Compare Bridge the Data to Other Survey Providers

With over a decade of regional compensation trends data, and as a local MENA-based company, we provide competitively priced salary reports, helping our clients attract the best local & regional talent.  Our price point and agility as a small business are what differentiates us from global providers such as Mercer and Hayes.  However, when compared to regional research provides such as Bayt, it’s the accuracy, relevance and quality of the research we provide which sets us apart – where don’t priortise the marketing of our research over the research itself, on the contrary, we invest heavily in the research & economics behind our reports over & above anything else.  More about how we compare below:

Data Accuracy & Relevance

Many online research providers, such as Bayt, Glassdoor and PayScale survey employees, rather than employers and generate free, but very limited salary data for their users. The data collection process is not conducive to accuracy. PayScale and Glassdoor for example, collect all of their wage information from a rudimentary survey, which is required for visitors to have to access salary information, pertaining to a particular company or job role. This typically encourages users to hastily input the data requested by PayScale & Glassdoor, in an attempt to get to the information they’re interested in. Aside from this, users will unwittingly make errors when inserting basic salaries info rather than actual complete compensation – where a distinction is needed. The figures also aggregate interns, part-time workers and full time employees, lessening the accuracy and credibility of the data. Lastly, the figures also accumulate and average out all data gathered up to a certain date, which therefore includes old and outdated salary records to be included in their calculations. Firms are also clustered based on unclear categories, which may include small firms and startups, and is not industry-specific.

Data Validity

We do not mix apples with oranges; each job reported is comparable across employers in your vertical. We carefully define industry categories and provide the list of responding firms that constitute the average. Whilst we believe in the ‘law of large numbers’, we also care about the validity of our sample. Instead of calculating the average across all firms, we only calculate the average across a valid set of firms that you would find comparable to your business.

Reliable Data

Our data is gathered directly from HR departments. We take pride in vetting our gathering process and the iterative algorithmic checks we run the data through. This means our numbers are not just projections of the future, or expected values extrapolated from past information; instead it is real and up-to-date compensation figures.

Precise & Meaningful Middle East Data

We reveal compensation & benefits figures not just for mainstream roles, but also niche positions within firms, where access to compensation data is difficult. We focus a great deal on quizzing HR departments on their current rates and practices to bridge the gap of information and allow a firm to compare itself in a fair setting to its direct hiring competitors.

How we Define Industrial Sectors

Your competitors are not just your direct product competitors, but your regional hiring competitors as well. Our industry categorisation is paramount for making meaningful comparisons, so we make sure you get benchmarking data which fits.

We have defined 13 different industrial sectors, to make sure we group together companies with similar hiring requirements. This categorisation alone however is not sufficient to create a homogeneous sample of firms. We therefore add other levels of stratification, within the 13 verticals, which are:

  1. Firms that produce goods and services that are regarded as substitutes for your own and are operating in the same market e.g.: Mars vs. Nestle vs Danone, rather than Mars Vs Toyota. Both companies retail products, but it’s unlikely that they would be competing in their hiring practices. They might not be a direct competitor to your market share, but they are firms you could hire from, or vice versa.
  2. Firms in tangential lines of business (or different stages in the supply chain) that also compete for specific human capital. e.g.: Emirates engineering roles (an airline) vs Boeing engineering roles (a non-airline).

The list of firms who have completed the survey and been used in the benchmarking process will be listed in each industry salary report. While you will be unable to observe individual firm-level data for firms in your group, the group averages will provide a much more relevant figure than the entire market average.

For more information on either our cost of living reports or industry salary reports, please contact us directly on