Comment by dmattia

It's almost certainly for the companies to pay less money, but with a more generous reading, I think it could be argued that that doesn't necessarily have to come out of employee salaries. That data could be used to:

- Set reasonable ranges to find the right candidates they are looking for faster and minimize hiring friction

- Standardize payment levels in a way that reduces legal liability in certain states like Colorado/California. Or the most generous reading of "reduces legal liability" would be "promoting fairness".

- Reduce the time spent by HR/other teams of negotiating or setting salaries, as they can simply target some target like "we want to pay more than 60% of companies like us"

- For budgeting/forecasting with new hires, this allows companies to have more confidence in their estimates as they plan hiring.

- Some companies now offer calculators even before you're hired with what your salary/compensation might look like, such as https://posthog.com/handbook/people/compensation

But yes, overall I do believe that most companies also expect a general reduction in salaries when they use these tools.