Posted pay is the midpoint of the range an employer advertises (mostly base, some OTE), and a base-only median sits beside each row. Equity is described by tier and never added to cash.
Find the company's tier in Section 1, then compare the offer with the posted ranges for that tier in Section 3. Use Section 6 to judge when equity can be sold.
Section 2 shows where posted pay differs between AI-required and other postings. The gap is large for Partner Managers and small for Senior and Director roles once Frontier labs are set aside.
Section 4 gives the observed AI premium for each role with its sample size and a 90% interval. Set bands with the full interval in view, since the point estimate alone overstates precision.
Section 2 percentiles are posted-range midpoints. 61% state base salary and 13% state OTE or total target pay. The base-only median sits beside each row so you can compare like with like.
Public job postings with a pay range, dated 2026-06-03 to 2026-10-21, from 143 companies. Partner Manager, Senior, and Director now have 44, 37, and 54 postings each.
Median posted pay for AI-required Partner Manager roles over other Partner Manager roles (n = 18 and 26; 90% interval +27% to +78%). Excluding Frontier labs it is +54% on 9 AI-required postings.
The same gap at Director level (n = 21 and 33; interval 0% to +39%). At Senior IC level it is +23% (+1% to +40%). Without Frontier labs, Senior and Director fall to +8% and +7%, so the premium above Partner Manager is modest.
Median posted midpoint for IC partner roles at Frontier AI labs (n = 13), against $201K at technology companies outside the three tiers (n = 40). Removing Frontier labs cuts the pooled AI premium from +26% to +9%.
These are observed differences between groups of postings. Company, role scope, location, and pay basis also contribute. Use them as a market signal when those factors are comparable.
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Tell us who you are to open sections 00 to 09: role benchmarks, tier deep dives, the AI premium, geography, equity and methodology.