Salary Benchmark

The bands aggregate publicly published 2024–2025 figures from JobStreet PH Annual Salary Report, Kalibrr Salary Explorer, Glassdoor PH (PH-only postings), PSA Labor Force Survey wage tables, DOLE wage orders, and Mercer Marsh PH 2024 Compensation Reports. Where sources disagree, we use the median across them. These are base salary medians — they don't include 13th-month, performance bonuses, allowances, or stock comp.

Three reasons: (1) Cost of living — Metro Manila is 30–60% more expensive than provincial PH; companies anchor pay to local CoL. (2) Talent supply — NCR has more candidates competing for senior roles, but also more roles competing for them, which pushes pay higher than the candidate market would suggest. (3) Multinational concentration — most foreign-owned BPOs, banks, and tech firms HQ in NCR and pay against global benchmarks. Cebu's IT/BPO cluster is the strongest non-NCR pay market (~82% of NCR). Remote roles paying NCR rates regardless of location are a separate market — not reflected here.

The percentile linearly interpolates between P25, P50, and P75. It's a directional indicator, not a precise rank — your actual percentile depends on your specific company tier (Fortune 500 vs PH conglomerate vs SME), specific skill set (e.g. Kubernetes + AWS vs LAMP), and negotiation history. If you're between P50 and P75, you're paid at or above the typical market median; if you're below P25, you're either underpaid or in a low-paying segment of the industry.

We use years-of-experience proxies because PH titles vary widely (a 'Senior Engineer' at one company is a 'Lead' at another). Rough mapping: Entry = 0–2 yrs, Junior = 2–4 yrs, Mid = 4–7 yrs (deep individual contributor, owns small projects end-to-end), Senior = 7–12 yrs (technical lead, mentors juniors), Lead/Principal = 12–15 yrs (architect or department lead), Manager/Director = 15+ yrs (people leadership). If your title doesn't match your years, go with whichever closely describes your scope of work.

Monthly band = base salary only (no 13th-month, no allowances, no bonus). Annual band = base × 13, which assumes only the legally mandated 13th-month under PD 851. Companies that pay 14th/15th month, hazard pay, COLA, sign-on bonus, performance bonus, or stock options can push total annual comp 15–40% higher. Use this as a floor for total compensation discussions, not a ceiling.

Pick the closest match by skill set rather than job title. Examples: A marine engineer is closer to Engineering than Manufacturing. A graphic designer in an ad agency is closer to Sales/Marketing than Tech. A pharmacist in a hospital is Healthcare; in a pharmaceutical company they're closer to Manufacturing or Sales depending on role. PH labor doesn't map cleanly to US BLS categories — use judgment.

Yes — directionally. Tell the recruiter you're targeting the P75 of your tenure × industry × region (anchor high), have your reference number ready, and back it up with the specific JobStreet/Kalibrr listing for similar role. Don't lead with 'I want this specific number' — frame it as 'market band for this role is ₱X–₱Y, I'm targeting the upper end given [your specific achievement].' Always negotiate base, not total-comp, because base compounds your 13th-month and future raises.

No. All math runs in your browser. Your current salary, industry, tenure, and region never leave your device.