Save the exact wording
Copy the posting's pay range, schedule, shift, job ID, location, and date viewed before the posting changes.
Pay
Pay clarity benchmarks from published company guides
Use this page before you compare hourly offers or decide which application deserves your time first. It groups pay range language, pay schedule notes, wage-access signals, and education-benefit clues from the current HireTea published guide set without inventing market averages or treating old comments as current pay evidence.
74 published company guides analyzed
70 hubs with pay policy notes
65 source-backed pay facts
Quick answer
How should you compare pay before applying?
Compare the exact posting first, then check whether the company hub has a source-backed pay fact, a clear starting range, a pay schedule, and a benefit that changes the total value of the job. A higher hourly number can still be weaker if the hours are unreliable, the commute is expensive, the schedule blocks another job, or the benefit only becomes available after an eligibility period.
Separate pay from value
Base pay, predictable hours, paid training, education support, and commute cost can point in different directions.
Do not average weak data
When a company only says pay varies, treat the active posting and recruiter message as the controlling evidence.
Dataset scope
What this pay benchmark covers
The benchmark uses published company guides and their source-backed fact-sheet fields. It is not a wage survey, and it does not estimate your local offer. Instead, it tells you which employers have clearer public pay signals, where the current posting must do the work, and which extra details you should save before comparing two roles.
| Pay signal group | Indexed hubs | Representative companies | How to use it |
|---|---|---|---|
| Published floor or range signal | 54 | Walmart, Amazon, McDonald's, The Home Depot, and FedEx | Use this as a clarity signal, then verify the current posting, shift, market, eligibility rules, and offer packet. |
| Agreement or scale influenced | 7 | Kroger, UPS, Walt Disney Parks, Albertsons Companies, and American Airlines | Use this as a clarity signal, then verify the current posting, shift, market, eligibility rules, and offer packet. |
| Role and market dependent | 7 | Tesla, EY US, Universal Parks, USPS, and AT&T | Use this as a clarity signal, then verify the current posting, shift, market, eligibility rules, and offer packet. |
| Posting-controlled pay signal | 5 | Allied Universal, T-Mobile, Verizon, Sysco, and Cintas | Use this as a clarity signal, then verify the current posting, shift, market, eligibility rules, and offer packet. |
| Local operator dependent | 1 | Domino's Pizza | Use this as a clarity signal, then verify the current posting, shift, market, eligibility rules, and offer packet. |
Category view
Pay clarity patterns by category
Category patterns help you choose where to research next. They do not replace role-level evidence. Retail, restaurant, grocery, hospitality, warehouse, pharmacy, and technical roles can all use different pay language, and a local posting may be more useful than a national employer page.
| Category | Hubs | Pay policy notes | Source-backed pay facts | Common schedule signals | How to compare |
|---|---|---|---|---|---|
| Retail | 24 | 22 | 24 | varies, biweekly, and varies by role and employment type | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Restaurant | 12 | 12 | 11 | varies, biweekly typical, and posting-specific | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Grocery | 2 | 2 | 2 | posting-specific | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Warehouse | 3 | 3 | 3 | weekly for hourly associates per the hourly FAQ, weekly typical for unionized roles, and weekly where listed in sampled package-handler postings; otherwise verify posting | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Hospitality | 10 | 10 | 9 | varies, varies by role and workgroup, and varies by account, client site, season, union/CBA, and role | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Tech | 7 | 6 | 7 | varies by role and employment type, offer-specific, and salaried or role-specific | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Consulting | 3 | 3 | 3 | varies by role and employment type and varies by employment type and practice | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| Finance | 2 | 2 | 2 | varies and varies by role, financial center, and shift | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
| CPG | 1 | 1 | 1 | varies | Open the company hub, save the posting pay line, and compare schedule reliability before ranking offers. |
Company examples
Company pay signals to compare
These examples show what to save before you decide that one employer pays better than another. The safest comparison uses the company hub, the active posting, and any recruiter or offer message that mentions the exact role, shift, location, and eligibility date.
