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PayScale Releases 2013-14 College Salary Report, Ranking Colleges and Majors on Alumni Post-Grad Earnings

On the heels of the Obama Administration's College Scorecard, PayScale's Sixth Annual College Salary Report furthers national conversation about higher education affordability and earning potential

Seattle - September 12th, 2013 - PayScale, Inc. today announced its 2013-14 College Salary Report. The report, which analyzes the company's database of more than 40 million unique compensation profiles, provides a critical perspective on the relationship between college selection and post-graduation salaries.

The PayScale College Salary Report assesses 1,016 schools this year, which is representative of 75 percent of all enrolled bachelor's degree candidates in the U.S.  The report specifically includes:

  • 86 percent of schools with over 5,000 undergraduate enrollment; and
  • 56 percent of schools with over 1,000 enrollment.

  The full report can be found at: http://www.payscale.com/college-salary-report

"A lackluster economy, together with skyrocketing tuition and student debt have forced the current Obama administration to address the affordability and performance of our nation's schools," said Katie Bardaro, PayScale's lead economist.  "Obama's College Scorecard reports typical costs, graduation rates, loan default rates and median borrowing but doesn't yet state future potential earnings. PayScale's annual College Salary Report makes this information available now by reporting median pay for alumni from more than 1,000 schools and 130 majors."

Some highlights from the 2013-14 College Salary Report include:

  1. Harvey Mudd College claims the top spot on the list for highest alumni mid-career salary at $143,000. This is more than $100,000 above the alumni mid-career salary for the school at the bottom of the list, Shaw University, at $41,900.
  2. Schools with large healthcare and education programs dominate the top of the list for percentage of alumni reporting high job meaning post-graduation. The top three schools for high job meaning are Thomas Jefferson University (84 percent), University of New England (82 percent) and Trident University International (81 percent).
  3. Once again, Petroleum Engineering comes out on top for majors with the highest salary potential with a mid-career salary of $160,000, followed by Actuarial Mathematics at $120,000 and Nuclear Engineering at $117,000.
  4. The most meaningful majors reported by alumni are Nursing (85 percent), Special Education (82 percent) and Medical Technology (79 percent).
  5. The top 10 highest earning schools' graduates earn an average of $124,300 at mid-career (up 1.5 percent from last year's top 10) while the bottom 10 schools' graduates earn an average of $45,240 at mid-career (almost the same as last year).

New for 2013, the report includes a survey of PayScale users about their educational experience and whether they would recommend their schools and majors. This additional survey question is based on a sample of 27,300 users.  Some of the findings include:

  • The six schools where more than 95 percent of users say they would make the same school choice are Colorado School of Mines (100 percent), University of Alabama at Tuscaloosa, Texas A&M, Vanderbilt University, Gonzaga University and Stanford University (all 96 percent).
  • The five schools where 50 percent or less of users say they would make the same school choice are Montclair State University, UMASS-Boston (both 50 percent), University of Texas at El Paso (48 percent), Strayer University-DC (45 percent) and Johnson & Wales University (41 percent).
  • Six of the top 10 most recommended majors are Engineering Specialties. The remaining four are Supply Chain Management (93 percent), Computer Science (83 percent), Nursing and Accounting (both 82 percent).
  • The 10 least recommended majors are dominated by art specialties and social sciences (e.g., anthropology, political science, sociology, etc.) However, the one social science major that fares relatively well is Economics, with 66 percent recommending it.

PayScale's college alumni earnings data have been used for a variety of projects to help students understand the relationship between school and major choice and future income potential, from The Chronicle of Higher Education's College Reality Check tool to Former Secretary of Education William J. Bennett's recent book "Is College Worth It?"

"We're excited to see PayScale's data being used to ensure students have all the information before they choose how to invest their tuition dollars," said Lydia Frank, PayScale's consumer marketing director. "Salary potential after graduation isn't the whole equation, but it's an incredibly important part, and we think there are more ways this data can be utilized."

A note on methodology for the PayScale College Salary Report: All data used to produce the 2013-14 PayScale College Salary Report were collected from employees who successfully completed PayScale's salary survey. Self-employed, project-based, and contract employees are not included. For example, project-based graphic designers and architects, and nearly all small business owners and novelists, are not included. For more detailed methodology visit:  http://www.payscale.com/college-salary-report-2014/methodology

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale provides an immediate snapshot of market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative algorithms that acquire, analyze, and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index and the PayScale Compensation Best Practices Report, PayScale's cloud compensation software is used by more than 2,500 customers including Mozilla, Tully's Coffee, Clemson University, and the United States Postal Service. For more information, please visit:  http://www.PayScale.com or follow PayScale on Twitter: http://twitter.com/payscale and Facebook:  http://www.facebook.com/PayScale.

College and University Contact:
Lydia Frank
partners@payscale.com
(206) 576-5063


PayScale Releases New Study Assessing Employee Loyalty

Report highlights the impacts that Geography, Age, and Mergers & Acquisitions Have on Employee Loyalty

Seattle - July 24, 2013 - PayScale, Inc. today released the special report "Companies with the Most & Least Loyal Employees." PayScale utilized data collected from employees who have worked at a Fortune 500 company over the last year (July 1, 2012 to July 1, 2013), which resulted in a sample size of 250,000 profiles.

The report includes the following data for Fortune 500 companies:

  • Median Employee Age
  • Median Tenure with Employer
  • Median Pay of Employees
  • Percentage of Employees with Low Stress
  • Percentage of Employees with High Satisfaction
  • Industry

"As the economy continues to improve, jobs will become more plentiful," said Katie Bardaro, lead economist for PayScale.  "This creates options for people with in-demand skills, and the chance that top performers will jump ship increases. In this environment, companies will need to evaluate what causes employees to leave and improve these areas, such as pay, work environment, vacation policies, etc., before loyalty reduces further."

Highlights from the PayScale report on the Companies with the Most & Least Loyal Employees include:

Location and History - Many of the companies with the longest median employee tenure are those based in a non-major metro area (e.g., Aleris Rolled Products), those with a long history (e.g., GM) or those that are a combination of both (e.g., Kodak).

Mergers & Acquisitions - Some of the companies with long median employee tenure have experienced several mergers and carried workers over from each (e.g., Aleris Rolled Products and United Continental Holdings)

Manufacturing Makes Loyalty - Manufacturing firms dominate the list of companies with the most loyal workers, with an average tenure of nine years.

Loyalty Does Not Always Equal Job Satisfaction - Only 45 percent of Kodak employees report high job satisfaction, but the median tenure at this company is 20 years. In comparison, the median tenure at AFLAC is one year, but 70 percent of its workforce reports high job satisfaction.

Tenure Track? - The industry with the shortest median employee tenure is Retail Trade (2.8 years), while the industry with the longest median employee tenure is Transportation and Warehousing (5.6 years).

Adds Bardaro:  "Overall, employee loyalty is not what it used to be. Numerous studies have put employee loyalty to companies at an all-time low and we see this in our data. Less than 10 firms on the list have employees with tenure of 10 years or more. The typical tenure across the list of firms is less than four years. Many reasons are cited for this declining loyalty; among them, layoffs during the recession of long-term employees, limited opportunities for advancement, reduced benefits, differences in expectations from Gen Y workers compared to earlier generations, and companies treating workers as short-term resources rather than long-term investments."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Announces New Report On Salary: Women at Work: PayScale Redefines the Gender Wage Gap

Report provides new data and insights into a long standing economic, societal and workplace issue

Seattle - May 30, 2013 - PayScale, Inc. today announced Women at Work: PayScale Redefines the Gender Wage Gap.  Based on an analysis of PayScale's 40 million career profiles, the report assesses the following themes and issues:
  • Overall summary of PayScale's gender data, showing that the wage gap isn't as significant as Bureau of Labor Statistics (BLS) data claims when data is controlled for all factors (education, type of work, etc.).

  • Breakdown of gender pay and percentage of men vs. women working in key jobs. Basically, this outlines the fact that men still dominate higher-paying job types and it's this discrepancy that helps explain the BLS data.

  • Leadership - Various extrapolations of results of the survey bonus questions (answered by over 13,500 people) "Is your current boss male or female?" and "Have you ever had a female boss?"

  • Negotiation/Leaning In - Various extrapolations of the survey bonus questions "Have you ever asked for a raise and/or promotion?" and "Have you ever negotiated your salary and/or benefits?"

"PayScale's unique crowd sourced data show that women and men who share the same employment and education characteristics largely earn the same pay. However, this parity breaks down as women move up the career ladder. It is important to note, in the moment of Sheryl Sandberg's new book Lean In, women in executive positions are lagging behind their male counterparts when it comes to pay. We hope this report provides inspiration for women to lean in to their careers in an effort to close this gap," said Katie Bardaro, Lead Economist, PayScale.

Some highlights from the report are:

  • As the level of one's career increases, so too does the gender wage gap, even when controlling the male and female samples to be the same. At the individual contributor level, the controlled gender wage gap is only 2% (i.e., women earn 98% of men holding the same position), but at the executive level, the controlled gender wage gap is nearly 9%.
  • Contrary to popular belief, women are asserting themselves and asking for raises and/or promotions at a rate similar to men. PayScale finds 32% of women and 29% of men have asked for a raise during their career, while 19% of women and 24% of men have asked for both a raise and a promotion.
  • The likelihood of women asking for a raise and or a promotion increases with job level: 31% of female individual contributors have asked for a raise in their careers compared to 42% of female executives. The same pattern is also true for women negotiating a job offer for higher salary and or better benefits: 10% of female individual contributors negotiated for both higher salary and better benefits compared to 22% of female executives. The pattern holds true for men as well.
  • The industries where women are mostly likely to negotiate a job offer for higher salary and or better benefits are female dominated industries: Health Care  (75%; 79% female), Real Estate (63%; 61% female) and Educational Services (56%; 63% female).
  • Eight out of the top 10 job families where women are most likely to negotiate for a higher salary and or better benefits are management positions (e.g., Engineering Managers, Chief Executives, PR Managers, etc.). The remaining two are Financial Examiners and Dental Hygienists, two job families dominated by women (65% and 98% respectively).
For more information on methodology, please go to: http://www.payscale.com/gender-wage-gap/methodology
Adds Bardaro: "Contrary to popular belief, the issue isn't that women earn less than men (generally speaking). Instead the issue is women tend to choose different jobs than men. Women earn less on average because they often fill jobs with a large civic, quality of life, or community component but with small monetary benefit (e.g., nurses, social workers, teachers, etc.). Instead of focusing the debate on the age-old gender wage gap, we should instead examine why women are absent from high-paying jobs and industries (e.g., technology, engineering, executive positions, etc.)."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Publishes Fourth Annual Report About College Return On Investment (ROI)

Report finds positive correlation between Overall Graduation Rate and ROI; schools with high graduation rates tend to have high ROI and vice versa.

Seattle - April 30, 2013 - PayScale, Inc. today announced its 2013 College Return on Investment (ROI) Report. Based on an analysis of PayScale's 40 million career profiles, the report examines the return on investment at 1060 colleges and universities. This is an increase from the 853 colleges and universities that were analyzed in 2012.

PayScale has grouped the schools into eight categories: Private Research Universities; Liberal Arts Schools; Arts, Music & Design Schools; Business Schools; Engineering Schools; Ivy League Schools; Private Schools; and Public Schools. The report also shows the comparison between in-state and out-of-state tuition for public universities and the difference in ROI for students who receive grant financial aid and those who do not.

"While the stock market moves to some of its all-time highs, the overall economy continues at an uneven pace.  Most consumer issues seem to have a pocketbook component and possibly no issue strikes the pocketbook more than higher education and its rising tuition. In this uncertain economic climate, understanding the potential return on the investment in education is vital," said Katie Bardaro, Lead Economist, PayScale.

Some highlights from Payscale's 2013 College Return on Investment (ROI) Report:

  1. Engineering Schools continue to dominate the PayScale Return on Investment list. They have an average ROI of $1,208,383 which is more than twice the average ROI of Liberal Arts Schools, which comes in at $458,405. The top schools for Engineering ROI are Harvey Mudd College, California Institute of Technology, Polytechnic Institute of New York University, Massachusetts Institute of Technology, and SUNY - Maritime College. All of these schools make the top 5 of the overall ROI list.
  2. Schools in the Northeast Census region make a major part of the top 30 College ROI schools. 18 of the top 30 entries of the College ROI are from Northeastern census region schools.
  3. 74 schools this year show a return of investment of $1,000,000 or more. This represents about 5 percent of the total schools on the ROI list.
  4. 30 schools on the list this year have a negative return on investment, 18 of which are private schools and 12 of which are public. For these schools the cost of attending outweighs the financial benefits.
  5. This year we include private for-profit schools for the first time. Three of these schools made the top 100 schools for ROI (The DeVry University campuses at North Brunswick, Westminster and Columbus).

For more information on methodology, please go to: http://www.payscale.com/education/compare-college-costs-and-ROI

Adds Bardaro: "In past years of the college ROI we weighted the ROI by graduation rate, which gave us the expected value of ROI. This year we reported the ROI you would receive assuming that you do graduate. One of the schools that benefited highly from this approach was the State University of New York Maritime College. With a graduation rate of 47%, their high $1,586,000 ROI propels them into the top 10 for the first time."  Bardaro continues:  "Schools with the best annualized ROI tend to be State Schools with low 4-year costs. CUNY - Bernard M Baruch College, SUNY - Maritime, Georgia Institute of Technology and Colorado School of Mines make up the top of the annualized ROI leaders."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Adds Real Time Market Differential Analytics to Help Companies Compete for the Best Talent

New application quickly and easily prices the same job in any market, not just major metros

Philadelphia, PA - April 30, 2013 - Today at the World at Work Total Rewards Conference, PayScale, Inc. - the leader in cloud compensation data and software - announced the availability of Market Differential Analytics, a new application designed to help companies more accurately determine compensation for their employees located in various cities and geographies. PayScale's innovative approach goes beyond the common methods of consulting firms which are often limited by geo differential data in only large metropolitan markets. By applying sophisticated analytics to its massive database of 36 million compensation profiles, PayScale allows users to quickly determine competitive salary matches in any employment market: small, medium, or large. In addition, Market Differential Analytics allows companies to compare salaries by many other criteria - not just geography - to provide the most accurate results for a specific industry or size of company, for example.

"In today's competitive business environment, companies need more accurate compensation information to help them determine salaries across geographies and in vastly different markets," said Mike Metzger, CEO of PayScale. "By using new analytics technologies, we can provide our customers with better insights in minutes, not days or weeks, to help them make the most informed compensation decisions and compete effectively in their markets."

PayScale's Market Differential Analytics takes a new approach, determining compensation based on the actual position, in the exact location, and in the same industry. This contrasts to the approximation methods used by conventional salary consulting firms that rely on generalized cost of living data. Market Differential Analytics provides highly customizable reports that can be easily tailored for the specific employee positions and locations of each organization. By analyzing the data in its compensation database, PayScale offers this information in a fraction of the time it would take consultants using spreadsheets, saving organizations time and money.

"We hire registered nurses and healthcare aides in more than 30 locations, many of them outside major metropolitan areas," said Jamie Naughton, Director of Compensation for CovenantDove, a leading provider of assisted living, long-term care, and rehabilitation services with facilities in 12 states. 'In the past, we relied on geo differential calculations from a consulting firm that could only give us information on the big cities, and then estimate the impact of being outside of a major metro. With PayScale, we can pinpoint salaries in Vicksburg, Mississippi and Wadesboro, North Carolina - exactly where we are hiring."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale provides an immediate snapshot of market salaries to employees and employers through its online tools and software. PayScale’s products are powered by innovative search and query algorithms that acquire, analyze, and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index and the PayScale Compensation Best Practices Report, PayScale's cloud compensation software is used by more than 2,500 customers including Mozilla, Tully’s Coffee, Clemson University, and the United States Postal Service. For more information, please visit: http://www.PayScale.com or follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

Press Contact:

Phyllis McNeice
Firefly Communications
Email: phyllis@fireflycmns.com
Tel: 206-954-1481

The PayScale Index Falls: A Bump in the Road to Recovery?

Oil & Gas, Technology, and Biotech all suffer salary decreases; small company wages surpass large company wage growth

Seattle - April 9, 2013 - PayScale, Inc. today released The PayScale Index for Q1 2013, which tracks quarterly trends in compensation.

After three straight quarters of rapidly rising wages across almost every industry, job category and company size, Q1 2013 brought the first wage decreases since early 2011.  However, decreases were minor and wages are still up year-over-year across the board.  For the first time in the history of the The PayScale Index, the food services and accommodation industry came out on top with the highest quarterly growth. Wages in this industry grew by 1.4 percent, which was the largest quarterly growth of any measure of The PayScale Index.

"Building upon the current political and economic climate, this quarter was a bump in the road to recovery, as wages fell in previously high-performing areas including IT, Biotech, and Oil & Gas Exploration.  It remains to be seen if this quarterly drop is a blip on the radar, or a long-term trend," said Katie Bardaro, Lead Economist, PayScale.

Q1 2013 PayScale Index highlights for the United States and Canada include:

  • A setback in the mining, oil and gas exploration industry had geographical consequences as well. The 0.4 percent decrease in wages in this industry likely drove the 0.1 percent wage drop in the Houston metro area, the largest drop this city has seen since mid-2010.
  • Tech hotspots cooled off. Cities with a strong tech presence that were previous wage winners were wage losers this quarter. Wages in Boston, Minneapolis, and Seattle fell this quarter (0.7 percent, 0.4 percent and 0.2 percent respectively). Wages in San Francisco softened with a quarterly growth of 0.7 percent compared to previous quarters of more than 1 percent.
  • Biotech was the hardest hit of any tech job family. Here, wages fell by more than 1 percent this quarter, compared to IT, where wages simply slowed their growth to 0.2 percent, and architecture and engineering, where wages dropped by a mere 0.1 percent.
  • Wage decreases in the manufacturing industry and job category reflect other economic reports. Information released by the Institute for Supply Management, which tracks manufacturing activity, found that the manufacturing sector’s expansion slowed in March. This matches our findings that wages decreased by almost 1.0 percent for the job category and 0.4 percent for the industry overall in Q1 2013.
  • Small businesses gave out the only wage increases across different company sizes. Wages in Q1 2013 grew by 0.3 percent for small companies, but fell by 0.2 percent for medium companies and fell by 0.5 percent for large companies. For the first time, small company wage growth since 2006 overtook large company wage growth.
  • Calgary, Alberta experienced a slight bump in their wage growth this quarter; they are tied for second with Edmonton for top annual wage growth (3.4 percent). No surprise there as these are both oil towns, which is an industry that has experienced tremendous wage growth over the last few years.
  • As the financial center of Canada, Toronto experienced relatively strong wage growth in Q1 (2nd among Canadian metros). This is no surprise as the financial sector continues to experience a boom in wages overall.

Adds Bardaro:  "Although the growth for small companies was muted this quarter, they have experienced strong wage growth over the last few quarters and are still tops for annual growth with 5.5 percent (compared to less than 3 percent for medium and large companies). This wage growth for small companies is largely driven by two factors: 1) their competition with larger firms for top talent and 2) their ability to react and respond to labor market trends in a more fluid and immediate way."

About The PayScale Index

The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States and Canada. In addition to a US national index and a Canadian national index, it includes separate indices for the following:

The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 36 million employee profiles, accounting for 250 compensable factors for more than 14,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

Harvard Defeats University of California, Berkeley to Win PayScale.com Salary Madness Championship

PayScale also announces Salary Madness Sweepstakes

Seattle - March 19, 2013 - Harvard University, for the second consecutive year, prevails in the championship game of the PayScale.com Salary Madness bracket.  This year's championship game sees Harvard and University of California, Berkeley, face off.  Harvard wins, though, in a tight game with a national median alumni pay of $92,200 vs. California at $89,600.  This is a pay difference of less than 3 percent.
Harvard keeps the Salary Madness title in the Ivy League for the third consecutive year. Harvard grabbed the title in 2012 and 2013, while Princeton took it home in 2011.

PayScale analyzed the March Madness brackets by typical salaries of graduates from each participating institution and came up with its own bracket based on who would "win" in a battle of alumni salaries rather than basketball prowess. All salary data used in the 2013 PayScale Salary Madness brackets are from PayScale's database of more than 36 million employee career profiles.

2013 Salary Madness highlights include:


1. The average alumni salary for the 68 schools in the tournament is $68,800 which is just slightly above the average of $67,500 for 2012 and the $68,300 average in 2011. This is the first time in more than three years that the average pay across the set of schools increased.

2. There was a notable increase in toss-up games (difference of less than 2 percent between the median pay of the two teams). This year there are 10, compared to only three last year.

3. Gonzaga and Indiana are tied for the best paid #1 seed at $68,500. However, Kansas and Louisville aren't far behind at ~$67,000.

"Ivy League schools are not known for their sports prowess, but are known for their high earnings," said Katie Bardaro, lead economist at PayScale. "It is no surprise that they continue to dominate the Salary Madness competition."

Previous Salary Madness brackets can be found here:
http://www.payscale.com/2012-march-madness-predictions
http://www.payscale.com/2011-march-madness-predictions
http://www.payscale.com/2010-march-madness-predictions
http://www.payscale.com/2009-march-madness-predictions  
http://www.payscale.com/2008-march-madness-predictions 

PayScale.com also announced its 2013 Salary Madness Sweepstakes. PayScale is giving giving away a $100 Amazon gift card to one lucky winner. The bracket and the contest go live on Tuesday, March 19. Entries will be accepted until midnight on Friday, April 5.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

2013 Is the Year Skilled Workers Are in Demand Again

PayScale Report Shows Increasing Confidence for Businesses; Highlights Concerns About Recruitment and Retention to Achieve Growth Projections

Seattle - February 28, 2013 - Today, PayScale, Inc., the leader in compensation data and software, reported the results of its annual survey of employers on compensation best practices. The full report, PayScale's 2013 Compensation Best Practices Report, is available at: http://resources.payscale.com/2013-compensation-practices-report

As it has done for the past four years, PayScale surveyed companies across the United States, Canada, and 11 additional countries to understand past and projected business performance. In particular, the survey uncovered attitudes around compensation, hiring, and retention as financial indicators in the economy.

"Consistent with the quarterly PayScale Index, the results of the 2013 Compensation Best Practices Report show more optimism amongst small and large businesses than in past years," said Katie Bardaro, Lead Economist and Director of Analytics at PayScale.

Highlights from the report:

  • A whopping 70% of small businesses -- and 61% of large companies -- expect their business performance to improve in 2013.
  • Companies are planning to invest in new talent to grow their business with 15% more companies planning to hire in 2013 than in 2012.
  • The number of organizations hiring employees has consistently risen, with 2012 growth exceeding original expectations by 12%.
  • In 2012, small business wage growth increased significantly, demonstrating the little guy is competing with large companies for skilled employees.
  • As more companies look to hire in 2013, skilled labor is in demand. In the survey, 59% of respondents cited retention as a main concern.
  • Obamacare is essentially a non-issue for executives, with 75% saying it will have little or no effect on hiring and staffing plans.

Check out PayScale's full 2013 Compensation Best Practices Report. An infographic with report highlights is also available at: http://www.payscale.com/hr/2013-compensation-practices-infographic.


About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

The PayScale Index Shows Wage Growth Across The Economic Landscape

Workers in Media/Entertainment, Construction, and Food Service Jobs enjoy significant wage gains in Q4 2012; Houston, Boston, Seattle, Riverside and Dallas show largest increases during 2012

Seattle - January 9, 2013 - PayScale, Inc. today announced The PayScale Index for Q4 2012, which tracks quarterly trends in compensation.

Even with the uncertainty brought about by the federal government's budgetary issues, Q4 2012 proved to be yet another strong quarter for wage growth. Wages for most cities, industries, job categories and company sizes tracked by The PayScale Index are the highest they've been since 2006 and every measure of The PayScale Index experienced an annual growth in wages.

"While the headlines oftentimes go to the large-sized companies, The PayScale Index for the second consecutive quarter showed wage growth for small companies outpacing medium and large companies," said Katie Bardaro, lead economist, PayScale. "Wages in Q4 2012 grew by 2.2 percent for small companies compared to only 1 percent for medium companies and 0.9 percent for large companies.  This strong quarterly growth pushed small companies to almost 5 percent year-over-year wage growth, compared to only 2.7 percent for medium companies and 3.3 percent for large companies."

Q4 2012 PayScale Index highlights include:
  • Media & Publishing Jobs overthrew IT Jobs as the job category with the largest annual growth in wages in Q4 2012.
    • With a quarterly wage increase of 2.2 percent in Q4, on top of quarterly wage increases of 1.4 percent in the preceding two quarters, Media & Publishing Jobs experienced annual wage increases of 4.6 percent in Q4 2012, just beating out IT Jobs at 4.4 percent.
    • After a bumpy ride from 2008 to 2011 that resulted in little to no growth, this job category has been on fire in 2012.
  • Another winner this quarter is Construction Jobs - not only is new home construction the highest it has been in more than four years, but wage growth is the best it's been in more than three years:
    • Annual wage growth for Construction Jobs was tied for third across all job categories for Q4 at 4.2 percent.
    • The Construction Industry didn’t perform quite as well relative to other industries, but finally reached wage growth levels higher than its previous peak in Q4 2008. And from Q1 2011 to Q4 2012, wages grew by more than 4 percent.
  • It was a big quarter for Food Service workers as wages in both the job category and industry finally rose above their 2008 peak levels.
    • Food Service and Restaurant Jobs have consistently shown little to no wage growth after a steep drop in late 2008. However, 2012 was a good year for this job category as wages grew each quarter until they finally surpassed their previous peak levels in Q4. 
    • Annual wage growth for Food Service and Restaurant Jobs was 3.3 percent in Q4 and annual wage growth for the Food Services and Accommodation Industry was 3 percent - the highest either have been since being tracked by The PayScale Index.

Adds Bardaro:  "There is still no stopping the pay increases for jobs related to energy or technology, particularly highly skilled ones, as they experienced annual wage growth north of 3 percent and, in some cases, north of 5 percent."

About The PayScale Index

The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States and Canada. In addition to a US national index and a Canadian national index, it includes separate indices for the following:

The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 40 million employee profiles, accounting for 250 compensable factors for more than 12,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Launches Program to Help Users Achieve Career Goals; Gives Away an Extra Paycheck

New "Make It Happen" feature provides customized career advice to achieve specific career goals

Seattle - January 3, 2013 - PayScale, Inc., the world's largest real-time salary data provider with 40 million unique user profiles, today announced the launch of the PayScale Make It Happen program and the Extra Paycheck Sweepstakes.

The Make It Happen program will help individuals take control of their careers by providing guidance on how to achieve the following career goals:

  • Get a Raise
  • Get a Promotion
  • Find a New Job
  • Get Hired (if unemployed)
  • Be Better At Your Job
  • Change Careers

"PayScale has always been the place to go to find out how you're doing today, career-wise, in terms of salary and compensation," said Barnaby Dorfman, GM of consumer business, PayScale. "But now we're putting our data to work to help employees and job seekers take the next step in terms of taking control of their career today and in the future. The Make It Happen Guide will provide customized tools, articles and a to-do list to help you make that wish a reality and make 2013 a great year for your career."

Extra Paycheck Sweepstakes

In addition, PayScale is giving away an extra paycheck to one lucky user who signs up for the Make It Happen program. The sweepstakes launched Dec. 27 and will continue through Feb. 14 after which time one Make It Happen participant will be selected to receive an extra paycheck (based on a pre-determined salary of $100,800/year paid twice monthly so prize value is $4,200).

Participants also have the opportunity to earn additional sweepstakes entries by sharing with friends. And, if your friend wins the grand prize, we'll give you a special bonus of 10 percent of the grand prize value ($420).

To share progress on your goals and connect with other career goal-setters, use the Twitter hashtag #MakeItHappen.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases Seventh Annual Year-End Tipping Study

For the second consecutive year, PayScale.com study shows an increase in tipping

Seattle - November 29, 2012 - PayScale, Inc., the world's largest real-time salary data provider, today announced its seventh annual year-end tipping study.

Some highlights from the study include:

  1. Entertainment related jobs have highest median hourly tips: The three jobs with the highest median hourly tips are Exotic Dancers ($19.70), Gaming Dealers ($11.10), and Sommeliers ($10.20). About 59 percent of the total hourly income for Gaming Dealers comes from tips. The only other jobs where more than 50 percent of their total income comes from tips are Waiters / Waitresses (58 percent) and Bartenders (52 percent).

  2. Median hourly tips fell by a significant amount for Movers and Butlers: Median hourly tips fell 35 percent for Movers and 32 percent for Butlers compared to last year. Although tips for these two jobs are down, it doesn’t sting as bad for Movers since tips account for less than 11 percent of their total pay, whereas for Butlers, tips account for more than 20 percent of their total pay.

  3. Twelve management jobs make the list: Of these jobs, Bar Managers, Hotel Floor Managers and Banquet Managers have the largest percentage of their income coming from tips: 40 percent, 31 percent, and 20 percent, respectively.

  4. Traveling for the holidays? Make sure to tip your Chauffer or Taxi Driver: Chauffeurs earn 25 percent of their total income from tips while Taxi Drivers earn 28 percent of their income from tips. If you plan on taking a tour while on vacation, don't forget to tip your Tour Guide; their median hourly tips make up about 23 percent of their total income.

  5. Concerned about your looks? Tip the people who keep you looking your best: These include Makeup Artists, Tattoo Artists, Barbers, Hairdressers, Estheticians, and Nail Technicians. For all beauty positions, tips account for up to 23 percent of their total income

"On average, we found hourly tips have increased approximately 2 percent over last year," said Katie Bardaro, lead economist, PayScale.  "This marks the second straight year that tips have been on the rise.  While the increase in 2011 from 2010 was more significant at 4 percent, the 2012 uptick still points to increased consumer confidence, which is good news for the economy."

The comprehensive PayScale tipping study provides data that includes: Typical hours (full-time, part-time, and limited time); median hourly tips; median base hourly pay; total typical hourly income; percent of total hourly income from tips; and the frequency of workers reporting being tipped.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

Holiday Gift Budgets Reflect Sluggish Economy

With the holiday shopping season in full stride, PayScale.com examines
the pocket book issue of gift giving; Data findings assess gender differences
and age ranges between 20 and 60 years of age

Seattle - November 26, 2012 - PayScale, Inc. today announced new data findings about how individuals are approaching gift budgets this year in light of the current state of the economy.  The data is categorized by men vs. women and age groups from 20 to 60 year olds. The report can be found here: http://www.payscale.com/holiday-gift-budgets.

PayScale asked visitors to its website one question "How does your holiday gift budget compare to last year?" and the respondents' answers reflect how their gift spending might change this holiday season. Not surprisingly, the state of the economy seems to be having an effect on gift budgets.

Survey highlights include:

  • Women seem to be more concerned about finances as only 54 percent of women are planning to spend the same or more than last year on gifts compared to 63 percent of men. Forty six percent of women plan to spend less compared to 37 percent of men.
  • The youngest age group we surveyed - ages 20 to 30 - had the highest percentage of people planning to spend more on gifts this year (15 percent) while our oldest age group - ages 50 to 60 - had the lowest (4 percent). However, 50 to 60-year-olds did have the highest percentage of those planning to spend about the same as last year (56 percent).
  • Those in the 40 to 50 age group had the highest percentage of people planning to spend less on gifts (45 percent).  

"The PayScale data on holiday gift giving clearly reflects a U.S. economy marked by uncertainty," said Katie Bardaro, lead economist, PayScale. Added Bardaro: "Two interesting data points stand out: the more frugal gift giving views of women and that as age increases fewer and fewer are spending more on gifts this year vs. last year."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

CNNMoney and PayScale.com Rank the 100 Best Jobs in America

Biomedical Engineer is #1, Marketing Consultant #2, Software Architect #3

Seattle - November 1, 2012 - (New York) CNNMoney and Payscale.com release their list of the 100 best jobs in America - representing the greatest career opportunities in the country. In a collaborative effort, CNNMoney and compensation experts PayScale.com have narrowed down the list from over 9,000 job titles. About how they determined the best 100, CNNMoney editors write: "First and foremost we looked for professions that offer great growth opportunities. Another big factor: how well the job pays, since being able to make a good living is especially important now." On the list: "It's still a tough market, but America's best jobs offer big growth opportunities, great pay, and work that's satisfying. Here are 100 with the best prospects in the years ahead."

On the list, Katie Bardaro, Lead Economist of PayScale.com, says: "Despite an uneven economy and continued labor market uncertainties, the U.S. economy is still the largest in the world and provides opportunity. That is the clear take-away from the CNNMoney/PayScale.com Best Jobs list for 2012."

