Pick a role, state and experience level for an indicative pay range to sense-check your thinking against. It is a rough planning guide, a starting band, not a salary survey, so always confirm the figure with a published source before you set someone's wage.
Takes ~1 minute · Your figures stay in your browser until you choose to share them
Indicative range
A rough band to sense-check
State adjustment
Approximate by location
Experience adjustment
Rough seniority shift
Verify the figure
Against a published source
Setting pay for a role is one of the harder judgement calls a small-business owner makes. Go too low and you struggle to attract or keep good people; go too high and you erode margin without meaning to. The trouble is that reliable pay data is scattered across job boards, recruiter guides and Award schedules, and most owners end up guessing or copying whatever the last person was paid. This tool gives you a fast, honest starting point: pick a role, state and experience level and it builds an indicative pay range to sense-check your thinking against — deliberately framed as a rough planning band, not a salary survey, so you never mistake a starting anchor for measured market data.
You choose a role category and specific role (across admin, hospitality, trades, retail, healthcare, IT, finance and sales), your state or territory, and an experience level from junior through to lead or manager. From a rough role reference point, the tool applies two approximate adjustments — one for your location and one for seniority — to produce a central planning anchor, then wraps a deliberately wide band around it so the result reads as a range rather than false precision. It also shows the anchor grossed up with employer superannuation so you see roughly what the role costs you, not just the headline wage, and if you enter a figure you are considering it tells you where that sits relative to the range. Crucially, the tool is explicit that these are planning anchors, not survey figures: every result points you to published sources (Fair Work pay guides and recruiter salary guides) to confirm the real number, and reminds you that for Award-covered roles the relevant Modern Award minimum is the legal floor you must check.
Australian small-business owners and managers who need a quick, honest starting point when deciding what to pay for a role before verifying the figure against a published source.
The short answers are here. For anything else, ask below or get in touch.
No — and the tool is deliberately upfront about that. The figures are rough planning anchors, not measured medians or published averages. They exist to give you a sensible starting band to sense-check your thinking, not a number to copy. Before you set anyone's pay, confirm the figure against a published source such as the Fair Work pay guides or a recruiter salary guide, and check the relevant Modern Award minimum where the role is Award-covered.
These tools work together to give you a clearer picture of your business.
Use these results to make better decisions. If you'd like a second pair of eyes on them, an advisor can walk through what they mean for the business.
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