As others have mentioned, Radford[1] is one company that sells that sort of data. Many providers of HR management and payroll systems also have secondary revenu

As others have mentioned, Radford[1] is one company that sells that sort of data. Many providers of HR management and payroll systems also have secondary revenue streams by repackaging that data for uses like that. This[2] is one offered by ADP, one of the largest payroll providers in the US. As a manager, one way to get yourself some wiggle room in the situation you mentioned is using that strict policy against them. Request as detailed a list of roles and compensation bands as possible[2], then creatively interpret the job duties such that you can justify opening the requisition with whatever role provides the most favorable "70th percentile" salary band to attract the talent you want to bring in. Success varies between companies, but it's not uncommon for larger companies to have latent roles/titles set up in the system that are rarely used, but exist in the benchmark data and have far more favorable salary bands than the roles you'd typically use for your reqs. Or if you can get the full benchmark data itself, you can look through it all and try to get HR to add a net new one to the system based on what you find. [1] https://radford.aon.com/surveys https://radford.aon.com/surveys [2] https://apps.adp.com/en-US/apps/79131/benchmarking-powered-by-adp-datacloud/overview https://apps.adp.com/en-US/apps/79131/benchmarking-powered-b...