CNNMoney/PayScale.com's Top 10 Jobs in America:

1. Biomedical Engineer
2. Marketing Consultant
3. Software Architect
4. Clinical Research Associate
5. Database Administrator
6. Financial Advisor
7. Market Research Analyst
8. Physical Therapist
9. Software Developer
10. Occupational Therapist

See the full list of 100 below and online here: http://bitly.com/S1iJ89

Read the methodology here: http://cnnmon.ie/PVvsxt

PLUS:

- TOP PAYING JOBS: http://cnnmon.ie/Tl71ZD

- FASTEST GROWING JOBS: http://cnnmon.ie/Rsjxgv

- BEST NEW JOBS IN AMERICA: http://cnnmon.ie/PVwbP9

----
Media Contacts:
Danny Leonard (CNNMoney): 212-522-0361
Steven Gottlieb (PayScale): 206-427-9591
----

CNNMoney/PayScale.com's 100 Best Jobs in America:

1. Biomedical Engineer
2. Marketing Consultant
3. Software Architect
4. Clinical Research Associate
5. Database Administrator
6. Financial Adviser
7. Market Research Analyst
8. Physical Therapist
9. Software Developer
10. Occupational Therapist
11. Management Consultant
12. Optometrist
13. IT Consultant
14. IT Network Engineer
15. IT Security Consultant
16. Physician Assistant
17. Construction Estimator
18. Personal Trainer
19. Employee/HR Trainer
20. Environmental Engineer
21. Systems Administrator
22. Business Development Associate
23. Systems Developer
24. Programmer Analyst
25. Actuary
26. Meeting/Convention Planner
27. Dentist
28. IT Business Analyst
29. Speech-Language Pathologist
30. Civil Engineer
31. IT Training Specialist
32. Petroleum Engineer
33. Business Analyst, Finance/Banking
34. Applications Engineer
35. Compliance Officer
36. Certified Financial Planner
37. Veterinarian
38. Instructional Designer
39. Pricing Analyst
40. Financial Analyst
41. Nurse Anesthetist (CRNA)
42. Marriage/Family Therapist
43. User Experience Designer
44. Public Relations Specialist
45. Technical Writer
46. Registered Nurse
47. Family Physician
48. Clinical Laboratory Scientist
49. Home Care Nurse
50. Contract Administrator
51. SAP Basis Administrator
52. Nurse Practitioner
53. Education/Training Consultant
54. Clinical Engineer, Medical Devices
55. Clinical Psychologist
56. Electrical Estimator
57. Orthopedic Surgeon
58. IT Network Technician
59. Audiologist
60. Telecom Network Engineer
61. Computer Systems Analyst
62. Pediatrician
63. Neurosurgeon
64. User Interface Engineer
65. Sales Analyst
66. Construction Project Engineer
67. Certified Public Accountant
68. Geologist
69. Pharmaceutical Sales Rep
70. QA Coordinator (RN)
71. Healthcare Consultant
72. Research Scientist
73. Petroleum Geologist
74. Radiologist
75. Cost Engineer
76. Anesthesiologist
77. Outside Sales Representative
78. Psychiatrist
79. Information Architect
80. Securities Analyst
81. SAS Programmer
82. Internal Auditor
83. Technical Support Engineer
84. Quantitative Analyst, Research
85. Psychiatric Nurse (ARNP)
86. Pharmacist
87. ERP Consultant
88. Chiropractor
89. Emergency Room Physician
90. Assistant Professor
91. Firmware Engineer
92. Research Analyst
93. Landman
94. Epidemiologist
95. Network Security Engineer
96. Nurse, Intensive Care Unit
97. Plastic Surgeon
98. Supply Chain Analyst
99. Product Analyst
100. Account Executive

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

The PayScale Index Shows Wage Growth Reached Three-Year High in Q3 2012

Manufacturing jobs back to peak wage levels not seen since 2008; small companies best big companies in terms of annual wage growth

Seattle - October 10, 2012 - PayScale, Inc. today announced The PayScale Index for Q3 2012, which tracks quarterly trends in compensation.

Q3 2012 proved to be another strong quarter for wage growth. Annual wage growth values are the highest they've been in more than three years and every measure of The PayScale Index experienced an annual growth in wages. Furthermore, for many measures, the quarterly wage growth in Q3 2012 was the highest it's been since 2007.

"These strong wage trends coincide with recent large increases in the Dow Jones Industrial Average (10,913 on 10/1/2011 to 13,437 on 9/28/2012 – growth of about 23%), which is almost back to its pre-recession peak and rising GDP (from $13.9 trillion in 2009 to $15.6 trillion in Q3 2012 in current dollars)," said Katie Bardaro, lead economist, PayScale. "Additionally, the September Jobs Report showed falling unemployment, which brought the unemployment rate to a more than three-year low."

Q3 2012 PayScale Index highlights include:

  • There is no stopping the pay increases for jobs related to energy or technology, particularly highly skilled ones, as they experienced annual wage growth north of 3 percent and, in some cases, north of 4 percent.
  • Jobs, industries and cities with strong ties to technology have once again done well this past quarter:
    • Among job categories, quarterly wage growth in Q3 was the highest for IT jobs: 2.1 percent.
    • Similarly, quarterly growth for wages in both the professional, scientific, & tech services and the information, media & telecommunications (which contains software development) industries were tops across the set of industries (both 1.7 percent compared to overall U.S. at 1.2 percent).
    • Seattle, San Francisco and Boston, three metros known for their strong tech presence, experienced annual wage growth of above 3 percent. In fact, San Francisco had its strongest quarterly wage growth since being measured by The PayScale Index (3.6 percent).
  • Manufacturing activity expanded for the first time since May, but wage growth was the best it's been since being measured by The PayScale Index:
    • Quarterly wage growth for manufacturing jobs was #2 across all job categories for Q3 at 1.7 percent, while annual wage growth was #4 at 3.6 percent.
  • Social service, food service and legal jobs fell to the bottom of the list. Even though annual wage growth was positive, it was far below the national average of 3 percent.
  • Similar to last quarter, quarterly wage growth for small companies outpaced large companies:
    • Wages in Q3 2012 grew by 1.5 percent for small companies compared to only 1.1 percent for large companies.
    • This strong quarterly growth pushed small companies to the top for annual wage growth (3.7 percent vs. 2.4 percent for medium companies and 2.9 percent for large companies)
Adds Bardaro: "In today's economy, employers are not really ramping up hiring, but they want to continue to increase productivity. That means they need to incent their current workers to be more productive and ensure they don't lose top performers. The key to achieving both of these goals are pay increases. Therefore, pay increases can occur without large employment increases."

About The PayScale Index


The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States and Canada. In addition to a US national index and a Canadian national index, it includes separate indices for the following:
  • 15 private industries in the U.S. as defined by the North American Industry Classification System (NAICS)
  • 20 largest U.S. metropolitan areas, as defined by the Office of Management and Budget (based on the July 1, 2009 population estimates by the United States Census Bureau).
  • 3 company sizes in the U.S.: small (under 100 employees), medium (between 100 and 1,500 employees) and large (greater than 1,500 employees).
  • 19 U.S. job categories, as defined, in part, by the Standard Occupational Classification (SOC) system.
  • 6 largest Canadian metropolitan areas, as defined by the Standard Geographical Classification (based on the July 1, 2010 population estimates by the Canadian Census).
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 35 million employee profiles, accounting for 250 compensable factors for more than 12,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Announces Customer Milestone

Company has added more than 500 new corporate subscribers in 2012

Seattle - October 9, 2012 - PayScale, Inc. today announced significant growth in new customers during Q3 2012. PayScale's compensation software products help companies and organizations create and manage talent-winning compensation programs.

New customers in Q3 include Clemson University, Heartland Financial, Earthbound Farms, and Swift Transportation. They join many organizations, including, Adecco, Bloomberg BNA, Gulfstream Goodwill Industries, the Tribune Company and Perry Ellis who signed on with PayScale in the first half of the year.

"We've seen tremendous growth throughout 2012 with the addition of new customers as well as deepening engagements with existing customers," said Dave Smith, Chief Revenue Officer, PayScale. "The PayScale model of providing the freshest real-time wage data combined with easy to use software and analytics is clearly helping companies make important decisions as they work to attract and retain key talent in a dynamic economy."

Organizations in a variety of industries are increasingly choosing PayScale to create and manage compensation programs. PayScale's new customers in Q3 operate in the Energy, Utilities, Health Care, Education, Financial Services, Professional Services, Manufacturing and Technology sectors. These customers also represent new business in 10 countries around the world including Canada, the United Kingdom, the Netherlands and Australia.

"In what continues to be a volatile economy, we think it's critical to work from a base of data and to make informed decisions on hiring, promotions, raises etc. Our people are truly our most important asset, and PayScale's software and data help us be confident that the compensation program we're creating fits with our overall business strategy" said Jay Keith, Director, HR Services at Earthbound Farm, one of the country's leading purveyors of organic foods.

PayScale also publishes the yearly Compensation Best Practices Report. The report surveys businesses across the United States and Canada on a variety of business practices including plans relating to compensation for the next year.

Adds Smith: "As companies realize that their workforce - their talent - is the competitive differentiator, during the best and worst of economic times, PayScale's always fresh salary data and software products will become a more and more important decision-making tool for the C-Suite and HR."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale's 2012-13 College Salary Report Preps Students for Realities of the Job Market

With college tuition on the rise, PayScale's Fifth Annual College Salary Report reveals which
schools and majors will best prepare students to pay off their education debts;
PayScale also announces College Selector Tool

Seattle - September 27, 2012 - PayScale, Inc. today announced its 2012-13 College Salary Report. The report, which analyzes the company's database of more than 35 million unique compensation profiles, provides a critical perspective on the relationship between college selection and both starting and mid-career salaries. PayScale also announced the availability of its new College Selector tool to help college-bound students make more informed decisions about university selection.

The PayScale College Salary Report includes 1,058 schools this year (up from 1,003 last year), which is representative of more than 80 percent of all enrolled bachelor's degree candidates in the U.S., and 130 majors (up from 120 last year). The full report can be found at: http://www.payscale.com/college-salary-report

"Given that the economy isn't roaring back and student debt continues to spiral out of control, it is imperative that future college students educate themselves on the earnings they can expect after graduation," said Katie Bardaro, lead economist, PayScale.

Highlights from the 2012-13 PayScale College Salary Report include:

  1. Princeton University once again claims the top spot on the list for highest mid-career salaries for its alumni at $137,000. It also comes out on top for salary in our new "Schools for Sports Fans" list.
  2. This year, we also looked at schools by percentage of alumni reporting high job meaning post-graduation. The top school by job meaning is Florida Hospital College of Health Sciences with 97 percent of graduates reporting high job meaning, followed by Thomas Jefferson University and North Central University tied for second place at 86 percent.
  3. Petroleum Engineering comes out on top for majors by salary potential with a mid-career salary of $163,000, followed by Aerospace Engineering at $118,000 and Actuarial Mathematics at $112,000.
  4. The top 10 highest earning schools' graduates earn an average of $122,500 at mid-career (up nearly 5 percent over last year's top 10) while the bottom 10 schools' graduates earn an average of $44,490 at mid-career (almost the same as last year).
  5. The top mid-career salary for Division 1 Football is held by the Atlantic Coast Conference (ACC) with an average mid-career salary of $90,200. In a close second the PAC 12 comes in with a mid-career salary of $88,925.
  6. The top mid-career salary for Division 1 Basketball is held by the Ivy League with an average mid-career salary of $110,250. In a close second the Patriot League comes in with a mid-career salary of $107,888.

Adds Bardaro: "New this year, we added in military schools. It turns out they are gangbuster when it comes to salary. One caveat is the dataset included are primarily those in the civilian labor force and not active service members, but it is obvious that military service provides these graduates with skillsets highly valued outside of the military as well."

In conjunction with the release of the 2012-13 PayScale College Salary Report, PayScale is introducing the new College Selector tool to help prospective students find the colleges that best fit their needs. The tool allows users to filter by cost, financial aid availability, entrance requirements, areas of study, location, and more. Furthermore, results can be sorted by salary potential or by potential for a meaningful job after graduation. The College Selector tool can be found at: http://www.payscale.com/college-selector

"School choice impacts lifelong friendships, career opportunities and overall earning potential," said Barnaby Dorfman, GM of consumer business, PayScale. "This new tool makes it easier than ever to navigate over 1,000 institutions, so young people and their families can make informed decisions."

A note on methodology for the PayScale College Salary Report: All data used to produce the 2012-13 PayScale College Salary Report were collected from employees who successfully completed PayScale's salary survey. Self-employed, project-based, and contract employees are not included. For example, project-based graphic designers and architects, and nearly all small business owners and novelists, are not included. For more detailed methodology visit: http://www.payscale.com/college-salary-report-2013/methodology

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale and Millennial Branding Release Study on the State of the Gen Y Worker

Report examines the Gen Y worker across cities, companies, careers, college degrees, compensation and job skills

Seattle and Boston - August 21, 2012 - PayScale, Inc., the world's leading provider of on-demand compensation data and software, and Millennial Branding, a Gen Y research and management consulting company, today announced a comprehensive study on the state of the Gen Y worker (ages 18 to 29).

The study highlights that Gen Y workers - by and large - are not employed in large numbers inside America's biggest companies. Their preference is for smaller firms that allow for more flexibility, an opportunity to embrace their entrepreneurial ambitions, and the opportunity to use social networks at work without strict corporate guidelines. The report findings indicate, though, that big technology companies where innovation is prized, salaries are higher and workplace programs and culture are more flexible are environments where Gen Y workers find significant satisfaction as well.

"This report confirms that Gen Y is an entrepreneurial group, highly versed in social media, and prefers freedom and flexibility over big corporate policies," said Dan Schawbel, founder of Millennial Branding, Gen Y expert and bestselling author of Me 2.0. "While they are the future corporate leaders and change-makers, they are suffering in this economy by having to work in retail jobs over professional ones. A bachelor's degree can no longer be traded in for a job."

Additional highlights from the report include:

  1. Over 63% of Gen Y workers have a Bachelor's Degree, but the most commonly reported jobs for Gen Y don't necessarily require a college degree. Gen Y workers are more likely to hold the following positions than other U.S. workers: Merchandise Displayer (5.36x more likely); Clothing Sales Representative (4.63x more likely); Cell Phone Sales Representative (4.03x more likely). This is a strong indicator of the underemployment issue in the U.S. today.
  2. The best companies for Gen Y are all technology companies. The top five - ranked on Gen Y pay, percentage of Gen Y employees, Gen Y job satisfaction, Gen Y job stress, meaningfulness of job for Gen Y workers, Gen Y schedule flexibility and green score - are (1) Qualcomm, (2) Google, (3) Medtronic, (4) Intel, and (5) Microsoft.
  3. Most of Gen Y isn't working for large companies. The highest concentration of Gen Y workers are at small companies with less than 100 employees (47%), followed by medium companies that have between 100 and no more than 1,500 employees (30%), and the fewest work in large companies with more than 1,500 employees (23%).
  4. The most common Gen Y job skills center around online marketing and social media. The five most commonly reported job skills for Gen Y workers, relative to all U.S. workers, in order, are (1) Tableau Software, (2) Blogging, (3) Social Media Optimization, (4) Press Releases, and (5) Polymerase Chain Reaction (PCR) Analysis.
  5. Gen Y is embracing science and entrepreneurism. Gen Y is more likely to choose the following college majors, relative to all U.S. workers: (1) Neuroscience (1.95x more likely); (2) Bioengineering (1.86x more likely); (3) Entrepreneurial Studies (1.82x more likely).
  6. Seattle is the best large metro area for Gen Y workers. Of the 20 largest metro areas in the U.S., Seattle comes out on top for Gen Y, due to strong wage growth (4.4% increase between Q2 2009 and Q2 2012), high median pay for Gen Y ($44,000) and a strong presence of tech firms, which are top employers for Gen Y.
"Millenials are arming themselves with skills and educational training focused in technology and social media, two areas with great growth potential," said Katie Bardaro, lead economist for PayScale. "However, the shaky economy has forced many of them into a world of underemployment nonetheless."

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

About Millennial Branding

Millennial Branding is a Gen Y research and management consulting firm based in Boston, Mass. Millennial Branding helps companies understand the emerging Gen Y employee by providing research, training, and advisory services. As representatives of Gen Y and advisers to management, our goal is to provide research and insights that will make you more profitable, grow your market share, help you understand your Gen Y employees, and turn you into an industry leader. As ambassadors to Gen Y, we want to give our generation a voice, support their careers, and connect them with brands that understand their needs.

The PayScale Index Reports Continued Uptick in Wages in Q2 with Small Businesses Outpacing Big Companies in Salary Increases

The PayScale Index shows continued wage growth in energy and technology positions with Houston achieving the biggest gains

Seattle - July 10, 2012 - PayScale, Inc. today announced The PayScale Index for Q2 2012, which tracks quarterly trends in compensation.

Overall, annual wage growth values are the highest they’ve been in more than three years and every measure of The PayScale Index experienced an annual growth in wages. Furthermore, for many measures, the quarterly wage growth in Q2 2012 was the highest it’s been since 2007.

While energy, mining and technology salaries continue to increase, jobs related to the transportation sector, a once-sinking job category, experienced the highest annual wage growth of any job category this quarter (3.8 percent, compared to national growth of 2.3 percent). Wages in the transportation job category dropped significantly from Q4 2008 to Q4 2010, falling more than 6 percent. However, since this low point, wages for transportation jobs have risen almost 5 percent. Furthermore, wages in the transportation industry, overall, have also been strong, with annual growth this quarter of 2.4 percent. This brought transportation industry wages essentially back to their previous peak in Q4 2008.

"Even though energy and technology workers were once again the clear wage winners, this quarter, unlike previous quarters, there were no wage losers. Every measure of The PayScale Index experienced annual growth in wages in Q2, albeit some less than others," said Katie Bardaro, lead economist, PayScale.

For the first time since 2006, quarterly wage growth for small companies outpaced large companies. Wages in Q2 2012 grew by 1.7 percent for small companies compared to only 0.7 percent for large companies. This strong quarterly growth pushed small companies to the top for annual wage growth by company size (2.7 percent vs. 2 percent for medium companies and 1.8 percent for large companies) However, even with this strong performance, wages for small companies still lag behind large and medium companies when looking at pay growth since 2006.

Adds Bardaro: "The June Jobs Report hinted at stagnation in the labor market as the unemployment rate remained constant from the previous month. However, as a whole, unemployment in Q2 was down from Q1, and this macroeconomic trend was reflected in The PayScale Index. The strength of the wage growth observed in Q2 2012 likely reflected the larger fall in unemployment between Q4 2011 and Q1 2012, as The PayScale Index, like the unemployment rate, is a lagging economic indicator."
   
About The PayScale Index The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States, as well as Canada. In addition to a US national index and a Canadian national index, it includes separate indices for the following:
  • 15 private industries as defined by the North American Industry Classification System (NAICS).
  • 20 largest U.S. metropolitan areas, as defined by the Office of Management and Budget (based on the July 1, 2009 population estimates by the United States Census Bureau).
  • 3 company sizes: small (under 100 employees), medium (between 100 and 1,500 employees) and large (greater than 1,500 employees).
  • 19 job categories, as defined, in part, by the Standard Occupational Classification (SOC) system.
  • 6 largest Canadian metropolitan areas, as defined by the Standard Geographical Classification (based on July 1, 2010 population estimates given by the Canadian Census).
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period. PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 35 million employee profiles, accounting for 250 compensable factors for more than 11,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Study Highlights Value of the PHR and SHPR: Career Momentum and Higher Salaries

Positive impact of credentials seen across industries and geographies

Seattle - June 25, 2012 - PayScale, Inc., the world's leading provider of on-demand compensation data and software, today announced new research that quantifies the impact of gaining HR professional certification. The research is summarized in a whitepaper entitled Worth It? The Value of the PHR and SPHR. Tapping its largest in the world database of more than 35 million profiles and 250 compensable factors, PayScale analyzed vari­ous aspects of Human Resources (HR) positions, comparing results for professionals with and with­out a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification granted by the HR Certification Institute, an affiliate of SHRM, The Society for Human Resource Management.

The data shows that Human Resources professionals who hold the PHR and SPHR designations move up the career ladder faster and make more money than those who lack the certification. This pattern holds across all industries as well as the largest metropolitan areas.

"In a rapidly evolving job market, continuing to build your skills in a demonstrable way makes you more valuable to employers," said Tim Low, Vice President of Marketing, PayScale. "An analysis of our data shows that the PHR and SPHR certifications represent a valuable credential for HR professionals in 2012," added Low.

Report Highlights

Job Progression: Holding the PHR or SPHR provides a powerful boost to career momentum. With either certification, HR professionals are more likely to advance to more senior roles. PayScale examined data on the career paths of HR professionals, in particular the frequency with which their job title changed over a period of five years. They next compared the rates of promotion for those with either certification against those who held neither certification. PayScale's analysts concluded that professionals with either the PHR or SPHR attain pro­motion more frequently and move into higher positions more often than those without either certification.

Frequency By Company Size: While not a major factor, company size does play role in whether or not HR professionals hold a PHR or SPHR certification. PayScale found that HR professionals with either certification are more likely to work at larger companies than at smaller companies. The slight decrease for the largest of companies may be tied to the fact that junior staff, which as we saw are less likely to hold a certification, make up a larger share of total staff.

Pay Comparison by Metro Area: Wherever the location, the PHR and SPHR certifications boost the pay of those that hold them. PayScale looked at the ten largest metros in the country and found that those with certifications have a higher median pay than those without one. The top three cities included: New York City ($73,800.00 with vs. $56, 300.00 without); Los Angeles ($77,600.00 with vs. $51,400.00 without); and Chicago ($68,000.00 with vs. $47,900.00 without).

Pay Comparison by Industry: PayScale examined the pay for HR professionals as a whole, across different industries and found that, once again, those workers with a PHR or SPHR earned more than those without. Industry findings included: Manufacturing ($63,200.00 with vs $47,000.00 without); Healthcare and Social Assistance ($59,300.00 with vs. $40,500.00 without); Retail ($65,600.00 with vs. $46,200.00 without); Construction ($66,400.00 with vs. $46,000.00 without); and Finance and Insurance ($67,500.00 with vs. $49,700.00 without).

PayScale Lead Economist, Katie Bardaro commented "in today's job economy, it's not just education that determines market value for an employee but a mix of what PayScale calls 'compensable factors.' One of these factors is professional certifications."

PayScale at SHRM

PayScale 's Stacey Carroll, Director of Customer Service & Education, will lead two sessions at SHRM.

June 25 at 10:45am EST, Carroll will discuss the dynamics between Compliance and Human Resources. This session will focus on how take a proactive and strategic role in securing the appropriate resources for compensation increases while achieving the talent management objectives in a fiscally sound manner. 

June 26 at 2:15pm EST, Carroll will discuss 10 basic analyses that leading companies conduct once they have compensation data. Carroll will discuss how to select sources, match jobs and get market data that can serve as building blocks to a successful compensation plan.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Experiences Fast Growth and Expansion During 2012

Company continues to grow customer subscriptions and compensation dataset; deepens agreement with LinkedIn; and expands executive team

Seattle - May 30, 2012 - PayScale, Inc., today, announced the company has reached a new milestone of 2,200 business subscribers and grown its compensation dataset to more than 35 million unique career profiles.

"Our business continues to expand at a very healthy rate as we reach new milestones each quarter for corporate subscribers and the size of our dataset," said Mike Metzger, CEO of PayScale. "We are finding that both company executives and consumers, alike, are relying upon our data for exact and real-time salary information and insight as they navigate a complex economic recovery."

Accelerating Business During Uncertain Times

During Q1 2012, PayScale launched its latest version of PayScale Insight™, its on-demand software for midmarket companies. Insight helps to create and manage talent-winning compensation programs.

PayScale currently has more than 2,200 corporate subscribers, an increase of more than 60 percent from a year ago. New customers in Q1 2012 included Bloomberg BNA, Adecco, LoJack, Tribune Company, Taylor Valve Technology and Bunge Canada.

"Even though the pace of economic recovery remains uneven, our customers are telling us that the competition to attract and retain top talent continues to be challenging," said Dave Smith, chief revenue officer at PayScale. "The growth of our business reflects the importance of accurate and detailed compensation information as part of managing organizational talent in today's market."

Helping Consumers Navigate the Salary Puzzle

PayScale has made a number of consumer platform advancements, including a close collaboration with LinkedIn.

PayScale and LinkedIn, the world's largest professional network, have extended their agreement for two years.  PayScale will continue to provide salary ranges for job listings on LinkedIn to LinkedIn's premium subscribers, allowing LinkedIn users to search for jobs by salary. 

Furthermore, also working closely with LinkedIn, PayScale has created the PayScale Instant Salary Report. The PayScale Instant Salary Report uses LinkedIn's Application Programming Interface (API) to allow LinkedIn members to log in with their LinkedIn account on the PayScale site. Professionals can then select a current job title from their LinkedIn Profile and automatically see a salary report based on what similar professionals are currently earning.

"In addition to continuing our work with LinkedIn, PayScale will be adding services, features, and tools to our Consumer platform to make decision making based on our data even easier," said Barnaby Dorfman, general manager of Consumer Business at PayScale.

The PayScale dataset, in excess of 35 million unique career profiles, is the largest sampling of the U.S. labor force available. In comparison, other salary surveys and datasets are focused almost exclusively on large company employer surveys. The PayScale dataset by contrast is reflective of the U.S. economy.

"PayScale's dataset is unique for three reasons," said Mark Schneider, vice president at the American Institutes for Research. "First, its size provides an opportunity for detailed analysis that is unique.  Second, because their collection method is ongoing, the dataset is always growing and always current.  And lastly, the PayScale dataset is a snapshot of the U.S. economy: big to small and medium-sized companies; a diverse set of job titles, and complete geographic reach."

Adding Veteran Talent to Consumer, Business, and Big Data Operations

PayScale has added Barnaby Dorfman, Tim Low, Rob Jasper and Karl Knaub to its executive ranks.

Barnaby Dorfman has joined PayScale as senior vice president and general manager of Consumer Business. Dorfman previously spent seven years at Amazon.com, where he created IMDbPro.com and was a VP in the Search Technology group.

Tim Low joins PayScale as vice president of Marketing, with a focus on the company's leading on-demand software products for job pricing and compensation planning. He was previously an executive at Daptiv and Niku, and has held product management roles at both Microsoft and Oracle.

Rob Jasper joins PayScale as vice president of Data & Technology Platforms.  He will oversee the data, software and IT infrastructure needed to power the PayScale applications (both B2B and B2C). Previously, Jasper served as VP of Engineering for Information Services at First Data where he oversaw engineering for more than 20 products in the areas of fraud, risk, analytics, and data services.

Dr. Karl Knaub joins PayScale as senior data scientist and will be responsible for advancing PayScale's analytics and data processes. Previously, Knaub oversaw the Analytics Services Group at First Data. Earlier in his career, Knaub was an applied mathematician at the National Security Agency.

"These executive additions to our team really deepen our strategic and operational capability in several important areas as we continue to grow and expand our business in 2012" said Mike Metzger, CEO of PayScale.

In addition to the new executive hires, Gwen Sheridan has been promoted to vice president of Account Management and Customer Service. Sheridan joined PayScale in 2007 and has helped grow, on board, and retain a customer base of more than 2,200 customers.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Publishes Third Annual Report About College Return On Investment (ROI)

Engineering schools dominate list for third consecutive year; Amidst student loan crisis, large number of schools have negative ROI

Seattle - April 12th, 2012 - PayScale, Inc. today announced its 2012 College Return on Investment (ROI) Report. Based on an analysis of PayScale's 35 million career profiles, the report examines the return on investment at 853 colleges and universities. This is an increase from the 691 colleges and universities that were analyzed in 2011.

PayScale has grouped the schools into eight categories: Private Research University; Liberal Arts School; Arts, Music & Design School; Business School; Engineering School; Ivy League School; Private School; and Public School. The report also shows the comparison between in-state and out-of-state tuition for public universities and the difference in ROI for students who receive financial aid and those who do not.

Some highlights from Payscale's 2012 College Return on Investment (ROI) Report:
  • Engineering schools continue to dominate the list. The average 30-year net ROI for engineering schools is more than double the ROI for liberal arts schools ($561,135 vs. $183,299).
  • The two states with the largest presence of high ROI schools are Massachusetts and California: 11 of the top 30 schools for ROI are in Massachusetts (five schools) or California (six schools).
  • Only nine schools this year show a 30-year net return of $1 million or more; a mere 1 percent of schools on the total list. This goes to show that college is not a $1 million dollar guaranteed return as so many people tout.
  • About 200 schools on the list have a negative return on investment. For these schools, the cost of attending school far outweighs the benefit.
  • The Ivy League performs well: four are in the top 10, six are in the top 15 and all eight are in the top 35 for 30-year net ROI.
For more information on methodology, please go to: http://www.payscale.com/education/compare-college-costs-and-ROI

"As the student loan discussion in the country continues and questions about the return on investment of the college and university experience persist, the PayScale College Return on Investment report highlights the connection between cost, areas of academic study, and future salary potential," says Katie Bardaro, Lead Economist at PayScale. "Our data makes clear that, once again, engineering schools provide the greatest return on investment opportunity."

In previous years, the PayScale College Return on Investment Report, used 34-36 year median high school pay. This year, 34-36 year 75th percentile high school pay was used, based upon the hypothesis that the typical person who gets accepted to and enrolls in college is likely to have higher potential earnings than the typical high school graduate. Therefore, it is approximated that by using the 75th percentile pay, it represents a bar for top-earning high school graduates as 75 percent of high school graduates earn less. In using this measure, PayScale is more closely modeling the choice faced by college-bound high school graduates.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

The PayScale Index Reports Wages at a Three-Year High

The Q1 2012 PayScale Index shows wages for Energy jobs on the rise, while Food sector wages decline; Index Highlights Economic Conditions Across Industries and Metropolitan Areas

Seattle - April 5th, 2012 - PayScale, Inc. today announced The PayScale Index for Q1 2012, which tracks quarterly trends in compensation.

Quarter-over-quarter pay increases in jobs related to energy, particularly highly skilled ones, continue as the price of gasoline climbs higher and other mined commodities do well. Closely linked to the energy sector, workers in the mining, oil and gas exploration and utilities industries and in cities strong in these industries (like Houston) are seeing substantial pay increases.

While energy and mining salaries continue to increase, jobs related to food service continue to suffer. Annual pay changes for the food service industry and food service-specific jobs were negative this quarter: -0.2 percent for the industry and -0.6 percent for jobs. While these amounts may seem insignificant, when the national average is 1.4 percent, anything in the negative territory is severe.

"The clear salary winners for Q1 2012 are the workers in mining, oil & gas exploration and utilities," says, Katie Bardaro, lead economist for PayScale. "However, previously hurting areas, such as transportation and construction, are showing promise in Q1 2012 as well. In both these industries, wages increased significantly over the previous year."

Even though pay for engineering and IT jobs were flat in Q1 2012 and quarterly pay growth for science jobs was negative in Q1 2012, workers in these job categories have a solid salary foundation. Strong pay growth through 2011 still makes these job categories tops for annual pay growth. And, cities with a high presence of engineering, science and IT workers were also strong performers this quarter (e.g. Seattle and Philadelphia).

Adds Bardaro: "While economists still view the economic recovery as lukewarm, from a compensation perspective, Q1 2012 shows significant improvement as pay growth for this period reached a three-year high."

About The PayScale Index

The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States. In addition to a US national index, it includes separate indices for the following: The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 30 million employee profiles, accounting for 250 compensable factors for more than 11,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Launches Instant Salary Report for LinkedIn Members

PayScale Leverages LinkedIn's API to Allow LinkedIn Users More Immediate Access to PayScale's Salary Database

Seattle - April 3rd, 2012 - PayScale, Inc., the world's largest real-time salary data provider with 35 million unique user profiles, today announced the PayScale Instant Salary Report application that will allow users to sign in with their LinkedIn account to prepare for salary negotiations and understand their value in the job market.

The PayScale Instant Salary Report application uses LinkedIn's Application Programming Interface (API) to allow LinkedIn members to log in with their LinkedIn account on the PayScale site. Professionals can then select a current job title from their LinkedIn Profile and automatically see a salary report based on what similar professionals are currently earning. Simply by signing in to PayScale with a LinkedIn account, PayScale will import relevant career details to provide an instant look at whether you're being paid what you're worth.

"When it comes to negotiating for more money, you need to be the smartest in the room regarding salary research," says Selena Rezvani, author of the new book, PUSHBACK: How Smart Women Ask - And Stand Up - For What They Want.  "The savviest professionals don't rely on guesswork, they seek out impartial, grounded salary data.  Considering that the new PayScale Instant Salary Report application allows users to get immediate salary figures - based on data from their LinkedIn profile - verifying your worth isn't just practical, it's almost effortless."

How it works

PayScale imports relevant job information from a user's LinkedIn profile (like job title, location, employer, industry, years of work experience, company size) and uses that data to generate an instant salary report showing the approximate salary range that a user should expect to be earning at their current job. There's also an option to fill out PayScale's full survey to get access to an even more accurate, comprehensive report on your market value. Many factors can have an impact on pay, so the more information we know, the better report we can provide. There is no cost to use the PayScale Instant Salary Report.

"Knowledge is power. The PayScale Instant Salary Report will give you a general idea of whether your current salary is in the correct range. It's as simple as clicking a button to import your job information from LinkedIn," says Mike Metzger, CEO of PayScale.

Adds Metzger: "Before taking action on this information, we recommend filling out the full PayScale survey for the most accurate picture of your market value. Once you know what you're worth, it's easier to make a case for a raise at your current company, if that's what the data suggests. The data may also reveal that you're worth a whole lot more than your company will ever be willing to pay, which may indicate that searching for a new opportunity is in your best interest. Other times, simply knowing that you are being paid pretty fairly may provide peace of mind."

About PayScale.com

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale and Cornerstone On Demand Present Multi-City Series On Recruiting and Retaining Top Talent

PayScale and Cornerstone Partner To Give Employers Strategies To Win The Talent Wars As The Country Emerges From Economic Volatility

Seattle - March 22, 2012 - PayScale, Inc., the leader in compensation data and software, today announced a multi-city event series The Talent Wars, co-sponsored with Cornerstone On Demand, a leading provider of cloud-based talent management solutions. The events will take place in Chicago, San Francisco, Denver and Seattle. Each session will showcase insights into these cities' fast-changing job landscape amidst an improving national economy as well as offer counsel about how employers can develop strategies to recruit and retain top talent.

"Smart companies must stay on top of what's happening in their geographies and in their industry to compete for talent. As we emerge from recession, the good people have a lot of options," said Dave Smith, chief revenue officer of PayScale.

