Aon Radford McLagan Compensation Database

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 1250.00 USD per 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.