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Readers here are actively making pay decisions: benchmarking salaries, researching contractor rates, and setting hiring budgets. Reach them at the moment they engage with compensation data.
The audience
People at the point of a pay decision
Candidates benchmarking
People checking what their role pays before a negotiation or job search, already thinking about compensation.
Contractors researching rates
Contractors looking up day rates, IR35 trade-offs, or take-home before a renewal.
Hiring teams & recruiters
People setting bands, planning headcount, or checking whether expectations sit in market range.
Placement options
Sponsored role listings
Promote vacancies alongside the salary pages candidates already read for that role and location.
Display placements
Brand placements across salary, market intelligence, and contractor day-rate pages, by country, city, and role family.
Recruitment campaigns
Multi-placement campaigns by geography and seniority, useful for volume hiring or hard-to-fill specialists.
Planning a campaign
More detail upfront means a faster, more useful reply. Share the following and we will come back with options and timelines.
Include in your enquiry
- Campaign objective: awareness, applications, or hiring pipeline.
- Target roles, seniority levels, and locations.
- Preferred start date, duration, and budget range.
- Any creative constraints or approval requirements.
What happens next
- Initial response within 1 to 2 business days.
- Practical recommendation on placement types and fit.
- Proposed schedule and implementation checklist.
- Launch coordination and reporting cadence agreed upfront.