Each of these events feature the insights of PayScale.com director of professional services, Stacey Carroll, MBA, CCP, SPHR, as well as PayScale customers discussing their own talent war successes and challenges. Carroll is an adjunct professor in the College of Business and Economics at Western Washington University and a frequent speaker to HR and executive audiences on smart compensation strategies.

Attendees at the first event, in Chicago, will also hear a "tale from the trenches" from Chris Johnson, head of HR at Flightstar Aircraft Services. He will share his insights on understanding the talent market you compete in informed by his more than 20 years in HR at Flightstar, Dun & Bradstreet, Baxter International, Spherion, and Toys R Us.

Retaining top talent is the number one concern of company executives surveyed in the recently announced "PayScale 2012 Compensation Best Practices Report."

Highlights from the report:
  • The bleeding is slowing. In 2009, 41 percent of survey respondents said they had gotten smaller. In 2011 only 14 percent replied that they had shrunk.
  • Employees are feeling some power. In 2011, for the first time in three years, employers stated that the top reason for people leaving their jobs was to "seek higher pay elsewhere." In 2010, the top reason was "personal reasons," including changes to marital status, health, school, etc.
  • Employers are beginning to worry about retention. The majority of employers felt employee retention was their top concern in 2011.
  • LinkedIn is tops for recruiting. Employers vary widely in their implementation of policies on social media use. Fewer than one-third promote the use of social media for business. Some industries though - notably information, media and telecommunications - are taking advantage of social media to help build their brand and promote their business. LinkedIn is achieving wide acceptance as an important tool for recruiting.
PayScale's full "2012 Compensation Best Practices Report" is available at http://www.payscale.com/hr/compensation-practices-survey.

An infographic with report highlights is available at http://www.payscale.com/hr/2012-compensation-practices-infographic.

The event schedule includes the following dates:

• Chicago, IL (March 28)
• San Francisco, CA (April 11)
• Seattle, WA (April 25)
• Denver, CO (May 2)

More information and registration can be found at http://resources.payscale.com/Talent-Wars.html.

About PayScale

Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. Our products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index(tm), PayScale's subscription software products for employers include PayScale MarketRate(tm) and PayScale Insight(tm). Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

Harvard Defeats Duke to win 2012 PayScale.com Salary Madness Championship

Ivy League Repeats as Salary Madness Champion In Fifth Annual PayScale.com NCAA Basketball Bracket

Seattle - March 12, 2012 -

Harvard University defeats Duke in the championship game of the 2012 PayScale.com Salary Madness bracket. Harvard's typical graduate salary is $110,000/year. Duke's typical graduate salary is $97,600/year. Harvard keeps the Salary Madness title in the Ivy League following Princeton's 2011 title.

PayScale, Inc., the world's largest real-time online salary dataset, today unveiled its Fifth Annual Salary Madness brackets.

PayScale analyzed the March Madness brackets by typical salaries of graduates from each participating institution and came up with their own March Madness predictions. All salary data used in the 2012 PayScale Salary Madness brackets are from PayScale's 30 million+ employee career profiles.

2012 Salary Madness highlights include:

  • Bracket median salary breakdowns are as follows:
    • South Bracket - $66,400
    • West Bracket - $65,400
    • East Bracket - $67,900
    • Midwest Bracket - $69,600
  • Syracuse is the #1 seed with the highest median alumni pay at $74,200. This just edges out North Carolina ($73,300)
  • Long Island is the highest paid #16 seed with median alumni salaries of $65,200.
  • The average salary for the 68 schools in the tournament is $67,500 which is just down from the $68,300 average we had last year.
  • The lowest median alumni pay was Mississippi Valley State University at $36,500.
"This year's Salary Madness does nothing to dispel the view of east coast dominance when it comes to elite hoops, academics and earning potential with Virginia, Duke, Georgetown and Harvard making the Fat Wallet Four,” said Katie Bardaro, Lead Economist, PayScale.

Previous Salary Madness brackets can be found here:

http://www.payscale.com/2011-march-madness-predictions
http://www.payscale.com/2010-march-madness-predictions
http://www.payscale.com/2009-march-madness-predictions
http://www.payscale.com/2008-march-madness-predictions

About PayScale

PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

2012 May Be The Year You Are Getting A Raise!

PayScale Report Says Employers Raising Salaries in 2012; Employers Express Uncertainty About Facebook And Other Social Media Outlets as a Business Tool

Seattle - February 7, 2012 - PayScale, Inc., the leader in compensation data and software, reported the results today of its annual survey of employers on compensation best practices. The full report, PayScale's 2012 Compensation Best Practices Report, is available at http://www.payscale.com/hr/compensation-practices-survey.

As it has done for the past three years, PayScale surveyed businesses across the United States and Canada on a variety of business practices including plans relating to compensation for the next year. For the first time, PayScale also surveyed organizations on their policies relating to the use of social media including Facebook, Twitter, LinkedIn and BranchOut at work and for work.

"Consistent with some of PayScale's other data reports, including the quarterly PayScale Index, the results of the 2012 Compensation Best Practices Report show a general upswing in the job economy," said Katie Bardaro, Lead Economist at PayScale.

Highlights from the report:
  • The bleeding is slowing. In 2009, 41 percent of survey respondents said they had gotten smaller. In 2011 only 14 percent replied that they had shrunk.
  • Employees are feeling some power. In 2011, for the first time in three years, employers stated that the top reason for people leaving their jobs was to seek higher pay elsewhere. In 2010, the top reason was "personal reasons" including changes to marital status, health, school, etc.
  • Employers are beginning to worry about retention. The majority of employers felt employee retention was their top concern in 2011.
  • LinkedIn is tops for recruiting. Employers vary widely in their implementation of policies on social media use. Fewer than one-third promote the use of social media for business. Some industries though - notably information, media and telecommunications - are taking advantage of social media to help build their brand and promote their business. LinkedIn is achieving wide acceptance as an important tool for recruiting.
PayScale's full 2012 Compensation Best Practices Report is available at http://www.payscale.com/hr/compensation-practices-survey.

An infographic with report highlights is available at http://www.payscale.com/hr/2012-compensation-practices-infographic.

About PayScale
Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale's unique real-time profiling technology and MarketMatch™ algorithm let employers and job seekers determine the most precise compensation range for a particular job title or individual. Publisher of the quarterly PayScale Index™, PayScale's subscription software products for employers include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.PayScale.com.

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases New Research Highlighting The Value of Certified Human Resources Professional Credentials

The study conducted in collaboration with Human Resources Professional Association (HRPA), Canada's largest HR association shows that Human Resources leaders with CHRP designations earn more than their counterparts; Canadian wages also rise in Q4 2011

Seattle - February 7, 2012 - PayScale, Inc., the leader in real-time salary information, announced today the availability of the research report "The Value of a CHRP: More Promotions and Better Pay."

In summary, the report highlights several major markers of workplace success, such as pay, career progression, and job opportunities, and that earning a CHRP has been shown to have a positive impact on Human Resources professionals’ careers. In 2007, only 36 percent of job postings, on average, requested that the applicant have, or be working toward, a CHRP. By the end of 2011, that number had nearly doubled to 67 percent.  

The report shows that 45 percent of HR generalists with CHRPs became HR managers in five years, whereas only 21 percent of HR generalists without CHRPs became HR managers in five years.

"PayScale data shows that holding a CHRP not only boosts an HR professional's pay, but also opens the door to more opportunities and promotions. In general, obtaining certifications is a key way for white-collar workers to improve their career progression and we see this is definitely true for HR workers with a CHRP, " said Katie Bardaro, Lead Economist, PayScale.

Additionally, The quarterly PayScale Index (Canada) follows the change in wages of employed Canadian workers, revealing trends in compensation over time. It specifically measures the quarterly change in the total cash compensation of full-time, private industry employees nationally, with additional detail on the six largest Canadian metropolitan areas.  In Q4 2011, Canadian wages increased by 0.8 percent, raising workers' wages up 1.4 percent year-over-year and well above their recession-era lows. Earnings in Canada grew a bit throughout 2011 but Q4 performance outdid all the previous three quarters combined.

Certified Human Resources Professional Methodology

Using its database of over 30 million profiles and 250 compensable factors, PayScale analyzed various aspects of Human Resources (HR) positions, comparing results for professionals with and with- out a Certified Human Resources Professional (CHRP) certification.

Limiting its research to data from 2011, PayScale determined how HR positions for those holding a CHRP designation differ from those without the CHRP, in terms of pay levels nationally, across 12 industries and 11 Canadian metropolitan areas. Additionally, PayScale provided further analysis comparing company sizes and career progression.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools. Publisher of the quarterly PayScale Index™, PayScale's compensation software products include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.payscale.com.

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Launches Latest Version of Insight, adds 2,000th Customer

PayScale's job-pricing and compensation planning software for midmarket companies includes access to PayScale's database of salary profiles, helps professionals be smart and strategic in their compensation plans

Seattle - January 17, 2012 - PayScale, Inc., the leader in real-time salary information, announced immediate availability of the latest version of PayScale Insight, its on-demand software for midmarket companies. Insight helps to create and manage talent-winning compensation programs. PayScale finished 2011 with over 2,000 active corporate subscribers using its compensation solution.

"This is a significant product release for us," said Dave Smith, Chief Revenue Officer of PayScale. "We're responding to feedback from our customers, and providing a brand new way for managers and executives to make strategic HR and Compensations decisions and to manage the annual review and raise process."

Adds Smith: "There are signs that the economy is stabilizing and the job market improving. Whether that continues or not, PayScale Insight will help managers and executives take advantage of new opportunities to attract and retain talent."

PayScale Insight Winter 2012 includes:

Raise Recommender - provides a set of easy to use tools to build a merit matrix and to allocate a pool of money easily across multiple departments in line with an organization's business objectives

Spotlight - a new dashboard pane that points out specific compensation 'hot spots' in your company and your market. For example, using the PayScale database and your company information, it will mine and highlight potential problem areas such as the employees in your company who are paid above their current job salary range, or the employees who are compensated significantly below market salary ranges in your city. These insights will help managers and executives act to retain and incent the talent in their organizations.

New User Experience - this version of Insight includes a modernization of the user experience and navigation. Customer focus groups helped define and test the new experience that includes updated options for navigation and the introduction of new, streamlined dashboard panes.

New PayScale Insight customer Wickenburg Community Hospital in Wickenburg, Arizona, uses PayScale to manage its compensation programs. "Pay is an important component in attracting and retaining talent in the health care industry," said Bill Horn, HR Director at Wickenburg Community Hospital. "PayScale makes it much easier to know where market pay is going for all of our positions, so that we can make informed decisions about compensation."

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools. Publisher of the quarterly PayScale Index™, PayScale's compensation software products include PayScale MarketRate™ and PayScale Insight™. Among PayScale's 2,200 corporate customers are organizations small and large across industries including Zappos, Volunteers of America and Manpower. For more information, visit www.payscale.com.

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

The PayScale Index Highlights Improving Economic Conditions Across Industries and Metropolitan Areas

PayScale Releases Fourth Quarter 2011 Compensation Index

The Q4 2011 PayScale Index shows wages recovering across the board in the country's largest metros while construction and manufacturing wages are on the rise as well

Seattle - January 12, 2012 - PayScale, Inc. today announced The PayScale Index for Q4 2011, which tracks quarterly trends in compensation. Specifically, The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States. In addition to a US national index, it includes separate indices for the following:

Similar to Q3 2011, jobs related to energy or technology, particularly highly skilled ones, continue to see the most wage growth over the last 12 months. With oil and gas prices remaining high, workers in the mining, oil and gas exploration and utilities industries and in cities strong in these industries (like Houston) are seeing substantial market price increases. Additionally, high-tech jobs, in science & biotech and IT, remain strong, particularly for skilled engineering and similar jobs. Technology hubs like Seattle, San Francisco, and Washington, DC experienced solid wage growth over the last year.

Unlike previous quarters, the Q4 2011 PayScale Index had no real wage losers other than Riverside, Calif. In previous quarters, the losers in terms of pay growth were often construction workers, but for the first time since Q3 2009, they experienced positive annual trends in pay - a growth of 0.4 percent over the previous year. However, Riverside, which suffered significantly when the housing bubble burst, has not yet recovered from the economic decline, both in real estate and home construction.

"For the first time since 2008, wage increases are being seen across the board and not just for workers in high-tech and energy industries. Granted, these increases are small compared to those seen pre-2008, but they are a sign that the economy is on the right track," said Katie Bardaro, director of analytics at PayScale.

The Q4 2011 PayScale Index highlights include:

  • Lower-wage jobs continue to be under substantial pressure in multiple industries.
    • These lower-wage jobs are often tied to industries based on discretionary spending like travel, restaurants, and retail.
    • Food service and restaurant workers are earning pay below their 2006 levels.
    • Retail workers (dominated by retail salespeople, cashiers, and similar) have wages that are only 2 percent higher than in 2006 (for comparison, engineering wages are over 7 percent higher than in 2006); retail wages have generally been flat since Q1 2010.
  • Q4 2011 brought about improved wage trends for previously hurting industries and job families.
    • Wages for construction jobs, which have been in a free fall since Q4 2008, experienced their largest quarterly growth since The Great Recession with wages growing over 1 percent from Q3 to Q4 of 2011.
    • Wages for manufacturing jobs also experienced their largest quarterly growth in Q4, as wages grew over 1.5 percent from Q3.
    • Transportation jobs have experienced strong wage growth over the last year - wages are up over 2 percent from 2010.

Adds Bardaro: "Although construction and manufacturing jobs have far to go before they are back to their pre-recession wage levels, workers in these jobs can take comfort in the fact that wages finally appear to be heading in the right direction. Since wage increases are largely driven by a higher demand for labor, workers in these fields will likely experience an increase in job opportunities over the coming year."

About The PayScale Index
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 30 million employee profiles, accounting for 250 compensable factors for more than 11,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

The PayScale Index also examines quarterly changes in the pay of employed workers across 15 private industry categories separately, 20 metropolitan areas, 19 job categories, and across company sizes of less than 100 employees, 100-1,500 employees, and more than 1,500 employees.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases Sixth Annual Year-End Tipping Study

Annual Study Highlights That While Economic Recovery Remains Uncertain, Workers' Tips Have Increased Significantly

Seattle - November 11, 2011 - PayScale, Inc., the world's largest real-time salary data provider, today announced its sixth annual year-end tipping study.

While the economic recovery remains volatile and uncertain and unemployment is still stubbornly high, the PayScale tipping study shows that tip earnings have increased 4 percent over 2010  levels overall and increased by as much as 50 percent for certain jobs. "Wages in service heavy industries, such as restaurants, hotels and casinos, suffered heavily in The Great Recession and remain below their pre-recession levels," said Katie Bardaro, Lead Research Analyst at PayScale.  "However, there are some signs of a recovery as tips in these industries rose over the last year. Once again people have room in their budgets to eat out, travel and gamble and to reward the workers who help them have fun with higher tips."

Some highlights from the study include:

1. Range in tips across the jobs is fairly wide:
Gaming dealers report the largest tips with $12.40/hour, while swimming pool & spa technicians report the lowest tips at $0.20/hour.

2. Median hourly tips fell by a significant amount for hunting and fishing guides and automobile detailers: Median hourly tips fell 40 percent for hunting and fishing guides and by 37 percent for automobile detailers. Although tips for these two jobs are down, it doesn't sting as bad since tips account for less than 14 percent of a hunting and fishing guide's total pay and less than 10 percent of an automobile detailer's pay.

3. Median hourly tips rose for night club general managers and food and beverage managers:
Median hourly tips reported for night club general managers increased 58 percent over last year making them one of the top jobs for tip increases. Last year, night club general managers experienced one of the sharper decreases in tips on the list (near 40 percent). The increase this year brings them back up to 2009 levels. Food and beverage managers also saw a significant rise in hourly tips (a 50 percent increase from last year). However only ~18 percent of their total hourly income is from tips while 25 percent of a night club general manager's income comes from tips.

4. Twenty nine jobs on the list have less than 10 percent of their income coming from tips:
The lowest are swimming pool and spa technician (1 percent), steam cleaner, home appliance repairer, gas station attendant and line service technician (all less than 5 percent).

5. Many tipped jobs are individual contributor positions in the hotel and restaurant industries: In the hotel industry, hotel housekeepers earn the lowest median hourly tips ($0.60/hour), while hotel floor managers earn the highest ($5.20/hour). In the restaurant industry, fast food workers are on the bottom, earning the lowest median hourly tips ($0.50/hour) and the lowest typical total hourly income ($8.60/hour).

6. Nineteen management jobs make the list:
Of these jobs, bar managers, hotel floor managers and casino shift managers have the largest percentage of their income coming from tips: 40 percent, 30 percent, and 28 percent, respectively.

7. Traveling for the holidays?
Make sure to tip your chauffeur, van driver or taxi driver. Van drivers earn at least 12 percent of their total income from tips while chauffeurs and taxi drivers earn at least 23 percent of their incomes from tips. If you plan on taking a tour while on vacation, don't forget to tip your tour guide; their median hourly tips make up about 25 percent of their total income.

8. Concerned about your looks? There are many people who can help you look great and are often tipped. These include makeup artists, tattoo artists, barbers, hairdressers, estheticians, nail technicians, and cosmetologists. For all beauty positions, tips make up to a quarter of their total income.

9. Throwing a holiday party? For entertainment you might want to hire a DJ or musician/singer, but don’t forget to tip them for a job well done. Bringing in a catering company? You will need to tip both the catering manager as well as the food servers. For some of those big parties you may choose to hire a parking attendant. Make sure the party-goers tip them as over 30 percent of their incomes can come from tips.

The comprehensive PayScale tipping study provides data that includes: Typical hours (full-time, part-time, and limited time); median hourly tips; median base hourly pay; total typical hourly income; percent of total hourly income from tips; and the frequency of workers reporting being tipped.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases Third Quarter 2011 Compensation Index

The Q3 PayScale Index shows Energy and High Technology wages recovering while Construction and Hospitality continue to suffer; Seattle, San Francisco, Boston and Houston are the stand-out cities for improved wages

Seattle - October 7, 2011 - PayScale, Inc. today announced The PayScale Index for Q3 2011, which tracks quarterly trends in compensation. Specifically, The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States. In addition to a U.S. national index, it includes separate indices for the following:

In the last 12 months, through Q3 2011, only six of the 20 metros have had wage increases of 1 percent or more. They are Seattle (1.9 percent), San Francisco-Oakland-Fremont CA (1.6 percent), Houston-Baytown-Sugar Land TX (1.4 percent), Boston-Cambridge-Quincy MA-NH (1.2 percent), Washington-Arlington-Alexandria, DC-VA-MD-WV (1.0 percent) and Minneapolis-St. Paul-Bloomington, MN-WI (1.0 percent).

"The good news is that some metro areas, particularly those with strong high-tech and energy industries, are starting to see actual wage increases for typical jobs. The bad news is that, in a normal growing economy, for example, back in 2007, we would be talking about 3 percent or higher increases everywhere. The worst performing metro for wage growth in Q4 2007 beats the best metro today," said Dr. Al Lee, director of quantitative analysis at PayScale.

The Q3 2011 PayScale Index highlights include:

  • Nationally, wages for Q3 were up 0.5 percent over the previous quarter, the largest increase for the U.S. overall since wages hit their peak in Q4 2008.
  • Energy and high technology (biotech and information technology) industries performed well over the last year, particularly for skilled engineering and similar jobs.
  • Metro areas with large energy and tech presence led for wage growth: Seattle, San Francisco, Boston and Houston.
  • Food service and restaurant jobs have seen no increase in pay since 2006.
  • Retail jobs (dominated by retail salespeople, cashiers, and similar) are at wage levels that are less than 2 percent higher than 2006 wages.
  • The real estate and rental services industry has still not recovered from the burst of the housing bubble. In Q3 2011, real estate wages fell once again and are now over 1 percent lower than the previous quarter - the worst quarter-to-quarter change of any industry included in The PayScale Index.
  • The healthcare industry remains a strong player in the labor market. After falling roughly 0.5 percent in 2009 (compared to a national average drop of 1.5 percent), healthcare wages in Q3 2011 have grown to their highest levels in the last six years.
  • Wage levels for construction jobs are floundering at the bottom of the barrel. In Q3 2011, construction jobs were dead last for wage growth over the last 12 months with wages down 1 percent from a year ago. Wages currently are 7 percent below their peak level, which occurred in Q4 2008. The only good news is that the decline of the last 12 months was the smallest seen in two years.

Adds Lee: "The significant rise of 0.5 percent in the national median pay for all jobs in Q3 2011 is the first glimmer of pricing power by the typical worker since the great recession hit with full force at the end of 2008. Private sector workers' pay is largely determined by supply-and-demand market forces, so this good news won't last without similar good news in employment."

About The PayScale Index
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 30 million employee profiles, accounting for 250 compensable factors for 7,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

The PayScale Index also examines quarterly changes in the pay of employed workers across 15 private industry categories separately, 20 metropolitan areas, 19 job categories, and across company sizes of less than 100 employees, 100-1,500 employees, and more than 1,500 employees. Industries include: Arts, Entertainment & Recreation; Business Operation Support Services; Construction; Finance & Insurance; Food Services & Accommodation; Healthcare & Social Assistance; Information, Media & Telecommunications; Manufacturing; Mining; Professional, Scientific & Tech Services; Real Estate; Retail; Transportation & Warehousing/Storage; Utilities; and Wholesale Trade.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases Employee Compensation Index for Canada

Index shows positive salary and labor trends in Canada compared to down U.S. market

Seattle - July 22, 2011 - PayScale, Inc. today announced the launch of The PayScale Index for Canada, which tracks quarterly, national compensation trends for Canada starting in Q1 2007 through the latest quarter (in this case Q2 2011).

The PayScale Index for Canada measures the quarterly change in the total cash compensation of full-time, private industry employees nationally, using 2006 average total cash compensation as a baseline. A notable finding is that before the U.S. recession in late 2008, wages were growing in Canada at a healthy rate of 3 to 4 percent year-over-year. When wages finally tumbled in 2009, they did so for three brief quarters. Wages then recovered quickly and have been generally growing ever since.

"According to The PayScale Index, Canadian wages are up about 1.5 percent in the last year and a half. In comparison, U.S. wages are unchanged over the same time period. So while Canadians are enjoying wages today (in Canadian dollars, not adjusted for inflation) greater than the peak in 2008, the typical U.S. worker has wages about 1.5 percent lower than in 2008, and even heading slightly downward in Q2 2011," says Dr. Al Lee, Director of Quantitative Analysis at PayScale.

Canadian workers' pay is subject to the same supply-and-demand forces as the U.S., but the difference is that employment is up in Canada and unemployment down. Comparatively, in the U.S., employment is virtually unchanged over the last year, and unemployment is staying high, based on data from the U.S. Bureau of Labor Statistics and Statistics Canada.

  • In the last year and a half, employment in the U.S. is up less than 1 million in a workforce of 139 million (0.7 percent growth).
  • In contrast, employment in Canada is also up a little under 1 million in the same time, but that is for a workforce of only 17 million workers (5 percent growth).
  • The net result is that Canada currently has 7.4 percent unemployment, while the U.S. is still at 9.2 percent.

Adds Lee: "The PayScale Index shows evidence of a relatively healthy labor market in Canada. Canadian wages are up due in part to an increased demand for labor, shown by their 5 percent employment growth. Compare this to the U.S. labor market, during the same time period, which has had little to no growth in both wages and employment."

About The PayScale Index
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Canadians), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 23 million employee profiles, accounting for 250 compensable factors for 7,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale's 2011 College Salary Report Shows Continuing Decrease
In Pay for College Graduates

Fourth annual report indicates economic climate negatively impacting starting salaries; report analyzes starting and mid-career pay of 1000+ U.S. colleges and universities

Seattle - July 21, 2011 - PayScale, Inc. today announced its 2011 College Salary Report. The report, which analyzes the company's database of over 29 million unique compensation profiles, provides a critical perspective on the relationship between college selection and both starting and mid-career salaries.

For the first time, Princeton tops the list with the highest mid-career salary for its graduates.  Princeton is the only school with median mid-career pay over $125,000/year.  In 2008, the first year of the report and before the financial crisis, five schools had a mid-career median over $125,000 (Dartmouth, Princeton, MIT, Stanford and Yale).

"The financial collapse and jobless recovery continues to affect pay, even at mid-career - there is even some evidence of accelerating wage decreases for the top schools," said Dr. Al Lee, director of quantitative analysis at PayScale. "As in years past, it is very much about the degree: engineering- and healthcare-focused schools top the list."

The PayScale 2011 College Salary Report pulls together over 2,500 data points, including salary data for 120 bachelor's degree majors and from 1,004 U.S. based undergraduate colleges and universities. The full report can be found at http://www.payscale.com/best-colleges.

Some highlights from the 2011 College Salary Report include:

  • The best-ranked public university is SUNY Maritime College (#12) - impressive entrance for the first time on the list - and is the only state university in the top 20.
  • Average mid-career pay for the top 20 schools is $112,200: This is down 2.8 percent from 2010 and 5.3 percent from 2008.
  • Average mid-career pay of all 1,004 schools in the report for 2011 is $73,100, down 0.7 percent from 2010.
  • California and the northeast schools dominate the top 20: only Colorado School of Mines (#6), Rose-Hulman Institute of Technology (#9), Missouri University of Science and Technology (#15) and Georgia Institute of Technology (#18) are outside California and the northeast.
  • Healthcare schools represent four of the top 20: Loma Linda (#3), Molloy (#5), Thomas Jefferson (#11), Felician (#14).
  • Of the top 20, 14 have a strong engineering and science focus.

Adds Lee: "The downward effect on starting pay for college grads of the jobless recovery is clear in the data.  For example, the average starting pay for graduates of the top 10 schools is $63,900. Good pay, but down 1.5 percent from a year earlier.  In 2008, before the financial collapse, four schools had median starting pay above $70,000/year: Cal Tech, MIT, Harvey Mudd and Stanford - in the 2011 list, no school does." 

A note on methodology: All data used to produce the 2011 PayScale College Salary Report were collected from employees who successfully completed PayScale's employee survey. Self-employed, project-based, and contract employees are not included. For example, project-based graphic designers and architects, and nearly all small business owners and novelists, are not included. For more detailed salary methodology visit: http://www.payscale.com/best-colleges/salary-report.asp.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases Q2 2011 Compensation Index

The PayScale Index for Q2 2011 shows evidence that wages are stuck at 2008 levels.

Seattle - July 15th, 2011 - PayScale, Inc. today announced the release of The PayScale Index for Q2 2011, which tracks quarterly trends in compensation. Specifically, The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States.

National wage levels in Q2 2011 remained generally flat, and were not much higher than they were in Q1 2008. For the four previous quarters (Q2 2010 to Q1 2011), wages were up slightly (0.1-0.3 percent) over the previous year, but that trend has ended. Wages were down nationally in Q2 2011 0.1 percent year over year.

In the last 12 months, only five of the 20 metros have had wage increases greater than 0.5 percent. They are Seattle (0.8 percent), Dallas (0.7 percent), Boston (0.6 percent), Houston (0.6 percent), and Phoenix (0.6 percent). Typical wages fell 0.2 percent across the metros on average, continuing a trend for more than a year where the 20 largest metros have wage growth weaker than the national average.

"The PayScale Index for Q2 2011 shows that supply and demand applies, even to employee wages. The last six months have seen the unemployment rate stay stubbornly high. With this ’oversupply‘ of workers, employees are not in a position to demand more pay,” said Dr. Al Lee, Director of Quantitative Analysis at PayScale. “Wages have stayed flat, with the national median pay actually dropping 0.1 percent compared to last year at this time."

Index highlights include

  • The positive uptick in Q1 2011 was completely wiped out in Q2, leaving Baltimore wages down over a percent from a year earlier.
  • Q2 2011 was not a good one for Detroit: wages dropped substantially from the previous quarter, and were flat versus the year before. Five years later, Detroit wages are up less than 1 percent over where they were in 2006.
  • In Q2 2011, Seattle wages rose robustly, with the highest gain over the previous quarter in the country.
  • In Q2 2011, the good news for Philadelphia wages is that they are only about a half percent below their peak in 2008. The bad news is wages basically did not change, leaving Philly wages at the same level they were more than three years earlier.
  • Dallas wages were down in Q1 2011 from the previous quarter, but bounced back in Q2 2011, leaving Dallas salaries up 0.7 percent over a year earlier, second best of the 20 metros tracked by The PayScale Index.
  • St. Louis wages were effectively unchanged in Q2 2011 from the previous quarter, holding on to a modest rebound from the trough during the recession. While not spectacular, wages have outpaced the national trend since 2006 by a little less than 1 percent.
  • Despite a horrible housing market and construction segment, wages in Phoenix were able to hold steady in Q2 2011, solidifying a gain of about a half percent over the previous year, good enough to be in the top five metros for wage growth.
  • In Q2 2011, the modest gains of 2010 in Washington D.C. metropolitan wages were given back, with wages down from the previous quarter, and basically flat from a year earlier.
  • The strong upward tick for Houston wages in Q1 2011 was solidified in Q2 2011, with wages climbing slightly over the previous quarter. While still slightly below their peak in 2008, Houston wage gains since 2006 far outpace the national average, and Houston is in the top three metros for year-over-year wage increases.


About The PayScale Index
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 23 million employee profiles, accounting for 250 compensable factors for 7,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

The PayScale Index also examines quarterly changes in the pay of employed workers across 15 private industry categories separately, 20 metropolitan areas, and across company sizes of less than 100 employees, 100-1,500 employees, and more than 1,500 employees. Industries include: Arts, Entertainment & Recreation; Business Operation Support Services; Construction; Finance & Insurance; Food Services & Accommodation; Healthcare & Social Assistance; Information, Media & Telecommunications; Manufacturing; Mining; Professional, Scientific & Tech Services; Real Estate; Retail; Transportation & Warehousing/Storage; Utilities; and Wholesale Trade.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Secures New Financing to Accelerate Growth and Expand Customer Base

Company secures new financing and achieves new records for business users and consumer traffic

Seattle - July 5th, 2011 - PayScale, Inc. today announced the company has secured additional financing to expand sales and marketing activities and continue accelerating new customer acquisition.

"PayScale has had a fantastic 18 months," said Mike Metzger CEO. "We have more than doubled our business subscription customers, significantly expanded our selling capacity, and grown our dataset. We have achieved an important scale point with the business and based on our customer traction we decided now was a good time to expand our investment in additional selling capacity."

Building on this momentum, the company has received an additional $7 million dollar equity investment to accelerate the growth of PayScale's sales team. SAP Ventures was the lead investor. Investors included: Burke Dale Victor, Fluke Venture Partners, Madrona Venture Group, SAP Ventures, and Trinity Ventures. Much of the incremental capital will be invested in expanding the sales and marketing teams and select product developments.

"Compensation is a critical component of human capital management," said Dave Hartwig, managing director, SAP Ventures. "PayScale brings a great value proposition – fresher, more granular data at lower cost – to the marketplace. Customers love it, and this capital will go towards growing more aggressively into their demand. We are excited about providing PayScale this capital to drive sales more aggressively. Demand for access to PayScale's database of profiles has been very strong."

Growth Fueled by Demand for Compensation Expertise from All Business Sizes and Industries

PayScale Insight has reached a user group of 2,300 business subscribers covering roughly 1 million employees. This is an increase of over 60 percent from a year ago. PayScale Insight is an online compensation solution that enables HR/Comp professionals, in small, medium and large companies to benchmark their workforce and align their compensation strategies with their overall business goals.

New customers include: Signature Healthcare (approximately 10,000 employees) and GE Energy (approximately 9,000 employees). In addition, the company has added 550 new small- to medium-sized businesses across all industry categories in both the United States and Canada. Many of these companies utilize PayScale's real-time and accurate data as well as the company's consulting expertise to design compensation strategies that will support and bolster business strategy.

"The growth in the PayScale business over the last year is a clear indication that companies are seeking close alignment between business planning and strategy with the compensation of their employees," said Dave Smith, Senior Vice President of Sales, Marketing & Business Development, PayScale. "While the full economic recovery remains inconsistent, businesses and organizations across the board are focusing with great clarity on issues related to salaries and compensation."

Helping Consumers Navigate the Salary Puzzle

PayScale has made a number of consumer platform advancements, including a close alignment with LinkedIn. As part of the business relationship, PayScale provides job-, location- and industry-specific compensation data for use in various products on the LinkedIn website. Using PayScale's services, LinkedIn includes salary ranges for jobs listed in the US, United Kingdom, Canada, and Australia on the LinkedIn website, allowing users to search for jobs by salary range. Salary information is also available in LinkedIn's new Career Explorer product, helping users understand what future careers might pay. Both features on LinkedIn will use PayScale's proprietary job-matching techniques to provide the most accurate estimate of salary

Additionally, PayScale now provides a Compare Employers Feature so users can view a side-by-side comparison of pay, benefits, demographics and job satisfaction of a specific job title at a specific company vs. that company's competitors. For example, as a "software engineer," which company is the best fit for you?

PayScale's dataset now exceeds 29 million unique career profiles.

Highly Relevant PayScale Reports on Compensation Topics:

The company has continued its original data publication efforts. Recent reports include:

• Technology Company Salaries and Job Satisfaction
• Healthcare Hotspots
• Second Annual College Return on Investment (ROI) Report
• 2011 Salary Madness Championship Brackets
• Lights, Camera, Action: Salaries Behind the 2011 Academy Award Curtain
• IT Startup Salary Hotspots Report

Finally, PayScale has created The PayScale Index. The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period. The PayScale Index also separately examines quarterly changes in the pay of employed workers across 15 private industry categories, 20 metropolitan areas, and across company sizes of less than 100 employees, 100-1,500 employees, and more than 1,500 employees.

