How Equifax Pays

Professional ladder — RB1 through RB5

Management ladder — RB6 through RB9

Executive ladder — RB10 through RB13

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• P1 to P5 labels and the Career, Specialist, Manager, Director and VP modifiers are directly observable in Equifax job postings and salary datasets. Current examples include P3 Lead Software Engineer, Senior Data Engineer – Career, Operations Associate, Implementation Excellence Director and VP of Global Operations and Client Onboarding.
• No official equivalency between those labels has been published, so RB1 to RB13 is an analytical crosswalk. The mapping is strongest for software, data and site-reliability roles and weakest for sales, marketing and corporate functions, where equivalent scope can sit at a different level.
• Equifax has acquired businesses and runs international support centres, but no public source establishes a legacy-grade conversion table or a completed global harmonisation map. Any claim that a specific legacy grade equals a current P-level would be speculation.
• RB12 and RB13 are SEC-disclosed executive cohorts rather than bands. They are carried in the executive section only and deliberately excluded from the band ladder, because a single global proxy figure applied to every city would distort every location factor at the top of the ladder.
• The non-executive rows are benchmarks, not Equifax commitments. Confidence is highest where current postings or multiple role-level submissions exist and lowest in Buenos Aires, Auckland and Lima, where samples are thin or inflation-distorted.
• Singapore and the Middle East are coverage gaps rather than low-pay markets. No current major Equifax employee hub was verified in either, so no pay is generated for them at all.

Peer-level mapping

Office and market catalogue — calibration factors versus Atlanta

Equifax does not disclose employee count by city, so this catalogue ranks nothing by headcount. Location entries reflect verified office presence and open-role activity, and the 10-K names Chile, Costa Rica, India and Ireland as international support centres.

Atlanta anchor medians — the basis of every modeled cell

• The Atlanta column is the anchor. RB1 through RB5 medians come from US software-engineering and functional salary datasets, and the management rows are calibrated to the same sources' manager and director families.
• The US technical dataset spans about $77.2k of total compensation at P1 to $166k at P5 with a median package near $123k. The cross-functional RB bands widen that because product, consulting and operations submissions are far more dispersed.
• Within a country the bundle also calibrates city factors: St. Louis at 0.92 and Denver at 1.08 against Atlanta, Pune at 0.95 and Mumbai at 1.08 against Bangalore, Leeds at 0.82 and Nottingham at 0.80 against London, Melbourne at 0.98 and Brisbane at 0.92 against Sydney, and Montreal at 0.90 against Toronto.
• Cross-country compression is real and level-dependent. Bangalore runs at about 14 percent of Atlanta at the entry band and about 30 percent at senior vice president. London and Toronto move the other way, from about 72 to 75 percent at entry up to 88 percent at the top, and Dublin from 68 to 90 percent.
• Madrid is the only non-US location with a published Equifax headcount, at approximately 200 employees on its careers location page. No other city headcount is disclosed anywhere in the sources.
• The RB12 and RB13 executive cohorts are excluded from the location model entirely. Their figures are US corporate proxy disclosures, and applying a city factor to a global CEO package would be meaningless.

Executive incentive targets — percent of salary

Named-executive outcomes

• The 2023 Plan applies fungible share counting and award recycling rules, so no official pool utilisation percentage exists. Dividing the current reserve by the initial 4,970,000-share authorisation produces a tempting number that is not a valid utilisation rate.
• The 2,634,465 shares underlying outstanding awards at 31 December 2025 break down as 1,386,945 options, 490,804 RSUs and 756,716 performance shares counted at maximum payout assumptions, so the performance-share figure will settle lower if performance lands below maximum.
• The weighted-average exercise price on outstanding options was $208 with a 5.3-year remaining contractual term. Equifax insider filings during 2026 show sale prices in the $172 to $202 range, so a meaningful part of the option stack was not deeply in the money on those dates.
• The employee stock purchase plan reserve of 750,000 shares is small relative to the incentive plan, which is what you would expect of a purchase plan funded by employee contributions rather than by company grants.

Equity plan capacity and 2025 grant activity

Vesting — common reported employee schedule

Equifax does not publish a standard employee vesting schedule, so the three-year pattern above is an illustration of the common executive RSU shape rather than a disclosed policy. What is disclosed sits on the board side: the annual non-employee director RSU grant of $220,000 vests in one year and the initial director grant of $200,000 vests over three years. Performance shares carry no annual instalments at all; they settle once at the end of the performance period against total shareholder return and adjusted EBITDA measures.