| Company | Pay range language | Pay schedule | Wage-access signal | Clarity |
|---|---|---|---|---|
| Walmart | varies by state, locality, and role | biweekly | available | Strong pay evidence |
| Amazon | varies by live posting, site, schedule, and role; 2025 U.S. fulfillment/transportation average pay is more than $23/hour | weekly for hourly associates per the hourly FAQ | available | Strong pay evidence |
| McDonald's | role-, location-, posting-, and operator-specific | varies by restaurant or corporate role | varies by franchise | Strong pay evidence |
| The Home Depot | varies by state and role | biweekly | available via partner | Strong pay evidence |
| FedEx | posting-specific; sampled hourly roles ranged from $17.50-$22.30/hr plus premiums where listed | weekly where listed in sampled package-handler postings; otherwise verify posting | varies by hub | Strong pay evidence |
| Target | varies by role, location, labor market, experience, certifications, eligibility, and current posting | confirm in offer or onboarding instructions | available via DailyPay or earned-pay access where eligible | Strong pay evidence |
| Kroger | varies by state, locality, and union contract | weekly or biweekly depending on banner | varies | Strong pay evidence |
| UPS | typically above industry minimum due to Teamsters union contract | weekly typical for unionized roles | varies | Strong pay evidence |
| CVS Health | $15+/hr stated minimum; varies by market | biweekly | available via partner | Strong pay evidence |
| Costco Wholesale | industry-leading among major US warehouse retailers; varies by market | biweekly | limited | Strong pay evidence |
| TJX Companies | Use current posting | posting-specific | not clearly stated in public sources | Partial pay evidence |
| Lowe's | varies by state and role | biweekly | available via partner | Strong pay evidence |
| Marriott International | posting-specific by property, role, location, and employer/operator | varies | not confirmed as Marriott-wide | Strong pay evidence |
| Chipotle Mexican Grill | role- and location-specific; California covered fast-food floor applies only where legally covered | varies | verify current posting/benefits terms | Strong pay evidence |
Source-backed examples
Pay facts with visible source notes
A source-backed pay fact is stronger than generic pay advice because it names the employer signal that changed the page. Still, applicants should treat the active posting as the final source because wages can change by state, city, facility, role, shift, union agreement, franchise, and date.
| Company | Source-backed pay note | Source | Date viewed |
|---|---|---|---|
| Walmart pay guide | Walmart's Life at Walmart page says the average U.S. hourly field associate makes $18.25/hour and lists broad current ranges: Team Associate $14-$37/hour, Team Lead $19-$37/hour, Coach $75k-$104k total pay, Store Lead $100k-$150k total pay, Store Manager Supercenter $218k-$530k total pay, distribution and fulfillment centers $17.85-$40.40/hour, and Sam's Club $16-$37/hour. It also says office-based associates receive total pay packages with base pay, annual performance-based bonuses, and stock grants. | Walmart corporate Life at Walmart | 2026-06-18 |
| Amazon pay guide | About Amazon's 2025 fulfillment and transportation update says average pay for the more than 1 million U.S. fulfillment and transportation employees will be more than $23 per hour and average total compensation will top $30 per hour including elected benefits. Exact pay still needs a live posting or search result, because hourly job cards and amazon.jobs postings show role, location, schedule, and skill-dependent ranges. | About Amazon - Amazon fulfillment and transportation employee wage increase 2025; Amazon hourly warehouse search; Amazon Jobs posting example | 2026-06-18 |
| McDonald's pay guide | McDonald's pay claims should be tied to exact postings or local law. McHire restaurant search results can show pay embedded in some restaurant posting titles and label results by location and franchise-owned employer type, while official corporate postings can show expected salary ranges plus bonus and benefits eligibility. No single national restaurant crew wage was found in official McDonald's sources during the 2026-06-18 research pass. | McHire restaurant job search and McDonald's corporate job posting | 2026-06-18 |
| The Home Depot pay guide | Current official Home Depot postings show market- and role-specific pay ranges: Cashier - Costa Mesa, CA lists $20.00-$21.00; Freight/Receiving - Los Angeles, CA lists $22.00-$23.00; Warehouse Associate - Sparrows Point, MD lists $19.75-$21.25; Department Supervisor - Seattle, WA lists $24.50; Distribution Center - Assistant General Manager - Lacey, WA lists $90,000-$200,000. Each posting caveats that starting wage may vary by factors such as role, location, education, training, experience, and/or availability. | Current official Home Depot job postings | 2026-06-18 |
| FedEx pay guide | FedEx pay should be written as posting-specific, not as one brand-wide starting wage. Current official samples list different rates and ranges by role and location: a Vandalia package-handler posting lists competitive wages beginning at $17.50 and pay up to $18.00/hr; a Portland handler posting lists $18.08/hr plus a $5.00 premium; an Indianapolis material-handler posting lists $18.00/hr; Santa Fe courier postings list $21.05 and $22.30 starting pay; and a U.S. professional Project Engineer posting gives geography-specific monthly pay ranges rather than an hourly frontline rate. | FedEx Careers official job postings | 2026-06-18 |
| Target pay guide | Current Target Workday postings accessed on 2026-06-18 show pay is posting-specific. Examples include a Lubbock, TX seasonal store hourly posting at $15.00 starting hourly, a Logan Township, NJ warehouse posting with Warehouse Associate starting at $21.85 and range $21.85-$25.10 plus possible $2.00-$3.50 shift differential, a Menifee, CA Service & Engagement Team Leader posting with a $24.00-$26.00 starting hourly range and $24.00-$40.80 full hourly range, and a Torrington, CT Executive Team Leader posting with a $64,000-$128,000 pay range. | Target Workday current posting samples | 2026-06-18 |
