I’ve been in consulting for almost 20 years. I was approached about an SVP role for a fortune 50 company, strongly considering it but don’t have a great benchmark on comp. Is $1M total comp (salary, stock, bonus) an unreasonable expectation?

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Check annual report. These are most likely published.

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1m seems low, also why do it? I’m sure you are making more now.

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Seems on the low end based on a recent convo I had with someone recruiting at that level. Would expect about 1m in cash and then significant upside through equity. Was an N-2 position at a 5b company

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Prior to Accenture I was an SVP at a F200, N-2, so ?maybe? not materially different than what you’re describing. My base was 400k, target bonus was 45%, target equity grant was 45%.

The additional levers came from individual performance and firm performance. If I got the highest individual rating, my bonus multiplier was as high as 1.8x (so 400 * .45 * 1.8).

The equity multiplier formula is the same (400 * .45 * X), and was set by the comp committee each year based on firm performance, and always applied to the tranche that is vesting that year (grants vested after three years). I’ve seen this multiplier as low as zero, and as high as 2x in my time there.

Hope that’s helpful.

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SVP pay range is typically total comp ~1M. Some of the banks could pay up to 1.5. EVP or CXOs could be up to total comp of 3M max. Only top 2-4 executives break the 3-4 M ceiling at the F500 firms.

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Untrue for pharma.

Not sure about other industries.

My SO is SVP level and well above 1M. In fact their director level reports cleared 600k last year, helped by share price. But in an average year, director level TC was 500k+. Sr D around 600-700. ED around 800-900.

Industry would help us. SVP reports to Csuite in the role? 1 million + TC sounds reasonable. Look at the listed officers beyond the ceo to see top of range and divide by 2.5

Are you a partner, and if so how many years at partner? I would take a look at Charles aris for salary reports and also do some due diligence by talking to folks in similar roles through your network. Another thought would be to hire someone that specializes in exec placement who will make sure you get fairly compensated, and handle the negotiations. Specialists that place into exec healthcare roles would have a better idea on healthcare SVP comp

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I’d venture 1.5-2m. I’ve been approached for F500 VP roles that are 500-700k (with 10 YOE)

Also depends on what firm you are at. Would imagine that a Partner from lower tier firm would get different options and offers vs MBB.

Go where the fun is. Not the money.

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It depends on the role. They also look for Big 4 names for the financial and operational roles, who are likely more qualified than coming from a MBB. 1M give or take is the right ballpark….then you get to the question of why do that if you are already making that as a partner where you are..and if at a big 4…with pension also on the way.

Agree with others, knowing layers between you and CEO would be helpful. If you’re C-2 or 3, probably about right but you should consider paying for benchmarking comp data.

Along with benchmarking, you should focus first on what YOUR compensation contour needs to be, in order for a move to make medium and long term financial sense. That is likely 20 percent, over your current arc with guarantees in case you are not a fit and to compensate you for lost accruals in pensions or other.

Have them make the first move. If you have to speak first, give them a number that is 25 percent higher and see what happens.

Good luck

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