About SAP Ventures
SAP Ventures partners with outstanding entrepreneurs worldwide to build industry-leading businesses. We are funded by SAP AG (NYSE: SAP), the market leader in enterprise application software, and we leverage the relationship with SAP and its ecosystem for the benefit of portfolio companies. SAP Ventures invests in technology businesses that serve enterprises as customers or have enterprises as go-to market partners as well as companies that service consumers in their professional lives. Over the last 15 years, SAP Ventures has supported more than 100 companies on five continents. Past investments include Commerce One, Greenplum, MySQL, Red Hat, and WebEx. Current portfolio companies include Alfresco, Alteryx, Control4, Endeca, iYogi, LinkedIn, OnDeck, OpenX, Spring Wireless, Tealeaf, Tremor Media, and Zend. For more information, visit www.sapventures.com

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases Healthcare Hotspots Report

Small- to medium-sized cities dominate ranking with McAllen, Texas taking the top spot; Report highlights cities with high salaries for healthcare positions and significant healthcare employment prospects

Seattle - May 5, 2011 - PayScale, Inc., the world's largest real-time salary data provider, today announced its Heathcare Hotspots Report.

The Top Healthcare Hotspot is McAllen, Texas. McAllen also holds the distinction of being one of the most expensive places for healthcare based on per capita healthcare costs. Three of the top Healthcare Hotspots are in Florida, a place known for retirement. Because of the large number of retirees, Florida serves as a clear example of supply and demand. The demand for healthcare is large due to the retirees, and thus the employment levels and pay are high for healthcare workers.

Another key finding from the report is that big cities are not necessarily Healthcare Hotspots. The most populated city on the list is Riverside, Calif. (the 13th largest metro area in the United States). However all of the other cities in the PayScale HealthCare Hotspot ranking are in the bottom 50 of the 100 most-populated metropolitan areas.

"Some towns historically were known for one industry: Hartford, Conn. and insurance, Detroit and cars, Pittsburgh and steel. In the modern service economy, healthcare is the growth industry that can dominate employment in a medium-sized city," said Dr. Al Lee, director of Quantitative Analysis at PayScale.

Adds Lee: "The top city, McAllen, Texas, achieved its ranking by having a very high percentage of workers directly employed in healthcare, approaching double the national average. For healthcare job pay, major cities like San Francisco are still tops, but when considering both how important healthcare is to the city as well as pay, leading the pay list are Modesto, California and Honolulu, Hawaii, with pay about 20% above the national average."

Healthcare Salary Hotspots Methodology

Using PayScale's extensive database, we examine the 100 largest metros and determine the top 10 Healthcare Hotspots, based upon employment opportunities and relative pay.

First, we look at the ratio of healthcare workers (e.g. physicians, nurses, health techs, etc.) relative to all workers within the metro to see if the metros have an above-average presence of healthcare workers.

Second, we find the typical pay of healthcare workers to see if the metros have an above-average pay for healthcare workers.
 
Lastly, we calculate a score that takes into account both the relative presence of healthcare workers and the relative median pay of healthcare workers and use this measure to determine the top spots for healthcare. The full report can be found at: http://www.payscale.com/healthcare-occupations

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases New Report on Technology Company Salaries and Job Satisfaction

Data indicates significant differences across salary, job satisfaction and benefits at Amazon.com, Apple, Dell, Facebook, Google, Hewlett-Packard, IBM, Intel and Microsoft

Seattle - June 6, 2011 - PayScale, Inc., the world's largest real-time salary data provider, today announced its Technology Company Salary and Job Satisfaction Report.

Using PayScale.com's extensive database, the company examined the characteristics of the following large/well-known tech companies (excluding retail workers): Amazon, Apple, Dell, Facebook, Google, Hewlett-Packard, IBM, Intel and Microsoft.  These characteristics include:

  • Job Details: common jobs, typical pay, typical pay premium over market, typical tenure at the company, and employees’ typical years of experience within their career/field.
  • Demographics: typical age and gender breakdown.
  • Job Soft Features: typical job satisfaction levels, typical stress levels and degree of flexibility in work/vacation schedules.
  • Benefits: common benefits and perks relative to the average employer, commonness of health benefits, and typical weeks of vacation.

"Not only do many of the large tech companies pay their typical employees well into the six figures - not surprising given the large number of well-paid engineers on staff - they also pay a premium of as much as 23 percent above typical pay for the same kind of employees working at 'normal’ companies," said Dr. Al Lee, director of quantitative analysis at PayScale. 

Some of the findings include:

  • Workers at Google earn the best pay relative to the other tech companies:
    • Overall, when holding all else constant, median pay for Google employees is 23 percent higher than similar workers doing similar roles at other companies and over 10 percent higher than similar workers at the other big tech companies.
  • The "worst" pay is at Hewlett-Packard (HP):
    • Holding all else constant, workers at HP typically earn 5 percent less than similar workers at all other employers and earn about 15 percent less than similar workers at the other big tech companies.
  • Employees of IBM tend to stay at IBM: the average tenure at IBM is eight years, which is about six years longer than the tenure at the other tech firms.
  • Similarly, IBM workers tend to be the oldest: the typical age of workers at IBM is 44 years old.
  • Workers at Facebook are relatively young; a typical worker at Facebook is only 26 compared to a typical age of 36 across the other companies.
  • Female employees are still the minority at the big tech firms: on average, only 25 percent of the employees at the tech companies are female (compared to over 50 percent of employees at all companies).
  • Microsoft is the most flexible tech company when it comes to determining work and vacation schedules.
  • Workers at Facebook are the most satisfied with their jobs, while those at HP are the least satisfied.
  • Facebook employees may be the most satisfied with their work, but they are also some of the most stressed.

Adds Lee: "With a CEO who is 27, it is not surprising to find many who work at Facebook are young, excited to work there, and a little stressed out. IBM celebrates its 100th anniversary this year; the workforce is a little grayer than Facebook, but the employees' tenure at IBM testifies that it is still a great place to work."

The full report can be found at: www.payscale.com/top-paying-it-employers

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases First Quarter 2011 Compensation and Salary Index

The PayScale Index reports slight increase in wages over the previous year; Los Angeles and Inland Empire show continued weakness; New York City leads nation with most improving wages

Seattle - April 12, 2011 - PayScale, Inc. today announced The PayScale Index for Q1 2011, which tracks quarterly trends in compensation. Specifically, The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States.

From 2006 to 2008, wages grew more than five percent. As the recession worsened at the end of 2008, wages dropped dramatically, settling on a new, lower, plateau in Q2 2009. Through Q1 2011, national average wages remained relatively flat.

Wage levels in Q1 2011 were not much higher than they were in Q1 2008, three years earlier. However, in the last three years, the cost of goods has increased, causing an overall reduction in consumer buying power.  The only bright point is that wages are up, slightly (0.1-0.3 percent), over the previous year for the fourth quarter in a row.

"There are signs of a turnaround in wages in specific metros (NYC, Houston) and industries (Business Support Services, Healthcare, Oil Exploration and Mining).  Nationally, wages are up year-over-year for the fourth quarter in a row; however, the increase is only 0.3 percent, almost 10x smaller than was typical before the recession," said Al Lee, Director of Quantitative Analysis at PayScale.

Index highlights include:

  • New York City: Wages in NYC in 2010 and through Q1 2011 show a consistent, though slow, upward trend. While not spectacular at about one percent, NYC's Q1 2011 year-over-year increase was the best of the metros tracked by The PayScale Index.

  • Los Angeles: After remaining stagnant for the end of 2009 and most of 2010, LA wages in Q1 2011 continued a downward trend for a third quarter. With neighboring Riverside, LA is one of a handful of metros with wages in Q1 2011 lower than a year earlier.

  • Detroit: The good news for Detroit is that Q1 2011 did not see a drop in wages - they continue to move in a narrow range where they have been for over a year and a half. The bad news is that, nearly 5 years later, wages are up only a little more than 1 percent compared to 2006.

  • St. Louis:  Since early 2010, workers in St. Louis have enjoyed a healthy rebound in earnings. While Q1 2011 is down a little from the previous quarter, the St. Louis year-over-year increase was nearly 1 percent, putting it near the top of the list for pay growth in the last year by metro.

  • Baltimore:  Q1 2011 saw another strong uptick in wages, with Baltimore at its highest all-time point. Whether this is the start of a new upward trend, or is just a fluctuation, remains to be seen.

About The PayScale Index
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private-sector, full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of more than 23 million employee profiles, accounting for 250 compensable factors for 7,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

The PayScale Index also examines quarterly changes in the pay of employed workers across 15 private industry categories separately, 20 metropolitan areas, and across company sizes of less than 100 employees, 100-1,500 employees, and more than 1,500 employees. Industries include: Arts, Entertainment & Recreation; Business Operation Support Services; Construction; Finance & Insurance; Food Services & Accommodation; Healthcare & Social Assistance; Information, Media & Telecommunications; Manufacturing; Mining; Professional, Scientific & Tech Services; Real Estate; Retail; Transportation & Warehousing/Storage; Utilities; and Wholesale Trade.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Announces Second Annual Report about College Return On Investment

Expanded report indicates public schools provide best annualized return on investment

Seattle - April 7, 2011 - PayScale, Inc. today announced its 2011 College Return on Investment (ROI) Report. Based on an analysis of PayScale's 25 million career profiles, the report examines the return on investment at 691 U.S. undergraduate institutions (up from 534 in 2010) that offer an on-campus residential experience.

PayScale has grouped the schools into eight categories: Private Research University; Liberal Arts School; Arts, Music & Design School; Business School; Engineering School; Ivy League School; Private School; and Public School.

PayScale findings indicate that a return on education investment is competitive with other investments over the last 30 years at most schools. At all schools, expected annual return on investment in education is competitive with current 30-year treasury bonds (yielding ~4.5 percent). And while the S & P 500 has returned about 11 percent annually over the last 30 years, besting all but 65 of 691 schools (9 percent), 369 (53 percent) of the schools are equal to or better than the more recent 20-year return of 8.8 percent. At many schools, investing in college costs, even at full price, has been competitive versus getting a job out of high school and putting the tuition money in the market or treasury bonds.

In addition to the two measures reported in the 2010 report, two additional measures that factor in financial aid are included in this report, for a total of four measures.

The first is the 30-Year Net Return on Investment (2011 Dollars). This is the dollar difference between the expected value of earnings as a college graduate over typical high school grad earnings (earnings differential) after subtracting the total cost of attending the specific school.

The second is the Annualized Return, which is the expected value of earnings differential divided by the total college cost, annualized to represent the compound average growth rate (percent gain) effectively received each year for 30 years after graduation.

The third and fourth measures are the 30-Year Net ROI Including Grants, and the Annualized Return Including Grants. These are calculated similarly to the above measures, but the cost of school is lessened by the average financial aid grant amount. 

For more information on methodology, please go to: http://www.payscale.com/education/compare-college-costs-and-ROI.

Here are five highlights from Payscale's 2011 College Return on Investment (ROI) Report:

  1. No matter how you calculate net ROI, Caltech, Harvey Mudd and MIT are at the top.
  2. When it comes to schools with the highest Annualized ROIs for the "list price," selective in-state public schools come out on top. The five schools with the highest 30-Year Annualized ROI (~13% or more) are Georgia Tech, University of Virginia (UVA), Colorado School of Mines, Virginia Tech and UC-Berkeley.
  3. However, once we account for the average grants awarded to students (the "discounted price"), over half of the top 30 schools for annualized returns are private. The five schools with the highest 30-Year Annualized ROI including Grants (~16% or more) are University of Virginia (UVA), Georgia Tech, William and Mary, Princeton and Harvard.
  4. It pays to be an engineer or from an engineering school. The three schools with the highest 30-year Net ROIs are engineering schools and roughly a third of the top 20 schools are engineering.
  5. College does not typically offer a $1 million return as touted by many - only 30 schools on the list offer a return of $1 million or more in 2011 dollars - a mere 4 percent of the total number of schools in the study.
"Like any investment, it matters both what college you invest in and how much you pay for that education. A four-year degree is not a guaranteed ticket to a million dollar payday," said Dr. Al Lee, Director of Quantitative Analysis at PayScale.  "This year, we looked at the impact of financial aid on return on investment. This is a case of rich get richer: the schools that offer some of the best average financial aid grants also have the best paid graduates."

A note on methodology: All compensation data used to produce the 2011 College Return on Investment Report were collected from employees who successfully completed PayScale's employee survey. Self-employed, project-based, and contract employees are not included.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

Princeton Tigers Defeat the Georgetown Hoyas to Win the 2011 PayScale.com Salary Madness Championship

What If Salaries, Not Baskets, Determined the March Madness Winners?

Seattle - March 15th, 2011 - After two years at the top, Duke University does not take the win for PayScale.com's 2011 Salary Madness tournament. In this year's championship game, Princeton (Typical graduate salary: $102,000) defeats Georgetown ($94,900).

PayScale, Inc., the world's largest real-time online salary dataset, today unveiled its Fourth Annual Salary Madness brackets.

PayScale analyzed the March Madness brackets by typical salaries of graduates from each participating institution and came up with their own March Madness predictions. All salary data used in the 2011 PayScale Salary Madness brackets is from PayScale's 24.5 million+ employee career profiles.

2011 Salary Madness highlights include:

  • Alabama State has the lowest median pay for graduates in the tournament and is a Play-In for a 16th seed.
  • Duke is the highest-paid number-one seed with a median graduate salary of $99,000 while the next closest is Kansas with a median graduate salary of $67,100. This makes Duke the only number-one seed with a median salary high enough to get into the Salary Madness "Salary 16."
  • Boston University is the highest paid number 16 seed by nearly $30,000 at $77,000 per year for its graduates, which upsets the number-one seed, Kansas. But Boston U can't make it past the round of 32.
  • The average graduate salary for each bracket is:

    1. South West $71,000;
    2. West $69,000;
    3. East $68,000;
    4. South East $66,000
  • Of the conferences that include more than one team, the PAC 10 has the highest average graduate salary for the teams playing in the tournament at just under $80,000.

"While having bragging rights for a champion men's basketball team is valuable to alumni, earning a high salary is even more so. Both is best; by this score Georgetown and Duke do best by their alumni," said Dr. Al Lee, Director of Quantitative Analysis at PayScale.

Previous Salary Madness brackets can be found here:
http://www.payscale.com/2010-march-madness-predictions
http://www.payscale.com/2009-march-madness-predictions
http://www.payscale.com/2008-march-madness-predictions

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases "Lights, Camera, Action:
Salaries Behind The 2011 Academy Award Curtain"

When it comes to compensation, Red Carpet gives way to Concrete Carpet as behind-the-scenes workers make the Academy Awards a night to remember

Seattle - January 27, 2011 - PayScale, Inc., the world's largest real-time salary data provider, today announced its "Lights, Camera, Action: Salaries Behind The 2011 Academy Award Curtain."

While the stars, directors and producers on the red carpet usually are very well paid, PayScale examined what those working behind the scenes are paid. The full report can be found at http://www.payscale.com/academy-awards-jobs.

Highlights of study include:

  1. The spread in pay between what is typical (i.e. the median) and what the top 10% of earners can make is 2x on average.
    a. The jobs with the widest spreads are the following:
           i. Freelance Photographer: 3.8x
           ii. Script Writer: 2.9x
           iii. Television Director: 2.7x
  2. A four-year degree is not necessary to break into the entertainment industry: Freelance Photographers, Sound Board Operators, Theatrical Lighting Technicians, Hairdressers/Hairstylists, Makeup Artists, Janitors, and Chauffeurs typically have an Associate's degree or less.
  3. The highest paid job included on the list is Television Director at $145,000, but this is small compared to the typical pay of the actors and actresses being considered for an academy award this year, which is often upwards of several million dollars.
  4. Five jobs on the list are those that can be done straight out of school and require little to no work experience: Web Designer, Public Relations Specialist, Fashion Stylist, and Script Writer.

"For the people at the top of their game working this high profile event, from sound board operator ($20.80/hour), makeup artist ($29.80), to music director ($121,000/year) and security consultant ($135,000), the pay is good," said Dr. Al Lee, Director of Quantitative Analysis at PayScale. "However, typical workers in these fields are working less glamorous jobs than the Academy Awards and making half the pay of the top earners."

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market and specific job listings. PayScale created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g. location, company type and size, job title, work experience, education, skills, and more.) Using advanced search and proprietary matching technology, PayScale finds a relevant peer group from its dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

PayScale Academy Award Salary Report Methodology
This PayScale report provides the median pay and the 90th percentile pay for jobs that work behind the scenes at the Academy Awards. In addition to the pay, we also report the typical degree level. It is important to note that the pay reported is the typical pay for these positions, across all locations and industries. It stands to reason that those who secure a job behind the scenes at the Academy Awards will be paid on the higher end of the pay distribution. For this reason, we also include the 90th percentile pay as an approximate measure of top earners in the field.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter:http://twitter.com/payscale and Facebook: http://www.facebook.com/PayScale.

PayScale Releases IT Startup Salary Hotspots Report

San Francisco, Austin and Seattle Top List

Seattle - January 27, 2011 - PayScale, Inc., the world's largest real-time salary data provider, today announced its' IT Startup Salary Hotspots Report.

San Francisco tops the list of IT Startup Salary Hotspots because it employs more than double the national average of IT startup workers and it offers pay over a third higher than the national average. Another large city that has the same potent combination of high IT startup employment and high median pay is Seattle, #3 on the Hotspot List.

Some highlights from the study include:

  • Some cities experience higher than average employment ratios, but lower than average median pay ratios and vice versa:
    • For example, Austin is the #2 IT Startup Hotspot due to its large employment ratio, but for pay it only ranks in the middle (7 out of 12).
    • The same is true for Salt Lake City, except its pay is near the bottom (11 out of 12).
    • In contrast are Boston and Washington, DC which have mediocre employment ratios, but pay relatively well (3 out of 12 and 2 out of 12 respectively).
  • The national average pay cut for working at an IT startup rather than a large IT corporation is 18 percent; the range is 22 percent (Seattle) to 8 percent (Salt Lake City). Of course, typical IT startup employees are also granted stock options that might one day provide a very big payout.
"It is not folklore that the San Francisco Bay Area, Austin and Seattle are top places for tech startup jobs; the PayScale data shows these cities top the list of hot IT startup locations," said Dr. Al Lee, Director of Quantitative Analysis at PayScale. "These three cities continue to be prime places with over twice the percentage of startup jobs and the best opportunity to land a job with the next Google or Amazon."

RESULTS

IT Startup Hotspots


Below is a table ranking the metros according to their IT Hotspot score.

IT Startups
Hot Spot Rank
Metro IT Startup
Jobs Ratio
IT Startup Jobs Median Pay Median
Pay
Ratio
IT Startups Hot Spot Score
1 San Francisco 2.61 $87,100 1.35 3.53
2 Austin 2.24 $67,400 1.05 2.35
3 Seattle 2.06 $71,400 1.11 2.29
4 Salt Lake City 2.03 $64,300 1.00 2.03
5 Boston 1.55 $72,700 1.13 1.76
6 Washington, DC 1.39 $74,900 1.16 1.62
7 Raleigh-Durham 1.53 $65,300 1.02 1.55
8 Atlanta 0.99 $67,900 1.06 1.04
9 United States 1.00 $64,300 1.00 1.00
10 Chicago 0.97 $65,900 1.02 0.99
11 New York City 0.90 $70,600 1.10 0.99
12 Philadelphia 1.02 $61,400 0.95 0.97
13 Dallas 0.85 $65,400 1.02 0.86

IT Startup Median Pay vs. Large IT Median Pay

This table compares the median pay for IT workers at IT startups and the median pay for IT workers at larger IT corporations. 

Metro IT Startup Jobs
- Median Pay
Large IT Jobs
Median Pay
Typical Pay Cut for
IT Startup Workers
Seattle $71,400 $92,000 -22%
Raleigh-Durham $65,300 $80,500 -19%
United States $64,300 $78,700 -18%
Philadelphia $61,400 $74,200 -17%
New York City $70,600 $82,900 -15%
Chicago $65,900 $75,900 -13%
Dallas $65,400 $75,300 -13%
Austin $67,400 $77,400 -13%
Atlanta $67,900 $77,900 -13%
San Francisco $87,100 $99,300 -12%
DC $74,900 $84,400 -11%
Boston $72,700 $81,100 -10%
Salt Lake City $64,300 $69,900 -8%

IT Startup Hotspots Methodology

  • PayScale reports median pay for workers who have between zero and 10 years of experience, with a typical experience level of five years. 
  • We define IT startup companies as IT companies with less than 75 employees.
  • The metropolitan areas are based on the Combined Statistical Areas (CSA), which are defined by the US Office of Management and Budget (December, 2003 definition).
  • To avoid population bias, for each metro PayScale finds the ratio of IT workers at a startup IT firm to all workers and standardizes the ratio by the national proportion of IT workers at startup IT firms.  A ratio greater than one implies the metro has more startup IT positions available than average, while a ratio less than one implies the metro has less startup IT positions available than average. For this study, Median Pay Ratio means the ratio of the median pay for IT workers at startup firms by metro to the national median pay for IT workers at startup firms ($64,300).  The higher the ratio for a metro, the higher its median IT startup pay, relative to the national median.
  • Cost of living is not factored into the results of this study because of its many variables.  For example, there are different tax structures from state to state and personal choice is a significant factor.  For example:  A person can live in Newark or Elizabeth, New Jersey and commute to Manhattan, or can choose to live in an expensive neighborhood in Austin, Texas.
  • The IT Hotspot Score is the product of the IT Startup Employment Ratio and the Median Pay Ratio.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook http://www.facebook.com/PayScale.

PayScale Releases Fourth Quarter 2010 Compensation and Salary Index

PayScale Index reports decrease in consumer buying power with salaries at 2007 levels and the cost of goods continuing to rise

Seattle - January 11, 2011 - PayScale, Inc. today announced the 2010 Q4 PayScale Index that tracks quarterly compensation trends. Specifically, The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States.

The newly released data shows wage levels at the end of 2010 were no higher than they were nearly three years ago although the cost of goods has increased, causing an overall reduction in consumer buying power. Wages have risen on average 0.3% since Q4 2007, while core inflation has increased by 4.5% in the same period.

"2010 was a year when the wages really did not move up or down, rather they moved sideways. Mirroring the stubbornly high unemployment rate, pay was virtually unchanged in 2010 (down 0.1% nationally in Q4 2010 vs the year before). While better than the declining pay of 2009, it is a long way from the "normal" annual increases of 3% or more before the great recession," said Al Lee, Director of Quantitative Analysis at PayScale.

Index highlights include:

• Wages for workers at small companies (0-99 employees) have fallen through all of 2010 - In fact, they are ~1% lower than they were a year ago. This is a cause for concern as small companies generally have more flexibility to set wages in response to short-term trends than larger companies.

• In Q4 of 2010, earnings for construction workers hit their lowest point in three and a half years. Their earnings were down ~1.5% from just a year ago.

• Mining, Oil & Gas exploration is one of the few industries to see a growth in wages in Q4 2010 - earnings in this industry were up 0.8% from the previous year.  This is not a robust wage recovery, but better than the drops seen in other industries.

• Earnings for Healthcare workers have remained basically flat for the last two years. During this time, wages dropped, at most, a little over 0.5% from their peak, which is much better than nearly every other industry.

• Like the country as a whole, manufacturing workers' wages have not changed in more than a year - Q4 2010 showed no recovery as manufacturing incomes were exactly where they were 12 months earlier.

About The PayScale Index
The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private sector full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of over 23 million employee profiles, accounting for 250 compensable factors for 7,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

The PayScale Index also examines quarterly changes in the pay of employed workers across 15 private industry categories separately, 20 metropolitan areas, and across company sizes of less than 100 employees, 100-1500 employees, and more than 1500 employees. These industries include: Arts, Entertainment & Recreation; Business Operation Support Services; Construction; Finance & Insurance; Food Services & Accommodation; Healthcare & Social Assistance; Information, Media & Telecommunications; Manufacturing; Mining; Professional, Scientific & Tech Services; Real Estate; Retail; Transportation & Warehousing/Storage; Utilities; and Wholesale Trade.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook http://www.facebook.com/PayScale.

Industry Leader PayScale to Provide Salary Data to LinkedIn,
World's Largest Professional Network

World's largest real-time salary source will provide salary data for Job Search and Career Explorer tools on LinkedIn

Seattle - December 9th, 2010 - PayScale, Inc., the world's largest real-time salary data provider, today announced a partnership with LinkedIn, the world's largest professional network, that allows LinkedIn users to tap PayScale.com's 23 million+ dataset of salary intelligence.

As part of the business relationship, PayScale will provide job-, location- and industry-specific compensation data for use in various products on the LinkedIn website. Using PayScale's services, LinkedIn will include salary ranges for jobs listed in the US, United Kingdom, Canada, and Australia on the LinkedIn web site, allowing users to search for jobs by salary range. Salary information will also be available in LinkedIn's new Career Explorer product, helping users understand what future careers might pay. Both features on LinkedIn will use PayScale's proprietary job-matching techniques to provide the most accurate estimate of salary.

The PayScale data will be incorporated into the LinkedIn job search feature for LinkedIn members with Premium Accounts.

Real-time salary information, analytics, and career-planning tools from PayScale serve as a resource for millions of individuals every month. Business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of business applications to be a powerful aide in a quickly evolving job market.

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market and specific job listings. PayScale created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g. location, company type and size, job title, work experience, education, skills, and more.) Using advanced search and proprietary matching technology, PayScale finds a relevant peer group from its dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook http://www.facebook.com/PayScale.

PayScale Releases Inaugural Compensation and Salary Index

New Quarterly PayScale Index tracks whether the price of workers, as represented by the wages they are paid, is changing over time; Index provides most accurate view on what employees are earning amidst turbulent economy

Seattle - October 12th, 2010 - PayScale, Inc. today announced the inaugural release of The PayScale Index that tracks quarterly compensation trends. Specifically, The PayScale Index follows changes in total cash compensation for full-time, private industry employees in the United States.

The PayScale Index utilizes a unique approach to trend measurement. Unlike indices such as the Consumer Price Index, which measures the prices of certain goods and services (periodically updated to reflect changes in buying habits of Americans), The PayScale Index uses data on all private sector full-time employees working in a given time period.

PayScale has performed a detailed analysis of how various compensable factors, like work experience, education, employment setting and job responsibilities affect pay. This analysis is based on PayScale's extensive data of over 23 million employee profiles, accounting for 250 compensable factors for 7,000 unique job titles, which show how the pay of actual workers varies with each of these factors.

"The greater accuracy of The PayScale Index is critical for understanding consumer confidence: for those lucky enough to still have a job, The PayScale Index shows that getting a pay cut or no raise over the last two years has been the typical experience," says Al Lee, Director of Quantitative Analysis at PayScale.

The PayScale Index also examines quarterly changes in the pay of employed workers across 15 private industry categories separately, 20 metropolitan areas, and across company sizes of less than 100 employees, 100-1500 employees, and more than 1500 employees. These industries include: Arts, Entertainment & Recreation; Business Operation Support Services; Construction; Finance & Insurance; Food Services & Accommodation; Healthcare & Social Assistance; Information, Media & Telecommunications; Manufacturing; Mining; Professional, Scientific & Tech Services; Real Estate; Retail; Transportation & Warehousing/Storage; Utilities; and Wholesale Trade.

Index highlights include:
  • Since 2006, wages are up only 4.0% for private sector employees, while the core Consumer Price Index has increased 7.5%
    • In 2009 actual (nominal) wages dropped 1.5%, and have been flat since; core CPI has continued to rise
    • The typical private sector workers earns 3.5% less in real buying power now, while doing the same job, than they earned in 2006.
    • Wages in only one industry, Mining and Oil & Gas Extraction (9.1%), have outpaced inflation since 2006. 
  • Over the last 12 months through Q3 2010, nationally wages are up only 0.1%
    • Only 5 of 20 metros have 12 month wage increases greater than 0.1%
      • Baltimore (1.6%), St. Louis (0.6%), Washington DC (0.5%), New York City (0.4%), and Phoenix (0.4%)
    • Only 6 of 15 industries have 12 month wage increases greater than 0.1%
      • Utilities (0.8%), Mining & Oil & Gas Extraction (0.6%), Finance (0.5%), Healthcare (0.2%), Transportation (0.2%) and Retail (0.2%)
  • The worst period for full-time private sector employee wages since 2006 were the six months between Q4 2008 and Q2 2009, when wages dropped 1.3%.
  • In the latest quarter, Q3 2010, there is no sign nationally of increases in actual wages or buying power:
    • Actual wages are down 0.1% from the previous quarter
    • Buying power is down 0.2% from the previous quarter
"The PayScale Index shows the US private sector workforce is subject to the laws of supply and demand: typical wages as measured by the PayScale Index dropped as unemployment rose in the current recession. The unique market based real-time approach of The PayScale Index makes it uniquely capable of identifying these important trends in the economy," said Lee.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow PayScale on Twitter: http://twitter.com/payscale and Facebook http://www.facebook.com/PayScale.

PayScale's 2010 College Salary Report Highlights Decrease In Starting Pay

New report indicates top brand name schools suffer significant starting salary drop off, including an average of 5% at the Ivy League; Dartmouth displaced as top earner

Seattle - July 22, 2010 - PayScale, Inc. today announced its 2010 College Salary Report. The report, which analyzes the company's database of over 23 million unique compensation profiles, provides a critical perspective on the relationship between college selection and both starting and mid-career salaries.

After two years at #1 for mid-career pay, Dartmouth College slipped to a tie with Princeton for #2 in the 2010 study, with Harvey Mudd College of Claremont CA taking the #1 spot. The new #1 for starting pay is the California Institute of Technology (Caltech), edging out Loma Linda University, last year's #1.

The report highlights that even during the economic volatility of the last 24 months, Engineering Schools continue to hold their value: 7 of top 10 for starting pay are schools with strong engineering programs, with the other 3 being strong in nursing and allied healthcare fields.

The PayScale 2010 College Salary Report pulls together over 2,500 data points, including salary data for 125 bachelor's degree majors and from 999 U.S. based undergraduate colleges and universities. The full report can be found at http://www.payscale.com.

Some highlights from the 2010 College Salary Report include:

  • At mid-career, universities with stellar academic reputations still top the list in earnings, though there is a clear engineering tilt:
    1. Harvey Mudd College
    2. Princeton University
    3. Dartmouth College
    4. Harvard University
    5. California Institute of Technology
    6. Massachusetts Institute of Technology
    7. Stanford University
    8. Colgate University
    9. Duke University
    10. Bucknell University
  • The recession has affected the earnings of college grads with jobs: at mid-career, earnings are down an average of 1.5% for the approx. 600 schools in the report this year and last.
  • With 999 schools representing over 80% of all enrolled bachelor's degree candidates, the vast diversity of US higher education is on display in this report
  • The top 10 highest earning schools at mid-career graduates earn an average of $115,000 per year, while the bottom 10 have graduates earning $45,000/year.
  • For starting pay, "sure thing" majors like nursing and engineer have a large impact on school rankings.
  • Nursing is the highest starting pay major after engineering and related majors
  • For starting pay, the top 10 schools are engineering and nursing colleges - no Ivies:
    1. California Institute of Technology
    2. Loma Linda University
    3. Harvey Mudd College
    4. Massachusetts Institute of Technology
    5. Felician College
    6. Carnegie Mellon University
    7. Molloy College
    8. Polytechnic Institute of New York University
    9. Colorado School of Mines
    10. Worcester Polytechnic Institute
  • Starting pay was down an average of 2.5% across all schools
  • Starting pay was down an average of 4.5% at the top 10 US News National Universities
  • Starting pay was down an average of 5% at the 8 Ivy League schools.
  • Despite the recent bad publicity, Petroleum Engineering graduates earn by far the highest both for starting pay and at mid-career of any bachelor's major.

"The findings in our 2010 salary report support the soft and uncertain economic outlook: starting salary for graduates of colleges and universities across the country are down from previous levels. It is clear that the deep recession and slow recovery has not only made it harder to find a job, but has also brought down overall compensation for college graduates beginning their careers," said Dr. Al Lee, Director of Qualitative Analysis at PayScale. "What remains consistent though from our previous reports is that the Engineering and Nursing professions provide the greatest starting salary opportunity for college graduates."

A note on methodology: All data used to produce the 2010 PayScale College Salary Report were collected from employees who successfully completed PayScale's employee survey. Self-employed, project-based, and contract employees are not included. For example, project-based graphic designers and architects, and nearly all small business owners and novelists, are not included. For more detailed salary methodology visit: http://www.payscale.com/best-colleges/salary-report.asp.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow us: http://twitter.com/payscale

PayScale Announces Groundbreaking Report About College Return On Investment

Study Shows Parents, As Well As Current and Prospective Students, Which Colleges and Universities Are Worth the Time, Energy and Money

Seattle - June 28th, 2010 - PayScale, Inc. today announced its groundbreaking 2010 College Return on Investment Report. Based on an analysis of PayScale's set of over 23 million unique user profiles, the report examines the return on investment at 554 U.S. undergraduate institutions that offer an on-campus residential experience.

Payscale's analysis and assessment comes at an especially critical time for parents, current university students, and future college attendees because personal finances are being squeezed and scrutinized in a soft economy and uncertain labor market.

PayScale findings indicate that a return on education investment is competitive with other investments over the last 30 years at most schools. At all schools, expected annual return for investment in education is competitive with current 30-year Treasury bonds (yielding ~4.5%). And while the S & P 500 has returned about 13% annually over the last 30 years, besting all but 88 of 554 schools (16%), 449 (81%) of schools can equal or better the more recent 20-year return of 8.1%. At many schools, investing in college costs, even at full price, has been competitive versus getting a job out of high school and putting the money in the market or treasury bonds.

Two measures of ROI calculations are made in this report.

One is the 30-Year Net Return on Investment (2010 Dollars) that is the dollar difference between the expected value of earnings as a college graduate over typical high school grad earnings (earnings differential) after subtracting the total cost of attending the specific school for 2009 graduates.

