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Katrine Razniak, 27, arrived in San Francisco in 2022 as a recruiter at LinkedIn, earning $70,000 a year. Her annual salary soared to $180,000 when she joined the software company Rippling to lead a team of account managers. Her partner, Adam Woodbury, 39, moved to the city in 2021 and earns $185,000 as a software engineer.
These days, even those six-figure salaries are no longer enough in San Francisco. READ MORE
The Wall Street Journal just released its annual CEO pay analysis, and the data shows a clear rebound in payouts following a post-2021 slump. Notably, more CEOs made $100 million or more in 2025 than in any year since then.
Eight chief execs at S&P 500 companies hit a nine-figure payout, including a few names you’ve probably heard of: Warner Bros. Discovery’s David Zaslav came in fifth with $165 million in total pay, Blackstone’s Stephen Schwarzman hit sixth with $126 million and Goldman Sachs’ David Solomon scored seventh at $119 million. READ MORE
A new round of compensation data suggests U.S. CEO pay is rising once more, reviving an old debate over what corporate "discipline" actually looks like.
Among S&P 500 companies, eight CEOs cleared the $100 million mark, with one package far larger than the rest. READ MORE
Who is the highest paid CEO in all of pharma? To be honest, the 2025 list of top paid chief executives looks a lot like the 2024 list. And that’s no surprise, given the year this CEO oversaw.
Eli Lilly’s David Ricks took home $36.7 million for the year, representing a 26% pay bump over the year prior. He helped the storied pharma along to a 45% revenue increase to $65 billion. Lilly broke the pharma mold in 2025, with its market cap rising 25%, briefly hitting a $1 trillion valuation.
So Ricks has commanded a compensation package to match, with Lilly’s board eager to keep him happy. READ MORE
Few college majors pay better after graduation than computer engineering.
The major also shows why more high school graduates are questioning whether a bachelor's degree is worth it: computer engineers earn the highest early-career median wage of any major, $90,000, but they also face an unemployment rate of 7.8%, one of the highest the Federal Reserve Bank of New York tracks. READ MORE
Consider someone holding a share award in a private company.
They received it twelve months ago, during an optimistic conversation about growth and value creation. They signed the documents. They may even have paid something for it.
But ask them today what it is actually worth - not the number communicated, but what has to happen before they can make money from it - and many will struggle to answer. They know they have "equity". They are less clear on what they own, what sits ahead of them in the capital structure, what conditions apply and whether the exit timeline is realistic. READ MORE
A new analysis found that those who bring AI knowledge to a job may have an easier time getting work—and a higher-paying salary.
The findings stem from PwC’s 2026 Global AI Jobs Barometer, which analyzed over a billion job advertisements around the world. READ MORE
Between your early 20s and your early 30s, your paycheck makes its biggest leap.
Median weekly earnings jump to about $59,800 a year, a $19,708 gain over workers under 25, the biggest jump between any two age brackets. READ MORE
On June 23, 2026, the landscape of executive compensation in the U.S. has seen a significant shift, with over 12 CEOs surpassing $200 million in annual pay, marking a record high since 2021. Among these, Shankh Mitra of Welltower Inc WELL stands out with a staggering compensation package of $821 million, primarily in stock awards. This trend raises questions about the alignment of executive pay with investor returns and the overall health of corporate governance. READ MORE
When one of the world's richest people starts arguing that someone else should be paying less tax, ears tend to perk up.
During an interview with CNBC last month, Amazon founder Jeff Bezos weighed in on the growing debate over wealth inequality and the financial pressures facing many Americans. Rather than focusing on who should be blamed, Bezos argued that policymakers should spend more time identifying why people are struggling in the first place and less time searching for villains. READ MORE
Every year, proxy season creates a familiar scramble. HR and compensation teams spend weeks analyzing dense SEC filings to answer a critical question from the board: How do our executive pay and corporate governance structures compare with our peers?
Following the conclusion of proxy season, HR and compensation teams use key peer policy information and updates to prepare for annual meetings and upcoming board and compensation committee meetings. However, sorting through and analyzing the information can be quite challenging for teams. READ MORE
The research comes as CFOs take on an expanding set of responsibilities spanning areas such as capital allocation, mergers and acquisitions, and technology oversight, even as turnover and talent shortages continue to pressure the finance leadership pipeline.
