The Análisis Salarial tab addresses one of the most critical gaps in the TinderJob dataset: Tecnoempleo only publishes salary information in approximately 19.3% of its job offers, making it statistically unusable as a salary source. To fill this gap, TinderJob uses the DS Salaries global dataset — 607 records of verified tech compensation — as the primary salary reference. All monetary values in this tab are converted to EUR at a USD × 0.92 exchange rate applied at load time viaDocumentation Index
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load_salaries(). The five charts in this tab move progressively from overall distribution to temporal trends, giving consultants a complete picture of the salary landscape.
The DS Salaries dataset is global in scope. Spain represents only 2.3% of records (14 out of 607). These benchmarks are directional reference points intended to guide reskilling program design — they should not be presented to candidates as guaranteed Spanish market rates.
Chart 1 — Salary Histogram + Violin (KDE)
The first chart renders a histogram with 40 bins ofsalary_in_eur, with a violin marginal plot above it to convey distribution shape. Two vertical dashed lines mark the median and mean.
- Median: €93,444 (green dashed line)
- Mean: €103,314 (red dashed line)
Chart 2 — Median Salary by Experience Level (Bar)
A bar chart of mediansalary_in_eur grouped by experience_label, ordered from Entry-level to Executive/Director. Bar values are displayed outside each bar in EUR format.
| Experience Level | Median Annual Salary (EUR) |
|---|---|
| Entry-level (Junior) | €51,980 |
| Mid-level (Semi-senior) | ~€82,000 |
| Senior | €124,660 |
| Executive / Director | highest bracket |
Chart 3 — Salary Dispersion by Level (Boxplot)
A boxplot ofsalary_in_eur by experience level, with outliers removed at the 95th percentile to improve visual readability. Each level uses a distinct color from the Tinder palette.
Reading the chart:
- Junior salaries cluster tightly — the interquartile range is narrow, indicating that companies pay entry-level candidates very similarly. The Junior box is the smallest on the chart.
- Senior salaries show high variance — the box is wide and the whiskers are long. Specialization, domain expertise, and negotiation skill create large salary gaps within the same experience tier.
- Practical implication: for junior candidates, choosing the right company type matters more than negotiation. For senior candidates, specialization is the primary lever.
Chart 4 — Median Salary Heatmap: Experience × Company Size
A heatmap (px.imshow) of median salary_in_eur with experience level on the y-axis and company size on the x-axis. Cell values are displayed directly on the heatmap.
Company size labels from the source data:
- Pequeña (<50): fewer than 50 employees
- Mediana (50-250): 50 to 250 employees
- Grande (>250): more than 250 employees
- Direct junior candidates to small or large companies — both pay well at entry level
- Direct senior candidates to medium or large companies for maximum salary potential
Chart 5 — Salary Evolution Scatter by Year and Level
A scatter plot of individualsalary_in_eur data points across work_year (x-axis), colored by experience level, with OLS trendlines computed per level. Outliers above the 95th percentile are removed. Point opacity is set to 0.6 to reveal density.
X-axis: work year (2020–2022) · Y-axis: annual salary in EUR · Color: experience level
Insight: all four experience levels show a positive salary trend across the observed period (2020–2022). However, the slope of the trendlines is modest — the vertical separation between experience-level clusters is far greater than the year-over-year increase within any single level. Experience level is a much more powerful salary determinant than the calendar year. The practical recommendation: invest in reskilling now rather than waiting for the market to drift upward organically.