Introduction
You've spent hours polishing your resume, crafting the perfect cover letter, and scouring job boards for that ideal next step in your career. You find a posting that seems tailor-made for you—the responsibilities align with your skills, the company's mission resonates with you, and the potential for growth is exciting. And then you see it, tucked away in the job description or benefits section: "Salary: Commensurate with experience."
For many job seekers, these four words can feel like a conversational dead end—a vague, non-committal phrase that offers no real insight into what you might earn. But what if you viewed it differently? What if, instead of a roadblock, you saw it as an open door? This phrase isn't a dismissal; it's an invitation to a conversation, a chance for you to define your own value and advocate for the compensation you deserve. When a company states the salary is "commensurate with experience," they are signaling flexibility and acknowledging that the right person, with the right background, is worth a competitive investment. The average salary for a professional role can span tens of thousands of dollars, from an entry-level associate to a senior-level expert, and this phrase simply reflects that reality. For instance, a mid-career professional in a skilled field might earn between $75,000 and $120,000, but that's just a starting point.
I recall a client I was coaching, a talented project manager who was hesitant to apply for a role because the job description used this exact phrase. She felt she was "too experienced" and would be lowballed. After we spent time benchmarking her skills, quantifying her achievements, and researching the market rate for her level of expertise, she approached the interview not with apprehension, but with a data-backed case for her value. She confidently named her number—a figure 15% higher than she'd initially thought possible—and got it. That experience solidified for me that understanding this phrase isn't just about getting a job; it's about building a career on a foundation of self-worth and strategic negotiation.
This guide is designed to be your ultimate resource for decoding "salary commensurate with experience." We will transform this vague phrase into your most powerful negotiation tool. We will explore what it truly means, how to precisely calculate your market value, and the exact steps to take to ensure the salary you secure is, in fact, perfectly commensurate with your unique experience.
### Table of Contents
- [What Does 'Salary Commensurate with Experience' Really Mean?](#what-does-salary-commensurate-with-experience-really-mean)
- [How to Determine a Salary Range When You See 'Commensurate with Experience'](#how-to-determine-a-salary-range-when-you-see-commensurate-with-experience)
- [Key Factors That Influence Your 'Commensurate' Salary](#key-factors-that-influence-your-commensurate-salary)
- [How This Concept Impacts Your Career Growth and Job Outlook](#how-this-concept-impacts-your-career-growth-and-job-outlook)
- [How to Navigate Job Postings with 'Salary Commensurate with Experience'](#how-to-navigate-job-postings-with-salary-commensurate-with-experience)
- [Conclusion: Taking Control of Your Compensation](#conclusion-taking-control-of-your-compensation)
What Does 'Salary Commensurate with Experience' Really Mean?
At its core, the phrase "salary commensurate with experience" is a statement of flexibility and intent from an employer. It signifies that the company has not set a single, rigid salary for the position. Instead, they have likely established a salary *band*—a range with a minimum and a maximum—that allows them to compensate a candidate based on their specific qualifications, skills, and background.
Let's break this down from both the employer's and the job seeker's perspective to understand the underlying dynamics.
### The Employer's Perspective: Why Companies Use This Phrase
A company doesn't use this language to be intentionally evasive (though it can sometimes feel that way). There are several strategic reasons behind this choice of words:
1. To Attract a Wide Range of Candidates: A single, fixed salary number can deter highly qualified candidates who feel it's too low, as well as promising junior candidates who feel they don't meet the implied seniority of a high salary. By using "commensurate with experience," an employer can cast a wider net, encouraging both a rising star with 3 years of experience and a seasoned veteran with 15 years of experience to apply for the same role, which might be titled "Project Manager" but could be filled at a standard, senior, or lead level.
2. To Maintain Budgetary Flexibility: Hiring managers often have a broad budget for a role, not a single number. This phrase allows them to stay within that budget, whether they hire a mid-level professional at the lower end of the band or an exceptional senior candidate at the higher end. It prevents them from publicly committing to a number that might be too high or too low once they see the applicant pool.
3. To Gain a Negotiation Advantage: While not always the primary motive, it's true that this phrasing puts the onus on the candidate to name their price first. An unprepared candidate might undervalue themselves, potentially saving the company money. This is precisely why reading this guide is so critical—it levels that playing field.
4. To Comply with Pay Transparency Laws (Ironically): In an increasing number of states and cities (like Colorado, California, and New York City), employers are legally required to post salary ranges. However, in jurisdictions where this is not yet mandated, some companies use "commensurate with experience" as a placeholder to avoid stating a range until they are legally compelled to do so.
