Learn more about how PeopleTicker delivers world-class rates in real-time.
Why is PeopleTicker the best choice?
Dynamic, real-time data beats informal surveys every time.
|YOU NEED THIS...||BUT INSTEAD YOU GET THIS...|
|Our Company has unique and/or custom job titles.||Survey-based tools require users to select from a predefined list of job titles. Companies are then compelled to introduce subjectivity when matching their current org structures, resulting in questionable rate results.|
|Our positions use skill set definitions and responsibilities specific to our organization.||In order to obtain the highest percentage of matches, survey based tools create very general job descriptions that map to a predefined list of job titles. Companies must decide where employees fit in 'best'. This 'best fit' approach does not effectively match skill to skill which can drive cost up and quality down.|
|We have hundreds of permanent and temporary staff, requiring multiple levels of hierarchy.||Some companies use three experience levels (Junior, Mid, Senior) for their org structures, while others have four or five. What happens when one company's mid-level is really equal to another one's senior level? You get potentially skewed results that potentially impact your ability to negotiate from a position of leverage.|
Why old salary survey methods don’t work.
The administration of salary surveys is a time-consuming process that has been used almost exclusively for full-time employees in stable markets. Since the contingent/temporary worker market tends to be more volatile, effective information has been difficult to trend. At the same time, the current global job market isn’t accurately captured with the survey method.
Today, over 90% of salary engine tools use outdated salary survey methods. They attempt to create a universal, or "one size fits all", model for job titles, job descriptions, and experience levels, allowing them to maximize the number of data points for each. As such, results are too general and often very subjective.
Human Resource professionals spend billions of dollars every year gathering job compensation data using this old approach. Salary survey data is just that; a survey based on individual and informal input. Most surveys are updated once or twice a year, based on titles instead of job descriptions, and not targeted enough to achieve any reliable level of accuracy. The employment and salary comparison data is very limited in terms of scope and depth, and requires significantly more time and effort from your teams to interpret and make useful.
Traditional Surveys vs. PeopleTicker Search
PeopleTicker is the global standard for accurate contingent and permanent worker compensation data, PeopleTicker gives you the power to compare real-time, accurate rate data at a specific point in time. Our proprietary technology uses a combination of the latest advances in search technology, such as Conceptual Search1 and Probabilistic Latent Semantic Indexing (PLSI)2. As a result, it’s the only job search and reporting tool available today that provides accurate, dynamic data based on your unique job description, regardless of skill set or industry.
PeopleTicker recognizes that:
- Effective rates and salary data cannot be generated from universal job titles
- Rates and salary data vary widely based on specific skill sets, often unique to each company
- Indexing live job market data is vastly more accurate than historical data
1 Two people use the same term to describe a concept less than 20% of the time – a problem known as "term mismatch." (Furnas, 1987). Conceptual Search solves this mismatch problem by returning results that relate to the same concept as the query word, rather than the specific word used.
2 Probabilistic Latent Semantic Indexing (PLSI) is a statistical technique used for the analysis of two key types of mode and occurrence data. It has applications in information retrieval and filtering, natural language processing, machine learning from text, and related areas. It is generally regarded as a more principled statistical approach than standard latent semantic analysis.
Why is this so valuable?
Competition for right-priced talent is fierce.
Are you searching for the current salary expectations of a senior-level Oracle DBA in New Delhi, India? Or looking to procure a junior level Administrative Assistant in Chicago, IL? In today's increasingly competitive global economy, real-time salary comparison data is vital to containing costs and managing labor pools. PeopleTicker is the ultimate solution for anyone needing bill, pay, and markup rates for permanent and contingent personnel they can trust. Our real-time data helps employers and human capital management professionals stay informed of movement in the job market and fluctuations in the supply and demand of talent.
Where does PeopleTicker collect its information from?
We harvest data from the world's most comprehensive and diverse sources.
PeopleTicker acquires enormous volumes of job data from a broad assortment of private and public sources. Through our API connections with strategic partners, millions of unique data points are captured, distilled, and reclassified to create detailed visualizations of market trends.
In addition to API connections with our data partners, PeopleTicker’s AI autonomously detects and hunts for additional job data across the web. We pull additional information from sources like RSS feeds, Social Media Posts, Web Crawlers, and more.
With data amassed from such varied sources, then processed and verified by our proprietary algorithms, the results are nothing short of amazing. Customers benefit from world-class, comprehensive, and dynamic labor market data, which is geographically specific, and delivered in real-time.
How does PeopleTicker process all that data?
The truth is found in the details.
PeopleTicker is based on granular job descriptions and pay rates, not just job titles, so the finer points matter. Unlike other solutions, we don't group together similar titles with less than 10% pay differences, or simply divide annual salaries by 40 hours to get an accurate hourly rate for contractors. PeopleTicker reports back real job description and employment data, gathered from our private and public sources.
PeopleTicker receives data continuously on a 24-hour basis. Key information such as Job Titles, Job Descriptions, Skills and Responsibilities, Locations, Rates, and Dates are captured. ETL (Extract, Transform, Load) processes then cull, classify, and tag the information with various attributes such as markups, industries, geographic coordinates, and more. Custom parsers then add additional metadata where necessary and/or applicable. Finally, questionable data is reviewed by benchmark analysts before inclusion to ensure a clean dataset.
Using our advanced search techniques, your organization's specific jobs and skillsets are analyzed and matched with market data gathered from our sources. And because we employ continuous data retrieval and statistically weighted ratios, the data provides reliable market cycles for any given job index in any location.
Scope & Depth
Like a stock ticker, our dynamic job market indexes provide an on-demand snapshot of specific jobs by industry, title, location, and much more. Hiring companies and employment professionals can benchmark their own rates and profiles 24/7, spanning 16 industry indexes including:
|Aerospace & Defense||Manufacturing|
|Agriculture||Oil & Gas|
|Computers & Technology||Pharmaceutical|
|Consumer Goods||Power & Utilities|
The system monitors and records market activity and employment transactions relative to jobs and related salaries, bill rates and agency markups. With our real-time dataset, your organization's specific skills sets are matched with market engagement data gathered from multiple sources, including employers, agencies, and contingent assignments. Results are based on your unique job descriptions and skill sets, industry and geographic location and result in real market salary wages, pay rates, bill rates and markups across five experience levels.
Every company has their own way of defining experience levels and the corresponding salaries. For example, some companies may classify 'Junior' level with 0-1 years of experience, while others use a 1-3 year range.
While company definitions vary widely, there is one common pattern – the higher the experience level, the higher the pay scale. With Experience-Level Calibration, this simple principle is statistically weighted against millions of employment engagements, allowing PeopleTicker to benchmark and create accurate banding levels for permanent and 'unbanded' contingent workers.
PeopleTicker classifies its data using a total of five experience levels based on real marketing banding trends gathered from millions of datapoints.
PeopleTicker also enables users to create custom market rate cards which automatically update when market activity changes the rate information for a skill set. Users can then easily compare fluctuations in market activity to their static internal current “buy rate” and salary structures.