2026 CEO Salary & Compensation Survey

New research from 350 CEOs and Presidents

What Data is Included in JM Search’s 2026 CEO Compensation Study

JM Search’s 2026 CEO Compensation & Insights Study combines salary, bonus, and equity benchmarks with findings on leadership experience, board dynamics, retention, and founder transitions.

The report breaks down the following and more:

  • Salary, bonus, severance, and sign-on compensation by company size
  • Equity structures, ownership points, and target equity value
  • First-time and repeat CEO comparisons
  • Transaction experience and paths to the CEO role
  • Compensation perceptions, review cadence, and retention considerations
  • Board engagement, work models, and founder-transition dynamics

Table of Contents

Five Findings Every Board, Investor, and CEO Should Know

At what revenue level does CEO pay jump the most?

Base salary and target bonus generally rise with company size, but the clearest shift appears once a company reaches $250 million in annual revenue. At that level, a base salary of more than $500,000 and a target bonus exceeding 75% of base salary become the most commonly reported levels.

What makes a CEO equity package competitive in 2026?

Among current CEOs and Presidents, 85% identified equity value and long-term upside as one of the two most important elements of a competitive compensation package. Among PE- and VC-backed CEOs, 79% cited potential value at exit as one of the two factors that make equity most attractive.

Do repeat CEOs get better equity terms than first-time CEOs?

Among PE- and VC-backed CEOs whose equity is expressed in ownership points, 78% of repeat CEOs hold at least three points, compared with 52% of first-time CEOs. Repeat CEOs are also more likely to report a target equity value greater than $10 million, 39% compared with 22% of first-time CEOs.

Do CEOs who feel underpaid actually consider leaving?

Out of the 40% of current CEOs and Presidents feel they are paid below market, 59% of that group considered leaving in the prior six months (vs. 37% of those who feel paid at or above market). Overall, leadership and stakeholder challenges outrank compensation as the leading reason CEOs consider leaving.

Is a founder transition harder if the founder stays involved afterward?

Not particularly. Our study found that 45% of CEO respondents stepped into a founder-led business, and challenge rates were similar whether the founder exited (47%) or stayed involved in a new role (52%). Among CEOs who did encounter difficulties, 78% of respondents cited people/team/change-management issues as the leading cause, not the founder’s continued presence.

What Makes a CEO Opportunity Competitive in 2026?

A CEO’s base salary is part of the answer, but it wasn’t the only factor. Long-term equity value, board and investor alignment, governance, and the demands of the role also shape how executives evaluate an opportunity.

Most Important Elements of a Competitive Package

What do you believe is most important for a CEO compensation package to feel competitive today? (select top two)

79% said potential value at exit, 39% said size of equity ownership granted at hire, 38% said acceleration upon exit, 13% said vesting schedule, 10% said opportunity for additional equity grants, and 9% said performance targets tied to equity

What Makes Equity Attractive Across All PE/VC-Backed CEOs

Which elements of an equity package make it most attractive to you? (Select top two)

85% said Equity value/long-term upside, 52% said market-level base salary, 23% said market-level bonus opportunity, and 10% said downside protection (severance, acceleration)

Who Should Use the CEO Compensation Study?

Whether you are hiring a CEO, reviewing a compensation package, or evaluating your next opportunity, the study provides a current reference point for those decisions.

Boards, Investors, and Owners

Use the findings to inform CEO hiring, compensation reviews, succession planning, and founder transitions.

CEOs, Presidents, and CEO Candidates

Place compensation and equity in the context of company size, leadership experience, and the broader expectations of the role.

How to Use the 2026 CEO Compensation Data

Benchmark CEO Compensation with Greater Context

Compare salary, bonus, severance, and sign-on compensation across company revenue bands.

Evaluate the Full Equity Opportunity

Put ownership levels and target equity value in context and understand what CEOs prioritize when assessing long-term upside.

Inform Board and Investor Discussions

Bring the most current CEO compensation data and insights into conversations about incentive design, leadership alignment, and succession planning.

Understand the Demands of the Role

Explore the career paths, pressures, board relationships, founder-transition dynamics, and more shaping the CEO experience.

Meet the CEOs and Presidents Who Took Part in Our Survey

Respondents represented a range of industries, ownership structures, and company sizes. Nearly three-quarters represented investor-backed companies, and more than half led businesses with less than $100 million in annual revenue. 

Study Methodology

From March to May 2026, JM Search conducted an anonymous online survey of executives with current or recent CEO and President experience. More than 3,000 executives were invited to participate, and 350 completed the survey.

Of the 350 respondents, 297 were serving as CEOs or Presidents at the time of the survey. The remaining 53 were in transition after holding the role within the prior six months.

Compensation, pay perception, and retention findings reflect the 297 sitting CEOs and Presidents. Equity findings are based on eligible PE- and VC-backed respondents, with sample sizes varying by question. Responses are reported only in aggregate, and compensation figures are presented in U.S. dollars.

Get the Complete CEO Compensation Report

The full report includes:

  • Detailed salary, bonus, and equity data by company size

  • Insights into the career pathways that shape today’s CEOs

  • A look at how CEOs respond to the demands of their role

  • Key differences between first-time and veteran CEOs, including in retention, satisfaction, and more