CRE Development Comp

Can anyone give insight regarding institutional level compensation for working at a development shop? I'm curious as to how base, bonus, carry, etc. works. Also would like to know what each of those numbers roughly looks like on the corporate ladder (analyst, associate, vp, principal, etc.). Specifically looking for information about TX if possible.

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Based on the most helpful WSO content, here's what you need to know about compensation at a development shop:

Analyst / Associate Level:
- Base Salary: Typically, the base salary for analysts and associates can vary, but it is generally structured as Salary + Bonus + RSUs (Restricted Stock Units).
- Bonus: The bonus is usually based on both firm and individual performance.
Manager / Senior Associate Level:
- Base Salary: As you move up to a manager or senior associate level, the base salary increases, but specific numbers can vary widely by company and location.
- Bonus: Similar to the analyst/associate level, bonuses are performance-based.
VP Level:
- Base Salary: At the VP level, you might see a base salary around $250K all-in.
- Bonus: Bonuses and other compensation elements can push the total compensation higher.
- Equity Participation: Most shops don't offer equity until you reach a senior associate+ role. The payout on carried interest on development deals is usually longer-term (5+ years).
Senior Roles (Principal, Director, etc.):
- Base Salary: For senior roles, the base salary can be around $400K or higher.
- Bonus and Carry: The compensation structure becomes more variable, with significant portions potentially coming from carry (equity participation in deals). The payout on carried interest can be substantial but is typically realized over a longer period.
General Insights:
- Equity Participation: Equity participation in deals is a significant component of compensation at higher levels. The payout on carried interest can be substantial but is usually realized over a longer period (5+ years).
- Variability: Compensation can vary widely based on the company, location, and specific role. For example, in corporate development, compensation structures can differ significantly even within similarly-sized companies in the same city.

For more detailed and specific numbers, especially for Texas, it would be beneficial to look at industry-specific surveys or reach out to professionals currently working in the field.

I'm sorry, but it looks like this may be out of my ability to answer... maybe some of the links below might help?

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eshraqahmed

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CRE Development Comp

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