Pay Transparency at TrialSpark

David Marchman
Published in
5 min readNov 10, 2022


We’re now disclosing salary ranges for all open roles at TrialSpark. Learn more about our compensation philosophy.

Here at TrialSpark, our mission is to bring new treatments to patients faster and more efficiently. From a hiring perspective, that means we’re always looking for great people who can help us achieve that and we always want to set clear expectations upfront.

We are optimistic that New York City’s new pay transparency law will not only introduce more efficiency and transparency to the hiring process but also help us achieve fair, equitable, competitive compensation for all (in and out of TrialSpark).

We’ve always focused on hiring and retaining a diverse team. Going forward, our job postings will be crystal-clear about compensation ranges candidates can expect.

Let’s break down what’s changed here in NYC, what’s changed at TrialSpark, and what exactly you can expect to see from our job postings going forward.

The New Pay Transparency Rules

First off, let’s take a look at why pay transparency laws were created and how they might affect the job postings you see in general. These new laws are intended to add clarity for both candidates and employees on company compensation, while also addressing and hopefully decreasing historical pay gaps among the NYC workforce.

As of November 1, 2022, NYC Local Law 32 will require employers hiring in New York City to disclose the good faith minimum and maximum annual base salary or hourly wage for a job, promotion, or transfer opportunity they have established in any advertisement for the position.

This law covers all employers with four or more employees, provided at least one of those employees works in New York City, and applies to any advertisement for a job that can or will be performed in New York City.

New York City isn’t the first to enact a salary transparency law like this. It’s joining Colorado, Connecticut, Maryland, Nevada, Rhode Island, Washington, and California, with similar legislation pending elsewhere.

You should expect to see more and more transparency about compensation, especially if you’re in the NYC market.

Publishing Compensation Ranges for All TrialSpark Job Postings

In the interest of both supporting the law and promoting equitable compensation, we’ll now be posting salary ranges for our open roles on the TrialSpark careers page. This will include remote roles as well since they can or will be performed in New York City. We will also publish compensation ranges for interns and independent contractors in the U.S.

We’ve always strived to provide fair, equitable, competitive compensation — now, we’re being clear about those numbers from the get-go.

TrialSpark Pay Anchoring in NYC

Some TrialSpark roles are hybrid positions, while others are fully remote. Having some employees based in other states has raised the question of how location may come into play when determining compensation.

We’ve decided to anchor all pay to New York City even for remote roles, no matter where you live. That means you can accept a remote position and get paid the same as the other people doing the same work somewhere else, and your salary won’t be changed or calibrated if you move.

So as you review open TrialSpark jobs in the U.S., no matter where you are — you won’t have a different range whether you live in NYC or Ohio.

Beyond the Salary Range

In order to craft a compelling offer, we think about compensation holistically to include salary, equity, benefits and perks. Our current benefits offerings at TrialSpark include access to health, vision, and dental insurance, a healthcare and dependent care FSA, pre-tax commuter benefits, access to a 401k plan, short- and long-term disability and life insurance. Every year we evaluate the cost of these benefits and do what we can to bring down the portion that employees are responsible for.

We also offer flexibility in where our employees choose to work from, with remote, hybrid and in-person options. All Sparkies receive reimbursement for their at-home office set-up in their first paycheck. We have a flexible PTO policy, generous parental leave for birthing and non-birthing parents, and career development resources for Sparkies at any stage in their professional journey. This includes in-house training, access to external resources, and a self-driven learning & development stipend that renews annually. We have built a culture that is supportive, collaborative, and focused on growth that we’d love for you to be a part of.

Learn more about benefits and working at TrialSpark on our careers page.

What Won’t Change at TrialSpark

The way we discuss compensation in our job postings just changed. But other things won’t. Let’s clear up a few things:

  • You don’t have to be based in NYC. Unless specified otherwise in the job description, you don’t have to be based in NYC just because your pay will now be anchored to this market.
  • We won’t base our offer on your current/past salary. We pay based on job function and level — not pay history. When extending an offer within the posted pay range, we’ll consider your experience level and skill set, among other objective factors.
  • Compensation will remain competitive. We weigh market and data-driven salary sources to identify the target average for the positions we seek to fill. Then, we arrive at a salary range that we believe is fair and competitive.

Sustaining an Equitable Approach to Compensation

Publishing salary bands is a good step forward, but on its own, it is not enough to foster systemic change and achieve true pay equity.

Here’s what else we’re doing to sustain an equitable approach to compensation at TrialSpark:

  • Continuing to conduct clear review processes for performance, promotion, and compensation, with objective criteria for promotions
  • Reviewing compensation for all employees twice per year and before finalizing salary increases, conducting demographic pay analyses to spot and correct potential pay gaps
  • Sharing compensation ranges with all existing employees for their role during our twice-per-year compensation review cycles
  • Offering compensation fluency education and training on our approach & philosophy

So… What Will My Compensation Look Like?

Go find out! Check out our current job postings here to review open jobs and their salary ranges.

And if any ranges don’t match your expectations, please apply anyway– we may be able to find another position for you.

Explore open TrialSpark jobs (and their pay ranges) here.



David Marchman
Editor for

Director of Talent @ TrialSpark