The mapping to Figures jobs should be conducted on the Mapping tab wherever possible. We provide an extensive list of jobs for you to map your own job titles to.

From that list, please pick the equivalent that, based on the provided definition, serves as the closest equivalent.

Most of the Figures jobs can be assigned to Individual Contributors and Managers alike. Differentiation results from assigning either an individual contributor level or a manager level. However, there are exceptions like the Data Manager, Engineering Manager, and Sales Manager - they should only be combined with manager levels on Figures. The definitions per Figures job should indicate this and will help you make the right choice.

If the manager is responsible for a team composed of employees all carrying out the exact same job, then they will be a manager for that job only on Figures. Meaning, someone managing only talent acquisition specialists should be mapped to Talent Acquisition Specialist at the suitable manager level.

On the other hand, if the manager is responsible for a team composed of employees with different profiles, then this person will be a generalist manager in our book. Meaning, a person managing different people functions (talent acquisition, people development, business partners) for example should be mapped to the generalist Figures job of HR Manager, again combined with the respective manager level.

C-Level positions should be mapped combining a Figures Job with the respective C-Level. So, a CFO would be a Finance Manager at C-Level, a CPO a Product Manager at C-Level and so on. The differentiation per Figures job is done with the help of the levels you choose.

This logic applies to most of the Figures jobs we provide in our dropdown menu. But there are exceptions, namely the CEO, COO, and CRO roles. These are indeed listed specifically, and for the following reason: Whereas we were able to define specific lower level jobs that, when combined with the C-Level, could account for most of the C-Level roles, the latter was not possible for the CEO for example. Since we weren’t able to identify a precursor for the C-Level role, we decided to list CEO specifically.

If you have imported students, interns or freelancers, please skip these as we don't have the means to map and compare them on Figures. Furthermore, salaries of the mentioned types of staff members are usually very different from those of permanent full-time employees. Thus, mapping them to our regular mapping grid composed of jobs, locations and levels would distort the benchmarks we offer.

If our list of job profiles does not offer the right equivalent you’re looking for, you can leave it unmapped and make a new job request.
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We review requests regularly, but as we only want to create relevant jobs (i.e. jobs for which we will be able to provide market data), the two following criteria must be met:
- We’re confident we’ll be able to map at least 50 employees coming from at least 3 distinct companies.
- The job is specific enough so that we compare similar employees (similar missions & skills).
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If we decide to create a new job you have requested, your CSM will get back to you with the good news! Keep in mind though: it may take some time for us to gather the right amount of data that will allow us to create the job.