What executive compensation really includes
Executive compensation at the $150K+ level is rarely just a base salary. A real offer for a senior leader usually spans five or six distinct components, and understanding each one is essential before negotiating or accepting a package.
Base salary is the fixed annual cash payment — the headline number most people focus on. For C-suite roles at mid-market companies ($100M–$500M revenue), base salaries typically range from $180K to $400K depending on role, region, and industry.
Annual bonus is performance-linked cash, usually expressed as a percentage of base. CEO and CFO bonuses commonly run 30%–60% of base in large companies; in early-stage startups, they may be replaced entirely by equity.
Equity and LTIP (long-term incentive plans) are often the largest single component for senior executives at growth-stage companies — stock options, RSUs, performance shares, or phantom equity. A CTO joining a Series C startup might see a $250K base but equity worth multiples of that over four years.
Sign-on bonuses, relocation packages, and severance guarantees round out the picture. For cross-border executive moves — a common TOPHEADS use case — these components can make or break the deal.
TOPHEADS Comp Check gives you a starting point for all of these across 66 executive roles, 18 industries, and 53 regions worldwide — grounded in 25 years of real executive search placements.
How to use this page
The Explorer tab lets you browse market compensation ranges by role, industry, and region. Pick your filters and see base salary, total compensation, and typical ranges side by side. Use it to scan the market before negotiating, or to benchmark a role you are considering.
The Calculator tab runs a personalized comp estimate based on your specific inputs — role, seniority, industry, and location — and returns a tailored range you can use as a negotiation anchor.
AI Advisor (coming soon) will provide personalized negotiation guidance for Select candidates — based on your current package and target market, with tailored advice on leverage points, counteroffers, and positioning.
Why trust TOPHEADS data
TOPHEADS Comp Check is curated by Mike Torchinsky, founder of TOPHEADS. Mike has 25 years of executive search experience across financial services, technology, and professional services. His LinkedIn network spans 70,000+ senior executives across EMEA, Asia, and the Americas.
Unlike crowd-sourced salary databases, TOPHEADS data is grounded in actual executive placements, direct market observation, and ongoing conversations with hiring companies. The benchmark is updated regularly and refined as market conditions shift.
Frequently asked questions
What is an executive compensation benchmark?
An executive compensation benchmark is a data reference showing typical pay ranges for senior leadership roles across comparable companies, industries, and regions. It is used by candidates preparing for salary negotiations, boards setting executive pay, and hiring companies calibrating offers. TOPHEADS Comp Check focuses specifically on the $150K+ executive tier — CEO, CFO, CTO, COO, Chief Product Officer, and 60+ other C-suite and VP roles.
How much does a CEO earn?
CEO compensation varies enormously by company size, industry, and region. At mid-market companies ($100M–$500M revenue) in major financial centers, CEO base salaries typically range from $300K to $600K, with total compensation (base plus bonus and equity) often reaching $800K to $2M or more. Use the Explorer tab above to see ranges filtered by your specific industry and region.
What is the difference between base salary and total compensation?
Base salary is the fixed annual cash payment. Total compensation includes base plus annual bonus, long-term incentives (equity, stock options, LTIP), sign-on bonuses, and the cash value of benefits. For C-suite roles, total compensation is often 1.5x to 3x base salary, driven mostly by equity or long-term incentive plans.
How do executive bonuses typically work?
Executive bonuses are typically tied to a mix of company performance (revenue, EBITDA, specific KPIs) and individual targets set annually. Target bonus is expressed as a percentage of base salary — commonly 25%–50% for VP-level roles and 40%–100% for C-suite roles. Actual payouts depend on performance against targets and board discretion.
Why does location matter so much for executive pay?
Executive compensation varies dramatically by location due to cost of living, local tax structures, talent supply, and market maturity. A CFO in London may earn significantly more than the same role in Warsaw, while a CTO in Dubai may command a premium due to tax advantages and limited senior technology talent. TOPHEADS Comp Check covers 53 regions to capture these differences.
How does industry affect executive compensation?
Industry is one of the strongest drivers of executive pay. Quantitative finance, high-frequency trading, and private equity typically pay at the top end of the market. SaaS, FinTech, and crypto sit in the upper-middle. Traditional manufacturing, public sector, and non-profit roles sit lower. Equity structures and carry also differ dramatically across industries.
Is TOPHEADS Comp Check really free?
Yes. Both Explorer and Calculator are completely free to use with no signup required. There is no paywall, no email capture, and no account needed. TOPHEADS monetizes through its executive recruitment platform — not through data access.
How often is the data updated?
TOPHEADS Comp Check data is reviewed and updated regularly to reflect current market conditions. Revisions happen as Mike Torchinsky and the TOPHEADS team observe shifts in real executive placements across the search practice.
Executive roles covered
TOPHEADS Comp Check covers compensation data for the full executive stack, including:
General Management: CEO, COO, Chief Strategy Officer, Managing Director, Head of M&A, Head of Strategy.
Technology & Engineering: CTO, CISO, CIO, Chief AI Officer, VP Engineering, VP Data & Analytics, Director of DevOps, Head of Platform.
Product & Design: Chief Product Officer, VP Product, Director of Product, Director of Design, Head of UX Research.
Finance: CFO, Chief Accounting Officer, VP Finance, Head of FP&A, Head of Treasury, Head of Investor Relations.
Sales & Marketing: CRO, CMO, VP Sales, VP Marketing, Head of Growth, Head of Partnerships.
People & Legal: CHRO, Chief People Officer, General Counsel, Chief Compliance Officer, Head of Talent.
Data is available across industries including SaaS, FinTech, Investment Banking, Hedge Funds, HFT / Quantitative Trading, Private Equity, Crypto, Big Tech, E-commerce, iGaming, HealthTech, Insurance, Energy, Consulting, Manufacturing, Telecom, Media, and PropTech — and across regions spanning London, Dubai, New York, Singapore, Hong Kong, Frankfurt, Paris, Tel Aviv, Zurich, and 39 others.
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