Salary progression for F500

Hello Monkeys,
Long time lurker here. Thanks to this site I have been able to work my way into a F500 FP&A Financial Analyst from a complete non-target that could be considered a notch above community college. I am starting at 70K which is solid (low COL city) but I was curious as to what the salary progression looks like for Corp. Fin.

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Comments (68)

Apr 28, 2018 - 7:36pm

I figured as much. I was happy with 70K starting compared to what I have seen other companies offer. Obviously, the progression is much less in comparison to the IB->MBA->PE/HF route but from what I have seen the work/life balance is unreal which makes the trade off okay.

Best Response
May 1, 2018 - 11:48pm

70 is solid for an entry level FP&A role.

I know there are a number of threads on this topic already but here are a few anecdotal numbers have seen in my area (low COL) CF comp is roughly as follows:

Analyst - $60-$80k Bonus 0-10%

Senior analyst - $75-$110k 10-20% Bonus

Manager/Sr Manager - $90 - $220k 20-40% Bonus

Director/Sr Director - (Generally starts to include stock) $200-$600k all in

VP - $350 - $1M

SVP/EVP/CFO - $600 - $6M

The above is an agglomeration of individual data points and anectdotal discussions for industries which included Oil & Gas, Power & Utilities, Semiconductors, Mining, Defense and Manufacturing.

For the above industries I would rank pay as follows:
1) Oil&Gas/Mining
2) Power&Utilities
3) Semiconductors
4) Manufacturing
5) Defense

The issue here is that as you can see comp ranges vary so much as to be almost meaningless at the higher levels. However my advice is that there are two things that will impact your comp trajectory most:

1) industry/company
2) Company promotion speed and treatment of high performers.

Edit: Given feeback below I tweaked the lower ends of the executive ranges since some users thought they were not reflective of the lower end of their industry/firm's pay for those levels.

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May 1, 2018 - 7:31am

Can confirm the progression above for financial services (corporate, not IB, S&T, etc.), $30B in revenue per year.

May 3, 2018 - 9:51am

There was a post a few years ago where we had this discussion. I laid out what I've seen and experienced and then there was some good discussion. If you can find it, I think it was a little more realistic than the threads here.

twitter: @CorpFin_Guy
May 1, 2018 - 9:04pm

"I know several people in the industry." Which industry? Corporate finance is a generic term for people who work in finance, accounting, and treasury across dozens of industries and with many different comp structures and seniority levels.

"Your numbers are way too high across the board." Can't be true. There are dozens of people on this board who can verify the first two ranges at a bare minimum. Some of them have already posted. You clearly have a problem with the high ends of specific ranges. If so, name them and I am happy to give you specific examples of individuals (title/company size/industry/ years of experience) I know who have comp packages in those ranges.

Edit: This is actually easier. Check out this link. California requires the publication of the annual compensation (Salary, Stock, Bonus (all lumped into one line)) for every employee who makes more than $125k per year for public utilities. Southern California Edison is a peer of one of the utilities I have worked with and they have very similar comp structures (despite being in a lower cost area than LA). The file at this link has employees who are at all of the ranges I mentioned with the sole exception of $6M for CFO which can be easily verified by pulling proxies for F500 energy companies.

The majority of these employees (even though you can't necessarily tell functional area) are in business roles like HR, Finance, Regulatory Affairs and business unit support roles which all have relatively similar comp structures. This is again, based on my experience working with a similar utility elsewhere.

Happy browsing!
http://www.cpuc.ca.gov/General.aspx?id=6442454119

May 1, 2018 - 11:07pm

Mirror what Praesto said. CRO's numbers seem high compared to FS & Telecomm. industries for Director+. Those industries I'd say median salary range for Directors' is probably closer to $150k - 180k, and VP probably $220 - 280k...not even sure after that as balance of salary to stock comp. switches.

Wouldn't shock me that O&G on average pays more than FS, but almost double at the low range of Director & VP raises an eyebrow.