CFO turnover is cooling from recent highs but remains elevated by historical standards, according to a recent report from Russell Reynolds Associates. Among public companies listed on major global stock indices, 4.9% appointed a new CFO in the first quarter of 2026, down from a record 5.2% a year earlier and marking the first year-over-year decline in CFO appointments since 2022, the firm said. Activity, however, remains above the seven-year Q1 average of 4.4%. READ MORE
Tariffs introduced by US president Donald Trump are showing up in an unusual place: executive pay. New research from DragonGC, titled Tariff disclosures and executive compensation: S&P 500 2026 proxy analysis, has found that companies across the index used this year’s proxy statements to explain how sweeping US trade measures affected incentive plans, payout decisions and the way compensation committees judged management performance. READ MORE
As part of its efforts to simplify US public company reporting and disclosure requirements, the Securities and Exchange Commission (SEC) proposed sweeping amendments to its public company reporting framework on May 19. The changes include significant reductions to required executive pay disclosure for most public companies. Only large accelerated filers (LAFs), which are defined as those with public float of $2 billion or more, would still be required to comply with the current rules. All other companies (approximately 80% of current public companies) and, for at least a five-year period after going public, newly public companies would be categorized as non-accelerated filers (NAFs). NAFs would be able to take advantage of scaled disclosure rules that currently apply only to emerging growth companies (EGCs) and smaller reporting companies (SRCs). A subcategory of small NAFs with total assets of $35 million or less (SNFs) would receive additional accommodations. READ MORE
Elon Musk earned more in fiscal year 2025 than any other public company executive—by an almost incomprehensible margin.
His $158.4 billion Tesla stock award, reinstated by the Delaware Supreme Court after years of litigation, placed him atop the annual executive compensation rankings published by C-Suite Comp, whose data covers approximately 3,700 public company chief executives and whose figures reflect fiscal year 2025 for most companies. The award was so large C-Suite Comp removed Musk as a statistical outlier before calculating broader market trends. READ MORE
At a Senate Homeland Security Committee hearing, Senator Josh Hawley (R-MO) questioned U.S. Postal Service nominees over reported executive bonuses despite ongoing concerns about slow mail delivery and service performance. READ MORE
Standard practice for attracting and recruiting candidates has generally involved understanding how much money they currently make, but not having to be specific about what positions paid if they were the final selection. Starting June 7, 2026, the EU is effectively turning this around. From this time forward, the EU Directive on Pay Transparency (Directive (EU) 2023/970) will be enforced.
Under this directive, employers will have to disclose salary ranges for advertised positions. Employers will not be able to ask candidates about their pay history. Alongside this, companies will have to report gender pay gaps—the percentage difference between the average male and female gross earnings. For companies with more than 250 employees, they are expected to report this annually; companies with between 150 and 249 employees report it every three years; and those with between 100 and 149 employees report it every three years from 2031. READ MORE
A new report from Downtown Seattle Association (DSA) claimed that Seattle lost thousands of jobs and significant property value in the years since implementing the "JumpStart" payroll tax in 2020.
Monday's report compared Seattle's status with its neighboring city, Bellevue, which has no comparable payroll tax or social housing tax, and found that while Seattle's workforce and property values have shrunk, Bellevue's has remained resilient. READ MORE
A new report on the U.S. housing sector finds that activity remains subdued through the first part of the year as high costs suppress demand.
The Joint Center for Housing Studies of Harvard University released its annual "State of the Nation's Housing" report on Wednesday, which found that existing home sales remain near the lowest level in three decades that was first reached in 2023. READ MORE
Private industry employer costs for employee compensation among the four regions of the country ranged from $41.59 per hour in the South to $54.61 in the Northeast in March 2026, the U.S. Bureau of Labor Statistics reported today. In the other two regions, hourly employer costs for employee compensation stood at $43.82 in the Midwest and $51.16 in the West. (See chart 1.) In addition to regional estimates, employer costs for nine smaller geographic divisions are also available. Within divisions, total compensation costs ranged from $37.29 per hour in the East South Central division to $55.14 in the Pacific region. (See table 1.) Employer Costs for Employee Compensation (ECEC) are based on the National Compensation Survey, which measures employer costs for wages, salaries, and employee benefits. READ MORE