### A Day in the Life of a Hiring Manager
To make this tangible, imagine a "Day in the Life" of a hiring manager, Sarah, who is hiring a "Content Strategist."
- 9:00 AM: Sarah posts the job description. The title is "Content Strategist," but she knows her team could use either a mid-level strategist to execute a plan or a senior strategist to build the entire content function from the ground up. She writes "Salary: Commensurate with Experience" because her budget can accommodate a salary of $70,000 for the mid-level profile or up to $110,000 for the senior one.
- 11:00 AM: Applications start coming in. The first applicant has 2 years of experience and lists "desired salary" as $65,000. The second has 8 years of experience, a strong portfolio of building content engines, and lists a desired salary of $105,000.
- 2:00 PM: Sarah reviews the applications with her director. They are excited by both candidates for different reasons. The phrase she used in the job description has successfully attracted the exact range of talent she was hoping for.
- 4:00 PM: She decides to interview both. For the junior candidate, the conversation will focus on their growth potential and fit within the existing team structure. For the senior candidate, the conversation will be about their leadership capabilities and strategic vision. The "commensurate" salary will be tailored to the value each candidate can bring.
From this example, it's clear the phrase is a tool for talent acquisition strategy. For the job seeker, your task is to recognize this and prepare to demonstrate exactly where you fall on that spectrum of value.
How to Determine a Salary Range When You See 'Commensurate with Experience'
When a job posting doesn't give you a salary range, you must create one for yourself. This isn't guesswork; it's a research-driven process to establish your professional market value. This is the most critical step you can take to empower yourself in the hiring process.
To illustrate this process, we will use a common, versatile professional role as our running example: Marketing Manager. This role exists in nearly every industry, at every company size, and with widely varying levels of seniority, making it a perfect case study.
### Step 1: Establish the National Baseline
Your first step is to understand the broad salary landscape for your target role on a national level. This provides a foundational context before you start refining based on specific factors.
According to the U.S. Bureau of Labor Statistics (BLS), the median annual wage for Advertising, Promotions, and Marketing Managers was $138,730 as of May 2023. The BLS also notes that the lowest 10 percent earned less than $79,490, and the highest 10 percent earned more than $237,320. This vast range already tells us that "experience" is a massive factor.
While the BLS provides an excellent, authoritative high-level view, it groups several types of managers together. For more granular data, we turn to reputable salary aggregators.
- Payscale.com reports the average salary for a Marketing Manager in the U.S. is approximately $70,086 per year, with a typical range falling between $50,000 and $104,000.
- Salary.com places the median salary for a Marketing Manager I (typically 2-4 years of experience) at $100,563, with the range commonly between $87,419 and $117,144. For a Marketing Manager II (more senior), the median jumps to $124,942.
- Glassdoor.com estimates the total pay for a Marketing Manager in the U.S. is around $112,538 per year, with a likely range of $83,000 to $154,000.
Key Takeaway: Notice the differences between these sources. BLS data is robust but broad. Aggregators like Payscale, Salary.com, and Glassdoor use user-submitted data and job listings, which can provide a more real-time and role-specific picture. Your job is to synthesize these numbers. A reasonable starting point for a mid-career Marketing Manager, based on this data, would be a range of $70,000 to $125,000. Now, let's refine it.
### Step 2: Bracket Your Salary by Experience Level
"Experience" is the anchor word in the phrase. You must honestly assess where you fall on the professional spectrum and find data to match. Here's a typical breakdown for our Marketing Manager example:
| Experience Level | Typical Years of Experience | Common Responsibilities | Estimated Salary Range (U.S. Average) |
| :--- | :--- | :--- | :--- |
| Entry-Level | 0-2 Years | Supporting campaigns, social media updates, writing copy, coordinating with vendors, reporting on metrics. Often titled "Marketing Coordinator" or "Associate Marketing Manager." | $50,000 - $65,000 |
| Mid-Career | 3-7 Years | Managing campaigns end-to-end, owning a specific channel (e.g., email, SEO), managing a small budget, analyzing performance, mentoring junior staff. This is the classic "Marketing Manager" role. | $70,000 - $95,000 |
| Senior | 8-15 Years | Developing marketing strategy, managing a significant budget, leading a team of marketers, owning major KPIs, reporting to directors or VPs. Often titled "Senior Marketing Manager" or "Director of Marketing." | $100,000 - $140,000+ |
| Expert / Lead | 15+ Years | Setting the vision for the entire marketing department, managing multiple teams, controlling a multi-million dollar budget, influencing company strategy. Titled "Senior Director," "VP of Marketing," etc. | $150,000 - $250,000+ |
*(Salary ranges are synthesized from Payscale, Salary.com, and Glassdoor data, updated for late 2023/early 2024 trends.)*
Using this table, you can pinpoint your bracket. If you have six years of experience and have been managing campaigns on your own, you fall squarely in the mid-career to senior transition, so your target range should start in the $90,000s and go up from there.
