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Aon Radford McLagan Compensation Database

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Spec score 8.9 #1 of 30 in Salary Benchmarking Software

What it is

Aon Radford McLagan Compensation Database provides market-pay benchmarks for compensation decisions across roles, regions, industries, and markets. It is aimed at HR, total rewards, and compensation leaders. Coverage includes more than 33 million employees and over 100,000 jobs across 17 major industries, with data spanning more than 115 countries in North America, Latin America, EMEA, and APAC. Participation includes 24/7 access to Aon's Human Capital Analytics platform. Organizations can submit data manually with curated templates and support from a dedicated client manager, or use direct integration with leading HRIS systems; the systems are not named. AI tools include Quick Benchmark, Market Query, and Job Matching agents. Reporting supports market-trend exploration, job comparison, custom peer groups, and tailored reports. Aon says its job architecture and matching methodology supports pay equity and transparency. Quarterly data refreshes, API access, and advanced reporting are listed. Companion studies cover salary increases and turnover, incentive plan design, early-career talent, employee engagement, sales compensation, and severance policies. Pricing is available on request and varies by benchmarking needs.

Spec sheet

What it does
The database provides global compensation benchmarks, market-practice information and workforce analytics for rewards and HR teams.Read 15 Oct 2026 · aon.com
Purpose
The database provides market pay benchmarks and global insights for compensation decisions across industries, regions, roles and markets.Read 28 Sep 2026 · aon.com
Audience
Aon describes the platform as serving HR, total rewards and compensation leaders.Read 28 Sep 2026 · aon.com
Support
The product page says a dedicated client manager supports manual submissions, and database participation includes always-on platform access.Read 28 Sep 2026 · aon.com
Headquarters
London, England, United KingdomRead 28 Sep 2026 · aon.com
Founded
1982Read 28 Sep 2026 · aon.com
AI compensation assistant
Aon's AI Comp Assistant applies filters to natural-language compensation requests, including multi-step queries.Read 15 Oct 2026 · aon.com
AI job matching
The AI job-matching agent accepts job descriptions or plain-language details and recommends market matches.Read 15 Oct 2026 · aon.mediaroom.com
AI tools
Aon's AI tools include Quick Benchmark, Market Query and Job Matching agents for compensation questions, market analysis and job matching.Read 28 Sep 2026 · aon.com
API and SDKs
Official materials describe API connectivity for HRIS and ATS submissions but do not publish a developer SDK.Read 15 Oct 2026 · assets.aon.com
Company founded
Forbes lists Aon as founded in 1982.Read 15 Oct 2026 · forbes.com
Company headquarters
Aon lists its registered and principal office in Dublin, Ireland, with global operational headquarters in London.Read 15 Oct 2026 · aon.com
Company legal name
The maker is Aon plc, a publicly traded Irish public limited company listed on the NYSE as AON.Read 15 Oct 2026 · aon.com
Company size
Aon's 2025 annual report states approximately 60,000 employees and operations in more than 120 countries.Read 15 Oct 2026 · sec.gov
Coverage
Aon reports more than 8,700 participating organizations, over 30 million employees and coverage in more than 115 countries.Read 15 Oct 2026 · aon.com
Data elements
Private-company data includes base salary, bonus eligibility and payouts, target bonus, total cash, equity holdings and new-hire shares.Read 15 Oct 2026 · aon.com
Documentation and support
Aon provides a Human Capital Analytics knowledge base, live and recorded training, a Client Success Manager and a globally monitored help desk.Read 15 Oct 2026 · aon.com
Employee-market analysis
The platform compares employee populations with market data to identify retention risks and pay positioning.Read 15 Oct 2026 · aon.com
Executive Regression
Executive Regression applies statistically validated methods to estimate executive pay according to organization size.Read 15 Oct 2026 · aon.com
Geography
Aon says its compensation data spans more than 115 countries across North America, Latin America, EMEA and APAC.Read 28 Sep 2026 · aon.com
HRIS and ATS integrations
Aon states that API connections integrate client HRIS and ATS systems for validated data submission and job-offer data.Read 15 Oct 2026 · aon.mediaroom.com
HRIS connectivity
The platform offers direct data integration with leading HRIS systems for automated submissions; Aon does not name the systems on this page.Read 28 Sep 2026 · aon.com
Job architecture
Aon uses proprietary job architecture and leveling frameworks intended to support pay equity and transparency.Read 15 Oct 2026 · aon.com
Job matching
The Job Matrix provides a job library and descriptions for confirming organizational matches.Read 15 Oct 2026 · aon.com
Limit: coverage gaps
A G2 reviewer says the site provides limited useful market data for blue-collar jobs.Read 15 Oct 2026 · g2.com
Limit: participation burden
Independent comparison coverage says access commonly requires survey participation and careful preparation of employee data.Read 15 Oct 2026 · marketintelligencetools.com
Limit: premium pricing
Independent compensation guidance describes RMCD as premium-priced, quote-only and generally better suited to later-stage companies.Read 15 Oct 2026 · naspp.com
Limit: usability and speed
G2 reviewers report complicated pages and slow loading or application of filters.Read 15 Oct 2026 · g2.com
Location Analytics
Location Analytics compares talent availability, compensation levels and pay differentials across locations.Read 15 Oct 2026 · aon.com
Manual submissions
Organizations can submit data manually using curated templates, with a dedicated client manager supporting the process.Read 28 Sep 2026 · aon.com
Market Queries
Market Queries creates, saves and downloads customized benchmarking reports for selected talent markets.Read 15 Oct 2026 · assets.aon.com
Market studies
Participant studies cover salary increases and turnover, incentive design, early-career pay, employee experience, sales incentives, severance and private-market practices.Read 15 Oct 2026 · aon.com
Methodology
Aon says its proprietary job architecture and job matching methodology supports pay equity and transparency.Read 28 Sep 2026 · aon.com
Notable news: March 31, 2026
Aon announced AI job families, API-connected HRIS and ATS submissions, validation dashboards and real-time labor-market insights.Read 15 Oct 2026 · aon.mediaroom.com
Peer groups
Users can create custom peer groups and run reports against those selected companies.Read 15 Oct 2026 · assets.aon.com
Platform
Participation includes 24/7 access to Aon's Human Capital Analytics platform.Read 28 Sep 2026 · aon.com
Praise: data breadth
G2 reviewers praise comprehensive raw data across many roles, industries, job families and international markets.Read 15 Oct 2026 · g2.com
Praise: life-sciences detail
A G2 reviewer praises detailed life-sciences surveys organized by company size, role and equity information.Read 15 Oct 2026 · g2.com
Quick Benchmarks
Quick Benchmarks lets users filter compensation data for thousands of roles and export results.Read 15 Oct 2026 · assets.aon.com
Rating on G2 (Radford GCD)
3.8 out of 5 from 3 reviewsRead 15 Oct 2026 · g2.com
Rating on G2 (Radford)
4.0 out of 5 from 4 reviewsRead 15 Oct 2026 · g2.com
Reporting
Reporting and benchmarking tools support market trend exploration, job comparison, custom peer groups and tailored reports.Read 28 Sep 2026 · aon.com
Security and privacy
Aon says it protects confidentiality, integrity and availability, uses contractual safeguards for international transfers and de-identifies data for analytics.Read 15 Oct 2026 · assets.aon.com
SkillsGraph
SkillsGraph is Aon's generative-AI skills library for classifying and managing in-demand workforce skills.Read 15 Oct 2026 · aon.com
Studies
Companion market practice studies cover salary increases and turnover, incentive plan design, early career talent, employee engagement, sales compensation and severance policies.Read 28 Sep 2026 · aon.com
Submission methods
Organizations can submit through direct HRIS connections or curated templates supported by a client manager.Read 15 Oct 2026 · aon.com
Talent Intelligence
Talent Intelligence uses the Pay Inference machine-learning engine to predict compensation where reported data is limited.Read 15 Oct 2026 · aon.com
Talent Metrics
Talent Metrics includes salary-increase budgets, turnover and U.S. gender and ethnicity distributions.Read 15 Oct 2026 · aon.com
Trustpilot company rating
Aon's company profile shows 1.2 out of 5 from 786 reviews, with reviewers frequently criticizing response times and communication.Read 15 Oct 2026 · trustpilot.com

