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Resources · Compensation Benchmarks
A 2026 benchmark for executive base salary, total cash, and bonus structure across the 14 industries we serve. Built from public proxy filings, BLS OEWS data, and our own placement experience — calibrated for U.S. mid-market and lower-enterprise companies.
The fixed cash component, before bonus or equity. Most useful for comparing offers and structuring counter-offers.
Base plus target annual bonus, before long-term equity. Best single number for year-over-year offer comparisons.
Equity grants, RSUs, performance units, options. Typically 50–150% of total cash at the CFO and COO level — not included in the tables below.
Ranges reflect U.S. mid-market companies ($100M–$2B in revenue). Larger enterprises typically sit 20–40% above the upper bound; early- stage companies 15–25% below the lower bound with equity offsetting the gap.
Heavy capex and multi-plant P&L scope push CFO and COO comp toward the top of the mid-market band.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $260K – $425K | $475K – $950K | 50–100% of base |
| COO | $275K – $450K | $500K – $1.1M | 50–100% of base |
| VP | $195K – $285K | $275K – $475K | 30–60% of base |
Provider, payor, and life-sciences sub-sectors vary widely; regulated payor roles pay a premium.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $285K – $475K | $525K – $1.1M | 50–100% of base |
| COO | $295K – $495K | $560K – $1.2M | 50–100% of base |
| VP | $210K – $310K | $300K – $525K | 30–60% of base |
Equity is the dominant lever; cash bands trail SaaS peers but long-term incentive can double total comp.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $275K – $450K | $525K – $1.1M | 50–100% of base |
| COO | $285K – $465K | $560K – $1.3M | 50–100% of base |
| VP | $220K – $325K | $325K – $550K | 30–60% of base |
Bonus-heavy structures; total cash is frequently 2-3× base at the CFO and COO level.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $310K – $525K | $625K – $1.4M | 50–100% of base |
| COO | $325K – $550K | $675K – $1.6M | 50–100% of base |
| VP | $230K – $340K | $375K – $650K | 30–60% of base |
Partner-track economics and origination credits influence VP-level benchmarks more than industry medians.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $255K – $415K | $460K – $900K | 50–100% of base |
| COO | $275K – $445K | $495K – $975K | 50–100% of base |
| VP | $200K – $295K | $285K – $490K | 30–60% of base |
Non-profit higher-ed sits below the band; ed-tech CFOs track tech-sector benchmarks.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $225K – $365K | $395K – $775K | 50–100% of base |
| COO | $235K – $380K | $420K – $825K | 50–100% of base |
| VP | $175K – $260K | $240K – $425K | 30–60% of base |
Cleared-talent premiums and contract-vehicle scope drive 10-15% uplifts on cash and bonus targets.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $265K – $430K | $485K – $960K | 50–100% of base |
| COO | $280K – $455K | $515K – $1.1M | 50–100% of base |
| VP | $205K – $305K | $290K – $510K | 30–60% of base |
Cyclical industry; long-term incentive components are heavier than cash bonuses at the CFO level.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $275K – $460K | $510K – $1.1M | 50–100% of base |
| COO | $290K – $480K | $550K – $1.2M | 50–100% of base |
| VP | $210K – $315K | $300K – $525K | 30–60% of base |
Cash bands track tech medians but equity carries the vast majority of total comp at venture-stage companies.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $285K – $475K | $555K – $1.3M | 50–100% of base |
| COO | $295K – $490K | $585K – $1.4M | 50–100% of base |
| VP | $230K – $350K | $345K – $600K | 30–60% of base |
Multi-property scope expands ranges; REIT operators pay above brand-managed peers.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $245K – $395K | $435K – $850K | 50–100% of base |
| COO | $260K – $415K | $470K – $925K | 50–100% of base |
| VP | $185K – $275K | $260K – $450K | 30–60% of base |
Franchise vs. corporate-owned models drive material divergence in COO and VP-Ops benchmarks.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $235K – $385K | $410K – $800K | 50–100% of base |
| COO | $250K – $405K | $445K – $875K | 50–100% of base |
| VP | $175K – $265K | $245K – $425K | 30–60% of base |
Margin pressure has compressed cash bonus targets; retention equity grants are becoming common.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $240K – $395K | $425K – $825K | 50–100% of base |
| COO | $255K – $415K | $460K – $900K | 50–100% of base |
| VP | $180K – $270K | $255K – $440K | 30–60% of base |
Project-margin bonuses and signing bonuses are increasingly used to close VP-level gaps.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $255K – $420K | $460K – $910K | 50–100% of base |
| COO | $275K – $445K | $500K – $1M | 50–100% of base |
| VP | $195K – $290K | $275K – $480K | 30–60% of base |
Fractional CHROs and CPOs typically command $250–$450/hr or $15K–$35K/mo retainers in this category.
| Role | Base salary | Total cash | Typical bonus target |
|---|---|---|---|
| CFO | $225K – $360K | $385K – $750K | 50–100% of base |
| COO | $240K – $380K | $420K – $825K | 50–100% of base |
| VP | $170K – $255K | $235K – $415K | 30–60% of base |
Mid-market CFO base salaries typically run $260K–$475K depending on industry, with total cash compensation ranging from $475K to over $1.4M. Finance, healthcare, and AI sectors sit at the top of the band; education and hospitality at the lower end.
Base salary plus a target annual bonus of 50–100% of base for CFOs and COOs, and 30–60% for VPs. Long-term incentive (equity, RSUs, options) sits on top and frequently equals or exceeds the cash component.
Cleared-talent and federal contract-vehicle scope generally drive a 10–15% premium on cash compensation versus commercial peers of similar revenue size.
Directional benchmarks. For a binding compensation strategy on a specific role we'll build a custom study — combining your industry, geography, revenue band, and growth stage with real-time placement data.
A printable 2026 reference covering fee structure, payment schedule, guarantees, and retained-vs-contingency framework. We'll email it to you and start the download instantly.
We'll build a confidential compensation study for your specific opening — industry, geography, revenue band, and growth stage — using real-time placement data from our retained search practice.
Methodology: ranges aggregate public proxy filings (DEF 14A), BLS OEWS data, Equilar mid-market data, and McKenny Group placement history from the trailing 24 months. Figures are directional and should not be used as a binding offer reference without a custom study.