May 10, 2018 - 4:44pm

While I don't work in CF (I work in brand management at a F500 CPG), based on what I know from my own company those all seem reasonable. To give a point of comparison, for my function (marketing), comp is roughly (numbers below are all-in):

Associate Manager: $105-120k
Manager: $140-155k
Sr Manager: $170-185k*
Ass Director: $200-220k*
Director: $250-350k*
VP: $400k+*

*These numbers are cash-only. Sr Mgr and above at my company get annual equity grants, but I have no basis on which to judge how large those are or the vesting period.

Director range is so wide since we don't have "Senior Director", so there are varying levels of Director pay without associated title bumps (someone may have 3 different roles over 7-8 years all with the title Director but each is technically a promotion w a new pay level).

EDIT: Standard progression is 2-2.5 years to promotion in each of the roles above. Average time from Assoc. Manager to Director is ~9 years. Associate Manager is the post-MBA role.

  • 4
May 3, 2018 - 4:10pm

Interesting info. Marketing seems to be non-existent around here. What is the pre-MBA progression/salary like? Curious about the undergrad to MBA part of the brand management path

Array

Apr 30, 2018 - 3:55pm

I'm currently in a F50 FLDP. The program is rotational and 3 years long.

Enter in at 80k all-in and you receive a raise every year getting you to around $100k at the end of 3 years.

Graduate to Sr Analyst at the end of the program and are looking at $100-120k

General rule is if they've kept you on to be a Sr Analyst after your FLDP, you should be in line for a promotion to manager after 1-3 years as a Sr Analyst. Once you're a manager, you're looking at around $150k and the rest is aligned with what CRO said above.

An FLDP gets you paid more early on and really speeds up promotions.

Apr 30, 2018 - 4:17pm

Make your boss' life easier on a daily basis and you'll get promoted up alongside him. I'm in corp fin F500 and I was promoted twice in a year (first was from intern to full time analyst). My boss clearly stated to me his desire to be promoted in the next couple years and that he needs to trust someone to take over his position first.

May 1, 2018 - 2:33pm
grassmuffin:

Why are the
FP&A analysts and Sr. FA and managers making way more than the Chemical, Mechanical,and Electrical engineers at the same company?

Engineers will indeed pull in more than their non-technical peers if working at a technical shop. That said, I think from bottom to top these estimates are accurate for FP&A folks, with the assumption that oil & gas and tech pull these ranges higher. I'd expect industries outside of the top tier to fall at the lower end of this range (or outside entirely) but am curious if CRO agrees.

May 10, 2018 - 9:43pm

Promotions that I've seen are around a 8-10% bump. Normally at the senior level a bump in incentive pay as well.

Nov 2, 2018 - 3:58pm

I did IB for 1 year and made about 130k.. decided I didn't like the hours pivoted to FP&A, I started off as an FP&A - made about 60k all in. Got promoted to Senior Analyst - made 85k + 20% bonus. Now I'm a FP&A Manager my base is 110k + 20% bonus depending on my firms performance. I'm in the office everyday at 8:30 and leave regularly right around 5 pm... Best decision I have ever made. Hope this helps.

Nov 8, 2018 - 12:15pm

I spent 1 year 3 mo as an FP&A Analyst at F10 company made 60k all in (Cincinnati).. I posted my resume with experiences on a few job boards. Interviewed for a couple Senior FP&A positions, (I thought I was defiantly unqualified due to me being an FP&A analyst for 1 year) surprisingly I got offers from all the places I interviewed at.. I started as a Senior FP&A at a small tech shop in NYC spent 2 years there. I made 85k + 20% bonus... From there I got contacted through linkedin about a FP&A Manager position at a Real Estate firm, (once again I thought I was under qualified...) Got an offer 1 week after my interview and have been here for the past 2 months. I make 110k base + 20% bonus(Chicago). My path is defiantly not for everyone. In FP&A the quickest way to see significant increases to your salary is to bounce around.. Just make sure your resume looks good and pull the trigger if the opportunity is right. PM me if you want more detail dan_yo23

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