more relevant to employers prepared to connect internal workforce data than to buyers seeking a standalone benchmark lookup.

Who it's for

Choose Pave Market Data if your organization can connect HR, recruiting, and equity systems and wants benchmarks that cover salary, cash incentives, and equity. Lite fits startups with 1–200 employees that can work within the overall U.S. market plus one additional market. Pro is the stronger fit for companies seeking global coverage, custom peer groups, or advanced equity and reporting. It is less suitable if HR-platform connections are not an option or if you need public Pro pricing to compare costs upfront.

Pros and cons

• Pro covers multiple pay components: salary, variable compensation, total cash, and new-hire and ongoing equity support a broader pay review than salary-only benchmarking.
• Broad role and market scope: more than 200 job families, with Pro coverage across more than 55 countries and 90 cities or metros, supports cross-market comparisons.
• Defined free tier: eligible startups can use overall U.S. benchmarks and one additional market at no cost.
• Mandatory HR connections: access requires connecting HR platforms, which can be a barrier for organizations unwilling or unable to link these systems.
• Pro requires a quote: custom pricing means buyers cannot judge its cost from a published rate.
• Monthly benchmark publication: daily collection feeds monthly updates, so the published data is not refreshed continuously.

Alternatives

Aon Radford McLagan Compensation Database is worth considering when you want benchmarking fees to vary with your needs, from a single country to multi-market decisions, and 24/7 platform access; it is available on Android, iOS, and web.

OpenComp may suit buyers looking for a free plan and a free trial alongside global compensation data, benchmarking, pay equity, pay strategy and ranges, and planning tools; it is web-based.

Comptryx+ is an option when access to all modules and its full global country list is the priority, with pricing based on company size, employee count, and countries of operation.

PayPulse is another paid option with a free plan, available through web and API.

Compensation IQ may fit smaller teams looking for published annual prices: Job Architecture & Levelling costs £2,500 a year for 100–200 employees and one super user, while Global Salary Benchmarking is £4,200 a year. It is web-based and has no free trial.

Culpepper Compensation Surveys offers tailored jobs and countries, with a standard data license or premium license that includes professional survey services.

Revelio Labs Compensation Data is a web and API alternative with a free trial; its Revelio Terminal plan costs $1,250 a month with an annual commitment and covers salary benchmarks and workforce data across 33.8M companies in 195 countries, with history to 2007.

Salary.com CompXL may be relevant if you want a web-based product with personalized-demo pricing and no free plan.

For broader comparisons, browse Salary Benchmarking Software, Compensation Management Software, Pay Transparency Software, Workforce Planning Software, and Total Rewards Software.

Verdict

Pave Market Data is a strong fit for employers that can connect HR platforms and need regularly refreshed benchmarks across salary, cash compensation, and equity. Lite gives eligible startups a useful free starting point, while Pro adds global reach and deeper customization. Look elsewhere if you cannot meet the integration requirement or need clear Pro pricing before contacting the vendor.