An executive compensation benchmark shows what CEOs, CFOs, VPs, and Directors typically earn at companies of different sizes. Compensation varies enormously by revenue tier, industry, and company stage — understanding the ranges helps you negotiate effectively and structure competitive packages.
Look Up Benchmarks
Select a role and company size to see benchmark data.
Executive Compensation Components
| Component | Typical Range |
|---|---|
| Base Salary | 100% baseline |
| Annual Bonus | 25-150% of base |
| Equity (Early Stage) | 0.1-2% options |
| Equity (Growth/Public) | $100K-$500K/yr RSUs |
| Benefits (Health, 401k) | $20K-$50K/yr value |
| Perquisites | $5K-$100K/yr |
How to Use the Executive Compensation Benchmark
Executive compensation has multiple components — base salary, annual bonus, equity, benefits, and perquisites. The right benchmark depends on company revenue, industry, and role. A CEO at a $5M SaaS startup earns very differently from one at a $500M manufacturing company, even if both have the same title.
Step 1: Select Your Role and Revenue Tier
Match the role as closely as possible and use the company's current annual revenue, not projected or ARR-adjusted figures. Revenue is the most consistent predictor of executive pay across industries. A $50M revenue company in any industry has roughly similar CEO compensation requirements.
Step 2: Understand the Industry Modifier
Technology and finance executives earn 20-40% more than equivalent roles in manufacturing or professional services at the same revenue level. Healthcare and biotech often pay above-market for CFOs and COOs due to regulatory complexity. Nonprofit roles typically pay 40-60% below for-profit equivalents.
Step 3: Focus on Total Compensation, Not Just Base
For most executives, equity is the primary wealth-building vehicle. A $200K base with $400K in annual RSUs and a 40% bonus target is more valuable than a $280K base with no equity. When negotiating or benchmarking, always calculate total compensation value including equity at current valuation.
FAQ
How accurate are these executive compensation benchmarks?
These benchmarks are based on aggregated data from public filings (proxy statements), compensation surveys, and industry databases. They represent typical ranges, not guarantees. Actual compensation varies significantly by industry, geography, company stage, and individual negotiation. Use as a starting point for research.
What components make up executive total compensation?
Executive total compensation typically includes: base salary (guaranteed cash), annual bonus (performance-based, usually 50-150% of base), long-term incentives or equity (stock options, RSUs, often the largest component at growth companies), benefits (health, life insurance, retirement), and perquisites (car allowance, expense accounts, etc.).
How does equity compare to cash in executive packages?
At startups and growth companies, equity often represents 2-5x the annual cash compensation. At public companies and large corporations, equity grants as RSUs can represent 50-200% of base salary annually. Equity becomes the primary wealth-building vehicle for most executives at companies with strong growth trajectories.
What is the difference between CFO and CEO compensation?
CFO compensation is typically 60-75% of CEO compensation at the same company. For a company with $50M revenue where the CEO earns $600K, the CFO might earn $360-450K. This ratio holds fairly consistently across company sizes, though at smaller companies the gap may be smaller.
Is this executive compensation guide free?
Yes, completely free with no signup required. The benchmark data is accessible immediately with no account needed.