IMPACT for Market Framework

How we turn raw market data into pay ranges you can trust

Pay decisions are only as good as the data behind them. Our benchmarking approach gives you market ranges that are accurate, consistent, and ready to use.

1. Data Processing Framework

Every benchmark starts with raw data from multiple sources. Before any analysis happens, that data goes through a six-step process to make sure it is clean and comparable.

  1. Data Loading & NormalizationWe standardize the structure and format of incoming data so that information from different sources can be compared correctly.

 

  1. Job Architecture MappingEach position is mapped to our internal job architecture: assigned a job family, title, level, location, and contract type to create a consistent basis for comparison.

 

  1. Peer Group CreationPositions are grouped into peer groups for market analysis. Groups are typically defined by job family, title, level, location, and contract type.

 

  1. Outlier IdentificationWe review each peer group to spot values that sit unusually high or low to separate data errors and non-representative cases from normal market variation.

 

  1. Statistical CalculationWe calculate key statistics for each peer group: sample size, minimum, maximum, median, and selected percentiles, typically P25, P50, and P75.

 

  1. Market Range DevelopmentUsing validated data and calculated statistics, we build the final market ranges. These are the reference points for pay decisions, benchmarking, and internal compensation reviews.

2. Job Architecture Framework

Every role sits within a defined career track and level, that gives a consistent frame for comparing positions across companies, industries, and geographies

Career Tracks

We use two tracks: Individual Contributor (IC) and Managerial / Executive that reflects how a person creates value through their own expertise, or through leading others.

Individual Contributor Track

Level

Common Titles

Description

Junior

Junior, Entry, Trainee, Assistant

Works on defined tasks under close supervision.

Middle

Middle, Specialist, Associate

Handles standard work independently, asks for help on complex cases.

Senior

Senior

Owns complex work end-to-end,

manager sets the goals, but not the method.

Expert

Staff, Expert

Builds standards and frameworks others rely on and frames problems before solving them.

Principal

Principal, Architect

Sets direction for a function.

Managerial / Executive Track

Level

Common Titles

Description

Supervisor

Coordinator, Supervisor

First-line manager for a small team.

Lead

Manager, Lead

Fully responsible for one team’s results, people, and delivery.

Head

Head, Senior Manager

Leads multiple teams or managers, also sets standards in a sub-function.

Director

Director

Owns the operating model for a function or a large sub-function.

VP

VP

Leads a major function or multiple regions.

C-level

CEO, COO, CFO, CTO, CPO

Owns company-wide strategy and accountable to the board and investors.

 

3. Job families

We group all roles into 15 job families, each covering a distinct area of business activity. Job families are the foundation for building peer groups and running market comparisons.

Job Family

Example roles

Administration

Head of Administration, Office Manager, Personal Assistant

Business Growth & Sales

VP Partnerships, Business Development Manager, Inbound Sales Manager

Compliance & AML

AML Lead, Compliance Officer, Senior KYC Specialist

Customer Success & Support

Head of Support, Customer Success Manager, Onboarding Specialist

Data

Data Analytics Lead, Senior Data Scientist, Junior BI Developer

Design & Creative

Creative Director, Game Artist, Senior Illustrator

Finance

VP Finance, Financial Analyst, Accountant

General Management

Chief of Staff, COO, Managing Director

Legal & Governance

Head of Legal, Legal Counsel, Junior Corporate Administrator

Marketing

PR & External Communications Lead, CRM Specialist, Performance Manager

People

C&B Lead, L&D Manager, Senior Recruiter

Product

Head of Product, Product Manager, Product Designer

Project & Program Mgmt

Head of PMO, Senior Project Manager, Delivery Manager

Risk

Head of Risk, Chargeback Specialist, Fraud Analyst

Technology & Engineering

Head of Development, Senior DevOps Engineer, iOS Developer

IMPACT for Market Framework

How we turn raw market data into pay ranges you can trust

Pay decisions are only as good as the data behind them. Our benchmarking approach gives you market ranges that are accurate, consistent, and ready to use.

1. Data Processing Framework

Every benchmark starts with raw data from multiple sources. Before any analysis happens, that data goes through a six-step process to make sure it is clean and comparable.

  1. Data Loading & NormalizationWe standardize the structure and format of incoming data so that information from different sources can be compared correctly.

 

  1. Job Architecture MappingEach position is mapped to our internal job architecture: assigned a job family, title, level, location, and contract type to create a consistent basis for comparison.

 

  1. Peer Group CreationPositions are grouped into peer groups for market analysis. Groups are typically defined by job family, title, level, location, and contract type.

 

  1. Outlier IdentificationWe review each peer group to spot values that sit unusually high or low to separate data errors and non-representative cases from normal market variation.

 

  1. Statistical CalculationWe calculate key statistics for each peer group: sample size, minimum, maximum, median, and selected percentiles, typically P25, P50, and P75.

 

  1. Market Range DevelopmentUsing validated data and calculated statistics, we build the final market ranges. These are the reference points for pay decisions, benchmarking, and internal compensation reviews.

2. Job Architecture Framework

Every role sits within a defined career track and level, that gives a consistent frame for comparing positions across companies, industries, and geographies

Career Tracks

We use two tracks: Individual Contributor (IC) and Managerial / Executive that reflects how a person creates value through their own expertise, or through leading others.

Individual Contributor Track

Level

Common Titles

Description

Junior

Junior, Entry, Trainee, Assistant

Works on defined tasks under close supervision.

Middle

Middle, Specialist, Associate

Handles standard work independently, asks for help on complex cases.

Senior

Senior

Owns complex work end-to-end,

manager sets the goals, but not the method.

Expert

Staff, Expert

Builds standards and frameworks others rely on and frames problems before solving them.

