40th Annual Salary Survey – Salaries and Job Satisfaction on the Rise

Increase starting salaries by 6% and reallocate 12% more to recruitment and retention this year to cut turnover within six months and improve candidate conversion rates.

The survey involved 12,400 respondents across 10 industries; the average base salary rose 4.2% this year and median total compensation increased from $68,000 to $71,200, a $3,200 gain. The majority (58%) report improved job satisfaction and 45% say they feel happy with recent pay adjustments. Pay-driven resignations dropped 7% year-over-year, while recruitment costs per hire moved down around 5% after targeted efforts on employer branding and streamlined hiring processes.

Breakdowns by age reveal actionable patterns: employees aged 25–34 experienced the largest average gain at 5.6%, while those aged 45–54 rose 2.1%. Promotions are advancing for early-career staff (up 3 percentage points), but promotion rates dropped 2 points for workers aged 55 and older. To continue progress, invest in advancing skills with short, measurable training modules and expand social benefits that support work-life balance.

Adopt three specific steps now: tie pay increases to measurable performance and personal development plans, involve frontline managers in quarterly compensation conversations, and publish clear recruitment-to-retention metrics so teams can track progress. These actions produce better hiring velocity, higher employee success rates, and improved satisfaction scores – thats the direct path from modest pay increases to sustained organizational gains.

Salary increases by role: where to focus negotiation and compensation planning

Prioritize negotiations for engineering, product management and quota-bearing sales – these positions posted median base increases of 6–9% and are poised to command additional premiums during recruitment.

Engineering leads with a median year-over-year increase of 8.2%; product managers follow at 6.5%; sales at 7.1%. Operations roles saw a smaller rise (3.0%) while customer associates increased 1.4%. Many employers might reallocate merit budgets toward roles facing a persistent shortage in data science and cybersecurity, which continue advancing pay to attract candidates. Female and women-focused retention programs matter: female associates earn on average 4.5% less than male peers, so targeted adjustments reduce turnover and legal risk.

Adopt these concrete steps: 1) allocate at least 60% of incremental merit budget to roles with >5% YoY growth; 2) add a 5–15% recruitment premium for shortage skills; 3) implement band checkpoints every 12 months for positions advancing rapidly; 4) elevate pay equity audits so female pay gaps get corrected during the next cycle. Many teams find that combining modest base increases with enhanced variable pay improves retention more than across-the-board raises.

Negotiate with data: present role-level comp comps, time-to-fill metrics and turnover rates. For positions which attract counteroffers, propose immediate partial increases plus a 6–12 month review tied to performance. Use total-comp modeling when candidates might prefer equity or flexible hours over base pay.

Complete planning by Q2: set targets, run a market refresh, and issue offers through coordinated recruitment efforts. When salary committees review proposals, attach a short slideshow with role-level details, peer comps and projected ROI per hire. For transparency, cite источник and source tables from the 40th Annual Salary Survey; the survey data completed December shows where increases are concentrated and the operational challenges hiring teams face.

Which supply-chain roles recorded the largest base-pay gains?

Prioritize procurement managers and supply-chain analysts: those roles recorded the largest base-pay gains, with median base-pay increases of 7.4% for procurement managers and 8.1% for supply-chain analysts over the past 12 months, while logistics managers are rising about 6.0% and inventory planners about 5.2%.

Finding: younger hires and specialists in import-export functions are seeing the biggest lifts because organizations face open positions and acute skill needs. Employers that pair targeted bonuses with base-pay increases hold talent longer; employers who delay adjustments for several months risk losing candidates to competitors.

Versus roles that posted decreases, transportation coordinators and administrative support roles showed base-pay decreases near 1–2% as demand shifted and automation changed routine work. Pay for analysts and procurement now sits above typical market levels, while some technician and warehouse specialist positions remain below market.

If you are an employer in Canada or elsewhere, act on three steps now: run market checks every 6–12 months, prioritize offers for scarce functions and open positions, and tie bonuses to measurable KPIs so employees feel valued and stay happy rather than become dissatisfied. Also plan a modest annual increase for support roles to reduce churn and align pay with evolving operational needs.

How to translate survey percentiles into a realistic salary target

Target the 50th percentile for standard mid-level positions, the 25th for entry-level roles, the 75th for high-impact contributors and the 90th for rare senior talent; then adjust the target by +/- 5–15% based on market tightness and internal budget constraints.

Calculate a concrete figure from the report: take the market median for the role, add a skill premium (typical values: +8–12% for specialized tech, +5–8% for scarce certifications), subtract any benefit-equivalent value (health and pension often equal 7–10% of cash), and apply a divisional or company-size modifier (small firms +8–12%, large enterprises -3–5%). While doing this, convert offer components into a single annualized total so candidates compare apples to apples.

Use percentiles as negotiation anchors and to reflect hiring intent: open at the 60th–70th if the role is poised for rapid growth or high visibility, set the midpoint at the 50th if you need steady hires, and save room for last-stage increases tied to performance or critical milestones. If you’re curious about applicant flow, track traffic to the posting weekly; high traffic usually signals more candidates and allows slightly lower starting anchors, low traffic signals scarcity and should push your target upward.

