A little "inside baseball" here. In a previous life, I was the technical cofounder of a company that did this exact thing (founded 17 years ago and still going

A little "inside baseball" here. In a previous life, I was the technical cofounder of a company that did this exact thing (founded 17 years ago and still going!) I no longer work there but am good friends with a lot of people who have been in this space for a while. I've seen scores of companies put up salary data over the years, and talk about transparency. This is because the barrier to entry is low (you only need a few thousand data points to create a lot of SEO pages) Any job board or startup can bang out a website or app in a few weeks that collects data and republishes it on a variety of pages. Part of the reason things are not transparent is because people and companies don't always like transparency, often for good reasons. They are worried about their jobs, about disrupting their work environments, about legal consequences. I think there's still room to move in this space but it's important to really differentiate yourself and focus on accuracy. Perhaps a difficult or niche area and do really well there? The mistake people make is thinking you can have a data model that looks like Job/Salary/Location/Industry/Skills and you are good. That data works for a few industries but falls apart pretty quickly. Pay structures for many jobs are pretty complex. Is there something new and innovative that you are really doing? Will people really even care even if you do? These are important questions to ask yourself. If you are just trying to backdoor a recruiting pipeline, you should be honest with candidates. Otherwise, they will just put you in the spam bin. Trust is super important and hard to win. Companies have been collecting anonymous salary data online since the web was a bunch of CGI and perl scripts. You tend to get a lot of clumpy data from a few industries and not in others. You can get data from those other places, but it's not easy and buying keywords won't get you there. Compensation is hard and complicated and different per industry, country, region. People are SUPER sensitive to it being wrong, and also have tons of predisposed ideas about pay that often conflict with the data. PS - I also went to U of C many years ago! Best of luck!