The Rise of Pay Transparency: How to Use Public Salary Data to Negotiate Better

Talking about money at work used to be taboo. Asking about a coworker’s salary? Unthinkable. But in 2025, the landscape is changing fast. Thanks to the rise of pay transparency laws, searchable salary databases, and shifting workplace culture, more people than ever have access to information that used to be hidden. And that’s a big deal—especially if you’re trying to negotiate a better salary or make your next career move. The power dynamic is shifting, and if you know how to use public salary data to your advantage, you can walk into negotiations with confidence (and receipts).

What Is Pay Transparency?

Pay transparency refers to the practice of making salary information more accessible and open—either internally within companies or publicly across industries. It can take a few different forms:

• Job postings that include salary ranges
• Companies disclosing pay bands by role or department
• Employees sharing their salaries with peers
• Public databases that collect and compare compensation across roles, cities, and companies

In recent years, pay transparency has moved from a progressive HR idea to actual law in many places. States like California, New York, and Washington now require employers to include salary ranges in job listings. And even in states without these laws, many companies are adopting transparent pay practices to stay competitive with talent.

Why It Matters

Knowing what a job should pay is the first step to getting paid fairly. Pay transparency helps:

• Close wage gaps—especially for women and BIPOC workers
• Level the playing field in negotiations
• Expose underpaying employers
• Empower job seekers to ask for what they’re worth
• Hold companies accountable for fair compensation

In short: access to salary data gives you leverage.

Where to Find Public Salary Data

You don’t have to guess what your role should pay. Here are reliable places to research:

• Glassdoor: Crowdsourced salary data by company and role
• Levels.fyi: Great for tech roles, especially at large firms like Google or Amazon
• Payscale: Salary ranges based on role, location, and experience
• Indeed Salaries: Pulls from job listings and user submissions
• Blind: Anonymous posts and threads about salaries in tech and finance
• LinkedIn Salary Insights: Uses data from users and postings
• Public sector salary databases: For government jobs and public institutions, often searchable by name or job title
• Company job postings: Many now include pay ranges by law

Pro tip: Always check multiple sources and average them. Salary data can be skewed depending on how it’s collected and who’s submitting it.

How to Interpret Salary Ranges

Seeing a salary range like $80,000–$110,000 can feel vague. But there’s strategy in understanding where you fit in that range.

Ask yourself:

• Do I meet all the listed qualifications—or exceed them?
• Do I bring unique skills, certifications, or industry experience?
• Is the job located in a high-cost area (or remote with cost-of-living adjustments)?
• Have I done this job (or something similar) before?

If you’re confident in your skills and experience, aim for the top third of the range. Don’t be afraid to ask for it—especially if you can back it up with data.

Using Salary Data in Negotiations

Once you’ve done your research, it’s time to use that information in your next salary conversation—whether it’s for a new job offer or a raise at your current role.

Here’s how to do it:

1. Anchor your ask with data
   Instead of saying, “I’d like to make more,” say:
   “Based on my research and current market data for similar roles in this industry and location, I believe a salary of $95,000 is appropriate for this position.”
2. Be specific and confident
   General asks get general answers. Name your number.
   Confidence shows you’ve done your homework.
3. Bring multiple sources
   Mention that you’ve looked at data from Glassdoor, Payscale, and recent job listings—all pointing to a consistent market rate.
4. Highlight your value
   Explain how your experience, achievements, or unique skills justify the number. Show that you’re not just matching the market—you’re worth more.

What If the Employer Won’t Budge?

Sometimes the salary is firm—but that doesn’t mean you’re out of options. Use your leverage to negotiate:

• Signing bonuses
• Remote work flexibility
• Extra PTO
• Professional development budget
• Title upgrades
• Performance-based raises in 6 months

You’re not being greedy—you’re advocating for fair compensation. That’s part of professional growth.

What About Internal Raises?

Salary data isn’t just useful when switching jobs. It can also help you make a case for a raise where you already work. If you find out you’re underpaid compared to peers in your field:

• Gather evidence: salary benchmarks, job descriptions, your performance metrics
• Schedule a dedicated conversation with your manager—not just a casual ask
• Frame it as a retention conversation:
  “I really enjoy this role and want to keep growing here. But after researching industry standards and reflecting on my contributions, I’d like to discuss adjusting my compensation to better reflect my market value.”

The Ethics of Sharing Pay Info With Coworkers

Talking salaries with coworkers is legal in most places—and can be a powerful way to uncover wage gaps. But it’s a sensitive topic, so approach it with trust and respect. Try starting with:

“I’m trying to get a sense of fair market compensation for my role—would you feel comfortable sharing your salary range?”

Even if the answer is no, the conversation matters. The more we normalize pay transparency, the harder it becomes for employers to justify pay disparities.

Final Thoughts

Pay transparency isn’t just a buzzword—it’s a tool. The rise of public salary data puts more power in your hands to negotiate, advocate, and get paid what you’re worth. The key is using that information wisely. Do your research, build your case, and speak up with confidence. Because when you know better, you negotiate better—and you raise the bar for everyone.