Second is the Annualized Return, which is the expected value of earnings differential divided by the total college cost, annualized to represent the compound average growth rate (percent gain) effectively received each year for 30 years after graduation. For more information on methodology, please go to: http://www.payscale.com/education/compare-college-costs-and-ROI.

Here are five highlights from Payscale's 2010 College Return on Investment Report:

  • The magical $1,000,000 (at least in 2010 dollars) is hard to come by

    Out of 554 institutions evaluated, only 40 (36 private and 4 public) schools delivered a Net ROI of $1,000,000 or more over high school earnings, after costs and probability of graduating were taken into account.

  • There are huge variations in 30-year Net ROI across all school types

    The top 30-year Net ROI private school (MIT) and public school (Berkeley) graduates get payoffs in excess of $1,000,000 from their respective $189,300 and $118,900 college expense investments.

    The bottom 30-year Net ROI private (Shaw University) and public (Black Hills State University) colleges offer graduates less than $25,000 in gain over national high school graduate earnings for their respective $98,730 and $67,020 college expense investments.

  • The biggest "bang for the tuition buck" can be found in-state at technical/leading state universities

    While the highest 30-year Net ROI schools tend to be private, these schools also have high sticker prices. Annualized return measures investment efficiency: the higher the percentage, the more "bang" for each buck invested in college costs. Of the 40 schools with more than a 12% annualized return on investment, 29 are public.

    Georgia Institute of Technology (Georgia Tech) tops the Annualized Return list with 14.2%, because of its $1,111,000 ROI, low education costs ($79,140), and above average graduation rate (77%).

    Brigham Young University tops the Annualized Return list for private schools, because of solid earnings ($797,000), fifth cheapest education costs ($58,450), and a good graduation rate (79%).

  • Graduating students matters

    The top 10% of schools for 30-year net ROI average an 89% graduation rate; the bottom 10% of schools average 36%.

  • There's big money, if you can just graduate

    Several schools offer million dollar pay-offs, assuming a diploma is earned:

    South Dakota School of Mines: $1,152,000 ROI for graduates (in-state), but only 37% of students actually graduate (1 in 3).

    San Jose State University: $1,050,000 ROI for graduates (in-state), but only 41% of students actually graduate (1 in 2.5).

    Lawrence Technological University: $1,074,000 ROI for graduates (private), but only 46% of students actually graduate.

"We hope this report will provide parents, as well as current and prospective college students, crucial financial information about college selection," says Dr. Al Lee, Director of Quantitative Analysis, at PayScale. "The data should also help as students weigh the options of entering the job market after high school or attending a four-year university."

Adds Lee: "It's important and encouraging to note that the annualized return can be almost infinite for a student getting financial aid, and a million dollar return is accessible to students whose families can't afford high tuition costs. Top private schools like MIT, CalTech, Harvard, Harvey Mudd, Dartmouth, and Stanford, for example, often offer huge discounts on their roughly $200,000 four-year education costs for lower income families. For instance, Stanford charges no tuition, room or board to families with income of less than $60,000, and it doesn't charge the $38,700 per-year tuition to families earning less than $100,000 a year."

A note on methodology: All compensation data used to produce the 2010 College Return on Investment Report were collected from employees who successfully completed PayScale's employee survey. Self-employed, project-based, and contract employees are not included.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow us: http://twitter.com/payscale

PayScale Announces New Strategic Planning and Implementation Tools For HR Leaders

HR Executives, under continued job market volatility and an unpredictable economic environment, look to global leader in salary data and benchmarking for new compensation strategy and analytics applications

Seattle - June 15th, 2010
- PayScale, a market leader in online compensation and benefit information, today announced expanded rich new tools for its flagship HR compensation solution PayScale Insight. PayScale Insight is an online compensation solution that enables HR/Comp professionals, in small, medium and large companies to benchmark their workforce and align their compensation strategies with their overall business goals.

The availability of a web-based suite of compensation tools like PayScale Insight is a crucial ingredient in helping business leaders manage and recruit talent and make strategic HR decisions amidst unprecedented and volatile business and economic circumstances. The turmoil in the labor markets over the last three years has created significant change in compensation strategies, and according to PayScale data, fluctuations in base salaries that will likely continue.

"We invested heavily to get direct customer feedback on key challenges companies face today and for the next 3-5 years. Consistently we heard a desire for help to design and implement a compensation strategy that will meet business objectives for growth and profitability and allow flexibility in what will most likely continue to be an unpredictable economic environment ," said Geary Eppley, Director of Business Products of PayScale. "The new features in PayScale Insight, will help clients define their competitive positioning, establish market based pay ranges across multiple locations, departments and job titles, assess where they are against the strategy and share that information with key stakeholders."

News tools within the PayScale Insight application include:

Compensation Strategy Manager:
A new tool to define and manage your compensation strategy.
Compensation Strategy Manager allows clients to set their pay ranges based on where - relative to current market rates - their organization aims to pay, and further refine the target pay ranges for different categories of employee, such as function or level.

Insight Analytics:
Executive level reports summarizing compensation across the entire organization.
With Insight Analytics clients can assess whether their compensation practice is aligned with their compensation strategy, identify potential "trouble spots" and determine the cost of making broad changes to employee pay.

"PayScale Insight services make my life easier," said Michael Meic, Director of Talent Management, Creative Channel Services. "Because we have such trust in PayScale's tools, recently we were able to quickly and confidently hire a national field-based retail-marketing team of more than 100 associates and easily optimize our compensation for each market."

Added Meic: "PayScale helped me set market-based pay ranges across multiple unique jobs in many locations and to understand the impact on our business. Because PayScale's value and how it can contribute to our strategic growth plans is apparent, my executive team was on board immediately," said Michael Meic, Director of Talent Management, Creative Channel Services.

PayScale is used by over 2,500 companies and organizations who can instantly access PayScale's compensation database. With daily updates from the world's largest real-time online salary survey (over 17 million unique user profiles), HR and compensation professionals can instantly access pay data that truly matches their organization (their organization's size, type, industry, location, etc.) and their employees (their employees' length of service, skill sets, certifications, etc.).

In addition to expanding the PayScale toolset, PayScale continues to offer educational webinars to help HR professionals become more knowledgeable about compensation planning. See http://www.payscale.com/hr/resources/hr-webinars for the full HR webinar schedule.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow us: http://twitter.com/payscale

Duke Blue Devils and Georgetown Hoyas Square Off in Finals of PayScale.com’s 2010 NCAA Basketball Salary Madness

Duke Earns Second Consecutive Salary Title; Final Four includes Duke, Georgetown, Cornell and Vanderbilt

Seattle - March 16th, 2010
- For the second consecutive year, Duke University wins the PayScale.com NCAA Basketball Salary Madness tournament. In this year's championship bracket Duke ($104,000.00) defeats Georgetown ($95,100.00).

PayScale, Inc., the world's largest real time online salary dataset, today unveiled its Third Annual Salary Madness in conjunction with the 2010 March Madness/NCAA Men's College Basketball Tournament.

PayScale analyzed the March Madness brackets by typical salaries of graduates from each participating institution and came up with their own March Madness predictions. All salary data used in the 2010 PayScale Salary Madness is from the company's 18.5 million plus real-time salary dataset.

2010 Salary Madness highlights include:
  • Schools with higher paid graduates tend to have a better (i.e. lower) seed. This could relate to the idea that better paid graduates might donate more to the school and thus provide more funds for sports programs.
  • Teams in the South Region have the highest median pay ($70,800 vs. $68,100 in the East, $66,900 in the Midwest, and $67,600 in the West).
  • Lehigh is the highest paid seed 16 team -- beating all other #16 teams by at least $17,000. This enables them to make it to the Top Earning 8 (4th round of the playoffs). All other seed 16 teams are out in the first round.
  • Duke is the best paid seed 1 team by $40,000. All other seed 1 teams earn a median pay in the mid-$60,000's, which causes them to leave the salary tournament fairly early.
  • Kansas doesn't make it past the first round, while Kentucky and Syracuse don't make it past the second round.
"A fascinating aspect of the NCAA tournament is the diversity of schools," said Dr. Al Lee, Director of Quantitative Analysis, PayScale. "From highly selective universities who have graduated presidents (Clinton - Georgetown, Nixon - Duke Law) and captains of industry (CEO Bank of America - Notre Dame, CEO S.C. Johnson & Son - Cornell) to former teacher colleges that have grown into regional universities offering BAs through PhDs and MDs (East Tennessee State, Sam Houston State), March Madness has a broad range of schools represented.”

2008 PayScale Salary Madness

2009 PayScale Salary Madness

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle.

Robin Ferracone Joins Board of Directors at PayScale

Experienced Executive, Consultant and Investor is a Leader in Today's Talent and Compensation Performance Market

Seattle - January 13th, 2010
- PayScale, a leader in real-time compensation data, today announced that Robin Ferracone has joined its Board of Directors and completed an equity investment in PayScale.

With more than 25 years of consulting experience, Ferracone has advised clients in the areas of business and talent management strategies, executive compensation, value management and performance measurement.

Ferracone is currently CEO of RAF Capital LLC and Executive Chair of Farient Advisors; and she is the founder of both firms. RAF Capital makes strategic investments in HR-related businesses, and Farient Advisors helps clients make timely, defensible and performance-enhancing decisions that are in the best interests of their shareholders. 

Recently, Ferracone served as Executive Chair at Worldwide Compensation, which offers integrated global compensation management through a 100 percent on-demand software solution. Taleo Corporation, the leading provider of on-demand talent management solutions, has acquired Worldwide Compensation.

"We're very pleased that Robin has accepted our offer to join the PayScale board," says Michael Metzger, President and CEO of PayScale. "She's unique, and has unparalleled experience in today's talent and compensation performance market. Her counsel and insights will help us take PayScale to the next level."

"PayScale has an innovative approach that positions the company to fill an important gap in the market" added Ferracone. "I believe they have the right technology and right strategy at the right time, and I'm confident about where Mike and his team are headed. I look forward to joining them on this exciting and cutting-edge journey. I think we can create even more value together."

Ferracone has authored a book entitled, Fair Pay Fair Play: Aligning Executive Performance and Pay, due to be published on April 5, 2010.  In addition, Ferracone has authored numerous articles on talent and compensation performance issues, and has testified before a Congressional sub-committee in Washington, D.C. regarding the salary of the President of the United States. In 2003, she received the WorldatWork Distinguished Service Award.

From March 2005 to March 2007, Ferracone was President of the Human Capital business at Mercer. In this role, Ferracone's responsibilities included human capital consulting, software, and data services globally.

Ferracone is a member of Duke University Board of Trustees, World Presidents' Organization, and the Committee of 200.
  
Ferracone received an M.B.A. from the Harvard Business School, where she was a Baker Scholar. She also received a B.A. summa cum laude in Management Science and Economics from Duke University, where she was elected to Phi Beta Kappa.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle.   For more information, visit:  www.payscale.com/about.asp

Follow us: http://twitter.com/payscale

About SuccessFactors, Inc.
SuccessFactors is the global leader in Business Execution Software. The SuccessFactors Business Execution Suite improves business alignment and people performance for companies of all sizes. More than 5 million users and 2,800 companies use SuccessFactors every day. For more information, visit: www.successfactors.com.

Execution Is The Difference

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Fan us: http://facebook.com/SuccessFactors

PayScale Joins SuccessFactors' SuccessCloud™ Technology Partner Program

Collaboration Will Deliver Highly Accurate, Customized and Real-Time Market Compensation Data Throughout Business Execution Platform

Seattle - January 7th, 2010
- PayScale, the world's largest database of compensation profiles, today announced that the company has joined SuccessCloud, SuccessFactors' Technology Partner Program for its Cloud-based Business Execution (BizX) Software Suite, to help joint customers improve Business Execution.

Tom Fisher, Vice President of Cloud Computing at SuccessFactors, commented: "Our leadership at SuccessFactors is all about continuous improvement, and we've doubled down in the current market environment to serve customers even better. So we welcome this broader relationship with PayScale. PayScale's data and methodology allow customers to answer specific compensation questions related to their unique situation in a way that is difficult for traditional compensation solutions. This partnership allows us to deliver rich and much-needed data to a wide range of companies in an innovative way. We believe this will help customers drive growth in 2010 and beyond."

PayScale provides compensation experts and influencers the ability to create job descriptions across multiple locations; quickly build out ranges based on customized market data for your active workforce and projects such as mergers and acquisitions; and manage compensation liabilities based on position or employee data. For more information, visit: http://www.payscale.com/hr/default

SuccessFactors' SuccessCloud allows third-party applications and data from other business systems to connect and integrate with the SuccessFactors Business Execution Software Suite. This enables businesses to gain meaningful insights into how well the organization is executing against its strategy, and overall business performance. For more information, visit: http://www.successfactors.com/successcloud/.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle. For more information, visit: www.payscale.com/about.asp

Follow us: http://twitter.com/payscale

About SuccessFactors, Inc.
SuccessFactors is the global leader in Business Execution Software. The SuccessFactors Business Execution Suite improves business alignment and people performance for companies of all sizes. More than 5 million users and 2,800 companies use SuccessFactors every day. For more information, visit: www.successfactors.com.

Execution Is The Difference

Follow us: http://twitter.com/SuccessFactors
Fan us: http://facebook.com/SuccessFactors

Brazen Careerist and PayScale Release Study on the Best Companies
to Work for Generation Y

First of its kind report highlights salary figures, gender ratios and
green ratings for America's top corporations

Seattle - December 16, 2009 - PayScale, Inc, the world's leading online provider of employee compensation data, and Brazen Careerist today released a comprehensive report about the top companies for Generation Y (Gen Y) employees. Generation Y, also known as the "Millennials", is generally defined as those born between 1977 and 1994.

The nation continues to suffer extensive and deep fissures in the labor market, with the current underemployment rate standing at 17.5 percent. One of the hardest hit groups is Gen Y college graduates, who need guidance on where to focus their job search efforts.

The Brazen Careerist/PayScale study (http://www.brazencareerist.com/top-50) identifies the Top 50 Companies for Gen Y workers, based on characteristics that matter to Gen Y: fraction of Gen Y employees, gender balance, pay, and "green" score. In addition, typical Gen Y jobs for each company on the list are given.

The top five companies for Generation Y from the Brazen Careerist/PayScale study are:
  • NBC Universal
  • PepsiCo
  • Nestle USA
  • Google
  • Citigroup
"The Great Recession has hurt workers of all ages, across all geographies and sectors," says Al Lee, Director of Qualitative Analysis at PayScale. "The future of the U.S. and global economy rests with the Generation Y workers, and this study spotlights the companies making the most of what Gen Y has to offer."

Google and SunGard Data Systems make the top 50 list, while other technology industry leaders like Microsoft and Oracle do not. The key difference? Google and SunGard Data Systems have been more effective in hiring Gen Y workers of both genders.

Despite their current reputation, the finance and banking industry, with 12 companies in the top 50, remains an attractive option for Gen Y. This industry both pays Gen Y employees better than most and has a workforce that skews young.

"We focused the survey on companies that do a good job of hiring both men and women. Organizations that can achieve gender diversity generally can accommodate the varying needs of a changing workforce. For example, flexibility is very important to Gen Y. And most companies say they offer flexibility, but the diversity of the workforce is a filter to really measure what flexibility means as well as other job quality characteristics," said Penelope Trunk, Founder, Brazen Careerist.

Adds Trunk: "So many Best Companies for Gen Y lists indicate that salary may not be an important job factor. This is misleading. What the Gen Y worker thinks about salary is this: You cannot underpay in today's environment because great salary data is available online, at places like PayScale. Gen Y thinks salary is not a negotiating point: They expect what the market is paying because the data is available to the employer and employee. In the end salary is very important: The GenY worker will quit if they feel the pay structure is unfair."

The data were collected between October 15th, 2008 and October 15th, 2009 for full-time employees working in the U.S. who hold at least a bachelor's degree. We focus on the following criteria to determine the Top Companies for Gen Y workers:

(1) Start with the PayScale database of over 50,000 Companies and eliminate any company with less than 2500 employees.
(2) Next focus on companies with approximately 2000+ bachelor's degree or higher graduates in order to limit the sample to companies that are major employers of bachelor's (or higher) graduates.
(3) Pick the 50 companies with the highest score(s), as defined by:
  • Percentage of Gen Y employees
  • Median total cash compensation of Gen Y employees
  • Gender balance
  • Green score, as determined by Climate Counts (http://www.climatecounts.org).
For more information about the report and its methodology, please inquire at press@payscale.com.

About Brazen Careerist
Brazen Careerist is a Generation Y-targeted career site that uses social networking to showcase job seekers' ideas and potential over their background and experience. Brazen Careerist "levels the playing field" for Generation Y by reversing the disadvantage these candidates have faced on other online career sites where experienced Gen Xers and Baby Boomers appear more employable. For recruiters and hiring managers, Brazen Careerist will offer unique deep insight into the critical thinking skills, ideas, knowledge, and peer influence of high performing Generation Y candidates whose potential would not be discoverable from an online resume. For more information about Brazen Careerist, visit www.brazencareerist.com.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale Releases Fourth Annual Year-End Tipping Study

Developed in Conjunction with Cornell University, New Study Confirms That the Recession Has Slashed Workers' Tip Earnings By as Much as 50 Percent

Seattle - December 2, 2009 - PayScale, Inc., the world's largest database of individual employee compensation profiles, today released its fourth annual year-end tipping study. This year's analysis was developed in partnership with the Cornell University School of Hotel Administration.

With the nation struggling to emerge from the recession and the current underemployment rate at a post-Depression record of 17.5 percent, the PayScale study shows that tip earnings have been slashed by as much as 50 percent in some jobs. Even the lucky ones who are still employed have seen their salary, including tips, reduced by 10 percent or more.

As the economy sputters, hours worked and wage increases have slowed precipitously, so gratuities are even more crucial to the financial survival of millions of workers in the United States.

"It's no news that 2009 has been an extraordinarily hard year for millions of Americans," says Al Lee, Director of Quantitative Analysis at PayScale. "But one of the saddest economic stories is that job insecurity for the majority of Americans has translated into fewer and/or smaller tips for those whose financial survival depends on these gratuities."

As in the past, the professions relying most heavily on tips are in the restaurant and hospitality business, which has been especially vulnerable to the economic downturn.

In the hotel industry, housekeepers and concierges earn the lowest median hourly tips, while bellhops and hotel floor managers come out on top. In the restaurant industry, fast food workers are on the bottom: they earn the lowest median hourly tips ($0.50) and the lowest typical total hourly income ($7.80).

"Unfortunately, workers in the restaurant and hospitality industry are taking a tremendous hit during this economic struggle," says Mike Lynn, Professor of Consumer Behavior at Cornell's School of Hotel Administration. "Tips are essential for these people to make a living wage, and the half-empty wallets we're seeing are causing tremendous pain."

Once again, the comprehensive PayScale tipping study provides data that includes: Typical Hours (full-time, part-time, and limited time); Median Hourly Tips; Median Base Hourly Pay; Total Typical Hourly Income; Percent of Total Hourly Income from Tips; and the Frequency of Workers Reporting Being Tipped.

About PayScale
PayScale.com (www.payscale.com) is the leading online provider of employee compensation data. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale's 2009 Education and Salary Report Links College Choice and Long-Term Income

Unique Data Survey Makes It Clear That Degrees From Certain Schools Help Sustain and Boost Salary Growth From the Start of a Career Until the Mid-Point

Seattle - July 20, 2009 - PayScale, Inc. today announced its 2009 Education and Salary Report. The research survey, which analyzes the company's database of over 17.5 million unique compensation profiles, provides a critical perspective on the relationship between college selection and both starting and mid-career salaries.
The numbers and trends in PayScale's survey are especially important, given the current rise in unemployment, the length and depth of the recession, and overall anxiety about the economy among consumers and companies.

The PayScale 2009 Education and Salary Report pulls together over 2,000 data points, including salary data for 40 majors, from nearly 600 U.S. based undergraduate colleges and universities. The best colleges survey can be found at http://www.payscale.com/best-colleges.

Some highlights from the 2009 salary report include:

  • Dartmouth College graduates have the highest mid-career salary for the second year in a row, but their median salary declined from last year.
  • Loma Linda University graduates have the highest starting salary, in part because of strong programs in nursing, dental and allied health disciplines.
  • Engineering schools are the best bets for the highest starting pay; they occupy eight of the top 10 spots on this list.
  • Ivy League schools are the best bets for the highest mid-career pay, with five of the top 10 spots on this list.
  • Graduates of small liberal arts colleges experience the largest increase from starting to mid-career salary; these schools occupy 9 of the top 10 spots on this list.
  • Franklin and Marshall College graduates have the greatest spread in mid-career earnings; the top 25% of the school's graduates earn more than 2.6 times the earnings of the bottom 25%.

"Our 2009 report shows that a degree from the right college or university in the right major can have huge and lasting benefits, from the start of a career to the mid-point," said Dr. Al Lee, Director of Qualitative Analysis at PayScale. "This is especially important to remember today, when the economic fundamentals are so weak and job prospects are so uncertain. The data we've generated helps explain why some people are able to sustain and increase income over the long term, while others are not."

A note on methodology: All data used to produce the Education Package were collected from employees who successfully completed PayScale's employee survey. Self-employed, project-based, and contract employees are not included. For example, project-based graphic designers and architects, and nearly all small business owners and novelists, are not included. For more detailed salary methodology visit: http://www.payscale.com/best-colleges/salary-report.asp.

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale Provides Decision-Based Answers to Bing Salary Searches

Largest real-time salary dataset in the world announces service that offers salary information in Bing search results

Seattle - June 11, 2009 - PayScale, Inc., the world's largest real-time salary dataset, today announced a service that enables all Bing users seeking answers to salary related queries to receive immediate answers from PayScale.com's 17.5 million+ dataset.

PayScale is providing instant answers to salary queries on Bing for the 4000 most popular job titles (e.g. architect, concierge, lawyer). Searches will return national salary figures, with metro-specific information also available.

"Extending PayScale's real-time salary data capabilities to Bing users is another proof point that workers and job seekers are hungry for this kind of information and that the Web has become a go-to source for decision-making intelligence" said Mike Metzger, CEO of PayScale. "Even during a volatile economic downturn where jobs are being lost, salary data and career-related information will stay top of mind for all workers and job seekers. PayScale, with our real-time dataset, will offer Bing the freshest, most accurate salary information currently available."

Real-time salary information, analytics, and career-planning tools from PayScale serve as a resource for millions of individuals every month. Business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of business applications to be a powerful aide in a quickly evolving job market.

According to Microsoft Corp.'s announcement, the company identified three design goals to guide the development of Bing: deliver great results; deliver a more organized experience; and simplify tasks and provide insight, leading to faster, more confident decisions.

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g. location, company type and size, job title, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from its dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale.com's Salary Madness Pits Duke versus Cornell for NCAA Basketball Championship

2009 NCAA Men's College Basketball Tournament predictions made by median salary of school graduates; Under and Over Achievers also highlighted

Seattle - March 17, 2009: If the 2009 March Madness Men's NCAA Tournament scores were determined by typical graduate salary, Duke University would defeat Cornell University in the Championship Game. PayScale, Inc., the world's largest real time salary dataset, today unveiled its Second Annual Salary Madness in conjunction with the 2009 March Madness/NCAA Men's College Basketball Tournament.

PayScale analyzed the March Madness brackets by typical salaries of graduates from each participating institution. All salary data used in the 2009 PayScale Salary Madness is from the company's 16.5 million plus real-time salary dataset.

2009 Salary Madness highlights include:

  • In looking at the relationship between NCAA seed and Median pay, we observe that seed increases with Graduates' pay, but not as strongly as last year. Last year, pay increased by about $4000 per seed, while this year it increases by about $1000 per seed.
  • Cornell and USC are underachievers in the sense that they are one seeds in PayScale's rankings, but are only ranked 14 and 10 respectively according to the NCAA rankings.
  • Louisville and Pittsburgh are overachievers as they are only seeded 13 and 10 by PayScale, but are number one seeds according to the NCAA.

"Every year March brings the excitement of college basketball to a fever pitch throughout the country. At PayScale, we are always interested in viewing national events through the lens of salary and compensation," said Dr. Al Lee, Director of Qualitative Analytics of PayScale. "This year's tournament might result in a double win for one school: Salary leader and perennial basketball powerhouse Duke University playing through to the Final Four and possible National Champion."

Last year's 2008 PayScale Salary Madness bracket can be found here: http://www.payscale.com/2008-march-madness-predictions.htm

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential

About PayScale
PayScale.com is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale Reaches New Milestones With Increases in Business Customers
and Consumer Traffic

Company experiences record month of site traffic; grows employer customer base;
and secures fresh capital

Seattle - March 18, 2009 - PayScale, Inc., today announced the company has increased its dataset to more than 16.5 million unique career profiles, completed its largest month of site traffic and grown its base of business customers into the thousands. New customers, stretching across sectors and industries includes: Talyst, Human Capital Institute, Infinia Corporation, GeoSoft, and Roll Call Inc.

In February 2009 alone, the company had over 2,000 HR professionals participate in their strategic compensation training webinars. Additionally, PayScale has added more than a 100 new customers per month since early 2008.

"While the global economy is experiencing a severe downturn and structural changes, PayScale continues to grow by providing serious and necessary information to our expanding global customer base," said Mike Metzger, Chief Executive Officer of PayScale. "In 2008 our year over year revenues increased by 70%, our customer base continues to grow, and our long-standing clients continue to renew their business relationships with us."

PayScale recently launched a new service with Microsoft Live Search allowing users seeking answers to salary related queries to receive immediate answers. PayScale is providing instant answers to salary queries on Live Search for the 1000 most popular job titles (e.g. architect, concierge, lawyer). Searches will return national salary figures, with metro-specific information also available. Additionally, PayScale has partnered with Snagajob.com, the largest site for part-time and full-time hourly jobs.

Building on this momentum, the company has received an additional $3 million dollar equity investment in January 2009 to continue its growth. Investors included: Allen & Company, Corporate Executive Board, Buerk Dale Victor, Fluke Venture Partners, Madrona Venture Group, SAP Ventures, and Trinity Ventures.

Updated Consumer Platform

The company unveiled a Beta version of its new consumer platform. The new My Reports feature is an industry first, leveraging PayScale's extensive dataset to create unique tools for salary insight and ongoing career management. My Reports includes:
  • Salary and Benefits: See how your compensation compares to your peers.
  • Education: Is more education worth it in your profession?
  • Job Opportunities: Browse local job listings in your industry.
  • Anonymous Profiles: See career details about people like you.
  • Cost of Living: Find out which cities would be easiest on your wallet.
  • GigZig: Glimpse your future with our career path predictions.
  • Company Charts: Research a current or future employer.
  • Advice: Read helpful advice from people like you.

"With the labor markets across the globe in a downward cycle, now more than ever, employers and employees need PayScale's real-time salary datasets to keep up with changes in the economy," says Betsy Ribera, Vice President of Marketing for PayScale. "With a record traffic period in the 4th quarter of 2008 and over 3 million unique visitors in January 2009, it is clear that there is great demand for PayScale offerings."

Highly Relevant Reports on Compensation Topics

The company also released its third annual year-end tipping study with tipping chart. The report comes at a time of grave economic news - with weakening wages and growing unemployment - and reinforces the fact that gratuities are crucial to the financial survival of millions of middle-class workers in the United States. Six out of the top 10 professions relying most heavily on tips are in the restaurant and hospitality business, which is especially vulnerable to an economic downturn.

For the second consecutive year, PayScale was the central data source to the US News & World Report "2009 Hot Jobs and Career Outlook."

Following the Summer 2008 special report on salaries of University graduates through the United States, PayScale teamed with BusinessWeek to produce a report about MBA salaries.

PayScale continued its ongoing data support to national media outlets, including Forbes, CNN, the Wall Street Journal, CIO, Smart Money, US News & World Report and BusinessWeek.

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential

About PayScale
PayScale.com is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries to employees and employers. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

Media Contact

Steven Gottlieb
Gottlieb Group Communications, LLC
206.427.9591
steven@gottliebgroupcom.com

PayScale Provides Microsoft Live Search With Real-Time Answers to Salary Searches

Seattle, WA - February 12, 2009 - PayScale, Inc., the world's largest real time salary dataset, today announced a new service that enables all Microsoft Live Search users seeking answers to salary related queries to receive immediate answers from PayScale.com's 16.5 million plus dataset.

PayScale is providing instants answers to salary queries on Live Search for the 1000 most popular job titles (e.g. architects, concierge, lawyers). Searches will return national salary figures, with metro specific information also available.

"Extending PayScale's real time salary data capabilities to Microsoft Live Search users is another proof point that workers and job seekers are hungry for this kind of information," said Mike Metzger, CEO of PayScale. "Even during a volatile economic downturn where jobs are being lost, salary data and related information will stay top of mind for all workers and job seekers. PayScale, with our real-time data set, will offer Live Search users the freshest and most accurate salary information currently available."

Real-time salary information, analytics, and career planning tools from PayScale serve as a resource for millions of individuals every month. Business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of business applications to be a powerful aide in a quickly evolving job market.

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale Launches Career Management Platform

World's largest salary survey company creates new features to provide workers and job seekers comprehensive, unique career information based on their extensive dataset.

Seattle, WA - February 13, 2009 - PayScale, Inc. today announced the launch of a new career management platform where employees and job seekers will have access to an array of salary insight and career management tools in one place.

As the economy maintains its uncertain footing, the total workforce - including the employed and the recently laid off - are seeking real-time salary information that keeps step with the market, professional development opportunities, job alternatives, and career planning tools. PayScale's new personalized career management platform provides users insight into their career options in one easy-to-access location.

"PayScale provides employees and job seekers with an easy-to-use suite of tools to understand their place in the job market and inform their career decisions," said Joe Giordano, Founder, PayScale, Inc. "We have leveraged our extensive dataset of over 16 million career profiles in conjunction with advanced statistical modeling to provide fresh insight into the job market and potential career options available to workers across the world. This type of information is more relevant now than ever before, as the challenging business climate and recession persist."
  • Real-time Salary and Benefits: See how your compensation compares to your peers.
  • Job Opportunities: Browse job opportunities matched to your position, location and your industry.
  • Educational Opportunities: Is more education worth more in your profession?
  • Cost of Living Calculator: Find out if working in another city would improve your standard of living.
  • GigZig: Glimpse future career paths and their corresponding salaries
  • Company Data: See top jobs and typical pay for a current or future employer
  • Advice: Read helpful career advice from people like you.
  • Anonymous Profiles: See career details about people like you.
Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and compensation reports for both consumers and businesses. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

Top Accounting job board, AccountingJobsToday.com partners with PayScale,
the world's largest real-time salary resource.

Los Angeles, - January 16, 2009 - Today, AccountingJobsToday.com and PayScale announced a new partnership in which PayScale will provide salary and career resources to Accounting & Finance Job Seekers to compare their salaries to other professionals in the same field.

"This is an opportunity for AccountingJobsToday to partner with the leader in online compensation data. The Payscale compensation survey is a great resource and way for job seekers or anyone needing compensation data to access quick and detailed salary results. Employers can benefit greatly from this tool when budgeting for new positions and salary renegotiations," said Todd Goldstein, President of AccountingJobsToday.com.

Real-time salary information, analytics, and career planning tools from PayScale continue to be a resource for millions of individuals every month, while business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of applications to be a powerful aid in a quickly evolving job market.

"This new collaboration with AccountingjobsToday will provide finance and accounting professionals a timely and necessary online career management experience: access to the largest real-time salary dataset in the world," said Mike Metzger, CEO of PayScale. "As the global economy experiences an unprecedented downturn, employees and employers require the most accurate compensation data and innovative career resources and tools."

Each day, tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more). Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from its dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About AccountingJobsToday.com
AccountingJobsToday.com is an online career resource dedicated to accounting and finance professionals nationwide. In addition to a job board and job search tools, AJT offers several career and employment-based resources for both job seekers and employers. This includes a job descriptions library, sample accounting resumes, as well as various salary tools, continuing education courses, free accounting magazines, career articles, a news center and much more.

About PayScale
PayScale.com is the world's largest ongoing salary survey, with over 15 million unique user profiles. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary reports. PayScale was founded in 2002 and is headquartered in Seattle.

PayScale and SnagAJob.com Create Unique Career-Management Experience

Hourly workers in tough economy can turn to PayScale's wage and
career-information tools at SnagAJob.com

Seattle, WA and Richmond, VA, - January 27, 2009 - PayScale, Inc. today announced a new partnership with SnagAJob.com that enables all SnagAJob.com site visitors to use PayScale's real-time wage and career tools. The relationship pairs the world's largest real-time salary dataset in PayScale with the nation's No. 1 Web site for hourly workers in SnagAJob.com.

The new relationship makes PayScale's real-time wage calculator, cost-of-living calculator, dynamic salary charts and GigZig available to all SnagAJob.com users.

GigZig, created by PayScale, is an online search application that allows individuals to explore possible career paths - and what each job in that path typically pays today. GigZig information is pulled in real-time from the PayScale salary dataset that includes over 15 million unique user profiles worldwide.

"This new partnership between SnagAJob.com and PayScale will provide SnagAJob.com users with the best career-management experience on the Web," said Mike Metzger, CEO of PayScale. "The current economic and job landscape requires accurate, detailed and accessible career information."

Added Shawn Boyer, CEO of SnagAJob.com: "The American workforce and economy relies heavily on the hourly worker. Our partnership with PayScale is custom built to give hourly workers what they need in today's economy: easy-to-use, comprehensive and diverse career- management information and tools, including accurate information on the going rates for each profession."

Real-time wage information, analytics, and career planning tools from PayScale continue to be a resource for millions of individuals every month, while business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of business applications to be a powerful aide in a quickly evolving job market.

