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Use the salary info you have to find alternative sources. When you're having that conversation frame it around seeking a market adjustment not a pay equity adjustment
By the above I mean, say you're at $50k and everyone around you - with commensurate duties and skills as your role - is at $65k. Say you do a market study for your role and find that the 25th percentile is $55k but the average is $75k. Feel secure going into the conversation asking for a market adjustment to bring you in line with the median for your role and location, which = $75k. Starting that high might throw them a bit and then you have room to share (if they ask, don't volunteer this info) that your target minimum is $65-70k
There’s more that goes into comp than just your level though too. For example, a Director of Engineering is going to make more than a Director of Talent or Marketing. Also, YOE is a factor as well. For every additional year, you get a bump. If you are in the same role and there is someone with 10 more years of experience than you - they will obviously be making more. City typically factors in too. If you’re going to use a comparison, make sure it is against folks in the same type of org, with the same YOE, and in the same general COL location.