BLS Labor Market Intelligence, Made Usable
800+ occupations. 390+ metro areas. Real federal data. Not self-reported. Built for HR teams.
CompSignal transforms raw Bureau of Labor Statistics data into actionable compensation intelligence. Instead of digging through government spreadsheets, HR teams get instant wage benchmarks, talent market signals, and AI-powered analyst briefs, all in one interface.
Search the titles your team actually uses — DevOps Architect, RevOps Director, Growth Marketer — not just federal occupation codes. CompSignal maps 180+ modern role descriptions to their Standard Occupational Classification (SOC) codes automatically, so you land on the right BLS benchmark without hand-matching titles to a government taxonomy.
180+ title crosswalkEvery benchmark and export carries a SOC source badge and a footnote linking back to the exact BLS series behind the number. When finance or an auditor asks where a figure came from, the citation is on-screen and travels with the export — defensible by default, not reconstructed after the fact.
SOC source badges100% government-grade data.
Every number comes from the U.S. Bureau of Labor Statistics. No surveys. No guesswork.
Built by comp advisors. For comp practitioners.
Falcon Incentives is a 2026 Diamond Sponsor of the Atlanta Area Compensation Association (AACA), the region’s premier community for compensation and total rewards professionals. CompSignal was built for exactly this audience: comp specialists, HRBPs, and HR leaders who need authoritative, defensible benchmarks without a six-figure data budget.
AACA members receive 20% off CompSignal Pro for the first 12 months. Use code AACA2026 at checkout. No enterprise contract required. Just your AACA member email.
CompSignal vs. self-reported salary tools
| CompSignal | Glassdoor | Levels.fyi | LinkedIn Salary | |
|---|---|---|---|---|
| Data source | Official BLS (govt) | Self-reported | Self-reported (tech only) | Self-reported |
| Methodology | 1.1M employer establishments surveyed | Job seeker submissions | User submissions | Member submissions |
| Occupations | 800+ with P10–P90 percentiles | Varies | Tech only | Varies |
| Metro areas | 390+ real BLS metros | Varies | ~20 cities | Limited |
| Modern title mapping | ✓ Yes (180+ crosswalk) | No | No | No |
| Audit-ready provenance | ✓ Yes (SOC badges) | No | No | No |
| JOLTS market signals | ✓ Yes | No | No | No |
| ECI wage trends | ✓ Yes | No | No | No |
| AI analyst briefs | ✓ Yes | No | No | No |
| Pay equity analysis | ✓ Yes | No | No | No |
CompSignal vs. enterprise surveys
| CompSignal | Mercer | WTW | Radford | |
|---|---|---|---|---|
| Access | Self-serve | Enterprise contract | Enterprise contract | Enterprise contract |
| Time to first answer | Seconds | Days–weeks | Days–weeks | Days–weeks |
| Setup required | None | Job matching + data submission | Job matching + data submission | Job matching + data submission |
| JOLTS market signals | ✓ Yes | No | No | No |
| AI analyst briefs | ✓ Yes | No | No | No |
| Total comp (equity/bonus) | No | ✓ Yes | ✓ Yes | ✓ Yes |
| Job leveling framework | No | ✓ Yes | ✓ Yes | ✓ Yes |
| Custom industry cuts | No | ✓ Yes | ✓ Yes | ✓ Yes |
Most teams use both. CompSignal for daily decisions. Surveys for annual reviews.
Competitor information based on publicly available data as of April 2026. Features may vary. All trademarks belong to their respective owners. CompSignal is not affiliated with or endorsed by any named third party.
100% government-grade data.
OEWS
P10–P90 wage percentiles for 800+ occupations
JOLTS
Job openings, quit rates, and sector signals
ECI
Wage & compensation growth trends
NCS
Benefits access rates by employer size
All data is publicly verifiable on BLS.gov. Every data point in CompSignal links back to its official source.
What HR and comp practitioners are saying.
“I used to spend half a day pulling BLS wage data into a spreadsheet just to answer one question from a hiring manager. Now I get the percentile band and an AI brief I can actually forward to the team. In under a minute.”
“We finally had real data to show our CFO why the merit pool needed to be 4%, not 3%. The ECI trends and sector signals made the conversation about evidence instead of opinion. That changed the outcome.”
“Every time a candidate asks ‘is this competitive?’, I can pull up the BLS percentile data and give a real answer in the conversation. No more ‘let me get back to you’ while I dig through Glassdoor.”
Put CompSignal to work.
Instant BLS wage data, JOLTS signals, and AI-interpreted comp intelligence, built for comp and HR practitioners. No credit card required.
CompSignal gives you the BLS market baseline. Falcon Incentives goes deeper.
Variable compensation design, incentive plan architecture, and custom tools for Sales Ops, HR, and Finance teams.