Principal

Principal, Architect

Sets direction for a function.

Managerial / Executive Track

Level

Common Titles

Description

Supervisor

Coordinator, Supervisor

First-line manager for a small team.

Lead

Manager, Lead

Fully responsible for one team’s results, people, and delivery.

Head

Head, Senior Manager

Leads multiple teams or managers, also sets standards in a sub-function.

Director

Director

Owns the operating model for a function or a large sub-function.

VP

VP

Leads a major function or multiple regions.

C-level

CEO, COO, CFO, CTO, CPO

Owns company-wide strategy and accountable to the board and investors.

 

3. Job families

We group all roles into 15 job families, each covering a distinct area of business activity. Job families are the foundation for building peer groups and running market comparisons.

Job Family

Example roles

Administration

Head of Administration, Office Manager, Personal Assistant

Business Growth & Sales

VP Partnerships, Business Development Manager, Inbound Sales Manager

Compliance & AML

AML Lead, Compliance Officer, Senior KYC Specialist

Customer Success & Support

Head of Support, Customer Success Manager, Onboarding Specialist

Data

Data Analytics Lead, Senior Data Scientist, Junior BI Developer

Design & Creative

Creative Director, Game Artist, Senior Illustrator

Finance

VP Finance, Financial Analyst, Accountant

General Management

Chief of Staff, COO, Managing Director

Legal & Governance

Head of Legal, Legal Counsel, Junior Corporate Administrator

Marketing

PR & External Communications Lead, CRM Specialist, Performance Manager

People

C&B Lead, L&D Manager, Senior Recruiter

Product

Head of Product, Product Manager, Product Designer

Project & Program Mgmt

Head of PMO, Senior Project Manager, Delivery Manager

Risk

Head of Risk, Chargeback Specialist, Fraud Analyst

Technology & Engineering

Head of Development, Senior DevOps Engineer, iOS Developer

IMPACT for Market Framework

How we turn raw market data into pay ranges you can trust

Pay decisions are only as good as the data behind them. Our benchmarking approach gives you market ranges that are accurate, consistent, and ready to use.

1. Data Processing Framework

Every benchmark starts with raw data from multiple sources. Before any analysis happens, that data goes through a six-step process to make sure it is clean and comparable.

  1. Data Loading & NormalizationWe standardize the structure and format of incoming data so that information from different sources can be compared correctly.

 

  1. Job Architecture MappingEach position is mapped to our internal job architecture: assigned a job family, title, level, location, and contract type to create a consistent basis for comparison.

 

  1. Peer Group CreationPositions are grouped into peer groups for market analysis. Groups are typically defined by job family, title, level, location, and contract type.

 

  1. Outlier IdentificationWe review each peer group to spot values that sit unusually high or low to separate data errors and non-representative cases from normal market variation.

 

  1. Statistical CalculationWe calculate key statistics for each peer group: sample size, minimum, maximum, median, and selected percentiles, typically P25, P50, and P75.

 

  1. Market Range DevelopmentUsing validated data and calculated statistics, we build the final market ranges. These are the reference points for pay decisions, benchmarking, and internal compensation reviews.

2. Job Architecture Framework

Every role sits within a defined career track and level, that gives a consistent frame for comparing positions across companies, industries, and geographies

Career Tracks

We use two tracks: Individual Contributor (IC) and Managerial / Executive that reflects how a person creates value through their own expertise, or through leading others.

Individual Contributor Track

Level

Common Titles

Description

Junior

Junior, Entry, Trainee, Assistant

Works on defined tasks under close supervision.

Middle

Middle, Specialist, Associate

Handles standard work independently, asks for help on complex cases.

Senior

Senior

Owns complex work end-to-end,

manager sets the goals, but not the method.

Expert

Staff, Expert

Builds standards and frameworks others rely on and frames problems before solving them.

Principal

Principal, Architect

Sets direction for a function.

Managerial / Executive Track

Level

Common Titles

Description

Supervisor

Coordinator, Supervisor

First-line manager for a small team.

Lead

Manager, Lead

Fully responsible for one team’s results, people, and delivery.

Head

Head, Senior Manager

Leads multiple teams or managers, also sets standards in a sub-function.

Director

Director

Owns the operating model for a function or a large sub-function.

VP

VP

Leads a major function or multiple regions.

C-level

CEO, COO, CFO, CTO, CPO

Owns company-wide strategy and accountable to the board and investors.

 

3. Job families

We group all roles into 15 job families, each covering a distinct area of business activity. Job families are the foundation for building peer groups and running market comparisons.

Job Family

Example roles

Administration

Head of Administration, Office Manager, Personal Assistant

Business Growth & Sales

VP Partnerships, Business Development Manager, Inbound Sales Manager

Compliance & AML

AML Lead, Compliance Officer, Senior KYC Specialist

Customer Success & Support

Head of Support, Customer Success Manager, Onboarding Specialist

Data

Data Analytics Lead, Senior Data Scientist, Junior BI Developer

Design & Creative

Creative Director, Game Artist, Senior Illustrator

Finance

VP Finance, Financial Analyst, Accountant

General Management

Chief of Staff, COO, Managing Director

Legal & Governance

Head of Legal, Legal Counsel, Junior Corporate Administrator

Marketing

PR & External Communications Lead, CRM Specialist, Performance Manager

People

C&B Lead, L&D Manager, Senior Recruiter

Product

Head of Product, Product Manager, Product Designer

Project & Program Mgmt

Head of PMO, Senior Project Manager, Delivery Manager

Risk

Head of Risk, Chargeback Specialist, Fraud Analyst

Technology & Engineering

Head of Development, Senior DevOps Engineer, iOS Developer