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About PayScale
PayScale.com is the world's largest ongoing salary survey, with over 15 million unique user profiles. With a database of more than 15 million individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

About SnagAJob.com

SnagAJob.com, America's largest hourly job Web site, has helped connect hourly workers with quality full-time and part-time jobs in a wide range of industries since 2000. Headquartered in Richmond, Va., SnagAJob.com also provides both job seekers and employers with valued insights and a cutting-edge interface that are unique to hourly employment. That, combined with more than 135 million annual searches, 13 million registered job seekers and 100,000 active job postings, makes SnagAJob.com exceptionally qualified to share the experiences of the hourly workforce with the rest of the country. Current clients include The Home Depot®, Dish Network®, FedEx®, Boston Market®, Chick-fil-A®, Bed Bath & Beyond®, Verizon Wireless®, Michaels®, and Jiffy Lube®. Learn more about the No. 1 source for hourly employment at www.SnagAJob.com.

PayScale Releases Third Annual Year-End Tipping Study

With the Economy in a Downturn, Gratuities Increasingly Make the Difference Between Financial Life and Death for Millions of Middle-Class Workers

Seattle, WA, - December 2, 2008 - PayScale, Inc, the world's largest database of individual employee compensation profiles, today released its third annual year-end tipping study.

The report comes at a time of grave economic news - with weakening wages and growing unemployment - and reinforces the fact that gratuities are crucial to the financial survival of millions of middle-class workers in the United States.

Six out of the top 10 professions relying most heavily on tips are in the restaurant and hospitality business, which is especially vulnerable to an economic downturn.

Waiters and waitresses, for example, receive $9.90, or 68 percent of their total hourly income, in tips; restaurant managers get $7.90, or 51 percent of their total hourly income, as a result of gratuities; and bell captains obtain $4.50, or 32 percent of their total hourly income, from tips.

"As budgets tighten, it is tempting to treat tipping as 'optional'" says Al Lee, Director of Qualitative Analysis at PayScale. "However, the past eight years have not been good to millions of average workers, and tips are critical to making many of these jobs pay a living wage."

Tips can clearly make a financial difference when it comes to paying the bills in the current economic environment. A dog groomer who receives $1.00 of his or her total hourly income in gratuities, for instance, adds about $2,000 in annual revenue - enough for a few months' worth of rent or mortgage payments.

"Every little bit helps in this economy," explains Lee. "And the 2008 Tipping Study shows how critical gratuities are for many families to have enough money to keep their homes and put food on the table."

To read the entire report on gratuities and tipping etiquette from PayScale, please go to: www.payscale.com.

About PayScale
PayScale.com is the world’s largest ongoing salary survey, with over 15 million unique user profiles. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary reports. PayScale was founded in 2002 and is headquartered in Seattle.

Steven Gottlieb, Principal
Gottlieb Group Communications, LLC
steven@gottliebgroupcom.com
206.427.9591

PayScale Salary Dataset Surpasses 15 Million User Profiles Worldwide

Counts Large Government Agencies and Blue-Chip Multi-Nationals As New Clients

Seattle, WA, - October 29, 2008 - PayScale, Inc, today announced the company has grown its database to over 15 million unique career profiles and has an expanding set of business customers. Customers include: Dole Foods, General Dynamics, Merck, Internal Revenue Service, United States Postal Service and Zappos.com.

Real-time salary information, analytics, and career planning tools from PayScale continue to be a resource for millions of individuals every month, while business leaders needing to make strategic HR decisions and manage their talent find PayScale’s compensation suite of applications to be a powerful aid in a quickly evolving job market.

"Making the right employment decisions is critical in today’s economy," says Mike Metzger, CEO of PayScale, "and we believe that our data provides real-time compensation intelligence for the decision-makers, who have to stretch every dollar in their cost-constrained budgets."

New Partnerships Are Forged

In September, PayScale cemented its new partnership with HotJobs, Yahoo!’s career and job site, which will use PayScale’s real-time salary tools. The new relationship makes the PayScale real-time salary calculator, cost-of-living calculator, dynamic salary charts and GigZig career path predictor available to all HotJobs visitors.

"More and more people are relying on PayScale’s data tools - only the Bureau of Labor Statistics receives more salary-related website traffic - because the current unprecedented economic conditions leave little room for error," explains Metzger. "Our partnership with Yahoo! is great for Yahoo! users because it provides them with extra-sharp information and analytics."

Sharply Focused Data Packages Released

PayScale has also completed its inaugural 2008 College Salary Report. The research survey, which analyzes the company’s database of unique compensation profiles, provides a rare - and much-needed - perspective on the relationship between college selection and career success. The PayScale 2008 College Salary Report included over 2,000 data points, including salary data for 40 Majors, from over 300 U.S.-based undergraduate colleges and universities. The report on the best colleges looked at the following datasets:

  • Best Salary Potential By Type of School
  • Degrees That Pay You Back
  • Most Popular Jobs By Degree
  • Most Popular Jobs By School
  • Most Popular Schools By Job
  • Best Salary Potential By School Location

Each day, tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more). Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from its dataset that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About PayScale
PayScale.com is the world’s largest ongoing salary survey, with over 15 million unique user profiles. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary reports. PayScale was founded in 2002 and is headquartered in Seattle.

Steven Gottlieb, Principal
Gottlieb Group Communications, LLC
steven@gottliebgroupcom.com
206.427.9591

"Joe the Plumber" Is Not Alone

New PayScale Compensation Analysis Shows That Most Americans
Are Trying to Stay Afloat in the Same Economic Boat

Seattle, WA, - October 23, 2008 - With less than two weeks to go before the presidential election and echoes of "Joe the Plumber" reverberating up and down the campaign trail, PayScale - which operates the world's largest database of individual employee compensation profiles - decided to crunch the salary numbers on behalf of millions of Joe the Plumber's middle-class counterparts.

The findings show that most Americans are trying to stay afloat in the same economic boat; and, like Joe the Plumber, "Regina the Registered Nurse," "Charlie the Certified Public Accountant," "Marion the Mechanical Engineer" and "Paulette the Pediatrician" all make less than $250,000 a year in total cash compensation (salary, bonus, commissions, overtime but not equity or stock payments).

"The middle class in America is much wider and deeper than most people suspect," explains Al Lee, Director of Quantitative Analysis for PayScale. "The interesting thing is that a wide range of challenging and respected professions offer middle-class compensation."

PayScale is a non-partisan company, and its special election numbers support some of the claims made by both presidential candidates. The data backs up John McCain's contention that "Joe the Plumber" is a solid proxy for middle-income wage earners in the United States; but the statistics also reinforce the thinking behind one of Barack Obama's core economic plans, which asserts that 95 percent of all Americans - everyone making below $250,000 a year - won't pay more in taxes.

"They're both right," says Lee. "There are a lot of Joe the Plumbers out there, and there are also a huge number of people making less than $250,000 a year in our country."

Paying homage to the electoral map, PayScale looked at several key battleground states and analyzed median middle-class compensation for employees with 15-plus years in their profession:

Plumber

Ohio - $47, 500

Florida - $54,800

Colorado - $54,900

Registered Nurse

Ohio - $60,200

Florida - $62,800

Colorado - $68,900

Certified Public Accountant (CPA)

Ohio - $69,700

Florida - $76,900

Colorado - $67,600

Mechanical Engineer

Ohio - $78,800

Florida - $82,000

Colorado - $89,400

The PayScale numbers offer some surprises. The median national annual compensation for corporate attorneys, pediatricians, vice presidents of operations and chief financial officers (at companies with approximately 500 employees) is well under $250,000:

Corporate Attorney

$141,000

Pediatrician

$151,000

Vice President, Operations

$153,000

Chief Financial Officer (CFO)

$167,000

So who's in that rarified e slice of America that will end up paying more taxes, under Obama's tax plan and has benefited from the Republicans' tax cuts over the past few years?

Chief Executive Officer (CEO)*
*at approximately 500 employee company

$251,100

Cardiologist

$270,500

Surgeon (all types)

$298,600

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

For More Information, Please Contact:

Steven Gottlieb
steven@gottliebgroupcom.com or (206) 427-9591

PayScale Collaborates With Yahoo! to Create
Comprehensive Career Management Experience

Yahoo! HotJobs users gain full access to PayScale's suite of real-time salary tools

Seattle, WA, - September 10, 2008 - PayScale, Inc. today announced a new partnership with Yahoo! Inc., which enables all users of HotJobs, Yahoo!'s career and job site, to use PayScale's real-time salary tools. The new relationship makes the PayScale real-time salary calculator, cost-of-living calculator, dynamic salary charts and GigZig available to all HotJobs visitors.

GigZig, created by PayScale, is an online search application that allows individuals to explore possible career paths -- and what each job in that path typically pays today. GigZig information is pulled in real-time from the PayScale salary dataset that includes over 13 million unique user profiles worldwide.

"This new partnership between Yahoo! and PayScale will provide HotJobs users with the best career management experience on the Web. Together, the iconic Yahoo! brand and PayScale's leading global real-time salary tools create a compelling user experience," said Mike Metzger, CEO of PayScale. "PayScale's suite of innovative salary tools, like GigZig, will offer Yahoo! users accurate salary information and, as our collaboration evolves, we will identify and develop new and relevant innovative services."

Real-time salary information, analytics, and career planning tools from PayScale continue to be a resource for millions of individuals every month. Business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of business applications to be a powerful aide in a quickly evolving job market.

Every day tens of thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market salaries. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online salary tools and salary benchmarking reports. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

PayScale Announces Breakthrough Education and Salary Report

Unique Salary Survey Sheds Light on Relationship Between College Selection and Earning Potential

Seattle, WA, - July 30, 2008 - PayScale, Inc. today announced its 2008 Education and Salary Report. The research survey, which analyzes the company's database of over 13 million unique compensation profiles, provides a rare - and much-needed - perspective on the relationship between college selection and career success.

The PayScale 2008 Education and Salary Report includes over 2000 data points, including salary data for 40 Majors, from over 300 U.S. based undergraduate colleges and universities. The best colleges report, can be found at http://www.payscale.com/best-colleges.

Some of the highlights from the salary report:

  • Dartmouth College graduates have the highest median salary in the country with a Total Cash Compensation of $134,000
  • Colorado School of Mines has the highest median salary of all schools west of the Mississippi, excluding California, with a median Total Cash Compensation of $106,000
  • The University of California Berkeley is the state school with the highest Median Total Cash Compensation of $112,000
  • Cal Poly San Luis Obispo graduates make the same median salary ($101,000) as graduates from University of California Los Angeles (UCLA) and University of Southern California (USC)
  • Chemical Engineering is the most lucrative college major with a median Total Cash Compensation of $107,000
  • Harvard College graduates frequently enter not-for-profit positions
  • Major state universities provide exceptional value, with median salaries of graduates in the top 5 in their states, just behind highly selective national universities and colleges (e.g., Rutgers in New Jersey, University of Texas, University of Washington, University of Virginia)
  • Graduates of selective small liberal arts colleges do well, with median salaries competitive with major private research universities, though it helps to have an engineering program on campus too (top median salaries: Bucknell, Colgate, Amherst, Lafayette)

The PayScale Salary report looked at the following datasets:

  • Best Salary Potential By Type of School
  • Degrees That Pay You Back
  • Most Popular Jobs By Degree
  • Most Popular Jobs By School
  • Most Popular Schools By Job
  • Best Salary Potential By School Location

"Our 2008 report shows American colleges and universities prepare students for an amazingly diverse set of careers, and high salaries over a career are not always tied to the obvious majors and schools," said Dr. Al Lee, Director of Qualitative Analysis at PayScale. "With great specificity, this report brings home the long term financial impact of the choice of undergraduate school and major. For young people entering college, and contemplating their post-graduate years in the workforce, this is critical information not available anywhere else."

A note on methodology: All data used to produce the Education Package were collected from employees who successfully completed PayScale's employee survey. Self-employed, project-based, and contract employees are not included. For example, project-based graphic designers and architects, and nearly all small business owners and novelists, are not included. For more detailed salary methodology visit: http://www.payscale.com/best-colleges/salary-report.asp

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

Media Contact
Steven Gottlieb
Gottlieb Group Communications, LLC
206.427.9591
steven@gottliebgroupcom.com

PayScale Significantly Expands Its Global Customer Base and Salary Dataset

International Expansion and Upgraded Business Application Fuels PayScale's Growth and Leadership

Seattle, WA, - July 25, 2008 - PayScale, Inc, today announced that it has grown its database to over 13 million unique compensation profiles and has over 6,500 paying business customers using its business solutions. Companies include Blue Man Group, College Board, Cystic Fibrosis Foundation, Disney, Georgia Pacific, HealthSouth, and The New School.

Real-time salary information, analytics, and career planning tools from PayScale continue to be a resource for millions of individuals every month, while business leaders needing to make strategic HR decisions and manage their talent find PayScale's compensation suite of applications to be a powerful aide in a quickly evolving job market.

"PayScale brings transparency to the job marketplace in a way that helps employees understand the value of their skills and experience, and helps employers to attract and retain the best employees in a difficult talent market," said Mike Metzger, CEO. "PayScale's sophisticated online data collection and analytics methodology gives an accurate valuation of an employee or position across the broadest set of comparable industries, company sizes and locations."

PayScale Insight - Online Data Analysis and Reporting Application for Business

PayScale recently launched PayScale Insight, an online compensation analysis and reporting application that enables HR & Compensation professionals to analyze and manage their workforce compensation using PayScale unique data from within a single online application. PayScale Insight is unique because it allows users to define their positions, and employees, in detail and market price those definitions, rather than using the traditional broad process of matching to generic job descriptions. The results are more accurate relative to traditional market surveys because PayScale's dynamic datasets can match directly to an organization's unique company, position and employee characteristics. With the introduction of PayScale Insight, the company is now collecting data from over 100 contributing Employers.

Global Expansion Continues in 2008

The first half of 2008 has been marked by international expansion for PayScale in Great Britain, Australia and New Zealand, and a beta site opened in China at www.payscale.cn. New partners include: Guardian Jobs in the UK and Job X in Australia and New Zealand. These alliances provide partners with access to PayScale's Salary Survey Platform, where visitors to those sites can determine their current market value with the local market and currency adjustments already in place.

Added Metzger: "In our global economy, demand for international compensation data is even greater than we anticipated. PayScale is often regarded as the best data solution available, due to our global data collection methodology."

Source To Top-Tier Media Companies

PayScale has become an authoritative source for global media companies and research institutions. In recent months, the company has provided customized salary data and market research studies to editors and reporters at BNET (a division of CBS Interactive), BusinessWeek, Forbes and The New York Times.

About PayScale
PayScale.com (www.payscale.com) is the world's largest ongoing salary survey. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Washington USA.

Media Contact
Steven Gottlieb
Gottlieb Group Communications, LLC
206.427.9591
steven@gottliebgroupcom.com

PayScale Announces 21st Century Benchmarking and Talent Valuation Application

PayScale Insight displays organization's internal pay structure alongside current market rate data feeds from PayScale's global compensation database

Seattle, WA, - June 23, 2008 - PayScale, a market leader in online compensation and benefit information, today announced the availability of PayScale Insight. PayScale Insight is an online compensation data analysis and reporting application that enables HR/Comp professionals, in small, medium and large companies looking to bench mark hot segments of their workforce on a more frequent basis, to easily analyze and work with PayScale compensation data from within a single online application.

The availability of a web-based suite of compensation tools like PayScale Insight is a crucial ingredient in helping business leaders manage talent and make strategic HR decisions. For example, a marketing driven enterprise will want to identify, recruit and retain - with compelling and market appropriate compensation packages - the finest marketing talent in the world. Similarly, a company where technology is the differentiator will want to provide engineers and developers with the most fresh, current, and accurate compensation package. Because of its unique web collection approach, sound data analysis methodology, and easy user interface, PayScale has become a valuable link between the technology driven economy and the global war for talent.

"PayScale Insight differs from current market offerings because it seamlessly integrates a real-time data feed into a compensation application," said Debbie McGrath, President and CEO of HR.com. "PayScale Insight answers the call from business executives across the globe for a technologically innovative and strategic job benchmarking and talent valuation system that puts to rest the time consuming effort of traditional market survey's and studies," said McGrath.

What makes PayScale Insight unique is allowing users to define their positions and employees in detail and market price those definitions rather than matching to a generic job description. Users will gain increased accuracy/relevance of compensation data compared to traditional market surveys by using dynamic profile builders that enable tailored market data matched to an organization's unique position and employee profiles. PayScale Insight benefits include:

  • Highly detailed compensation data that includes the compensable factors that define pay for each position: experience level, skills, certifications/education, demographic data, etc.
  • Ability to adjust/match criteria to reflect specific organization type, location, industry, and size. (The ability to adjust/match the criteria is about the application, not the data)
  • Ability to match an employee's unique profile to like individuals, independent of specific job title. (The ability to match a profile is about the application, not the data)
  • Instant online access to current market rates, no more than 365 days old
  • Hard to find data not captured by traditional salary surveys (attorney pay, odd-job pay, small company pay, private company CEO/Exec pay, IT-centric position certifications, how many bed a nurse covers in a shift, how many hours a pilot flies per month, etc)
  • Individual-specific data not captured by traditional salary surveys (other jobs, school attended, demographic data).
  • Easily spot pay issues before they become crises; grade structures that are out of line with market, positions in industries with fluctuating pay, employees that are flight risks or have out-of-band salaries.

"PayScale Insight addresses the needs of companies needing to reduce the workload and inaccuracies related to conducting compensation benchmarking studies," said Mike Hayes, Vice President, PayScale Professional. "The 21st Century business climate has organizations of all sizes competing globally for talent. PayScale Insight helps level the playing field by, efficiently and simply, providing easy-to-use tools for mapping an organization's unique positions and/or employee profiles to the organizations pay strategies."

In October 2005 PayScale introduced a limited edition of PayScale Professional to HR professionals. Today, PayScale Professional is used by over 3,500 organizations to instantly access PayScale's compensation database.

PayScale's Employer Compensation Reports include all the data typically found in a standard salary survey plus unique data, unavailable elsewhere: Data on how job-specific skills, certifications, education, and years-in-field directly affect a position's pay. With daily updates from the world's largest real-time online salary survey (7,000 - 10,000 new profiles everyday), HR and compensation professionals can instantly access pay data that truly matches their organization (their organization's size, type, industry, location, etc.) and their employees (their employees' length of service, skill sets, certifications, etc.).

About PayScale
PayScale, Inc. runs the industry's largest online compensation survey with over 10 million unique user profiles. PayScale provides organizations with instant access to accurate salary data that includes never before available information on pay influencers such as years in field. This data is specific to your company's location and industry. For more information, visit www.payscale.com.

PayScale, the world's largest real-time salary resource, surpasses 10 million consumer profiles and reaches milestone of over 4500 business customers

2007 highlights show continued fast growth in acquisition of salary profiles and increasing HR adoption of real-time salary information

Seattle, December 21, 2007 - PayScale today announced that it has surpassed 10 million unique profiles and over 4,500 business customers. These new milestones come on the heels of multiple product feature advancements during 2007, new strategic investors, international partnerships, as well selection by the AlwaysOn Network as one of the Top 100 Innovative Private Companies in the United States.

Signaling support for PayScale's success, the Corporate Executive Board, SAP Ventures, Allen & Company and four other investors provided PayScale with approximately $10 million in financing last July. The investment was the first of its kind for Corporate Executive Board, which includes, among its other executive networks, the largest global network of Chief Human Resource Officers, since becoming a publicly-traded company in 1999. The CEB investment in PayScale is driven by an increasingly global demand for real-time, peer-to-peer information.

"2007 was a year of significant growth for PayScale. And in 2008 we anticipate continued successes: more business customers, more user profiles, and more adoption of our salary datasets and tools. Our customers and consumers tell us that real time accurate salary data provides them with information that helps improve their decision process, " said Michael Metzger, chief executive officer, PayScale.

PayScale created new partnerships with AOL, Adicio, Monster UK and Workopolis. The AOL alliance will offer AOL users the ability to determine their current market value with PayScale's Salary Calculator, and receive a comprehensive salary report for free by taking the PayScale salary survey. PayScale will also provide access to innovative career tools, and compelling career management content, including coaching articles, How-To tips and reports on workplace trends.

PayScale Professional, the company's business product for HR professionals and hiring managers seeking instant access to current compensation data for single jobs or company-wide benchmarking, also saw large growth. Voted in late 2006 by HR Executive Magazine as one of the top 10 products of the year, PayScale Professional became the centerpiece to new company partnerships with HCR Software, Halogen, Spectrum, Interthinx and the Corporate Executive Board. In addition to surpassing 4,500 business customers, PayScale Professional services over 6,500 unique job titles across industries and international geography.

The company also launched two highly successful consumer features. GigZig (http://www.payscale.com/gigzig), the Career Path Job Matching technology, is a first online search application allows individuals to explore possible career paths- and what each job in that path typically pays today. The results are based on answers submitted by millions of people who complete the PayScale Salary Survey each year. The Meeting Miser (http://www.payscale.com/meeting-miser) is a free widget that allows people to calculate the salary costs of workplace meetings. Meeting Miser pulls salary information from the PayScale dataset that includes over 10 million unique user profiles worldwide

Every day many thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential

About PayScale

PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.

Media Contact

Steven Gottlieb
Gottlieb Group Communications, LLC
206.427.9591
steven@gottliebgroupcom.com

PayScale Announces 2007 Year-End Tipping Study

For second year running, world's largest online salary survey highlights significant tip requirement for jobs across industries

Seattle, December 6, 2007 - PayScale, one of the largest real-time online compensation data sources in the world for individuals and companies, today announced the availability of its second annual data and advice package about tipping workers across various jobs and industries. The report can be found at http://blogs.payscale.com/content/2007/11/tipping-etiquet.html.

"Tipping is one of the most under-rated characteristics in determining true salaries and compensation," said Dr. Al Lee, PayScale's Director of Quantitative Analysis. "For many low wage and hourly rate workers, the amount of tips can be the difference between minimum wage and a living wage."

Some of the findings include:

Jobs involved in weddings and events such as Disc Jockeys, Catering Managers, Meeting & Convention Services Manager, and Musicians and Singers.

It isn't just the person you tip directly - it is everyone else behind the scenes such as Busboys/girls, Restaurant and Bar Managers, Chefs, and Hosts, since your tip gets distributed amongst the whole team that helps you.

Americans are gaga for their pets, and they tip to show how precious they are. Dog Groomers are listed, and you may also want to include dog walkers, and doggie day care attendants in your holiday tipping.

People who get us from point A to point B: chauffeurs, taxi drivers, captains and mates on boats, and corporate jet pilots.

People who make us pretty such as Manicurists and Pedicurists, Cosmetologists, Estheticians and Hairstylists.

About PayScale

PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.

PayScale Launches Meeting Cost Calculator

Meeting Miser tracks salary costs of workplace meetings

Seattle, WA - November 7, 2007 - PayScale, Inc. today announced the launch of Meeting Miser (http://www.payscale.com/meeting-miser), a free widget that allows people to calculate the salary costs of workplace meetings. Meeting Miser pulls salary information from the PayScale dataset that includes over 10 million unique user profiles worldwide.

Meeting Miser monitors the cost of workplace meetings based upon the location and job titles of the meeting attendees, helping workers answer the question: Are your meetings worth every penny? With Meeting Miser, simply enter your location and the job title of each attendee and click Start. The real-time ticker calculates the salary cost of the meeting by pulling approximate wage data from PayScale's database.

"Meeting Miser is fun to use and also has practical applications for improving workplace productivity" said Joe Giordano, Founder, PayScale, Inc. "It provides an accurate snapshot of the compensation dollars an organization spends on meetings - and they can definitely add up."

The Meeting Miser provides reporting and archiving functions as well as the ability to manage meeting times and their budget in real-time:

• View your meeting history, and export the data to Excel.
• Set an alarm to alert you before the meeting runs over your budget.
• Send a summary of meeting statistics to attendees via email afterward.

"Meeting Miser is a great way to stay focused on high priority items during meetings because it provides a visual reminder that time is money," said Mark Mader, CEO of Smartsheet.

Every day many thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g.., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

In August, PayScale unveiled GigZig (www.payscale.com/gigzig), the first online application that allows individuals to explore possible career paths - by looking at real career paths of other users and what each job in the path typically pays today.

About PayScale
PayScale is a market leader in online compensation and benefits data for employers and individuals. With the world's largest database of real-time individual employee compensation profiles, PayScale provides a precise snapshot of current market pay. PayScale's patent-pending profiling technology collects and indexes employee pay attributes and makes this data available through its online search tools and salary reports at PayScale.com. PayScale's tools help millions of employees maximize their earning potential and plan their careers, and PayScale Professional, PayScale's award-winning compensation data service for HR professionals and hiring managers, now provides real time salary information to more than 4,000 organizations.

The Meeting Miser can also be found at BNET, at meetingmiser.bnet.com. BNET (www.bnet.com), from CNET Networks, is the award-winning Web destination for management, providing business managers a trusted resource for the challenges they face every day.

PayScale and Adicio Form Strategic Relationship to Provide Media Companies Innovative Salary Tools and Real-Time Salary Data

Seattle, WA and Carlsbad, CA - October 2, 2007 - PayScale, the largest real-time online compensation data source in the world for individuals and employers, and Adicio, the leading provider of private label job-board platforms for media companies, today announced a strategic relationship to provide PayScale's leading web-based salary tools to Adicio's 300+ careers customers. Adicio's job-board clients will be able to integrate Payscale's comprehensive set of salary tools, including its real-time salary calculator, into their job-search results for candidates to access with a single click.

"The PayScale-Adicio partnership is an exciting one: We will provide media companies valuable, real-time, national and local salary information. Our collaboration will let job seekers and employers get the specific salary match they are looking for," said Michael Metzger, CEO and President, PayScale.

PayScale has launched the concept of anonymously comparing salaries online - in detail - between individuals with similar job characteristics (i.e., location, company type and size, job, experience, education, skills and more). Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements, thus creating a level of accuracy that cannot be achieved with traditional methodologies.

"Our partnership with PayScale gives Adicio a great resource integrated into their job-search results: accurate and actionable salary tools that help visitors make smart career decisions," said Tony Lee, Chief Alliance Officer, Adicio. "PayScale's innovative use of technology creates a powerful salary management tool for media career sites that leverage the Adicio platform."

About PayScale
PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.

About Adicio, Inc.
Adicio develops interactive classified advertising software solutions for the careers, real estate, and motors markets, which serve the Internet's leading media companies and web portals. With its award-winning technology and enterprise-class software platforms, domain expertise, and customer service, Adicio delivers a private-label application that is seamlessly integrated within online classified advertising offerings, enabling organizations to build and manage the largest, most valuable, and highest-quality communities of buyers and sellers.

Contact:
Steven Gottlieb (for PayScale)
Gottlieb Group Communications
206.427.9591
steven@gottliebgroupcom.com

Beth Brody
Brody PR (for Adicio)
609-397-3737
beth@brodypr.com

PayScale to Provide Real-Time Salary Information to AOL Users

AOL Jobs channel will feature PayScale's Salary Calculator with access to over 8 million individual profile data points, and career management content and tools.

Seattle, WA, - September 25, 2007 - PayScale, one of the largest real-time online compensation data sources in the world for individuals, today announced that it that it will bring PayScale's real-time salary tools and career management content to the AOL Jobs channel and elsewhere on the AOL network.

The alliance will offer AOL users the ability to determine their current market value with PayScale's Salary Calculator, and receive a comprehensive salary report for free by taking the PayScale salary survey. PayScale will also provide access to innovative career tools, and compelling career management content, including coaching articles, How-To tips and reports on workplace trends.

PayScale has launched the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (i.e., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements, thus creating a level of accuracy that cannot be achieved with traditional methodologies.

"We have seen the Internet become the go-to source for market pricing information in the real estate, automotive, and travel sectors, and now salary and career planning," said Mike Metzger, CEO of PayScale. "By using innovative technologies and services, like those PayScale offers, individuals can now compare their salary and compensation online in an accurate and real-time manner."

About PayScale
PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.

PayScale Launches Career Path Technology

Company creates GigZig™ to help individuals explore career possibilities

Seattle, WA - August 3, 2007 - PayScale, Inc. today announced the launch of GigZig (www.payscale.com/gigzig), a new online search application that allows individuals to explore possible career paths- and what each job in that path typically pays today. GigZig information is pulled in real-time from the PayScale salary dataset that includes over 8 million unique user profiles worldwide.

GigZig is unique because it shows career paths taken by real employees, giving insight into the relationship between jobs, salaries and career opportunities. Surprises abound. For example, a barista might move into software development, a registered nurse might choose to pursue massage therapy or a CEO might step into non-profit management. Typical career paths are also shown.

"At PayScale, we are always thinking about innovative ways to use our survey and matching technology to serve the needs of people in the job market," said Joe Giordano, Founder, PayScale, Inc. "GigZig is a revolutionary tool because it leverages a large network of employees, producing user-generated content about what they are doing in their jobs. This is good information for making career decisions. Employers may find the data interesting as well."

Every day many thousands of people take PayScale's salary survey to compare their pay anonymously with their peers and improve their understanding of the job market. As part of this process, users are asked about their previous jobs. GigZig provides a unique view of this information to paint a picture of what is possible in one's career over time.

"GigZig is especially interesting to those readying themselves to enter into a new career or job," said Deborah Chereck, Career Center Director at the University of Oregon and Past President of the National Association of Colleges and Employers. "As a career advisor to college students, I believe PayScale's approach meets the needs of our students today: having access to more relevant and more useful information about salary and career possibilities."

Historically, the process of determining prevailing salary and wage information has been manual, arduous, and prone to error due to lack of detail defining the companies and the jobs being compared. For decades companies have worked with old methodologies, and have difficulty determining the market rates of employees other than on very broad scales. PayScale makes salary information available in real time, with an un-matched level of depth and accuracy.

PayScale has created the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g.., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential.

About PayScale.com
PayScale is a market leader in online compensation and benefits data for employers and individuals. With the world's largest database of real-time individual employee compensation profiles, PayScale provides a precise snapshot of current market pay. PayScale's patent-pending profiling technology collects and indexes employee pay attributes and makes this data available through its online search tools and salary reports at PayScale.com. PayScale's tools help millions of employees maximize their earning potential and plan their careers, and PayScale Professional, PayScale's award-winning compensation data service for HR professionals and hiring managers, now provides real time salary information to more than 3,500 organizations.

PayScale Receives Investment From SAP Ventures

Opportunity for Expansion Into Corporate Environment Grows for Real-Time Salary Data Source

Seattle, WA - July 31, 2007 - PayScale, Inc. today announced that it has secured an investment from SAP Ventures, the venture capital arm of SAP AG, to complete its Series C financing. In addition to SAP Ventures, PayScale received investment monies from the Corporate Executive Board, Allen & Company LLC, and all its previous investors. The Series C round totaled $10.3 million. PayScale will use the funds to further develop its innovative real-time salary product set and to expand its Fortune 1000 footprint.

"The market opportunity for the kind of real-time salary data that PayScale provides is significant as more and more corporate enterprises adopt web-based technology applications," said Dave Hartwig, Partner, SAP Ventures. "SAP Ventures believes there's great opportunity for technologies that provide rich and credible data to customers in a time-frame that is fast and 24x7. PayScale fits perfectly with that theme."

Historically, the process of determining prevailing salary and wage information has been manual, arduous, and prone to error due to lack of detail defining the companies and the jobs being compared. For decades companies have worked with old methodologies, and have difficulty determining the market rates of employees other than on very broad scales. PayScale makes salary information available in real time, with an un-matched level of depth and accuracy.

PayScale has launched the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (e.g.., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements. This creates a level of accuracy that cannot be achieved with traditional methodologies and allows individuals to better understand earning potential. PayScale Professional is PayScale's award-winning compensation data service for HR professionals and hiring managers and is a primary salary validator for more than 3,500 organizations worldwide.

"The addition of SAP Ventures to our investor group is a valuable and strategic addition. The opportunity for PayScale's real-time salary data to co-exist inside the enterprise with SAP software can provide HR professionals access to new and valuable information," said Michael Metzger, president and chief executive officer, PayScale, Inc.

About PayScale.com
PayScale is a market leader in online compensation and benefits data for employers and individuals. With the world's largest database of real-time individual employee compensation profiles, PayScale provides a precise snapshot of current market pay. PayScale's patent-pending profiling technology collects and indexes employee pay attributes and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale's tools help millions of employees maximize their earning potential and plan their careers, and PayScale Professional, PayScale's award-winning compensation data service for HR professionals and hiring managers, now provides real time salary information for more than 3,500 organizations worldwide. PayScale was founded in 2002 and is headquartered in Seattle, Washington.

About SAP Ventures
Established in 1996, SAP Ventures is the corporate venture investing arm of SAP AG. The fund focuses on information technology investing, with an emphasis on enterprise technologies and services. The team has amassed a track record of outstanding financial returns while providing a window on innovation to the SAP Ecosystem. The team works closely with their portfolio companies, providing advice and guidance and helping them connect with SAP and SAP's partners. CommerceOne, MySQL, RedHat, WebEx, and Virsa (SAP) are just a few of the companies in which SAP Ventures has invested. For more information please visit http://www.sap.com/company/sapventures/index.epx.

PayScale.com Selected by AlwaysOn as an AO100 Top Private Company Award Winner

Recognized for Leadership in Emerging Technology and Global Business Potential

Seattle, WA - July 17, 2007 - PayScale.com, the world's largest online salary source, today announced that it has been chosen by AlwaysOn as one of the AO 100 Top Private Companies for 2007. The fifth-annual elite AO100 list was compiled by the AlwaysOn editorial panel. In order to be eligible for the AO100 list, companies had to be peer-nominated, with AlwaysOn receiving more than 1,000 nominations from venture investors, investment bankers and other industry experts.