### Step 3: Understand Total Compensation
"Salary" is only one piece of the puzzle. A "commensurate" offer should also reflect your experience in its total compensation package. When researching, don't just look at the base salary. Consider these other components:
- Bonuses: Is there an annual performance bonus? What percentage of base salary is typical? For a Marketing Manager, this could range from 5% to 20% of their base salary, often tied to company revenue and personal performance goals (e.g., lead generation, conversion rates).
- Profit Sharing: Some companies, particularly established private firms, distribute a portion of their profits to employees. This can be a significant addition to your income.
- Stock Options or RSUs (Restricted Stock Units): Common in startups and publicly traded tech companies. This gives you equity in the company, which can be extremely valuable if the company does well. The value of an equity package should be considered a core part of your compensation.
- Commissions: While less common for general marketing roles, product marketing managers or those whose work is tied directly to sales may have a commission structure.
- Benefits: Do not underestimate the value of benefits. A comprehensive health insurance plan with low premiums and deductibles can be worth thousands of dollars a year. Other valuable benefits include:
- Generous 401(k) matching
- Unlimited or generous Paid Time Off (PTO)
- Paid parental leave
- Professional development stipends
- Wellness programs and stipends
- Remote work or flexible schedule options
When you receive an offer, you must calculate the value of this entire package. A job with a $90,000 base salary but a 15% bonus, excellent health insurance, and a 6% 401(k) match could be more lucrative than a job with a $100,000 base salary and minimal benefits.
By following these steps, you move from a place of uncertainty to one of data-driven confidence. You no longer see a vague phrase; you see a calculable range that you can use to anchor your conversations and negotiations.
Key Factors That Influence Your 'Commensurate' Salary
Once you've established a baseline salary range for your role and experience level, the next step is to fine-tune that number based on a set of critical, value-defining factors. "Experience" isn't just about the number of years on your resume; it's a composite of your education, where you live, the types of companies you've worked for, and the specific skills you bring to the table. An employer's definition of a "commensurate" salary will be heavily influenced by these variables, and understanding them is your key to unlocking your maximum earning potential.
Let's dissect each of these factors in detail, continuing with our Marketing Manager example.
### 1. Level of Education and Certifications
Your educational background forms the foundation of your professional profile and has a direct impact on your starting salary and long-term earning trajectory.
- Bachelor's Degree: For most professional roles like a Marketing Manager, a bachelor's degree in a relevant field (e.g., Marketing, Communications, Business) is considered the standard entry requirement. It's the ticket to the game.
- Master's Degree (e.g., MBA, M.S. in Marketing): An advanced degree can provide a significant salary bump, particularly an MBA from a reputable institution. Employers often view candidates with a master's degree as having a deeper strategic mindset, stronger analytical skills, and leadership potential. According to Payscale, professionals with an MBA can earn a premium of 10-20% or more compared to their counterparts with only a bachelor's degree. For a mid-career Marketing Manager, this could mean the difference between earning $85,000 and $100,000.
- Professional Certifications: In the modern workplace, specific, skill-based certifications can be just as impactful as a formal degree, if not more so. They demonstrate up-to-date knowledge and a commitment to your craft. For a Marketing Manager, high-value certifications include:
- Google Analytics IQ / Google Ads Certification: Signals expertise in data analysis and paid acquisition, two highly sought-after skills.
- HubSpot Content Marketing / Inbound Marketing Certification: Shows proficiency in marketing automation and modern inbound strategies.
- Salesforce Certified Marketing Cloud Administrator: Demonstrates deep technical skill on a major enterprise platform, often commanding a significant salary premium in corporate environments.
- AMA Professional Certified Marketer (PCM®): A more traditional certification that validates a broad understanding of marketing principles.
Having one or more of these on your resume can not only get you past automated screening systems but also justify a salary at the higher end of the range for your experience level. It's tangible proof of specialized expertise.
### 2. Years and *Quality* of Experience
This is the most heavily weighted factor. However, it's not just about the number of years but the *quality and relevance* of that experience. Salary growth is not linear; it happens in stages as you transition from executing tasks to managing projects, leading people, and setting strategy.
Here's a more detailed breakdown of the salary journey for our Marketing Manager:
- Stage 1: The Doer (0-2 Years, ~$50k-$65k): You're learning the ropes. Your experience is measured by your ability to reliably execute assigned tasks—writing blog posts, scheduling social media, pulling reports. Your value is in your potential and your ability to learn quickly.
