Salary survey provider
Radford salary surveys
Aon's Radford McLagan Compensation Database is a single global pay-benchmarking platform that pools employer-submitted compensation data across many industries, job functions and levels. Participants submit their own data (directly from an HRIS or via templates) and benchmark against the market inside Aon's Human Capital Analytics platform, which adds AI-assisted job matching and querying. A set of annual market practice studies covering pay-policy topics sits alongside the database.
- Parent company
- Aon
- Focus
- Technology, Retail and e-commerce, Hospitality, Media and gaming, Manufacturing, Life sciences, Energy and natural resources, Transportation and mobility
- Data covers
- Global: 115+ countries across North America, Latin America, EMEA and APAC
- How you get the data
- Organizations join by submitting their employee pay data, either through a direct HRIS integration or Aon's templates with help from a client manager, and then get year-round access to results in Aon's Human Capital Analytics platform. Database participants are automatically invited to each market practice study through online questionnaires; the Salary Increase and Turnover Study is also open to non-participants.
- 8,500+
- participating organizations
- 34+ million
- employees in the data
- 100K+
- jobs across all industries
- 115+
- countries covered
Radford salary surveys
- Radford McLagan Compensation DatabaseBase pay, incentives and broader compensation benchmarks by industry, function, level and location · Global; 115+ countriesData published on the platform year-round; no single collection window stated
- Salary Increase and Turnover StudySalary increase budgets (actual and planned), structure movement, promotion practices and voluntary/involuntary turnover · Global; more than 130 countries (134 surveyed countries cited)Three editions a year: 2026 first edition collects Feb-Mar, publishes May; second edition collects Jun-Jul, publishes Sep; a refresh closes Oct and publishes Dec
- Short- and Long-Term Incentive Design StudyBonus, profit-sharing and variable pay plan design plus stock option, restricted stock, performance award and ESPP practices · Global; 43 surveyed countriesAnnual: collection opens Feb 2026, initial due date Aug 2026 (continues through Oct), results Oct 2026
- Intern, New Graduate and Pay Administration StudyIntern and new-graduate hiring and pay, plus pay administration policies such as salary ranges, geographic differentials and pay transparency · 17 surveyed countriesAnnual: collection opens Feb 2026, initial due date May 2026 (continues through Oct), results Jul 2026
- Employee Experience and Paid Time-Off StudyWorkplace programs (hybrid work, wellness, recognition, perquisites) and paid time-off and leave policies · 17 surveyed countriesAnnual: collection Feb-Jul 2026, results Sep 2026
- Sales Incentive Practices and Car Policy StudySales incentive plan mechanics (pay mix, quotas, caps, payout curves) and company car and mileage policies · 17 sales / 19 car policy countries (stated as 17/19)Annual: collection opens Feb 2026, initial due date Jun 2026 (continues through Oct), results Aug 2026
- Severance and Change-in-Control StudySeverance formulas and benefits below and at executive level, plus change-in-control provisions · 17 surveyed countriesAnnual: collection Feb-Jul 2026, results Sep 2026
Survey list and figures from Radford’s website, checked October 8, 2026.
Using Radford data in CompTool
- We load every Radford survey you license at no extra cost, in under three days on average.
- Multi-match prices whole job families across Radford and your other surveys in one pass.
- Blend and age the data by your own rules, alongside Squirrel’s real-time employer-posted pay.
Load your Radford surveys into CompTool
Every survey you license, loaded at no extra cost in under three days on average.
You’ll meet with comp professionals like Zack, Matt, Brittni and Caitlin, not a sales script.