PayScale and the AO 100 Top Private Companies for 2007 will be honored at the AlwaysOn Stanford Summit to be held July 31 - Aug 2, 2007, at Stanford University. The Stanford Summit is a two-and-a-half-day executive gathering that highlights the significant economic, political and commercial trends affecting the global technology industries. The idea behind the AO100 top private companies list is to identify the most promising entrepreneurial opportunities and investments in the global technology industry.

PayScale is a leader in compensation information, possessing over 8 million unique salary profiles and patent-pending search matching technology that provides immediate and current compensation intelligence. PayScale has launched the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (I.e., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements, thus creating a level of accuracy that cannot be achieved with traditional methodologies.

A full list of all the AlwaysOn Top 100 Private Companies can be found on the AlwaysOn Web site at: http://alwayson.goingon.com/permalink/post/15899

"We are honored at PayScale to be recognized by AlwaysOn as one the 100 most innovative private companies in America. AO has always been on the front edge of technology innovation and adoption," said Michael Metzger, president and chief executive officer of PayScale.com. "Recognition by the AlwaysOn network is further proof and endorsement that PayScale is re-writing the rules for online salary collection, reporting, and insight."

About The AlwaysOn Stanford Summit
The Stanford Summit is a two-and-a-half-day executive gathering that highlights the significant economic, political and commercial trends affecting the global technology industries. The Stanford Summit features the most innovative companies, eminent technologists, influential investors and journalists in keynote presentations, panel debates and private company CEO showcases. The Stanford Summit's goal is to identify the most promising entrepreneurial opportunities and investments in the global tech industry.

About PayScale.com
PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Washington.

About AlwaysOn
ALWAYSON ignited the open-media revolution in early 2003 by being the first media brand to launch a global blog network. In 2004, ALWAYSON continued to lead the media industry in innovation by introducing a social network where members can connect and engage. ALWAYSON is also revolutionizing the media business by applying its open-media principles to its executive event series (STANFORD SUMMIT, ALWAYSON HOLLYWOOD, ALWAYSON MEDIA and GOINGGREEN) and quarterly print "blogozine" by empowering its members to post and share their ideas and meet each other online. As our loyal readers know, ALWAYSON is committed to the free-market, merit-driven approach to reporting and event programming. No other media brand has dared to create such open interaction with its readers and event participants.

For AlwaysOn Stanford Summit
Elizabeth Anderson
Ph: 650-762-2800
eanderson@ar-edelman.com

For PayScale
Gottlieb Group Communications
Steven Gottlieb
Ph : 206-427-9591
steven@gottliebgroupcom.com

Interthinx® Integrates PayScale Income Analytics

Integration Provides Interthinx Compensation Information to Enhance Proven Risk Scoring Metrics

Agoura Hills, CA, Marketwire - July 10, 2007 - Interthinx®, Inc., the leading provider of proven risk mitigation, mortgage fraud prevention and regulatory compliance tools for the mortgage industry, is bolstering its loan level fraud detection tools by integrating income/compensation metrics from PayScale. The integration of PayScale compensation analytics will provide lenders and investors more accurate income profiling of borrowers when assessing risk. PayScale is a market leader in global online compensation information and provides the world's largest ongoing salary survey. Interthinx will incorporate PayScale income analytics into current compensation analytics within its FraudNET(SM) technology to increase performance of algorithms and augment the validated risk scoring model within FraudGUARD®. The integration also provides lenders and investors improved production workflow by automatically triggering income estimation during loan scoring, eliminating costly trips to third-party solutions outside of the FraudGUARD scoring process.

Kevin Coop, president of Interthinx, noted, "We predict the next onslaught of mortgage fraud will no doubt involve employment and income misrepresentation within new schemes created for borrowers and investors to bail out of mortgages they can no longer afford. Precise and immediate income estimation is essential to today's loan risk mitigation processes."

The integration of PayScale's metrics will allow Interthinx customers to estimate a realistic income range based on a borrower's employment data by leveraging patent-pending technology. "Our strategic alliance with Interthinx will provide its customers with the very best in real-time, profile-based compensation information," said Mike Metzger, chief executive officer, PayScale. "Conducting business is now a 24x7 exercise, and with PayScale's proprietary technology and web-based collection methodology, we can deliver current and ever-expanding data sets of salary intelligence to industry leaders such as Interthinx."

"It's critical for lenders and investors to not only uncover potentially overstated Borrower income for accurate risk assessment, but to do so within the framework of 'fraud scheme detection,'" added Mike Zwerner, senior vice president of business development and marketing at Interthinx. "Only Interthinx can offer comprehensive data points within its network of FraudNET technology in addition to proven risk metrics."

About Interthinx
Interthinx, Inc., an ISO business, is the nation's leading provider of proven risk mitigation and regulatory compliance tools for the financial services industry. Used at every point in the mortgage lifecycle to prevent mortgage fraud, compliance violations and to assess risk, Interthinx is relied upon by over 1,400 customers, including 15 of the top 20 mortgage lenders and three of the top five largest financial institutions. With technology that earned Mortgage Technology Magazine's prestigious 10X Award as "a diagnostic and corrective solution of the highest order," Interthinx expertise in predictive analytics, data mining, and risk scoring sets the standard for the industry and directly increases the value of client portfolios. For more information, visit www.interthinx.com or call (800) 333-4510.

About PayScale
PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.

Corporate Executive Board and Allen & Company LLC Make Strategic Investment in Real-Time Salary Data

Funding for PayScale, Inc. Signals Increasing Business and Consumer Need for Web-Based Compensation Source

Seattle, July 10, 2007 - PayScale, Inc., the largest real-time online compensation data source in the world for employers and individuals, today announced that it has closed an initial $8.8 million of a $10.3 million Series C financing round, led by the Corporate Executive Board (CEB). Joining in the investment is Allen & Company LLC, a New York City based investment firm, and all of PayScale's current investors: Trinity Ventures, Madrona Venture Group, Fluke Venture Partners, and Buerk Dale Victor. A second close of the remaining $1.5 million will be announced in the next 60 days. James J. McGonigle, Non-Executive Chairman of the CEB Board, will join the PayScale Board of Directors.

This marks the first strategic investment for the Corporate Executive Board, which includes, among its other executive networks, the largest global network of Chief Human Resource Officers, since becoming a publicly-traded company in 1999. The CEB investment in PayScale is driven by an increasingly global demand for real-time, peer-to-peer information. PayScale is a leader in compensation information, possessing over 8 million unique salary profiles and patent-pending search matching technology that provides immediate and current compensation intelligence. In the 2006 CEB report, "Attracting and Retaining Critical Talent Segments", findings include that employees, peer-to-peer communications, are the most trusted source for potential new hires.

"The investment in PayScale initiates an important relationship for CEB, a powerful addition to our already-well-established and growing HR benchmarking database of now 3-million+ datapoints. Access to real-time salary information has become an important element of the HR Executive's arsenal as they compete in fast-moving talent markets," said Thomas L. Monahan, III, chief executive officer of the Corporate Executive Board. "PayScale's breadth and depth of real-time compensation information is a very unique asset for HR executives. CEB looks forward to contributing our world-leading analytic techniques and unique ability to deliver actionable, essential insight to executives and their enterprises in order to amplify significantly the value organizations receive from compensation data."

In an earlier announcement, CEB and PayScale unveiled specifics around their business partnership. CEB will now provide PayScale Professional, a web-based compensation data solution for the enterprise. PayScale Professional is PayScale's award-winning compensation data service for HR professionals and hiring managers and is a primary salary validator for more than 3,500 organizations worldwide.

Historically, the process of determining prevailing salary and wage information has been manual, arduous, and prone to error due to lack of detail defining the companies and the jobs being compared. For decades companies have worked with old methodologies, and have difficulty determining the market rates of employees other than on very broad scales. PayScale makes salary information available in real time, with an un-matched level of depth and accuracy.

PayScale has launched the concept of anonymously comparing your salary online - in detail - to other real people with similar individual and job characteristics (I.e., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The system allows every user's job profile to be unique and relevant to his/her different job requirements, thus creating a level of accuracy that cannot be achieved with traditional methodologies.

"The use of the web to identify and track salary will only grow in the years and decades to come. With 47 million people every month using online job and recruiting sites, the potential market is significant," said Michael Metzger, chief executive officer, PayScale. "We are delighted by the continued support of our previous investors, and welcome the Corporate Executive Board and Allen & Company LLC into the PayScale business. Our investors, collectively, provide the company with world-class technological, operational, and global experience."

About Corporate Executive Board
The Corporate Executive Board Company (CEB) (Nasdaq/NM: EXBD) is a leading provider of best practices research and analysis focusing on corporate strategy, operations and general management issues. CEB provides its integrated set of services currently to more than 3,700 of the world's largest and most prestigious corporations, including over 80% of the Fortune 500. These services are provided primarily on an annual subscription basis and include best practices research studies, executive education seminars, customized research briefs and web-based access to the program content databases and decision support tools. The company is located in Washington DC. For more information, please visit http://www.executiveboard.com/contact+form

About PayScale
PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.

PayScale Partners with Corporate Executive Board to Provide Compensation Data and Analytics Tools to the HR Executive Forum

CEB Members Have Unprecedented Access to Real-Time Salary Data Via PayScale Professional to Help Win War for Talent

Seattle, June 27, 2007 - PayScale, a leader in real-time online compensation data for employers and individuals, and Corporate Executive Board, a leading provider of best practice research and analysis, today announced a partnership so Corporate Executive Board (CEB) can offer PayScale's compensation data as part of a new premium services initiative to its membership of mid-market HR organizations. CEB will work with PayScale to provide PayScale Professional, PayScale's Web-based compensation data solution for the enterprise, to HR Executive Forum members through its Web site. With one of the largest networks of HR executives in the world, CEB will integrate with PayScale to allow thousands of HR professionals access to PayScale's comprehensive collection of salary data to make better informed compensation decisions in order to win the war for talent

"Compensation benchmarking and decision-support are areas of business intelligence with clear benefits to independence and scale. Our partnership with PayScale offers CEB members with access to unbiased information via an innovative technology and data platform that supports a critical work flow for HR professionals" said Thomas L. Monahan, III, chief executive officer of CEB. "CEB members will benefit from the ability to tap into a dataset that is unmatched in its breadth and depth and integrated within the HR Executive Forum Web site."

The pressure for HR professionals to find and retain top talent is more intense than ever and the availability of real-time salary information can be crucial in this war for great employees. In order to obtain top talent, HR Professionals need the tools to sort through hundreds of applications, as well as to create competitive compensation and benefits packages. The partnership between PayScale and CEB demonstrates how access to real-time salary information can help HR professionals and business leaders manage strategic HR initiatives and retain top talent.

"The partnership with CEB is exciting for PayScale as we integrate with member organizations to provide PayScale's data and analytics tools to help HR executives and their staff make informed compensation decisions," said Mike Metzger, chief executive officer of PayScale. "CEB delivers leading best practices research to executives, including information on corporate strategy, operations and general management issues. PayScale is delighted to be selected to provide compensation data to contribute to this list of core management competencies."

PayScale Professional, PayScale's award-winning compensation data service for HR professionals and hiring managers, is now the salary validation backbone for more than 3,500 organizations worldwide. Corporate Executive Board currently serves over 14,000 member executives at over 3,700 large and middle-market companies worldwide, including over 80 percent of the Fortune 500.

About the Corporate Executive Board

The Corporate Executive Board Company (CEB) (Nasdaq/NM: EXBD) is a leading provider of best practices research and analysis focusing on corporate strategy, operations and general management issues. CEB provides its integrated set of services currently to more than 3,700 of the world's largest and most prestigious corporations, including over 80 percent of the Fortune 500. These services are provided primarily on an annual subscription basis and include best practices research studies, executive education seminars, customized research briefs and web-based access to the program content databases and decision support tools.

The HR Executive Forum (HREF) responds to the tactical and strategic needs of HR professionals in mid-market organizations by connecting them with solutions proven by their peers to solve similar challenges. Drawing on the successes of CEB's worldwide HR membership, HREF delivers best practices backed by real-world results. By identifying and providing practical, transferable tactics, strategies and tools, HREF helps members save critical time and money as they address their top priorities.

About PayScale.com

PayScale.com (www.payscale.com) is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle.

For more information, press only:

Corporate Executive Board: Megan Sowder, Corporate Executive Board, 202-777-5000

PayScale, Inc.: Colleen Moffitt, Communique Public Relations, 206-282-4923 x113 colleen@communiquepr.com

Do you know what you are worth?

Jobster to utilize PayScale.com real-time salary calculator

Seattle, May 30, 2007 - Jobster, Inc. and PayScale.com today launched the online PayScale Salary Calculator for visitors to Jobster. Through this partnership, Jobster users can gauge their pay against industry peers as well as determine real-time salaries for specific positions without ever leaving Jobster.

"At PayScale, we are enthusiastic about the expanding partnership we have with Jobster. They are clearly one of the leading career networks on the web and it's our belief that access to PayScale salary data will better inform Jobster visitors that are closely monitoring job possibilities and career issues" said Mike Metzger, President and CEO of PayScale.

When a Jobster user finds an interesting job, or finds a job similar to their current position, one click on "Research Salary" - associated with every job listing on Jobster - opens up the Salary Calculator within the current Jobster page the user is viewing and will provide a range of salaries from PayScale's real-time proprietary salary data. If the user is interested in salary information more specific to their skills and experience, the PayScale will take the user directly to PayScale.com for a more in-depth report.

"Partnering with PayScale provides Jobster users with relevant salary data that paints a more complete picture of the jobs they are interested in," said Jason Goldberg, CEO of Jobster. "Integrating PayScale into Jobster search makes for a great user experience because Jobster users can see real-time salary data from the foremost provider of compensation information without ever leaving Jobster."

The innovative PayScale Salary Calculator designed for customization and specificity and a job listing calculator that can appear as a data bubble when the mouse clicks over a position posting are a part of the PayScale Syndication Center. Inside the Syndication Center are salary data tools that indicate market rates, by geography, for listed jobs. Companies and organizations that implement the syndication center offerings will benefit from customized salary data and longer site visits.


About Jobster
Founded in 2004, Jobster is the career network for the digital generation. Millions of individuals use Jobster to connect with people, information, and opportunities to further their careers. More than 15 percent of Fortune 100 employers use Jobster's premium hiring tools to find the great people they cannot find elsewhere. Jobster is backed by industry-leading investors Ignition Partners, Trinity Ventures, Mayfield Fund and Reed Elsevier Ventures. For more information, visit www.jobster.com.

About PayScale
PayScale (www.payscale.com) is the world largest and only ongoing salary survey. The company is located in Seattle, Washington. Its partners also include Careerbuilder, SimplyHired, Jobster, and Job.com.


Media Contact:
Christian Anderson
(For Jobster)
christiana@jobster.com
206-251-3469

Steven Gottlieb
(For PayScale.com) Gottlieb Group Communications
steven@gottliebgroupcom.com
(206) 427-9591

PayScale, the world's largest real-time salary resource, surpasses 7 million consumer profiles and reaches milestone of over 3,000 business customers

Individuals and companies across sectors select payscale.com to improve personal career and human resources salary decision-making

Seattle, May 1, 2007 - PayScale.com today announced that it has surpassed 7 million unique profiles and over 3,000 business customers. 

"More and more individuals and organizations see the strategic difference PayScale data can make in their information gathering and decision process.  Our rapidly expanding data set of salary intelligence combined with proprietary technology provides real-time, profile-based compensation information on a large scale," said Mike Metzger, chief executive officer, PayScale.  "The topic of pay is both deeply personal to employees and a large and critical expense for businesses.  With over 50M people searching online for jobs each month, this category has high growth potential."

PayScale has launched the concept of anonymously comparing your salary online – in detail - to other real people with similar individual and job characteristics (I.e., location, company type and size, job, experience, education, skills, and more.) Using an advanced search and proprietary matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information.  The system allows every user's job profile to be unique and relevant to his/her different job requirements, thus creating a level of accuracy that cannot be achieved with traditional methodologies.

PayScale Professional, PayScale’s award-winning compensation data service for HR professionals and hiring managers, is a primary salary validator for more than 3,000 organizations worldwide.

Additionally, a broad range of technology-savvy companies, Human Resources service providers and Human Resources Outsourcing (HRO) organizations have selected PayScale as their partner for real-time compensation information. AllBusiness.com, Halogen, HCR Software, Interthinx, Softscape, Spectrum HR, and TriNet are among the companies poised to reap strategic and operational advantages as a result of their decision to utilize PayScale's industry-leading salary database. 

"PayScale is changing the dynamics in the salary sector, both in terms of information collection and business model.  On a daily basis PayScale collects more data points of salary information than many traditional yearly or quarterly salary surveys," said HR.com Chief Executive Officer, Debbie McGrath.  "PayScale has a multi-faceted business model that shows employee-submitted salary information is accurate and of significant value to employers."

About PayScale.com

PayScale.com (www.payscale.com)  is the world largest ongoing salary survey.  The company is located in Seattle, Washington.  Its partners also include Careerbuilder, SimplyHired, Jobster and others.

 

Steven Gottlieb, Principal
Gottlieb Group Communications, LLC
206.427.9591
steven@gottliebgroupcom.com

PayScale and Spectrum Form Alliance to Deliver Real-Time Compensation
Benchmarking Solution to HR Professionals

iVantage HRIS to Provide Integrated Market Salary Data

Seattle and Denver, May 1, 2007 - PayScale, a leader in real-time online compensation data for employers and individuals, and Spectrum Human Resource Systems Corp., a leading provider of human resource information systems, today announced an alliance to provide comprehensive workforce management solutions and compensation tools to their customers. As part of this agreement, Spectrum Human Resource Systems will work with PayScale to integrate PayScale's compensation data into its iVantage product. The combined solution will enable HR professionals to quickly compare their company's job bands against current, real-time market salary data.

"We are excited about this alliance with market-leading PayScale," said Sybll Romley, president and CEO of Spectrum Human Resource Systems Corp. "We believe our customers will benefit significantly by being able to quickly and easily evaluate compensation data against real-time market information directly from the iVantage system."

"Given changes in the marketplace, it is becoming increasingly important for organizations to have instantaneous access to real-time salary data in order to more effectively manage their business and workforce," said Mike Hayes, vice president of PayScale Business Solutions. "We believe this integrated solution will directly map to those needs. PayScale is thrilled to align with Spectrum to deliver best-in-class compensation data technology to HR professionals via one of the most intuitive HRIS solutions on the market."

PayScale Professional, PayScale's award-winning compensation data service for HR professionals and hiring managers, is the salary validation backbone for more than 2,000 organizations worldwide. Spectrum Human Resource Systems Corp. currently serves nearly 5,000 public and private sector companies throughout the United States and internationally.

About Spectrum Human Resource Systems Corp. Spectrum is a leading provider of high functionality HR and workforce management software. As a full system and service provider, Spectrum delivers the full range of product-related services including system planning, implementation, training, system customization, data conversion and system consulting. Headquartered in Denver, Colorado, Spectrum can be reached at 800-477-3287 or at www.spectrumhr.com.

About PayScale PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.


For more information, press only:

Spectrum Human Resource Systems Corp.:
Marcie Weaver
Mweaver@spectrumhr.com

PayScale:
Colleen Moffitt
Communiqué Public Relations
206-282-4923 x113
colleen@communiquepr.com

PayScale.com Launches Real-Time Salary Syndication Center

Company provides new technology and data tools for salary and compensation insight

Seattle, April 25, 2007 - PayScale.com today launched the PayScale Syndication Center featuring the PayScale Salary Calculator. This web-based offering allows companies and organizations that operate and manage career and job based websites to access and utilize PayScale's specific and comprehensive real-time salary information. PayScale.com hosts the largest ongoing real-time salary survey in the world and the data set represents 7 million profiles and growing.

The PayScale Syndication Center is built to provide accurate salary information to job boards and career sites. So often job listings provide little comprehensive information about salary data. Inside the Syndication Center are salary data tools that indicate market rates, by geography, for listed jobs. Additionally, English-speaking countries like India, Australia, Great Britain, Canada, and New Zealand can access and use the salary data tools in the same manner as U.S. based organizations. The salary data tools include the innovative PayScale Salary Calculator designed for customization and specificity; and a job listing salary calculator that can appear as a data bubble when the mouse clicks over a position posting. Companies and organizations that implement the syndication center offerings will benefit from customized salary data and longer site visits.

"At PayScale, our goal is to help individuals and companies understand and assess with greater accuracy their salary, specific to their position, credentials, and geography" said Mike Metzger, President and CEO of PayScale. "The web has reset expectations. Now, a 24x7 cycle demands real-time salary information. Our Salary Syndication Center will help provide insight into salaries and help improve decision-making around such important matters as compensation and worth."

PayScale has launched the concept of anonymously comparing your salary online to other real people with similar individual and job characteristics (E.g., location, company type and size, experience, education, skills, etc.) Using advanced search and matching technology, PayScale finds a relevant peer group from their data set that matches the user-provided job information. The company has developed intellectual property for its matching and data collection technology, which allows every user's job profile to be unique and relevant to his/her different job requirements.

About PayScale
PayScale is the world largest and only ongoing salary survey. The company is located in Seattle, Washington. Its partners also include Careerbuilder, SimplyHired, Jobster, and Job.com.

PayScale and HCR Software Solutions Team Up to Deliver a Comprehensive Compensation Solution for the Mid-Market

Salary Data Leader Joins Forces with Pay-for-Performance Software Provider to provide customers with complete talent management platform

Seattle and Rochelle Park, N.J., April 24, 2007 - PayScale, a leader in real-time online compensation data for employers and individuals, today announced that the company has formed a marketing alliance with HCR Software Solutions, LLC (HCR), a software company specializing in Employee Performance and Compensation management solutions.

PayScale and HCR both offer solution suites comprised of products that are easy-to-configure and easy-to-use, providing automation of business-critical functions: validating the appropriate salary range for employees or open positions, aligning employee pay with performance and ensuring employee performance supports organizational goals. PayScale Professional is the salary validation backbone for more than 2,000 organizations worldwide and maintains the largest salary database in the world. PayScale enables organizations to validate pay structure by organization location, size, and industry - reporting on variables that influence pay such as experience level, education, workplace skills, and certifications. HCR's software suite includes CompensationXL for compensation management and PerformanceXL for performance management.

Jamie Davis, vice president of business development for HCR stated, "As we continue to expand our offerings and services, HCR Software Solutions is forging ahead with creating alliances that add value to customers. By aligning with PayScale, the mid-market leader of online salary validation, we not only make our solutions available to their impressive clientele, but our customers will also benefit from the automation that PayScale can bring to their compensation analysis."

"We look forward to working with HCR to further expand PayScale Professional's adoption and success in the mid-market," commented Mike Hayes, vice president of PayScale Business Solutions. "Together, we provide organizations with best-in-breed products and services to help them maintain their competitive edge by retaining talent."

To celebrate the partnership, HCR and PayScale are teaming up to provide a one-time give-away of an annual subscription to PayScale Professional worth up to $10,000. This subscription will be raffled off at the upcoming WorldatWork Total Rewards Conference & Exhibition, May 6 - 9, 2007 in Orlando, Florida. To enter the raffle, visit HCR Software Solutions at booth #212.

About HCR Software Solutions
Headquartered in Rochelle Park, N.J., HCR Software Solutions' breakthrough applications, CompensationXL and PerformanceXL, help organizations align employee performance with overall business objectives. The Company prides itself on its solid customer references, flexibility in meeting customer requirements and a unique approach to technology that maximizes business impact and minimizes change management challenges. More information can be accessed at http://www.hcrss.com/.

About PayScale
PayScale is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.


For more information, press only:

HCR Software Solutions:
Jamie Davis, Vice President, Business Development
HCR Software Solutions
904-824-3042
jdavis@hcrss.com

PayScale:
Colleen Moffitt
Communiqué Public Relations
206-282-4923 x113
colleen@communiquepr.com

PayScale and Halogen Join to Deliver Innovative
Talent Management and Compensation Tools

Halogen Software Selects PayScale to Power eCompensation Solution

Seattle and Ottawa, April 17, 2007 - PayScale Inc., a leader in real-time online compensation data for employers and individuals, and Halogen Software Inc., the leading provider of Web-based employee performance and talent management software, today announced an alliance to provide innovative talent management and compensation tools to their enterprise customers. As part of the agreement, Halogen Software will work with PayScale to make PayScale's compensation data technology available from its eCompensation(tm) solution. Halogen will also provide PayScale customers with its industry leading employee performance and talent management suite.

"This alliance will enable us to increase the breadth of product offered to our customers," said Donna Ronayne, vice president marketing and business development, Halogen Software, Inc. "With PayScale, our users will gain the ability to instantaneously look up the most detailed, relevant, real-time salary data directly from within eCompensation. We think customers will benefit from the automation and ease that PayScale brings to compensation analysis."

PayScale and Halogen Software offer solution suites comprised of products that are easy-to-configure and easy-to-use and are aimed at helping organizations develop and retain a high performance workforce. Halogen eCompensation automates the entire compensation adjustment process including budget distribution and approval. Using PayScale's salary database, the largest and most current in the world, Halogen and PayScale will enable organizations to validate pay structure by organization location, size, and industry, as well as evaluate variables that influence pay such as experience level, education, workplace skills, and certifications.

"We're very proud to be chosen by Halogen Software to make our compensation data technology accessible by eCompensation," said Mike Hayes, vice president of PayScale Business Solutions. "Halogen is truly a leader in delivering employee performance and talent management tools and we look forward to bringing these best-in-class products and services to the marketplace."

PayScale Professional, PayScale's award-winning compensation data service for HR professionals and hiring managers, is the salary validation backbone for more than 2,000 organizations worldwide. Halogen Software currently serves nearly 1,000 organizations worldwide with Web-based software aimed at dramatically improving HR and line-manager productivity.

About Halogen Software Inc.
With nearly 1,000 customers worldwide, Halogen Software Inc. has established itself as the leading provider of employee performance and talent management solutions. Halogen offers powerful, easy-to-use, and affordable Web-based software that dramatically improves HR and line-manager productivity. For more information visit www.halogensoftware.com.

About PayScale
PayScale (www.PayScale.com) is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.PayScale.com. PayScale was founded in 2002 and is headquartered in Seattle, Wash.


eCompensation is a trademark of Halogen Software. All other product and company names mentioned herein may be trademarks of their respective owners.

For more information, press only:

Colleen Moffitt
Communiqué Public Relations
206-282-4923 x113
colleen@communiquepr.com

PayScale, Inc. to Launch in Canada Becoming a Key Provider of Canadian Workforce Compensation Data

PayScale Announces Data Availability in Canada at the Human Resources Professional Association of Ontario Annual Conference and Trade Show

Toronto, January 31, 2007 - PayScale, Inc., a leader in real-time online compensation data for employers and individuals, today announced the availability of PayScale’s compensation data in the Canadian market, making PayScale one of the largest providers of online Canadian compensation data.

PayScale, a significant resource for compensation information, currently services a total of two million unique visitors per month and adds 300,000 to 400,000 new profiles to the system monthly - more than most research companies collect in an entire year. PayScale ensures that the data is kept current with most profiles being 90 to 180 days old and no data older than a year. While the database reflects a wide range of industries, PayScale shows particular strength in the IT/Tech, Administrative/Support, Engineering, Finance/Accounting, Manufacturing and Healthcare sectors.

"PayScale’s launch in Canada results from the needs of both employers and employees to access up-to-date compensation information and enables better informed hiring and retention decisions," stated Mike Hayes, vice president of PayScale Business Solutions. "PayScale is pleased to provide this information to the Canadian marketplace to help build more effective compensation models."

PayScale’s efforts to collect data in volume from Canada began in 2003. Approximately 5,000 new Canada-specific profiles are added to PayScale’s system each month - more than most information researchers collect in an entire survey. The database reflects the population density of Canada with top cities including Toronto, Vancouver, Calgary, Edmonton, Ottawa, Montreal and Winnipeg.

"There is truly a War for Talent going on right now," said Debbie McGrath, founder and chief instigator, HR.com. "PayScale makes it possible for employers to have the information they need to tailor offers that will attract and keep star producers. PayScale’s expansion into Canada is a significant step to provide accurate real-time compensation information for an international market."

HR.com is a global authority that helps to connect companies with vital knowledge and resources ensuring success on the people side of business.

PayScale announced its launch into the Canadian Market at the Human Resources Professionals Association of Ontario’s (HRPAO) annual conference and trade show. The event takes place January 31 through February 2 at the Metro Toronto Convention Center in Toronto, Canada.

About Human Resources Professionals Association of Ontario (HRPAO)
HRPAO (www.hrpao.org/hrpao) is the premier HR organization in Canada. The organization has over 16,000 members in 28 chapters in Ontario and other locations around the world. The HRPAO annual conference and trade show is the second largest HR conference in the world.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit data for employers and individuals. With the world’s largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.payscale.com. PayScale was founded in 2002 and is headquartered in Seattle, WA.


Media Contacts:

Colleen Moffitt
Communiqué Public Relations
206-282-4923 x113
colleen@communiquepr.com

Interview with Matt Harding of "Where the Hell is Matt" Fame

PayScale.com, the world's largest online salary survey, highlights Matt Harding of "Where the Hell is Matt" fame in Salary Stories series.

Seattle, January 9, 2007 - Seattle-based PayScale.com, possessing the largest real-time salary database anywhere, today announced a Salary Story video on Matt Harding, famous for the "Where the Hell is Matt" tour around in the world. Harding danced in every country he visited (39 countries and 7 continents) and videotaped each performance.

Where the Hell is Matt

The 9-minute video features Harding discussing his experiences in various jobs and work environments, reasons for by-passing college, and the cult-like attention "Where the Hell is Matt" generated.

Visitors to PayScale.com (http://blogs.payscale.com/payscale_blogs/) can learn and ask questions about a diverse set of salary, career and compensation topics. The salary and career blogs include:

• Salary Stories: (http://blogs.payscale.com/salarystories/)
Salary Stories is a video blog that focuses on real people, real jobs and real stories, including user-generated video blog entries about people and their careers.

• Ask Dr. Salary (http://blogs.payscale.com/ask_dr_salary/)
Ask Dr. Salary is a career blog that simplifies the complicated world of salary and compensation for the layperson.

• Job-Mom (http://blogs.payscale.com/job_mom/)
Job-Mom is a career blog that offers an insider's look at the complicated world of balancing the responsibilities of motherhood and the workplace.

About PayScale
PayScale.com (www.payscale.com) operates the world's largest and only ongoing salary survey, providing real-time salary and compensation information.


Steven Gottlieb, Principal
Gottlieb Group Communications, LLC
206.427.9591
steven@gottliebgroupcom.com

PayScale Announces Year-End Tipping Guide

World's largest online salary survey analyzes connection between wages and tips and provides guidance on who to tip and how much

Seattle, December 19, 2006 - Seattle-based PayScale, possessing the largest real-time salary database anywhere, today announced the availability of new data and advice about tipping workers across various jobs and industries. Questions around tipping weigh heavily on people during this time of year. How much should I give? And from the perspective of a worker: How much will I receive?

PayScale found that many jobs (e.g., restaurant workers, bellman) look to tips to make up a significant portion of the wage. But there are other jobs where tips play an equally large role in raising the salary, yet people don't know that's the case.

"When it comes to tipping, in many respects, people move from the comfort zone of employee to the less familiar employer," said Dr. Al Lee, PayScale's Director of Quantitative Analysis. "Furthermore, depending on where they live, consumers target their tips to different industries at the holidays."

Some of the findings include:

• PayScale data shows that hotel bellhops earn an average of 46 percent of their hourly wages from tips or that just 16 percent of babysitters' hourly rates come from tips, yet they receive more gifts than others. Different professions garner different tips at the holidays, and year-round.

• In coffee cafes, the average hourly wage for a Barista is $8.10. Tips typically boost their pay rate per hour to $10.35. Coffee Cafe Managers, earn an average hourly wage of about $11.00.

• Bellmen at hotels and apartment buildings, bartenders, food-service professionals, for instance, typically get cash tips. Some, such as hair stylists, can receive both cash and gifts, and others, like baby sitters, most often get gifts during the holidays.

• Manicurist makes only $11/hour in wages, but tips are $21/hour, increasing pay by 67 percent. Some Manicurists have an opportunity to earn commissions on products and services as well.

• Hairstylists earn wages of about $14/hour, but tips increase income by 40% to about $20/hour. Commissions for selling products can also be an important source of income for Hairstylists. Without the tips, a hair stylist compensation drops by nearly half.

"Many employees depend on tips for much of their income. In fact, the minimum wage an employer must pay drops below $2.50/hour in 15 states for workers earning tips," said Lee. "The restaurant customer is more the employer of a waiter than the person who hired him."

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit data for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.payscale.com. PayScale was founded in 2002 and is headquartered in Seattle, WA.

Payscale Launches Salary and Career Blogs for Employees and HR Professionals

PayScale announces $1,000 monthly prize for the SalaryStories.com video contest

Seattle, October 10, 2006 - PayScale, Inc., a leader in real-time online compensation information for employers and individuals, today launched a series of salary and career blogs for employees and employers. The company is also launching the $1,000 monthly video contest for the best entry in the Salary Stories video blog (http://www.salarystories.com/contest.asp). The video contest entries are available for viewing on YouTube in PayScale's Salary Stories group.

