Introducing Salary Intelligence

Yes. If you’re an Australian organisation using ELMO HR Core with AI features turned on then you’re eligible. You can trial Salary Intelligence free from Tuesday 3 November to Monday 30 November 2026. New Zealand availability is coming, but there’s no date yet. The current analysis covers Australian full-time roles.

No. Salary Intelligence works on its own. You can use it alongside the Remuneration solution, but you don’t need Remuneration to get value from it.

Yes, that’s the new Salary Intelligence. It benchmarks roles against the market and shows where your current employees and pay policies sit.

Thousands of Australian organisations use ELMO to make job offers. Salary Intelligence draws on the salaries in offers that were signed off and accepted by successful candidates. That shows what organisations are genuinely willing to pay for a role.

Before any of this data is used, all personally identifiable information is removed, and the data is anonymised and generalised. No organisation, candidate or employee can be identified. What’s kept is what matters for benchmarking: pay, skills, responsibilities, seniority and location.

The benchmark brings two sources together. Publicly available market data from the internet, is overlaid with this anonymised ELMO offer data. The result is a clear, explainable benchmark.

ELMO is a complete AI workforce platform. AI is built into the everyday work customers rely on, from ELMO Assist to AI-generated job ads and position descriptions, so AI features are on by default and covered by our AI terms, which form part of your agreement, Under those terms, data is only used once its aggregate or de-identified so it isn’t reasonable capable of identifying you, your users or any individual.

Continuously. Unlike survey-based providers, there’s no annual or semi-annual release to wait for. Benchmarks are point-in-time. If you want new benchmarks, you have to refresh the report.

Accepted offers reflect what the market actually cleared at, across thousands of Australian organisations. Because the benchmark draws on that volume, and is overlaid with public market data, any one organisation’s over- or under-pricing has limited effect on the result.

Yes. If you’d like to understand how relevant the data is to your sector, we can share which industries it spans. Just ask your Account Manager.

Every analysis shows a confidence level (for example, medium) with the reasoning behind it. The reasoning lists what the system identified from the role, such as seniority, sector, company size and skills, and what’s missing, such as location. Where there isn’t enough relevant data to give a reliable benchmark, Salary Intelligence says so instead of presenting a falsely precise number.

There’s no fixed minimum. Salary Intelligence will attempt a benchmark with whatever it’s given, even just a job title and a few words of description, and rates the confidence accordingly. The less it has to go on, the lower the confidence, which is your cue to add more role detail or treat the result with caution.

Salary Intelligence doesn’t just analyse ELMO customer data. Every analysis also draws on external market data, so limited ELMO data for an industry doesn’t leave you without a benchmark. If the data is light, internal or external, the confidence level drops to reflect it. The tool then suggests what extra role detail would sharpen the result, and where there still isn’t enough relevant data, it says so rather than guessing.

Salary Intelligence doesn’t work like a traditional survey, where you pick a peer group from tables. Instead, it reads the role and your organisational context, including industry, size, location, seniority and skills, and benchmarks against comparable data. That’s how it compares like with like. There’s no separate manual filter for industry or sector today.

Georgie, who has worked in not-for-profits, noted that many smaller organisations don’t have a rem specialist or access to large paid surveys. Salary Intelligence is designed to give them a defensible starting point.

Yes, location is one of the factors. In the demo, the first analysis flagged that location wasn’t specified. Adding Melbourne raised the confidence level and changed the benchmark. You can test different locations within an analysis, and if location doesn’t matter for your pay philosophy, leave it out.

It’s based on what the role involves, not the job title. Salary Intelligence reads the full position description (responsibilities, skills, seniority, location) and benchmarks against roles with a similar makeup. Two organisations could use the same title for very different roles and get different results. One pilot customer found a Project Administrator and a Repair Coordinator role benchmarked almost identically, which prompted a review of a job title they’d used for 15 years.

You can start with the basics. Generalised position descriptions, for example for high-volume roles, still give accurate results. Adding responsibilities, seniority and location improves the result, and the suggestions tell you exactly what’s missing, so there’s no need to rewrite position descriptions from scratch.

Access is controlled through the Salary Intelligence Security Profile, so you decide exactly who can use it. Anyone you add can see your organisation’s internal salary information, so keep access to the HR and payroll users who need organisation-wide salary visibility. Today it’s a broad view for authorised users, not a manager-level view of their own team.

Salary Intelligence is grounded in real data, not a general-purpose model’s guess. It uses accepted offers from thousands of Australian organisations, anonymised, alongside your own employee salaries and pay policy. Each result shows a confidence level and reasoning, so you can explain how a benchmark was reached. It also flags when data is too thin rather than inventing a number. And your salary data stays inside ELMO, behind your own access controls.