Apply location and sector adjustments concretely: for canada metros add 3–7% to the calculated target, while rural postings often require a 4–6% decrease. For roles inside retail chains or franchise structures, follow the chain pay bands and add another 2–4% for store managers who handle multi-site responsibilities. Within technical hiring processes, shorten offer lead time to under 7 days to keep candidates engaged; long lead times followed by small increases rarely keep top talent happy.

Use a simple checklist for each opening: list the survey percentile chosen, show the arithmetic that produced the cash target, document divisional approvals and total compensation equivalents, and set a last offer boundary you will not exceed. This produces transparent, defensible targets hiring managers can act on and candidates can evaluate quickly.

When to time a raise request based on corporate budget and review cycles

Ask for a raise 6–8 weeks before your company’s budget lock or at the opening of the formal review window; that timing lets finance forecast salary line items and gives managers time to push for strategic adjustments. If your organization finalizes budgets quarterly, target the month before the quarter close; if it follows a fiscal year, submit requests in the last two months of the prior fiscal period to align approvals and headcount planning.

Use the 40th Annual Salary Survey report as a source: median base increases cluster around 3–5% year-over-year, while teams facing labor shortages or high retention risk saw market adjustments of 5–8% and occasional lump-sum awards. For retail and operations roles where customer traffic and logisticssupply disruptions affect revenue, present a pay case tied to measurable KPIs (sales per hour, shrink rate, on-time shipments) and ask for a specific salary figure or range rather than a vague request.

Frame your case versus a promotion request: quantify impact in dollars and headcount terms, show how your role reduces external hire costs and keeps operations stable, and include external market benchmarks from trusted sources in canada or your region. HR often stands on preset pools for increases; getting approvals over that pool requires forecasts showing ROI, so advance your request with projected savings or revenue gains for the next 12 months.

If you are seeing hiring freezes or freezes on merit pools, keep a record of dates said by managers in writing and schedule a follow-up 30 days after the freeze lifts. For those in logisticssupply-heavy teams, highlight how shortages raised overtime costs and how adjusting salary prevents higher contracting spend. When labor markets heat up, start conversations earlier – 10–12 weeks before budget lock – because compensation approvals take longer than the negotiation itself.

Prepare three items for any meeting: a one-page salary delta (current versus requested and market rate), a short list of measurable wins tied to operations or retail metrics, and a timeline showing budget windows and review cycle dates. Continue tracking market reports and internal traffic metrics, update your view before meetings, and ask for a decision deadline so you can advance next steps if approval does not arrive.

How to compare base pay versus total cash and negotiate bonuses

Request total cash (base + target bonus + annualized equity) and benchmark that number against peers before accepting.

Calculate total cash with three concrete steps:

• Annualize equity: divide grant value by vesting years (example: $120,000 grant ÷ 4 years = $30,000/year).
• Confirm target bonus percent and actual payout percent for the last 3 years (if the firm lists 90% payout, multiply target by 0.9).
• Add guaranteed and one-time items (signing bonus, relocation) to the first-year total for apples-to-apples comparisons.

Use these benchmark ranges by role and function as starting points (adjust by field and location):

• Most individual contributors: target bonus 0–15% of base.
• Mid-level managers: 10–25% of base.
• Senior leaders: 30–100%+ of base depending on responsibility.
• Sales/O.T.E.: 100–200% of base (quota-attainment dependent).

Actionable negotiation moves (phrases and numbers you can use):

1. Ask HR: “Please confirm target bonus percent, average payout percent for the last 3 years, and the plan threshold.” Use the numbers to adjust your ask.
2. If base is fixed, request a signing bonus equal to 10–20% of offered base or a guaranteed first-year bonus of 50–100% of target.
3. Trade equity for cash: request an increased first grant or accelerated vesting on 1–2 tranches if the firm resists base increases.
4. Request a documented promotion or merit-review timeline (6–9 months) tied to a minimum percent increase in total cash.
5. Push for plan language transparency: ask for clawback, threshold, and payout formula to avoid later surprises.

Data-backed counteroffer strategy:

• Present three numbers: current offer (base), target total cash (what you want), and market comp (peerless benchmark or scdigest/industry report). Example line: “My market check shows $160k total cash; your offer is $140k – I’m asking for $160k total, achieved via $10k base increase or $20k signing bonus.”
• Cite источник or a public report when possible; hiring managers react better to specific numbers than general statements.
• Avoid wholesale role-expansion without matching compensation; list added responsibilities and attach a dollar value for each increment.

Handle differences by demographics and tenure:

• Finding: female candidates historically receive lower opening bases by 3–7 percent in some fields – present both base and total-cash asks to close that gap.
• Adjust asks by ages and experience: early-career (25–34) ranges differ from later-career (35–44); show comparable numbers from peers in the same age/experience band.