Visitors to PayScale salary and career blogs (http://blogs.payscale.com/payscale_blogs/) can learn and ask questions about a diverse set of salary, career and compensation topics. The salary and career blogs include:

  • Salary Stories (http://blogs.payscale.com/salarystories/)
    Salary Stories is a video blog that focuses on real people, real jobs and real stories, including user-generated video blog entries about people and their careers.
  • Ask Dr. Salary (http://blogs.payscale.com/ask_dr_salary/)
    Ask Dr. Salary is a career blog that simplifies the complicated world of salary and compensation for the layperson.
  • JobMom (http://blogs.payscale.com/job_mom/)
    JobMom is a career blog that offers an insider's look at the complicated world of balancing the responsibilities of motherhood and the workplace.
  • PayScale HR Professional (http://payscale.com/about.asp?pg=news&sub=blog).
    PayScale HR Professional provides an expert's view on the most pressing and impactful HR and economic issues of the day.

For the next three months, PayScale will be collecting clever video contest entries about people's careers and posting the best to their video blog (http://www.salarystories.com/contest.asp). Every month there will be a new $1,000 winner for the most unique salary story video contest entry. Videos can be viewed on YouTube in the PayScale Salary Stories Group (http://www.youtube.com/group/salarystories). Current Salary Story video blog entries include fashion writers, nail technician, radio producer/traffic reporters and an executive from Cranium and Microsoft.

"PayScale is well on its way to becoming the most credible source for real-time and accurate salary information," said Michael Metzger, president and CEO at PayScale. "The availability of our PayScale salary and career blogs will help to educate and demystify the complex world of salary and the jobs behind the pay."

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data


Media Contacts:

Steven Gottlieb
Zeno Group
206-404-7101
steven.gottlieb@zenogroup.com

PayScale Professional Named Top Ten HR Product of the Year

Human Resource Executive magazine announces top HR products for 2006

Seattle, October 2, 2006 - PayScale, Inc., a leader in real-time online compensation data for employers and individuals, today announced that PayScale Professional, its new compensation data service for HR professionals and hiring managers, has been named as one of the "Top 10 HR Products of the Year" by Human Resource Executive magazine. PayScale Professional's service was recognized for ease-of-use, innovation and value because it enables HR professionals to perform salary comparisons based on the specific factors that influence a position's compensation, such as; education, workplace skills, certifications, and length of service rather than on the job title alone.

PayScale Professional, launched in June 2006, is designed for HR professionals and hiring managers seeking instant access to current compensation data for single jobs or company-wide benchmarking. Employers are able to instantly find compensation data matched to their employee's exact profile (i.e. computer programmer with 6 years experience and skill in C++), enabling true person-based compensation setting for the first time. All compensation reports are based on actual data-points collected by PayScale's real-time salary survey, the largest in the industry, with no imputed, aging or cost-of-living adjustments made to the compensation data.

"After reviewing a significant number of product entries this year, we are pleased to select PayScale Professional as one of the 10 best HR products of 2006," said David Shadovitz, editor of Human Resource Executive magazine. "We were impressed by PayScale's ability to present highly detailed, compensation data that reflected not only current market rates for the position, but the unique variables that influence compensation for that position. PayScale's system proved to be efficient and easy to use, providing employers with the detailed compensation data they need in order to make logical informed decisions about employee pay."

"It is a tremendous honor to be recognized by the editors at HR Executive," stated Mike Metzger, president and CEO of PayScale. "As the HR landscape continues to evolve, we strive to equip employers with comprehensive, up-to-date, real-time compensation data enabling HR professionals and hiring managers to make better decisions. This HR award is a great industry validation of our efforts."

About Human Resource Executive
Human Resource Executive's Top 10 Products are detailed annually in its October issue. With more than 75,000 readers, HR Executive (www.hrexecutive.com) publishes 16 issues yearly and is written primarily for vice presidents and directors of human resources. Established in 1987, the magazine is the premier publication focusing on strategic issues for HR decision-makers.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation data and benefit information for employers and individuals. With the world's largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market compensation. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online search tools and salary reports at www.payscale.com. PayScale was founded in 2002 and is headquartered in Seattle, WA.


Media Contacts:

Colleen Moffitt
Communique‚ Public Relations
206-282-4923
colleen@communiquepr.com


CareerBuilder.com Launches Free Online Salary Information At CBSalary.com In Partnership With Payscale

CareerBuilder.com and PayScale Release Top Ten Picks for Fast Growing and Highest Paying Jobs

Chicago, September 19, 2006 - Is the job offer you received enough? Is your pay on par with other professionals in your position and location? Are you interested in making a career change, but aren’t sure about your earning potential? You can find these answers and more at CBSalary.com, a free, comprehensive salary information and advice site from CareerBuilder.com, the nation’s largest online job site. CBSalary.com is powered by PayScale, a market leader in online compensation and benefits information and host to the largest ongoing real-time compensation database in the world.

Visitors to CBSalary.com can conduct a quick search by job title, city and state and instantly view the average salary and salary range for their current or desired position. Those who would like to conduct a more detailed search can access free salary reports that factor in compensation influencers like academic degree, years of experience, type and size of employer, and other specifics. They can also search through more than 1.5 million job opportunities featured monthly on CareerBuilder.com.

"A recent CareerBuilder.com survey found 38 percent of hiring managers plan to raise salaries on job offers in the next 12 months," said Richard Castellini, Vice President of Consumer Marketing at CareerBuilder.com. "Whether you are changing jobs, trying out a new career or negotiating a better package with your current employer, CBSalary.com has the tools and information you need to make sure your income fairly matches your output as an employee."

"The partnership between CareerBuilder.com and PayScale provides consumers with real time salary ranges and detailed salary comparisons not available anywhere else on the Internet," said PayScale CEO and President Mike Metzger. "As more and more job seekers come online for salary information and career advice, CBSalary.com and PayScale will be a go-to source for compensation and employment intelligence."

So, what industries are paying off? CareerBuilder.com identified the top ten areas where it has seen solid growth in online job postings over the last year. PayScale examined salary trends for thousands of jobs that fall under the categories identified by CareerBuilder.com. By comparing average total annual compensationi reported for the six months of 3/1/2006 to 9/1/2006 and the same period in 2005, PayScale identified positions that have significantly higher market wagesii this year than last. The following is a sampling of hot areas for hiring and compensation growth, and the PayScale current (as of 9/1/2006) average total annual compensation for each job:

1. Accounting/Finance
a. Personal Banker: $37,700
b. Commercial Loan Officer: $75,700

2. Healthcare
a. Clinical Research Associate: $61,300
b. Anesthesiologist: $225,000

3. Information Technology
a. Webmaster: $49,200
b. Senior Database Administrator: $93,300

4. Engineering
a. Civil Engineer: $57,200
b. Project Engineer: $65,200

5. Sales
a. Sales Assistant: $35,800
b. Sales Engineer: $79,900

6. Administrative Support
a. Human Resources Coordinator: $40,200
b. Financial Controller: $79,900

7. Professional & Business Services
a. Paralegal: $39,500
b. Financial Analyst: $70,500

8. Retail
a. Retail Store Assistant Manager: $39,100
b. Buyer: $47,900

9. Hospitality
a. Restaurant General Manager: $49,800
b. Hotel General Manager: $56,600

10.Customer Service
a. Technical Support Specialist: $49,100
b. Call Center Manager: $53,800

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data

About CareerBuilder.com
CareerBuilder.com is the nation's largest online job site with more than 23 million unique visitors and over 1.5 million jobs. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company (NYSE:TRB), and The McClatchy Company (NYSE:MNI), the company offers a vast online and print network to help job seekers connect with employers. CareerBuilder.com powers the career centers for more than 900 partners that reach national, local, industry and niche audiences. These include more than 150 newspapers and leading portals such as America Online and MSN. More than 250,000 employers take advantage of CareerBuilder.com's easy job postings, 18 million-plus resumes, Diversity Channel and more. Millions of job seekers visit the site every month to search for opportunities by industry, location, company and job type, sign up for automatic email job alerts, and get advice on job hunting and career management. For more information about CareerBuilder.com products and services, visit www.careerbuilder.com.

Media Contacts:

Jennifer Sullivan
CareerBuilder.com
773-527-1164
Jennifer.Sullivan@careerbuilder.com

Steven Gottlieb
Zeno Group (for Payscale)
206-404-7101
steven.gottlieb@zenogroup.com

i Average total annual compensation is calculated by summing the annual base salary, bonus, profit sharing, and commissions, if applicable, for each individual. After removing outliers, the average is formed by calculating the arithmetic mean of the individual total annual compensations. Only data from the USA are used. The average reported is for the mix of experience, skills, and locations present in the PayScale database, which represents ~1% of all employees in the United States.

ii Significantly higher is >7% year over year increases (50% CL, >4% 97% CL) for employees with the same level of experience doing the same job. The data set does not contain exactly the same individual at the same company doing the same job in each year. The average total compensation is the market price determined from a statistical sample of individuals in the database for each period. It represents what an employer would have to pay to hire a person for a job, not necessarily what everyone doing a job is paid.

Jobster and PayScale Seal Partnership

PayScale to provide Jobster.com users with direct access to real-time salary information

SEATTLE, August 31, 2006 - Seattle-based firms, Jobster and PayScale, announced today their partnership agreement and technology integration. Jobster, an online recruiting service that simplifies the difficult process of making successful career matches for both jobseekers and employers, and PayScale, a market leader in online compensation and benefits information and host to the largest ongoing salary survey in the world, will provide jobseekers and employers with the freshest online job postings combined with valuable compensation intelligence.

Jobster will integrate a "Research salary on PayScale" link into every job listing giving Jobster users direct access to the most up to date salary information for each job listing search. In addition, PayScale will promote targeted Jobster job listings within My PayScale giving PayScale users access to highly relevant job opportunities while researching salary information.

"Jobster believes that access to user generated content from employees is essential to making great career decisions. For this reason, we are excited to partner with PayScale to provide Jobster.com users with insightful and relevant salary ranges they can expect in their future employment opportunities," said Jobster CEO Jason Goldberg. "The detailed salary information provided by PayScale will give jobseekers a more complete picture of the jobs they are most interested in."

The Jobster.com and PayScale partnership will strategically marry career and salary searches. For example, a person living in Boston, but seeking a career opportunity in San Francisco would use the Jobster.com search engine to find relevant job opportunities in the Bay Area indexed from a number of job boards and employer sites from all across the web. Once the jobseeker identifies the job that best matches their interests, they can quickly click on a PayScale link to bring up a salary range for that particular job listing.

"PayScale's focus is making real-time and accurate salary intelligence easily available to employees and job-seekers. Our new relationship with Jobster is a perfect fit because it brings together job postings and the specific position's compensation," said Mike Metzger, President and CEO for PayScale. "With this joint solution, individuals can quickly and efficiently receive active and real job opportunities from Jobster as well as credible and current salary information from PayScale for the specific jobs being searched."

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data

About Jobster
Founded in 2004, Jobster’s mission is to help people meet their potential by providing innovative online services that enable meaningful career matches. Every day employers and jobseekers around the world rely on Jobster to connect with each other. Starbucks, Expedia.com, Boeing, Premera Blue Cross, Microsoft, Google, Philips, Samsung, Boston Scientific and 15 percent of Fortune 100 employers use Jobster to find the great people they cannot find elsewhere. Jobster has offices throughout North America and the U.K. and is backed by industry-leading investors Ignition Partners, Trinity Ventures, Mayfield Fund and Reed Elsevier Ventures. For more information, visit http://www.jobster.com.



For more information please contact:
Steven Gottlieb (for PayScale)
Zeno Group
(206) 404-7101
steven.gottlieb@zenogroup.com

Christian Anderson (for Jobster)
Waggener Edstrom Worldwide
(425) 638-7000
christiana@waggeneredstrom.com

PayScale Launches Application to Provide Real-Time Salary Market Metrics

PayScale Analytics provides web service for job matching and salary verification

SEATTLE, June 26, 2006 – PayScale, a market leader in online compensation and benefits information and host to the largest ongoing real-time compensation database in the world, today announced the availability of PayScale Analytics. This web-based offering enables service providers industry-wide to instantly incorporate the most recent market-based salary information when processing loan applications, conducting performance reviews and benchmarking their compensation levels.

Possible applications for PayScale Analytics are broad and range from the lending industry to HR solutions. For example, PayScale Analytics addresses the problem of income overstatement within the residential mortgage market by providing a real-time salary validation for any mortgage application. The lender receives immediate feedback if a borrower's self-reported income falls outside the normal range for his/her job position, location, type of company, experience level and education. PayScale Analytics is also appropriate for a variety of popular HR technologies, including compensation, payroll, performance review and recruiting applications.

“What makes PayScale Analytics unique is that it is designed to be integrated directly with existing third-party technologies, providing the end user with seamless access to real-time market-based salary data within current processes,” said Mike Metzger, President and CEO of PayScale. “By providing more accurate information in an automated fashion, PayScale Analytics will help organizations improve their decision-making process.”

PayScale’s ability to present highly-targeted salary and compensation information stems from its unique data collection methodology. Every day many thousands of employees submit detailed job profiles, compensation, and workplace information to PayScale, to compare their pay with their peers and obtain market rates for their job, skills, type of company, location and more. This unprecedented depth of information allows PayScale to create reports that are specific and accurate. Once submitted to PayScale, every profile undergoes a series of tests designed to ensure data quality, and outliers are removed from reports. When a request is made for data, advanced patent-pending search algorithms are used to analyze every variable and determine the best match. Calculations are then performed on matching profiles to determine average salaries, bonuses, and other statistical information about the sample. Every report is unique, and generated in real-time.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data

Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
steven.gottlieb@zenogroup.com

PayScale Announces Real-Time Compensation Data Solution for HR Professionals, Hiring Managers and HR Consultants

Payscale Professional provides compensation data for IT sector; Momentum building in other leading business sectors

SEATTLE, June 26, 2006 – PayScale, a market leader in online compensation and benefit information, today announced the availability of PayScale Professional. PayScale hosts the largest ongoing real-time compensation survey in the world. PayScale Professional offers a unique search platform to enable salary comparisons with actual profile matches based on factors such as, education, workplace skills, and length of service.

The product serves to more accurately support an organization’s salary structure, hiring plans, and business forecasting. HR managers, armed with real-time, specific and local, compensation data will now be able to better work with colleagues and prospects to highlight peer group compensation, provide defensible benchmarks, and allow for fair negotiations between employer and employee.

“PayScale has gained a reputation as a company that understands both the power of search technology and that accurate and reliable compensation data can be a strategic competitive advantage,” Marc Rodriguez said of Irvine Technology Corporation. “PayScale Professional has helped our firm make informed hiring decisions while gaining real-time local knowledge, in all the metropolitan areas we support, that previously did not exist.”

“Today’s employer pay challenges are far different than in the past. Workforce mobility, specialization and pervasive salary information require HR professionals to take a complete and comprehensive view to the setting of pay,” said Mike Metzger, President and CEO of PayScale. “Jobs are now about the position and the person. We recognize this reality and provide the tools to help organizations see the unique skills and attributes of the person behind the job title.”

“The continued adoption of technology and web-based services for HR professionals will only advance the strategic role that human resources plays within an organization. PayScale Professional is the kind of trustworthy and innovative product that can help firms make fact-based decisions,” said Debbie McGrath, President and CEO of HR.com.

Every day individuals submit detailed job profiles, compensation, and workplace information to PayScale, to compare their pay with their peers and obtain market rates for their job, skills, and location. PayScale’s ability to present highly targeted compensation stems from its unique data collection methodology. This methodology then helps create reports that are specific and accurate. Once submitted to PayScale, every profile undergoes rigorous tests to check for validity, and outliers are eliminated from the database. An advanced patent-pending search algorithm is used to analyze data on every variable and determine the best match. Calculations are then performed on matching profiles to determine average salaries, bonuses, and other statistical information about the sample. Every report is unique, and generated in real-time.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data

Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
steven.gottlieb@zenogroup.com

PayScale Wins Best Demo for Web Services at 2006 WSA Investment Forum

Company hosts world's largest ongoing salary survey poised for upcoming market expansion

SEATTLE, May 25, 2006 – PayScale, a market a market leader in online compensation and benefit information, was selected as the Best Demo in the Web Services category at the 2006 WSA Investment Forum. The judges included: Brian Goffman (Madrona Venture Group), Eric S. Byunn (FTVentures), Gus Tai (Trinity Ventures), Mike Dierks (Intel Capital). The 13th annual WSA Investment Forum, held Thursday May 25 at the Bell Harbor International Convention Center, provides emerging technology companies the opportunity to pitch potential investors and customers.

Every day individuals submit detailed job profiles, compensation, and workplace information to PayScale to compare their pay with their peers and obtain market rates for their job, skills, and location. PayScale’s ability to present highly targeted compensation information stems from its unique data collection methodology. An advanced patent-pending search algorithm is used to analyze data on every variable and determine the best match. Calculations are then performed on matching profiles to determine average salaries, bonuses, and other statistical information about the sample. Every report is unique and generated in real-time.

“The WSA Investment Forum is always a showcase of the Puget Sound’s most innovative emerging technology companies,” said Mike Metzger, President and CEO of PayScale. “It is a real honor for PayScale to be singled out as a category winner at the 2006 event, with so many strong and exciting start-ups in the field.”

About WSA
Founded in 1984, the WSA (formerly the Washington Software Alliance) is a state-wide trade association focused on helping Washington state technology companies succeed. With more than 1,000 member companies representing more than 50,000 software, Internet, telecommunications and technology company employees, the WSA is a catalyst for setting new industry directions, sharing expertise, delivering key business services, and leading the advocacy of issues necessary to keep Washington a leader in the digital economy. For information, please see www.wsa.org.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data

Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
steven.gottlieb@zenogroup.com

New Survey Reveals That Daddy Demands Receive Support in the Workplace

PayScale.com Examines the Dual Role of Dad and Employee

Seattle, WA – June 14, 2006 – While most dads aren’t on diaper duty from their desks or fixing bottles in the board room, they are very aware that their responsibilities as a dad don’t stop when they step out the door to go to work each morning. With today’s fathers taking a more active role in childcare responsibilities, dads have more need, and a greater desire, for a work environment that is supportive of their dual role as employee and parent, and according to a new survey conducted by PayScale.com, employers are catching on.

The survey reveals that 53 percent of fathers surveyed feel that their current employer is very or extremely supportive of their responsibilities as a parent, with 61 percent reporting that their work environment is very or extremely flexible when it comes to the demands of being a father. Survey respondents represent a wide variety of industries, such as IT services, manufacturing and distribution, construction and healthcare.

Employers are implementing practices such as flexible schedules and the option to work remotely which allow fathers to participate in important activities and milestones that past generations of dads have missed due to the rules of the workplace. According to the survey, 81 percent of fathers have employers that support the need to adjust daily work schedules to attend school and/or doctor’s appointments, and nearly 30 percent report that they are able to work remotely when needed.

The survey also indicates that the amount of support that male employees with children feel they get from employers is on par with the amount of support that their female counterparts feel they receive. When PayScale.com surveyed both mothers and fathers on the topic, 25 percent of moms and 22 percent of dads report that their work environment is extremely supportive of their role as a parent. In addition, 22 percent of moms and 18 percent of dads rate their workplace as extremely flexible.

“Employees are placing more and more value on non-cash compensation that allows them to spend more quality time with family. Employers actively supporting their employees’ role as parents, attract a higher level of talent and exhibit higher retention rates. Subsequently, parents are not forced to choose between their families and careers,” stated Mike Metzger, CEO of PayScale.com.

Other survey results include:

  • 48 percent of dads rate being able to adjust workday schedules for school/doctor’s appointments as an extremely important employee benefit
  • 20 percent of dads rate paternity time as an extremely important employee benefit
  • 59 percent of dads would be permitted to bring a child to work in the event of an emergency
  • 40 percent of dads currently receive paternity time from their employer
  • Nearly 25 percent of dads report handling 50 percent of the child care responsibilities on a typical work day

Fathers also report that aside from the traditional financial and health benefits, such as family health plans and paid paternity leave, there are additional offerings that would be of value to them as working parents. Some dads report that they would like to have on-site daycare offered at their workplace, especially in families where both parents work during the day, and many suggest that an assistance fund for a child’s current or future education is a benefit that they would like to receive.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The Company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.

Contact:
Lindsey Long
Zeno Group (for PayScale)
415-369-8114
lindsey.long@zenogroup.com

PayScale Signs On HR and Technology Industry Veteran

New VP of Business Solutions will drive company’s entry into HR and employer market; Move solidifies leading salary resource position

SEATTLE, March 23, 2006 – PayScale, a market leader in online salary, compensation and benefits information, today announced the addition of Michael Hayes, Vice President, Business Solutions. Also joining the company is technology and new media veteran Jeff Fessler, as Director of Business Development.

Hayes will lead and oversee all aspects of PayScale’s business to business product line, PayScale Professional. PayScale Professional captures personal profiles of millions of employees each year and offers a unique search platform to enable salary comparisons with actual profile matches based on skills, length of service and more. Because Payscale collects user generated data, subsequent profile matches allow HR managers to work with colleagues and prospects to highlight peer group compensation, provide defensible benchmarks, and allow for fair negotiations between employer and employee. The product serves to more strategically support an organization’s salary structure, hiring plans, and business forecasting.

Hayes comes to PayScale from Ascentis where he was responsible for all aspects of the company’s sales and marketing strategy and execution. While at Ascentis, he established HROffice as the de facto standard for independent payroll Service bureaus. Prior to Ascentis, Mr. Hayes was the CEO of uRreal. He also served as VP of Marketing at Sequel Technology where he helped lead the company to a leadership position in the emerging space of Business Oriented Network Management products.

“PayScale is on the front edge of redefining how HR professionals can more strategically utilize accurate and real-time compensation intelligence,” said Hayes. “The company’s innovative use of technology, tightly defined data collection methodology, and informed view about the HR industry has put the company in solid position to become the go-to salary and compensation source.”

“Michael Hayes brings to PayScale an unparalleled understanding about the intersection of technology and HR,” said Michael Metzger, CEO of PayScale. “As we aggressively move towards the business to business market, Michael will spearhead PayScale’s efforts to become the de facto salary and compensation outlet for HR professionals and employers.”

As the Director of Business Development, Fessler will play a central role in PayScale’s effort to create business relationships with leading online workforce, job and labor companies as well as help build strategic technology relationships.

Previously, Mr. Fessler led the business development efforts for Video Professor, focusing on partnerships with leading internet companies such as AOL, EarthLink and Amazon.com. Prior to Video Professor, he was Vice President of Business Development for Singingfish which was acquired by Thomson Multimedia. He was responsible for worldwide sales and business development efforts, successfully closing agreements with RealNetworks, Toshiba and InfoSpace among others.

PayScale hosts the largest ongoing compensation survey in the world. In exchange for a report detailing how his/her compensation compares to others in the market, individuals submit detailed, anonymous information about their jobs and workplaces. PayScale’s methodology is based on best practice standards set by the industry. The algorithm used to analyze the data is unique to PayScale. Once submitted to PayScale, every profile undergoes up to 20 tests to check for validity.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The Company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.


Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
steven.gottlieb@zenogroup.com

Washington State Technology Salaries Increase Average of Eight Percent

2005 WSA Northwest Salary Survey gives proof of regional economic turnaround

Seattle, Oct. 17, 2005 - The average annual salary increase for surveyed technology workers in Washington was 8 percent, according to the 2005 WSA Northwest Salary Survey, conducted between July 11 and September 15 by Payscale, Inc.. Seventy-four technology companies, both public and private and ranging in overall size, participated in the survey.

The survey looked at total compensation through multiple company and organizational structures, including base salary, equity compensation, health care benefits, and sales compensation practices. More than 100 different job positions were included in the survey.

"The Pacific Northwest is known throughout the world as a leading region for technological innovation," said Kathy Wilcox, President and CEO of the WSA. "The 2005 WSA Northwest Salary Survey provides proof that our economy is improving and that our technology-rich environment is once again thriving."

Entry-level software development and quality assurance engineering positions increased at a much higher rate than the more senior level positions in those job families. The entry-level positions, on average, increased over the last year by 9 percent; the intermediate positions by 8 percent; and the senior positions by 3 percent. An entry-level software engineer/developer will make approximately $58,000 in base salary while a senior software development manager will make approximately $116,000.

The survey also looked at executive compensation. The results indicate an increase in Chief Executive Officer and Chief Technology Officer base pay. The average CEO salary in the 2005 survey is $175,000, up from the previous year’s $152,250.

"Compensation practices have become more central to business strategies as firms look to meet growth goals by remaining private, leveraging the private equity markets, and creating compensation and benefit programs to retain employees," said Fred Whittlesey, Chief Compensation Officer for PayScale, Inc. the global online compensation database company that developed and administered the survey. "The increased cost of compliance and reporting and increased risk of public ownership is helping to create an environment of more and more private companies."

In addition to an analysis of base salaries, the survey explored various compensation and benefits issues and programs. For example, despite the soaring cost of employee health and welfare benefits, 95 percent of the responding companies provide health-care coverage with the majority of companies paying between 95 percent and 100 percent of the cost for employee-only coverage which, on average, is $299 per month. While many companies do not cover any of the premiums for spouse and children, the median is still payment of 50 percent of the premium cost for dependents – averaging an additional $290 per month for spouse and $478 per month for spouse plus children. This results in a cost approaching $10,000 per year for these benefits, on average, for employers who subsidize dependent coverage.

WSA’s Northwest Salary Survey provides an annual assessment of the region’s pay practices, featuring many development and technology positions. With economic changes, rising healthcare costs, the continued creation of biotech firms, and the entrance of new venture backed technology companies, the WSA Northwest Salary Survey is a valuable reservoir of current compensation and benefits information. Full results are available at

http://www.payscale.com/af/wsa/

About WSA
Founded in 1984, the WSA (formerly the Washington Software Alliance) is a statewide trade association focused on helping Washington-based technology companies succeed. With more than 1,000 member companies representing more than 50,000 software, Internet, telecommunications and technology company employees, the WSA is a catalyst for setting new industry directions, sharing expertise, delivering key business services, and leading the advocacy of issues necessary to keep Washington a leader in the digital economy. For information, please see www.wsa.org.

About PayScale, Inc.
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Wash., PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.

Contacts:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
press@payscale.com

Karen Halle
WSA
206-448-3033 x115
khalle@wsa.org

PayScale, Inc. Continues To Build Momentum With $7 Million in Funding

Trinity Ventures leads Series B Financing Round; Fluke Venture Partners, Madrona Venture Group, and Buerk Dale Victor also invest

Seattle – October 14, 2005 – PayScale, a market leader in online salary and benefits information, today announced that it has raised $7 million in Series B funding led by Trinity Ventures. Fluke Venture Partners, Madrona Venture Group, and Buerk Dale Victor all contributors to PayScale’s initial $3.2 million in funding raised in Fall 2004—again participated in this Series B financing round. Patricia Nakache, a Principal at Trinity Ventures, will join the PayScale Board of Directors. The company will use the funds to expand the PayScale team, increase data acquisition, and accelerate development of innovative compensation products and services.

"We have a world-class team at PayScale and the support from these premier investors will allow our team to continue to meet, and expand upon, our business objectives and develop superior products and services for PayScale users," said Mike Metzger, CEO of PayScale. "The support from these investors helps further solidify the company as a market leader in the compensation and benefits arena."

PayScale hosts the largest ongoing compensation survey in the world (www.payscale.com). In exchange for a report detailing how his/her compensation compares to others in the market, individuals submit detailed, anonymous information about their jobs and workplaces.

"PayScale has created a disruptive business model," said Patricia Nakache of Trinity Ventures. "PayScale provides more accurate, fresh and detailed information than has been previously unavailable while also changing the economics of data collection. We have been impressed by PayScale’s progress and are excited to have the company in the Trinity Ventures portfolio."

"PayScale goes beyond the typical survey of surveys to solve a problem that employers and employees know exists: the need for real time compensation data," said Denny Weston of Fluke Venture Partners. "The combination of the outstanding management team and unique methodology used to collect and provide users with valuable and actionable information demonstrates the superb market opportunity that exists for PayScale."

"PayScale’s user-generated content distinguishes PayScale from the competition," said Matt McIlwain of Madrona Venture Group. "With more and more information from the offline world now coming online, the ability to provide innovative search technology and real-time analysis is just one of the differentiating benefits of PayScale’s products and services."

The algorithm used to analyze the data submitted by users is unique to PayScale. Once job seekers submit their information to PayScale, every profile undergoes up to 20 tests to check for validity including checks for consistency with salary ranges reported from reputable sources such as the U.S. Bureau of Labor Statistics, checks to identify and eliminate duplicate entries by the same individual, and checks for "internal consistency" within an individual profile.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The Company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.

About Trinity Ventures
Founded in 1986, Trinity Ventures is a value-added investor that provides capital, networks and resources to early-stage software, services, communications and networked systems companies. With more than $1 billion under management, Trinity Ventures has invested in over 100 companies, including Jobster, Extreme Networks, Network Alchemy, Crescendo Communications, Forte Software, Illustra, Blue Nile, and Starbucks. Trinity Ventures has offices in Menlo Park. For more information visit www.trinityventures.com.

About Fluke Venture Partners
Fluke Venture Partners is one of the oldest and most experienced active venture capital firms in the Pacific Northwest, with a long tradition of assisting the region's entrepreneurs in building successful and enduring enterprises. Over more than two decades, and through up and down cycles, FVP has funded a deliberately diverse portfolio of promising high-growth technology, healthcare and consumer-oriented opportunities. Its team has been integrally involved in early-stage financings for such successes as Aldus, Coinstar, Eagle Hardware & Garden, Innova, Starbucks and Tegic Communications. In addition to PayScale, Inc, Fluke's current Fund includes investments in Seattle-based Klir Technologies and Portland-based Pacific Star Communications and Phoseon Technologies. For more information visit www.flukeventures.com.

About Madrona Venture Group
Madrona Venture Group, headquartered in Seattle, Wash. is a top-tier venture capital firm that brings together the resources, experience, teams and strategic relationships to build the next generation of leading technology companies in the Pacific Northwest. The firm has a ten -year track record of returns and a well-established team focused on regional investing in enterprise IT, consumer technology, wireless and networking. Portfolio companies leverage Madrona’s expansive network of relationships with technology thought leaders, established and emerging companies and channel partners, financial institutions and universities. For more information visit www.madrona.com.

About Buerk Dale Victor
Buerk Dale Victor LLC is a Pacific Northwest private equity firm dedicated to creating superior returns for our investors by partnering with emerging growth companies. With over 150 years of investment and operational expertise, Buerk Dale Victor is uniquely positioned to help entrepreneurs build successful, enduring businesses. Founded in 1999, BDV currently manages over $35 million from high net worth and institutional investors. The firm invests in growth companies across diversified stages and sectors, and currently has thirteen fund investments. BDV focuses exclusively on companies located in the Northwest, primarily in the business or consumer products/services, healthcare, retail, technology, and financial services industries. For more information visit www.bdvllc.com.

Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
press@payscale.com

PayScale Expands Leadership Team with Industry-Recognized Compensation Expert

New Chief Compensation Officer will join growing team to Support Product Development, Survey Methodology, and Data Strategies

SEATTLE, October 6, 2005 – PayScale, a market leader in online compensation and benefits information, today announced the addition of Fred Whittlesey as Chief Compensation Officer. Also joining the company are compensation veterans Melissa Wilkerson, as Director of Data Products, and Linda Jones, Compensation Data and Analysis Manager.

The newly created positions of Chief Compensation Officer, Director of Data Products, and Compensation Data and Analysis Manager demonstrate PayScale’s commitment to providing accurate compensation intelligence and unique products and services to employees and employers worldwide.

In his role as Chief Compensation Officer, Whittlesey will lead PayScale’s compensation data acquisition and analysis program with a specific focus on data demographics, database quality and continued refinement of collection methodology.

Whittlesey brings more than 20 years of experience working with and advising companies and organizations on compensation strategies and data solutions. Previously, he was an executive with Aon Consulting/Radford Surveys; held the position of Director of Global Compensation at Amazon.com; and was responsible for Global Compensation and HR Technology at Broadcom. In addition to operating his own consulting firm, Whittlesey has served as a counselor for companies and organizations during his time at KPMG, Mercer and Towers Perrin. Whittlesey also serves as faculty to WorldatWork and is a founding member of the National Association of Stock Plan Professionals.

"PayScale is simply changing the fundamental economics and methodologies of compensation data collection and analysis," said Whittlesey. "The use of previously unavailable technology and the company’s attention to data collection methodology will position PayScale as the go-to compensation source."

"We are thrilled to have Fred join the PayScale team," said Michael Metzger, CEO of PayScale. "Fred’s previous experience, reputation in the field, and vast knowledge of compensation analysis makes him the perfect Chief Compensation Officer and will help PayScale further strengthen its position as a market leader known for its accurate and real time compensation intelligence."

As the Director of Data Products, Wilkerson will play a central role in PayScale’s effort to create products for businesses and consumers interested in comprehensive and real-time compensation and benefits information. In addition, Wilkerson will coordinate and define PayScale user outreach programs to support new products and offerings.

Wilkerson brings 10 years of compensation analysis experience to her position. She most recently served as the Director of Compensation at Expedia, Inc. where she was responsible for the design, development, implementation and administration of worldwide compensation programs for approximately 4,000 employees. Prior to Expedia, she served as a Compensation Consultant for iQuantic Buck, Hewitt Associates and Watson Wyatt Worldwide.

In the role of Compensation Data and Analysis Manager, Jones will oversee PayScale’s extensive assembly of data resources. Jones has over 10 years experience in human resources and has spent the majority of those years in compensation focusing on rewards & recognition programs and incentive plans to encourage employee performance. Prior to joining PayScale, she worked in management consulting and in the health care, natural gas, and manufacturing industries.

PayScale hosts the largest ongoing compensation survey in the world. In exchange for a report detailing how his/her compensation compares to others in the market, individuals submit detailed, anonymous information about their jobs and workplaces. PayScale’s methodology is based on best practice standards set by the industry. The algorithm used to analyze the data is unique to PayScale. Once submitted to PayScale, every profile undergoes up to 20 tests to check for validity.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The Company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.

Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
press@payscale.com