Compensation interview packs, designed for how pay actually works
Start with the core. Add what matters. Keep it fast, consistent, and comparable.
When we designed the Salary Confidential poll configurator, we knew what we wanted to avoid from our experience with form builders: the dreaded "dropdown safari" common in many survey tools.
We also needed it to be fast to use, under 30 seconds to configure a complete compensation benchmark, aware of job market differences across regions, and intentionally structured to support reporting that adapts safely and protects respondents' privacy.
There are no freeform questions in our polls. This is a deliberate constraint: we cannot guarantee respondent privacy if we do not control what gets asked. In practice, this structure is what allows us to produce compensation reports that maintain a high degree of k-anonymity, even across small and targeted peer groups. In return, we design rich, structured question sets that produce consistent, high-quality salary data, and reports built to interpret that data correctly.
A core compensation question set, with targeted extensions where they matter
Every Salary Confidential poll starts with a small, consistent set of compensation survey questions. This core captures the numbers that define total pay today: annual base salary, bonus, and, optionally, annualized equity value. This is the minimal dataset needed to run a meaningful compensation benchmarking survey, and you can run a poll with just these questions.
From there, you can extend the survey with targeted interview packs. These are pre-structured compensation question sets designed for roles where pay is more complex, without forcing you to design a survey from scratch.
Performance pay
Performance-based pay adds context for roles where outcomes drive compensation, such as sales roles, executives, and other performance-driven functions. This includes quota attainment, target versus actual pay, and how performance is evaluated and rewarded.
Extended equity questions
Extended equity questions go deeper on how a respondent's equity compensation actually works in practice. In addition to a single annualized value you can collect with the core question set, you can capture grant types, vesting structures, refresh cycles, and liquidity expectations. This is particularly important for roles in startups and public technology companies where equity is a significant part of total compensation.
Benefits information, filtered by job market
Benefits packs provide structured coverage of non-cash compensation, with variations by region. Different job markets emphasize different benefits, so these packs adapt to local expectations across the US, UK, EU, Canada, and other regions.
We add interview packs periodically, based on user feedback and evolving compensation practices across roles and markets.
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