Overview
Kamsa's Global Market Data is the foundation of the Kamsa platform — delivering the benchmarks you need to guide compensation reviews, equity planning, and pay decisions across 60+ countries and 2,000+ roles.
Unlike traditional surveys, Kamsa’s data comes directly from anonymized employee records submitted by HR and People teams — reflecting how real companies pay today. Every benchmark goes through a rigorous validation process so you can trust the results.
📖 Visit common FAQs
Why Kamsa’s Global Market Data is Different
Defensible Benchmarks
No survey submissions or inflated ranges.
Structured through Kamsa’s job architecture.
Validated by compensation experts at every step.
Real Employees. Real Pay.
Benchmarks built from actual employee data, not self-reported survey guesses.
Covers 2,000+ roles across product, tech, operations, G&A, and more.
Strong representation in tech-enabled sectors like manufacturing, health, real estate, and professional services.
Validated & Decision-Ready
Job leveling with your team to ensure alignment.
Machine learning QA to surface outliers and inconsistencies.
Human review from Kamsa’s comp experts.
Always Current
Refreshed quarterly for cash compensation.
Refreshed annually for equity benchmarks.
Includes salary, bonus, and equity by function, level, and location.
Using Global Market Data in Kamsa
In the Global Market Data tab, you can:
Select market percentiles (e.g., 50th, 65th, 75th).
Choose from 60+ Market Data Cuts, listed by region.
Drill down by Department > Job Family > Job Level.
View benchmarks in local currency (default) or convert to USD using rolling six-month median exchange rates (updated daily).
Key Benefits for Your Team
Build tailored salary and equity ranges.
Run merit cycles and equity refresh grants.
Spot pay gaps and leveling issues.
Provide defensible data for executive and board-level decisions.
All your data — in one place, connected directly to the tools you use to run compensation reviews, model ranges, and manage pay decisions.
Who Uses Global Market Data?
Kamsa’s benchmarks are trusted by 1,000+ companies in 60+ countries, particularly:
Growing companies where comp strategy matters but resources are limited.
Teams building their first job architecture or rolling out salary bands.
Organizations preparing for board-level pay transparency discussions.
For more on tailoring Global Market Data to your company, see Company Ranges and Adjustments.
FAQs
Where does Kamsa’s market data come from?
Kamsa's proprietary market data is made up of actual employee data, from our clients. What makes our data more accurate than other survey sources is we validate job family and job level matches for all employee data points.
Here is more on Kamsa's market compensation data. Our market data aligns with the pool of talent in which you recruit from.
Are the salaries in Kamsa’s Market Compensation gross or net compensation?
All salaries within the Kamsa platform are formatted for gross compensation.
How often is Kamsa’s market data updated?
Kamsa’s market cash compensation data is updated on a quarterly basis (every February, May, August, November) and is dynamically updated (we notify you when this happens).
Does Kamsa’s market salary ranges account for cost of living or inflation?
Kamsa's market salary data organically reflects the impact of inflation, cost of labor, and cost of living (e.g., the value of the market demand for each job in a given country/work location).
Therefore, the existing competitive ranges used in Kamsa (which are updated quarterly) will naturally reflect inflation and other market conditions and can be used as a data point to make pay decisions.
Below are talking points you can leverage for leaders and/or employees:
When making pay decisions, managers/leaders factor in various data points, including market compensation data, performance, employees’ experience/skill set, and budget.
The market compensation data that we leverage:
Reflects actual employee data aggregated across companies similar to us (i.e., in growth and size); it matches the pool of talent in which we’d recruit from.
The data organically factors in not only market trends, but things like cost of labor, cost of living, inflation, as well as what other similar companies are paying employees.
Does Kamsa’s market data include local employees only?
Kamsa’s market data factors in local employees’ pay within that country (e.g., our Netherlands market data includes the actual salaries of our client's team members in the Netherlands).
The vast majority of our employee data points are employees located in that specific country/local area vs. U.S. team members working there temporarily (i.e., ex-pats).
Does Kamsa’s market data include allowances?
The Base Salary market midpoint data includes any obligatory/required allowances provided by a country. For example, it reflects gross salary that includes mandatory recurring payroll contributions; however, it excludes any supplementary contributions and one-time/annual payments or costs.
What is included in the Total Cash data?
Total Cash includes anything that is considered target variable pay (i.e., bonus, commission) in addition to base salary.
Total Cash does not include any health or retirement benefits nor any one-time payments or supplementary contributions like allowances that are not obligatory.
How is the currency conversion rate calculated within Kamsa?
We use fixer.io for our currency conversions; Our currency conversion rate to calculate local currency to USD (or vice versa) uses the last 6 months' rolling median conversion rate (to account for volatility and smooth out outliers), and is updated daily.