Plans and prices

Long-Term Incentive Design Study Trends Report $1,750, paid once $1,750 Participant access · Current and four prior years of trend data Read 15 Oct 2026 · aon.com
Salary Increase and Turnover Study – Trending Tool $1,750, paid once $1750 Radford McLagan participants only · Participant complete timely submissions receive complimentary access Read 15 Oct 2026 · aon.com
Short-Term Incentive Design Study Trends Report $1,750, paid once $1,750 Participant access · Current and four prior years of trend data Read 15 Oct 2026 · aon.com
Short- and Long-Term Incentive Design Study Trends Reports $3,000, paid once $3,000 Participant access · Both short-term and long-term incentive reports Read 15 Oct 2026 · aon.com
Radford McLagan Compensation Database Priced on request Countries, jobs and employee headcount determine fees · 24/7 Human Capital Analytics access · Dedicated data consultant Read 15 Oct 2026 · aon.com

Every Aon Radford McLagan Compensation Database plan and price →

Strong points and limits

Strong points

  • Coverage spans more than 115 countries
  • Includes over 100,000 jobs across 17 industries
  • Offers quarterly data refreshes
  • Supports custom peer groups and tailored reports
  • Includes API access

Limits

  • Pricing is available on request
  • HRIS systems are not named
  • Fees vary with benchmarking needs

Who it suits

The database suits HR, total rewards, and compensation leaders making market-based pay decisions. Its global coverage and benchmarking tools are relevant to organizations comparing jobs across countries and markets.