- Stage 2: The Owner (3-7 Years, ~$70k-$95k): You've moved from doing to owning. You are now responsible for the success of a marketing channel or campaign from start to finish. You analyze results and recommend improvements. Your experience is measured by your project management skills and the tangible results you've driven (e.g., "Increased organic traffic by 40% over 12 months"). This is where most professionals see their sharpest salary growth.
- Stage 3: The Strategist & Leader (8-15 Years, ~$100k-$140k+): You're no longer just running the plays; you're designing the playbook. Your experience is measured by your ability to develop a long-term strategy, manage a budget, and lead a team. You are responsible for the growth of others and for hitting major business objectives. Quantifiable achievements like "Managed a $2M budget to generate 5,000 sales-qualified leads" are what define your value here.
- Stage 4: The Visionary (15+ Years, ~$150k-$250k+): You are now operating at an executive level. Your experience is measured by your impact on the entire business. You're setting the vision for the whole department, managing other leaders, and influencing the company's direction. Your compensation is heavily tied to the company's overall performance.
When negotiating, you must frame your experience in these terms. Don't just say "I have 10 years of experience." Say, "For the past five years, I've been operating at a strategic level, leading a team of four and managing a seven-figure budget to exceed our MQL targets every quarter."
### 3. Geographic Location
Where you work is one of the biggest drivers of salary variation. A "commensurate" salary in San Francisco, California, is vastly different from one in Des Moines, Iowa, due to dramatic differences in cost of living and local market demand for talent.
Here's a sample comparison of median Marketing Manager salaries in different U.S. metropolitan areas, based on data from Salary.com and Glassdoor:
| Metropolitan Area | High Cost of Living | Median Marketing Manager Salary |
| :--- | :--- | :--- |
| San Francisco, CA | Very High | ~$145,000 |
| New York, NY | Very High | ~$138,000 |
| Boston, MA | High | ~$130,000 |
| Washington, D.C. | High | ~$125,000 |
| Austin, TX | Medium-High | ~$115,000 |
| Chicago, IL | Medium | ~$112,000 |
| Atlanta, GA | Medium | ~$108,000 |
| Kansas City, MO | Low | ~$101,000 |
| Tampa, FL | Low | ~$98,000 |
*(Note: Data is an approximation from multiple sources for a mid-to-senior level role and is subject to change.)*
The Rise of Remote Work: The post-2020 shift to remote work has complicated this factor. Some companies have adopted a location-agnostic pay scale, offering the same salary regardless of where the employee lives. However, many large companies (like Google and Meta) have implemented localized pay structures, adjusting salaries based on the employee's home address. When applying for a remote role with a "commensurate with experience" salary, it is crucial to ask which pay philosophy the company follows. This will tell you whether to benchmark your salary expectations against a national average or your local market rate.
### 4. Company Type & Size
The type and size of your employer create different expectations, resources, and compensation philosophies.
- Startups (1-100 employees): Often cash-poor but equity-rich. A startup might offer a lower base salary than a large corporation but compensate with a significant grant of stock options. The work environment is typically fast-paced with broad responsibilities. A Marketing Manager here might do everything from writing emails to running CEO's social media. The "commensurate" offer is a bet on future growth.
- Mid-Sized Companies (101-1,000 employees): Often the "sweet spot" for competitive base salaries and meaningful work. These companies are established enough to have structured salary bands but still agile enough to allow for significant individual impact. They may offer a mix of good base pay, bonuses, and sometimes equity.
- Large Corporations (1,001+ employees): These companies (e.g., Fortune 500) typically have the most structured and data-driven compensation systems. Salaries are benchmarked extensively against market data. They tend to offer higher base salaries, robust benefits packages, and reliable annual bonuses. However, salary bands can be more rigid. Your role as a Marketing Manager will likely be more specialized and siloed.
- Non-Profits & Government: These organizations are mission-driven, but their budgets are often tighter. A "commensurate" salary in the non-profit sector will almost always be lower than in the for-profit corporate world. However, they often compensate with excellent work-life balance, strong job security (in government), and generous benefits like pensions or excellent leave policies.
### 5. Area of Specialization
Within a broad field like marketing, specialization is a massive salary driver. A generalist "Marketing Manager" is valuable, but a specialist with in-demand expertise can command a premium.
- Product Marketing Manager (PMM): This highly strategic role sits at the intersection of product, marketing, and sales. PMMs are responsible for go-to-market strategy, product positioning, and sales enablement. Due to their direct impact on revenue, they often