Eligibility by hierarchy level

• The employee stock purchase plan is the only equity route with published, universal terms. It is generally available to eligible employees of participating affiliates after about 60 days, and the value is a 5 percent discount to the final-day price rather than the 15 percent lookback design common at large technology employers.
• Discretionary long-term incentive eligibility is not publicly established for RB1 through RB7. That is a disclosure gap, not proof that nobody at those levels receives a grant, and this report records zero rather than inventing a grant value.
• One Costa Rica P2 software-engineer salary submission carries stock value, which proves equity can occur well below the executive layer. It does not establish a standard grant policy for any band or country.
• At director and senior-director level, awards under the 2023 Plan are legally possible but standard eligibility and grant size by grade are not disclosed. At vice-president and senior-vice-president level the same is true, which is why the equity figures on those two band rows are residuals rather than disclosed grants.
• Only named-executive grants are quantified anywhere in the public record. Their 2025 target values ran from $2,850,000 for the chief legal officer to $17,100,000 for the chief executive.

Indicative annual grant value by band — Atlanta

Annualized planning value (±25%), not the face value of every new-hire grant. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Three of the named-executive component sums differ from their filed totals by one dollar because the filed components and totals are independently rounded. The filed total is retained in every case. Stock and option awards are combined into a single stock column here, and pension or deferred-compensation value is folded into other compensation, so the components reconcile to the filed total rather than matching the proxy's column headings one for one.

Board compensation framework

Director pay is a governance package rather than an employment band, and it is deliberately excluded from the pay ladder. It is worth reading alongside the employee picture for one reason: the $220,000 annual director RSU grant is larger than the total compensation of most Equifax employees below the director band, and it vests in a single year with no performance condition.

Not publicly disclosed

Modeled promotion planning timeline

The one hard progression figure Equifax publishes is volume rather than rate: about 1,800 promotions and about 2,700 hires during 2025 against a workforce of roughly 15,000. That is an internal promotion rate near 12 percent, and it is a genuinely useful number because it shows the internal ladder is active rather than ornamental. What it does not tell you is how promotion translates into pay, because no hike matrix exists.

Dataset summary

City-level H-1B wage history

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Evidence classification

Explicit “Not publicly disclosed” index

Known gaps and diligence before relying on a cell

1. 1The RB12 executive vice president and RB13 chief executive cohorts are deliberately excluded from the band ladder and carried in the executive section only. They are single global proxy figures identical in every country, and including them would force every location factor towards 1.0 at the top of the ladder and produce absurd offshore executive cells. The bundle's own city tables stop at RB11 for the same reason.
2. 2Total compensation on this page is base plus target variable pay, plus an implied long-term incentive on the vice-president and senior-vice-president rows only. No employer benefit load, superannuation, provident fund or pension cost is folded into any total, because that is employer cost rather than pay.
3. 3The equity figures on the vice-president and senior-vice-president rows are residuals between the bundle's disclosed Atlanta total and base plus target bonus, not disclosed grant values. They are labelled modelled for that reason.
4. 4Base and total calibration factors are identical in every market. That is not an oversight: the bundle's country calibration is a base-pay calibration, and there is no disclosed equity component at the affected bands from which an independent total factor could be built.
5. 5The bundle reports 22 countries from the filed 2025 Form 10-K and 24 countries from the August 2026 careers page. This report uses 22 for formal metrics and records the 24 figure as current careers-page language that may include investments or later changes.
6. 6Fiscal 2026 H-1B medians vary by source and cut, from $128,867 on the dedicated salary page to roughly $129,376 to $130,161 on overview snippets. The dedicated salary page figure is used and the variation is disclosed rather than averaged away.
7. 7Three named-executive component sums differ from their filed totals by one dollar because filed components and totals are independently rounded. The filed totals are retained.
8. 8Buenos Aires, Auckland and Lima rest on very small samples. Argentine peso figures in particular go stale quickly under inflation and currency translation and should be treated as directional only.
9. 9No share-price snapshot is published in the research bundle, so no share price is carried on this page. The only price evidence is Form 4 transaction prices between $172.16 and $201.89 during 2026 and a $208 weighted-average option exercise price at the 2025 year end.
10. 10Singapore and the Middle East appear in the original request schema but no current major Equifax employee hub was verified in either, so no pay data is generated for them.

FX rates used — 1 USD equals, snapshot 2026-08-25

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 34 sources

Equifax publishes no prior-year headcount series, no city-level headcount other than approximately 200 in Madrid, and no attrition rate at any frequency. What it does publish is flow rather than stock: about 2,700 hires and about 1,800 promotions during 2025 against a roughly 15,000-person workforce. Read together, those numbers describe an organisation that turns over and promotes actively without disclosing the rate at which people leave.

Revenue, guidance and workforce distribution

No geographic revenue split appears in any source reviewed for this report, so this panel shows the disclosed total and quarterly revenue alongside the one workforce distribution figure that is published, rather than inventing a regional breakdown.