Aon Radford McLagan Compensation Database in depth

Read the full write-up

Overview

Aon Radford McLagan Compensation Database is a market-pay benchmarking service for HR, total rewards and compensation leaders. It is best suited to organizations making pay decisions across roles, industries or countries. Its breadth and analysis tools are compelling for complex comparisons, but custom pricing makes it harder to assess as a self-serve purchase.

Key features

The database covers more than 33 million employees and over 100,000 jobs across 17 major industries, with data spanning more than 115 countries in North America, Latin America, EMEA and APAC. That reach gives multinational teams a broad basis for comparing pay across markets; organizations with a narrow local remit may not need that breadth.

Benchmarking and advanced reporting support job comparisons, market-trend exploration, custom peer groups and tailored reports. Data refreshes quarterly, giving compensation teams a recurring reference point for decisions rather than a continuously refreshed benchmark. Job matching draws on Aon’s proprietary job architecture and methodology, which Aon says supports pay equity and transparency.

Quick Benchmark, Market Query and Job Matching AI agents address compensation questions, market analysis and matching roles to benchmarks. Direct integration with leading HRIS systems can automate submissions, while curated templates provide a manual alternative supported by a dedicated client manager. Aon does not name the HRIS systems, so teams considering automation should confirm compatibility. Participation includes 24/7 access to the Human Capital Analytics platform.

Companion market-practice studies cover salary increases and turnover, incentive plan design, early-career talent, employee engagement, sales compensation and severance policies. These broaden the scope beyond base-pay comparisons for teams that also review reward practices.

Pricing

Radford McLagan Compensation Database

This is a paid service with custom pricing. Fees vary with benchmarking needs, from a single country to multi-market decisions, and participation includes 24/7 platform access. That structure can fit organizations buying a scope matched to their markets, but buyers should request a quote to determine whether the coverage and analysis justify the cost. No lower-cost or free database tier is described.

Platforms

The database is available on web, Android and iOS. Participation also includes always-on access to Aon’s Human Capital Analytics platform; direct HRIS integration is offered for automated data submissions.

Who it's for

This is a strong fit for compensation teams that need global benchmarks, job matching, custom peer groups and advanced reporting, particularly when decisions span several countries or industries. It is less suited to buyers who only need a small local comparison set, want a published price before engaging, or need continuously refreshed data.

Pros and cons

Pro: Coverage across more than 115 countries, 17 industries and over 100,000 jobs supports wide-ranging market comparisons.

Pro: Quarterly refreshes, custom peer groups and tailored reporting support recurring, organization-specific benchmarking.

Pro: Automated HRIS submissions and curated manual templates offer two ways to contribute data, with a dedicated client manager supporting the manual route.

Con: Custom pricing gives buyers no public starting price for budget screening.

Con: Quarterly refreshes may be less suitable when decisions depend on more frequent data updates.

Con: The named HRIS integrations are not identified, so compatibility needs confirmation before relying on automated submissions.

Alternatives

OpenComp is worth considering for buyers who want a free trial or a free Comp Cycles plan with benchmarking, pay equity, pay strategy and ranges, headcount planning, total rewards statements, merit increases and intelligent offers. Aon is the stronger fit when global coverage across 115-plus countries and its broader job and industry dataset are the priority.

Pave Market Data may suit startups with 1–200 employees that want free benchmarks for the overall U.S. and one additional market. Its paid Market Data Pro plan is described as offering global benchmarks; Aon may fit organizations seeking its stated 115-plus-country reach and companion market-practice studies.

BenefitConnect is another paid option, available on Android, iOS, web and API.

Revelio Labs Compensation Data may appeal to teams seeking salary benchmarks alongside workforce data, with coverage across 33.8 million companies in 195 countries and history to 2007. Its Revelio Terminal plan costs $1,250 a month with an annual commitment; Aon instead emphasizes employee and job benchmarks, quarterly refreshes and market-practice studies.

Korn Ferry Assess is a paid alternative with custom pricing and no public plan limits stated.

Comptryx+ may fit organizations whose pricing should reflect company size, employee count and countries of operation; its membership provides access to all modules and its full global country list.

Incentiv is a paid alternative available through API and web.

PayPulse is a paid alternative with a free plan, available through API and web.

For broader comparisons, browse Salary Benchmarking Software or Talent Assessment Software.

Verdict

Choose Aon Radford McLagan Compensation Database if your compensation team needs broad international benchmarks, job matching and advanced reporting across multiple markets. Its scale, quarterly data and submission support make it a substantial option for complex pay decisions. Look elsewhere if you need a public price, a low-cost entry tier or more frequent data refreshes.

Verdict

The database combines broad geographic coverage with job-matching, reporting, and submission options. Pricing depends on benchmarking needs, so organizations should request a quote for their scope.

Where Specifiction places it

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