The New Hire Salary Calculator

A growing number of states have enacted or expanded pay equity and pay transparency laws. These regulations require employers to disclose salary ranges in job postings, share compensation details during the hiring process, and maintain equitable pay practices across roles and demographics.

These changes are designed to:

Promote fairness and reduce wage disparities.
Increase trust and transparency in the workplace.
Ensure compliance with evolving state-level legislation.

This shifting landscape brings both challenges and opportunities for employers, including:

Increased scrutiny: Compensation decisions are now subject to greater visibility and legal review.
Documentation requirements: Employers must maintain clear records of how salary decisions are made and justified.
Internal equity reviews: Organizations are expected to identify and address pay disparities proactively.
Candidate expectations: Job seekers are more informed and expect transparency and fairness in compensation discussions.
Reputational risk: Non-compliance or perceived inequity can damage an employer's brand and hinder talent acquisition.

Compensation Resources has devised a simple and effective method to automate the salary determination process for you...

The Criteria

The Calculator evaluates a comprehensive set of criteria to recommend a salary:

Direct experience: The applicant has direct and relevant experience for the position, either within or outside of the industry. The number of years of direct experience is generally credited in full.
Indirect experience: The applicant has experience in other positions that would complement their ability to perform the job to which they are applying.
Licensure, certifications, and special skills/circumstances: The applicant has obtained a license or certification or has additional/special skills that your organization does not require.
Maximum range penetration: The organization should define the degree of penetration within the salary range it is willing to offer an applicant. For example, the organization determines that salaries for new hires will not be above the first quartile of the job's salary range.
Salary ranges: Anchored to job architecture and market data, ensuring offers fall within approved compensation bands.
Current employee compensation: Benchmarks against peers in similar roles to maintain internal equity.

The Process

The Calculator functions in four simple steps:

Data entry: HR inputs candidate or employee details into the calculator.
Weighting logic: Each factor is scored and weighed based on organizational priorities.
Offer recommendation: The tool generates a suggested salary offer or promotion increase — complete with rationale and comparison data.
Review and adjust: HR can review the recommendation, adjust, and document the final decision.