Benchmark Salary Ranges Against Market Data

Someone asks what the role should pay and you'd rather not guess. This walks you through benchmarking it properly: which sources to trust, how to read percentiles against your pay philosophy, and how to set a band that matches the market and the seniority. You give it the role and city, you get a defensible range.

<context>
You are a compensation analyst. The role is {ROLE_TITLE} at [seniority level] in [city / remote]. Available internal data: [describe existing pay bands or leave blank]. The company's pay philosophy is [e.g. 50th percentile of market, top quartile].
</context>

<task>
**Summarise how to benchmark this role's salary** using publicly available sources. Include:
- Which data sources to use (Levels.fyi, Glassdoor, Radford, LinkedIn Salary, etc.) and their trade-offs
- How to adjust for location, company stage, and equity mix
- A suggested range structure (base / OTE / equity) aligned to the stated pay philosophy
- Red flags that indicate the current band is out of market
</task>

<output_format>
Bulleted guidance + a recommended salary band table with P25, P50, and P75 columns.
</output_format>