Establishing the fixed salary

You cannot rely exclusively on benchmarks and market practices, so you will have to build grids of compensation across your company. For each type of position (“tracks”), you should have a dedicated grid. You’ll end up with grids for sales, developers, product managers, etc. 

The bigger your company, the more tracks you will have (eg: data scientist, buyers, account managers, etc.). These grids should reflect market compensation, becoming efficient proxies between two compensation benchmarks.