Global Market Data

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.

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.

In the Global Market Data tab, you can:

• Select market percentiles (e.g., 25th, 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).

• 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.

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.