Enter your job, state, experience and current base salary. The checker compares your pay with the official U.S. Bureau of Labor Statistics (BLS) wage data for that job — state data where we have it, national data otherwise — and shows where you stand, a target range for your experience and the number to open with.
How do I read the percentiles?
A percentile tells you how many workers in a job earn less than a given amount. If the 25th percentile for your job is $60,000, a quarter of the workers in that job earn less than $60,000 in base pay and three quarters earn more. The median (50th percentile) is the middle: half earn less, half earn more.
Here is what that looks like for a few common jobs, nationally (annual base pay):
| Job (BLS occupation) | 25th percentile | Median | 75th percentile | 90th percentile |
|---|---|---|---|---|
| Registered Nurses | $80,330 | $97,550 | $112,350 | $137,470 |
| Accountants and Auditors | $67,020 | $83,680 | $109,810 | $144,090 |
| Medical Assistants | $38,470 | $45,690 | $49,180 | $59,310 |
| Electricians | $49,430 | $63,190 | $83,940 | $108,510 |
| Software Developers | $105,210 | $135,980 | $171,980 | $214,670 |
Source: U.S. Bureau of Labor Statistics, OEWS May 2025.
Where you should sit depends on your experience. Someone in their first two years is often between the 25th and 50th percentile; someone with ten years or more is often between the 75th and 90th. Our checker uses these ranges:
| Years of experience | Suggested target range |
|---|---|
| 0–2 | 25th–50th percentile |
| 3–5 | 50th–75th percentile |
| 6–10 | 60th–80th percentile |
| 10+ | 75th–90th percentile |
So a registered nurse with five years of experience earning $80,330 would sit at the 25th percentile nationally, while the suggested range for that experience is $98,000 to $112,000. That gap is the conversation to have.
What does the data include — and what doesn't it?
The numbers come from the BLS Occupational Employment and Wage Statistics (OEWS) survey, May 2025. It is the largest regular survey of US employers' pay.
- Included: base wages, plus commissions, production bonuses and tips.
- Not included: year-end or non-production bonuses, stock, profit sharing, overtime pay, and benefits like health insurance or a 401(k) match.
- Not covered: self-employed workers.
That means BLS numbers are base pay, not total compensation. If your employer pays a large annual bonus or stock, compare your base salary with the BLS numbers, and talk about the bonus separately. Some very high wages are "top-coded" by BLS — the true value is at least the number shown — and we show them with a "+".
A few more things to keep in mind:
- Job titles map to occupations. BLS uses about 830 standard occupations. "Software engineer" falls under "Software Developers", "cyber security" under "Information Security Analysts". If the match is broad, treat the range as a guide.
- Your area matters. Within a state, pay is often higher in big metro areas. State numbers are a better comparison than national ones.
- The data is from May 2025. Pay moved since then. US employers paid an average 3.1% merit increase and a 3.4% total increase budget in 2026 (Mercer, March 2026; averages include zeros).
What should I do if I'm underpaid?
You have two paths. Most people should try the first one before the second.
Path 1: Ask for a market adjustment
A pay gap to the market is one of the strongest arguments in a raise conversation, because it isn't about your personal needs — it's about what the role is worth. Bring three things: the BLS range for your job and state, two or three results with numbers, and one specific new salary.
I'd like to talk about my pay. I've looked at the market data for my role: the Bureau of Labor Statistics puts the median for [your job] in [your state] at [median]. I'm currently at [your salary], which is below the 25th percentile.
Over the past year I [result with a number] and took on [new responsibility]. Based on that and the market rate, I'm asking for an adjustment to [your number].
Then stop talking. If the answer is "not now", ask what would need to be true and for a date to revisit — in writing.
I understand budgets are tight. Can we agree on what I'd need to show, and set a date in the next three months to revisit it? I'd like to put that in an email so we're both on the same page.
Path 2: Negotiate a new job from the market rate
If your employer can't or won't close the gap, a new job is often the faster way to market pay. When you get an offer, negotiate from the market range for the new role — not from your old salary. Many US states and cities restrict employers from asking about your salary history, and you can redirect the question to what the role is worth.
I'd rather focus on what this role is worth. Based on the market data for this job in [state], I'm looking for a base salary around [your number], depending on the full package.
Before you decide between the two paths, write down three numbers: your current base salary, the BLS median for your job in your state, and the top of the suggested range for your experience. If the gap between your salary and the median is large, start with Path 1 and set a deadline — for example, your next review. If nothing moves by then, start Path 2 with a clear number in mind.
Typical push-back and how to answer
| They say | You can say |
|---|---|
| "Where are you getting those numbers?" | "From the Bureau of Labor Statistics wage data for this job in our state." |
| "Everyone at your level is paid the same." | "Then can we look at whether my role and results fit a higher level?" |
| "We only discuss raises at the annual review." | "Understood. What criteria will you use, and can we agree on a number to review then?" |
| "The company had a tough year." | "I understand. Can we agree on a date and a target now, and look at other options like an earlier review?" |
| "You just had your annual increase." | "That was the standard merit increase. This is about the gap to the market rate." |
| "If we pay you more, we have to pay everyone more." | "I'm asking about my role and my results specifically." |
Practice before the real conversation
Reading a script is easy. Saying it calmly while your manager says "that's not in the budget" is the hard part. In a PayCall practice call, an AI manager with a hidden limit pushes back like a real one — and only moves when your arguments are good. Afterwards you see your score, your biggest mistake with better words, and how far the manager could have gone.
Related: How to ask for a raise · How much of a raise to ask for · When to ask for a raise