Overview

Bigfoot Live draws on more than 800 million data points to cover over 35,000 US job titles, with daily updates. That breadth can help teams benchmark a wide range of roles against current US market data. SalaryCube also supports pay equity analysis, but its single-country geography makes it a poor fit for employers seeking a multi-country benchmark platform.

SalaryCube says it shows aggregated results only when at least 10 companies contribute and at least five submit data for a particular job. That threshold is a useful privacy safeguard, though it can constrain the availability of comparisons for less common roles.

Key features

AI Job Match: Converts job descriptions into benchmark matches, supports batch matching, and provides confidence scores. Batch processing is useful for teams pricing many roles; the confidence scoring gives them a basis for reviewing matches rather than treating them as unquestionable.
Range Builder and Job Pricer: Range Builder creates salary ranges from market data, while Job Pricer puts pay and market comparisons side by side. Together they connect benchmark research to practical pay decisions. Job Pricer is excluded from the free trial, so trial users cannot evaluate that part of the workflow.
Comp Planning: The add-on supports merit and compensation cycles with manager worksheets, budget tracking, and AI-assisted recommendations. It extends SalaryCube into planning, but its separate quote means buyers should budget for it independently of the core plans.
Data connections and exports: Workday, UKG, BambooHR, and ADP connections are available through CSV or API; survey imports include Mercer, Radford, WTW, Comptryx, Payscale, and Salary.com. Every tool supports instant Excel and CSV export. Greenhouse integration is in development, while custom API integrations are offered to larger organizations.

Pricing

SalaryCube has no free plan. Its free trial includes 5 DataDive Pro role credits and 2 live market searches; contributing anonymized data can increase the trial allowance to 25 role credits and 5 searches total. The trial excludes Job Pricer, so it offers only a partial view of the product.

Startup / Small Business: From $1,995 per year for qualifying startups and small businesses. It includes all benchmarking modules, but not Comp Planning, which is a separately quoted add-on. This is the entry point for smaller eligible employers that need the benchmarking tools without planning workflows.
Growth: From $3,200 per year, typically $3,200–$6,000 per year. It includes all benchmarking modules, with Comp Planning quoted separately. The higher range makes this the more appropriate fit for teams whose requirements exceed the startup and small-business tier, though the core module set is the same.
Enterprise: Custom pricing based on scope. All benchmarking modules are included, and Comp Planning is a separate quote. This suits larger organizations needing a scoped arrangement rather than a public fixed price.

All three plans include the benchmarking modules, so the key plan distinction is eligibility, scale, and price—not a narrower feature set on the lower tiers. Teams needing merit-cycle planning should account for the additional quote whichever plan they choose.

Platforms

SalaryCube is available on web and through an API. API access can support organizations connecting compensation workflows to other systems, while CSV connections and exports provide a more manual path for teams without a custom integration.

Who it's for

The strongest fit is HR and compensation professionals, particularly at mid-market organizations with 200 to 5,000 employees. Teams that need broad US role coverage, job matching, range building, and structured compensation cycles can bring those tasks into one platform. Employers with international benchmarking needs should look elsewhere, as should teams that require Greenhouse integration today.

Pros and cons

Pro: Daily updates across more than 35,000 US job titles and over 800 million data points offer substantial breadth for domestic benchmarking.
Pro: Job matching, range creation, market comparisons, and planning workflows connect research to compensation decisions.
Pro: CSV and API connections, survey imports, and Excel and CSV exports give teams multiple ways to move data.
Con: The data is single-country, limiting its usefulness for employers benchmarking across markets.
Con: Comp Planning is not part of the listed plans and requires a separate quote, increasing the cost and purchasing complexity for teams that need it.
Con: The trial excludes Job Pricer and caps role credits and searches, leaving buyers unable to test the full workflow during the trial.
Con: Greenhouse integration is still in development, so teams relying on that connection may need another approach.

Alternatives

For a broader shortlist, see Salary Benchmarking Software and Pay Transparency Software.

OpenComp is worth considering for buyers seeking a compensation platform with a free Comp Cycles plan that includes benchmarking, pay equity, pay strategy and ranges, headcount planning, and merit increases.
Pave Market Data is a better starting point for startups with 1–200 employees that want free benchmarks for the overall US market and one additional market.
Revelio Labs Compensation Data may suit teams that need workforce data across 33.8 million companies in 195 countries and historical coverage to 2007; its Revelio Terminal plan is $1,250.00 USD per month with an annual commitment.
Aon Radford McLagan Compensation Database is an option for organizations seeking fees tailored to benchmarking needs from one country to multiple markets, with 24/7 platform access for participants.
BenefitConnect is another paid platform to compare.
Comptryx+ may fit organizations seeking access to all modules and a global country list, with pricing based on company size, employee count, and countries of operation.
Incentiv is another paid platform to compare.
Korn Ferry Assess is another option, with pricing on request.

Verdict

SalaryCube is a strong choice for US-focused HR and compensation teams—especially mid-market employers—that want broad, frequently updated benchmarks alongside job matching and range tools. Its main advantage is the connection between market data and compensation workflows; its main reasons to look elsewhere are single-country coverage, a limited trial that omits Job Pricer, and the separate quote for Comp Planning.

	Greatpoint HR Market Pricing	SalaryCube
Free plan		No
Free trial		Yes
Paid from		$166.25/mo
Platforms		api, Web
Job matching	Yes	Yes
Pay equity analysis	Yes	Yes
Data refresh	real-time
Free plan		No
Data geography		single-country
API access		Yes

Greatpoint HR Market Pricing vs SalaryCube

Greatpoint HR Market Pricing

SalaryCube