For Recruiters
Salary Benchmarking Tools for Recruitment and Staffing Firms
Help your clients attract top talent and position themselves as employers of choice. With LaborIQ’s salary benchmarking tools, recruitment and staffing firms get direct access to precise, real-time U.S. labor market data for fair and competitive compensation recommendations.
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Labor Market Analysis for Salary Recommendations
In a market where millions of positions remain unfilled each month, offering the right compensation is key to attracting top talent. LaborIQ gathers and analyzes 18 trillion data points and 8.6 million company pay stubs to provide expertly curated, market-driven salary insights.
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Stay Ahead with Real-Time Labor Market Insights
Leverage LaborIQ’s real-time labor market insights to stay ahead of evolving job trends, skill demands, and pay shifts.
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Power Hiring with Actionable Data Tools
Use intuitive tools to help present actionable data to clients and secure the best candidates for their teams
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Optimize Pay with Job & Location Comparisons
Run salary comparisons by job title and location to ensure clients across industries offer the right pay to attract the best candidates.
Simplify the Recruiting Process
Improve the quality of job descriptions to attract the right talent and nail down salary ranges to attract more qualified applicants – in any market for any occupation.
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Benefits for Recruiters
Accurate Salary Data
Access accurate salary data for more than 20,000 job titles across all U.S. metros, plus skilled support for internal salary benchmarking and other complex tasks.
Align Hiring with Job Data & Salaries
Access salaries, responsibilities, and skills for all jobs to help you align with hiring managers before the applicant search.
Stand Out with Industry-Specific Salary Data
Differentiate from other recruiting firms by leveraging market-competitive salary data specific to your client's industry, company size, and location.
Boost Hiring with Accurate Salary Transparency
Use salary transparency laws to your advantage by posting the right salary range. Avoid lagging data or broad ranges that impact candidate flow.
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