Practical negotiation scripts you can use now:

• “I appreciate the offer. To match market and my contributions, I need $X total cash – is the firm willing to move on base or provide a $Y signing bonus?”
• “Can you share the last three years’ average bonus payout percent? I’ll base my acceptance on realized payouts, not target percent alone.”
• “If base increases aren’t possible, I’d accept a guaranteed first-year bonus equal to 75% of target and an equity refresh at year one.”

Monitor these signals when you accept:

• Actively verify that the bonus plan is written into the offer and that payout history numbers align with HR statements.
• Watch for economic factors the company cites – if the firm says payouts have decreased, require documented payout history to avoid surprises.
• Collect numbers for future raises: record your negotiated terms, milestones, and review dates so you and your manager remain happy with progress.

Use both quantitative comparisons and clear trade-offs: quantify the gap, propose concrete fixes, and secure commitments in writing. These steps convert insights into offers you can confidently accept or counter.

Adjusting offers for location, cost of living, and remote work

Set offers using a three-factor formula: base salary × regional index × remote multiplier – for example, Metro 1.20, Mid 1.00, Low 0.85; remote multiplier 0.95–1.05 depending on skill scarcity and role criticality, and avoid wholesale cuts when hiring fast.

Use the 40th Annual Salary Survey data to calibrate: median salary rise measured 6.8% year-over-year, compensation for remote-capable roles rose ~3.5%, and women on average saw a 5.1% increase compared to 7.3% for men; present these figures with regional breakouts so candidates see clear evidence behind offers.

Translate cost-of-living into concrete adjustments: benchmark rent and transit costs, then increase base pay by 0.5% for each 1% rent differential versus headquarters; apply a 2–6% regional premium for high-demand tech hubs. That approach makes math transparent for hiring managers and reduces ad-hoc decisions that become complex later.

When the candidate is remote in a smaller city (example: Derry), adjust slightly for local market levels but keep market-based minimums: set a floor at 90% of HQ base for mid-level roles and 95% for scarce senior skills. Account for local tax, social benefits, and required equipment stipends so total compensation reflects real take-home pay.

Structure offers to hold negotiation room: publish a clear range with midpoint and top-of-range; reserve 5–10% as flexible signing or performance bonus. Make negotiation expectations explicit before the final call – thats how you keep candidates satisfied and avoid last-minute rewrites.

Use pay-equity checks and targeted increases: audit salary bands by gender and role, correct gaps found in your data with immediate one-time adjustments plus planned raises. Offer spot bonuses andor time-limited market adjustments for roles where median pay sits almost 10% below peer firms – that reduces turnover and improves retention.

Review levels quarterly and report changes to hiring managers: if demand spikes, increases can be huge (8–12% for critical hires); if hiring slows, make smaller adjustments while always tracking social signals from candidate feedback and competitor postings. Follow these steps and you’ll be going into offers with measurable rationale that helps most teams feel confident and satisfied.

How to present market-data evidence to HR or hiring managers

Lead with a single recommendation: move the role to the 60th percentile if incumbents are more than 7% below market or if turnover in the manufacturing sector exceeded 15% last year.

• Deliver a one-page summary: show market median, current pay, recommended target, and expected impact on turnover and time-to-fill. Use a sharp table with columns for 10/25/50/75/90 percentiles, sample size, and percent change year-over-year.

• Use matched comparators across industry andor trade segments: require at least 40 completed matches for reliable percentiles in manufacturing and goods-handling roles; flag smaller samples as higher variance.

• Include total cash and fringe: list base, bonuses (typical bonuses in this sector run 4–8% of base), signing bonuses for trade roles ($3,000–$7,000), and common non-cash goods allowances where relevant.

• Adjust for complexity and geography: apply a location index for regions with sharp economic differentials and a role-complexity uplift for multi-skill or experienced hires (add 5–12% depending on level and skills).

• Quantify business outcomes: show expected retention improvement, e.g., moving from 45th to 60th percentile reduced attrition in comparable firms by 12% last year and cut average vacancy traffic time by three weeks.

• Document methodology: attach the completed comparator matrix, list data sources, include the regression adjustments used to control for goods vs. services roles, and mark cells where data are sparse.

• Use visuals that managers read quickly: a box plot for percentile spread, a bar for current vs. target pay with a green/amber/red traffic cue, and a single-sentence takeaway line that is true and clear.

• Prepare a short script for conversations: “Our incumbent sits 8% below market median for this level in manufacturing; proposed increase to the 60th percentile costs $12K annually but reduces expected turnover by ~12% and lowers hiring fees. That’s our recommended strategic move.”

• Handle objections with data points: if hiring managers claim the role is unique, show nearest matches and explain the complexity adjustments; if finance pushes back, show trade-offs between higher base and reduced agency spend.

• Follow-up and governance: set a 6-month review to verify the effect on retention and hiring traffic, capture lessons, and record approvals. If bridget or another manager needs further breakdown, provide the matched-role list and raw sample counts.

Keep language direct, quantify assumptions, and present a clear approval ask: exact dollar uplift, total annual cost, and the measurable KPI where HR can track whether the market move made employees happier and reduced turnover.