Salaries & Talent Market Data

Total compensation is base salary plus variable pay, equity, and benefits. Salary benchmarks usually cover base only, so evaluate the other parts separately.

Standard deviation measures how spread out salaries are around the median. A small spread means market consensus; a large one means wide variation and risk.

Salary expectations are the pay a candidate states they would accept. A persistent gap above the offered range signals the market is moving.

Salary compression is when new hires earn nearly as much as tenured staff, usually because market rates rose faster than internal raises. It drives attrition.

Salary benchmarking compares your pay against market data for equivalent roles, matched by role, seniority, tech stack, and geography to stay meaningful.

Annual reviews are too slow for LatAm tech. Check bands against market data quarterly to catch drift early, even if formal adjustments still happen yearly.

A retention salary is the minimum pay that keeps your current employees from leaving for competing offers. It sets the floor of a competitive range.

Fully remote roles compete in a broader USD market; on-site and hybrid anchor to local cost of living. Match the benchmark to the modality you offer.

Treat retention as a range design problem, not "pay more". Set a retention floor and an acquisition ceiling, and track the drift between your pay and the market.

A passive candidate is a professional who is employed and not job hunting. Reaching them means an offer that beats their current pay, not just matches the market.

On-site and hybrid roles use country benchmarks; fully remote uses a regional USD benchmark. Layer modality, industry, size, and English on top of geography.

High-demand, low-supply skills command pay premiums, while rare skill combinations can make a role unfillable. Separate must-have from nice-to-have.

The median is the midpoint where half of salaries fall above and half below. It beats the average because a few extreme salaries do not distort it.

The same role pays differently by industry. Fintech, e-commerce, SaaS, and consulting each have distinct budgets and competitive pressure on tech pay.

The gender pay gap is the pay difference between men and women in equivalent roles. In tech it often starts at the offer stage; market-based bands reduce it.

Requiring English narrows the pool and puts you in competition with US and EU remote employers, pushing the range up. Make English optional to widen reach.

Flexible schedule and remote options are now baseline expectations, not differentiators. Equity and education budgets can still attract by seniority and role.

Larger companies usually pay higher base salaries; startups often close the gap with equity, scope, and flexibility. The size effect grows with seniority.

Benchmark LatAm tech salaries with data segmented by role, stack, and seniority, drawn from real hiring behavior rather than annual self-reported surveys.

An acquisition salary is the higher end of a pay range, used to attract passive candidates who are employed and not actively job hunting.