Aon Radford McLagan Compensation Database

Overview

Aon Radford McLagan Compensation Database is a global compensation benchmarking service for HR, total rewards and compensation leaders. It is best suited to organizations comparing roles and pay across multiple markets. Its broad coverage and analytical tools make it a strong fit for complex decisions, but custom pricing is a poor match for buyers who need a clear, self-serve price.

Key features

The database draws on 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 can support cross-border comparisons and market-specific pay decisions; smaller teams with limited geographic needs may not benefit from its full breadth.

Benchmarking and advanced reporting support job comparisons, market-trend exploration, custom peer groups and tailored reports. Quarterly refreshes give teams a recurring basis for reviewing compensation, while job matching uses 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 job matching. HRIS integrations can automate submissions, while curated templates offer a manual route supported by a dedicated client manager. The platform participates with 24/7 access; the HRIS systems are not named, so buyers should confirm compatibility before relying on automation.

Companion market-practice studies cover salary increases and turnover, incentive plan design, early-career talent, employee engagement, sales compensation and severance policies. API access and custom assessments are also supported, extending its use beyond standard job benchmarking.

Pricing

Radford McLagan Compensation Database

This paid plan has custom pricing: fees vary with benchmarking needs, from a single country to multi-market decisions. Participation includes 24/7 platform access. It is the relevant option for organizations that need the database’s global data, job matching, pay equity analysis, custom peer groups, API access, custom assessments and advanced reporting. The lack of a published price makes budget comparison harder, and buyers should establish the scope and fee directly with Aon.

Platforms

The product is available on web, Android and iOS. Participation also includes 24/7 access to Aon’s Human Capital Analytics platform.

Who it's for

This is a strong choice for compensation teams and HR leaders whose work spans industries, roles or countries, particularly when they need custom peer groups, recurring benchmarks and tailored reports. Organizations seeking only a narrow local comparison may find the breadth and custom-priced engagement more than they need.

Pros and cons

Pros

• Wide global coverage: Data across more than 115 countries and 17 industries supports comparisons across markets and sectors.
• Several routes for submissions: HRIS integration can automate the process, while manual templates and client-manager support accommodate organizations without that workflow.
• More than benchmark tables: AI agents, custom reporting, job matching and companion market-practice studies serve a wider range of compensation decisions.
• Quarterly refreshes: Teams can revisit benchmarks on a regular cycle rather than relying on a single annual update.

Cons

• Custom pricing: Buyers cannot compare a published rate before discussing their benchmarking scope with Aon.
• Coverage may exceed smaller needs: Teams focused on one narrow market may not use the breadth that distinguishes the database.
• Integration fit needs checking: Aon describes HRIS connectivity but does not name the systems on its product page.

Alternatives

Pave Market Data is worth considering for startups with 1–200 employees that want a free starting point: Market Data Lite offers U.S. benchmarks and one additional market at no cost. Its Pro plan is described as providing global benchmarks, but the plan price is not published.

PayPulse is another paid option with a free plan and API and web platforms for buyers who want to consider an alternative entry point.

Compensation IQ is an option for buyers comparing published annual pricing: its Job Architecture & Levelling plan is £2,500 a year, billed annually, and its Global Salary Benchmarking plan is £4,200 a year, billed annually. The available plan details are limited, so confirm that its scope fits your benchmarking needs.

Comptryx+ is another paid, web-based option to compare.

Culpepper Compensation Surveys may suit organizations seeking survey services and jobs and countries tailored to their needs; its Standard data license and Premium license both have custom pricing.

Equilar Insight is a paid web-based option with custom solutions available through a demo or direct contact.

Incentiv is another paid web-based alternative.

For a broader comparison, see Salary Benchmarking Software or Talent Assessment Software.

Verdict

Choose Aon Radford McLagan Compensation Database if your compensation work calls for broad international benchmarks, job matching and reporting across markets. The breadth and multiple submission routes are its clearest advantages; look elsewhere if you need a published price or have only a limited local benchmarking requirement.