| Kroger pay guide | Kroger's 2025 Responsible Business Report says Kroger's average hourly wage is nearly $19.50, or nearly $25.35 including comprehensive benefits, after $2.7 billion in incremental wage investments since 2018. This is a stronger current company-wide pay source than the older Western-states-only aggregate, but exact pay should still be checked in the current posting and local agreement because many sampled store and corporate postings did not disclose a public pay range. | Kroger 2025 Responsible Business Report | 2026-06-21 |
| UPS pay guide | UPS's official Great Employer page says package-handler starting pay is $21/hour and driver top pay is about $45/hour. The Teamsters' 2023 ratification summary separately says existing full- and part-time UPS Teamsters received $2.75 more per hour in 2023 and $7.50 per hour in wage increases over the contract, with new part-time hires starting at $21/hour and advancing to $23/hour. Keep the company source and union contract source separate, and verify the current job card and local contract language. | About UPS Great Employer and Teamsters UPS contract ratification summary | 2026-06-21 |
| CVS Health pay guide | Current CVS Health Workday postings publish role- and location-specific pay ranges. Samples accessed on 2026-06-21 included Store Associate in Miramar, FL at $15.00-$22.00; Pharmacy Technician in Philadelphia, PA at $16.50-$25.00; Customer Service Representative in Franklin, TN at $17.00-$28.46; and Operations Manager in Montvale, NJ at $20.92-$34.92. CVS states actual base salary offers depend on factors including experience, education, geography, and other relevant factors. | CVS Health Workday current posting samples | 2026-06-21 |
| Costco Wholesale pay guide | Costco's 2025 Annual Report says Costco increased starting wage to at least $20.00 for all entry-level positions in the U.S. and Canada, increased the top of wage scales by $1.00 per hour, and reported an average hourly rate of approximately $32.00 per hour for U.S. hourly employees at the end of fiscal 2025. Costco's Why Costco page says hourly wages increase based on accumulated hours, tenured hourly employees receive additional compensation twice a year based on years of service, supervisors and managers receive additional compensation for leadership roles, full-time and part-time employees have guaranteed minimum scheduled hours, and weekly schedules are posted at least three weeks in advance. | Costco 2025 Annual Report and Why Costco careers page | 2026-06-21 |
Applicant workflow
How to compare pay without overreading the benchmark
Start by saving the exact posting. Then score the parts that change your real take-home decision: base rate, expected hours, shift differential, commute, paid training, benefit eligibility, education support, promotion path, and how quickly the employer communicates after you apply. If two postings look close, the clearer one may be the better first application because you can plan around it with less guesswork.
1. Capture the posting
Save title, job ID, location, date viewed, base pay wording, schedule wording, shift label, and employment type.
2. Check total value
Look for paid training, predictable hours, education benefits, health eligibility, commute cost, and transfer options.
3. Ask one precise question
If the pay line is vague, ask which rate applies to this role, location, shift, and start date before accepting.
Evidence to save
Pay evidence to save before an offer changes
Save more than the hourly number. Keep the posting URL, screenshot or PDF, job ID, market, shift, full-time or part-time status, overtime language, bonus language, training-pay note, benefit eligibility date, recruiter message, and offer packet. If the page only says pay varies, write that down too so you remember which detail still needs confirmation.
Use the worksheet
Compare two postings when pay clarity, schedule fit, commute, and evidence quality point in different directions.
Use the tracker
Download the application tracker to keep pay notes beside job IDs, status changes, and follow-up dates.
Read the method
Review the source methodology to see why source-backed facts are separated from posting-controlled details.
Benefits context
Where education benefits fit into a pay decision
45 published company guides include an education or tuition-program note in the current published guide set. Treat those benefits as part of total value only after checking eligibility, required hours, waiting periods, covered programs, reimbursement rules, and whether the benefit applies to the specific role you are considering. A benefit that starts later may still matter, but it should not replace the current paycheck math.
| Company | Education benefit signal | Eligibility cue |
|---|---|---|
| Walmart | Live Better U | eligible full-time and part-time hourly and salaried Walmart and Sam's Club associates can start on day one; temporary associates and salaried associates at market level and above are not eligible |
| Amazon | Career Choice | vast majority of U.S. hourly full-time and part-time employees after 90 days while eligible; schedule and employee-type caveats apply |
| McDonald's | Archways to Opportunity | varies by McOpCo or participating Franchise Owner/Operator, role, hours, tenure, good standing or performance requirements, operator participation for franchise restaurants, and application approval |
| The Home Depot | Tuition reimbursement | tenure and hours-per-week thresholds apply |
| FedEx | Tuition Assistance Program | FedEx says U.S. and Canada employees working toward college, trade, vocational, or technical education may qualify; posting-level timing and eligibility still need verification |
| Target | Dream To Be | U.S.-based full-time and part-time team members from day one; program-specific requirements may apply |
| Kroger | Continuing education assistance | nearly all part-time and full-time associates after 60 days of service; interns with 120 days of service or more added in 2024 |
| UPS | Earn and Learn | part-time package handlers in participating markets; specific terms vary by location and school |
| CVS Health | Tuition reimbursement | scheduled 30+ hours/week eligible first day of the month after hire; less than 30 hours/week eligible after 90 days; union colleagues follow collective bargaining agreement |
| Costco Wholesale | Employee scholarship funds | qualifying part-time and full-time employees; exact program terms should be verified from current benefits materials |