How Companies Pay

O1–T5A technical and M1–M6 management levels, a 15%-discount stock purchase plan with selective option and RSU grants, $21.0M CEO pay (316:1 ratio), and 25 markets across 12 countries

AB1–AB12 bands spanning intern to chief executive, stock options and performance shares with a 15%-lookback non-US ESPP, $24.20M CEO pay (166:1 ratio), and 30 markets across 15 countries

Intern–B9 professional and VP–CEO executive tiers, RSUs and options vesting in annual thirds with a 15%-discount non-US ESPP, $32.53M CEO pay (192:1 ratio), and 25 markets across 13 countries

CL12–CL1 career levels, RSU grants with a 15%-discount ESPP and an MD share-matching VEIP, $29.6M FY2025 CEO pay for Julie Sweet, and pay benchmarks spanning 120-plus countries

P10–P60 individual-contributor and EM2–EM5 management levels, RSUs with 0–200% performance shares and a 15%-discount ESPP, $51.17M CEO pay (217:1 ratio), and 30 markets across 13 countries

L0–L11 modelled career bands, RSU and PSU equity under the 2018 Omnibus plan with a 95%-price ESPP, $19.1M CEO pay (284:1 ratio), and pay across 32 cities in 15 countries

B1–B12 normalized bands across US title ladders and Japan G11–G29 grades, PBRS and time-based RSUs with an undiscounted AFL stock-purchase plan, $25.03M CEO pay (396:1 ratio), 18 markets across 8 countries

L0–L8 professional and L9–CEO executive levels, a no-lookback 15%-discount ESPP with discretionary RSUs and 0–200% PSUs, $12.83M CEO pay (155:1 ratio), 24 markets across 10 countries

A0–A9 analytical bands spanning trainee to group chief executive, PSU/RSU/option long-term incentive with no broad employee share plan, $32.46M latest proxy CEO pay (346:1 ratio), 21 markets across 13 countries

R0–R8 reconstructed operations and engineering levels, performance shares and four-year cliff RSUs for about 300 managers, $11.81M CEO pay (171:1 ratio), and 24 markets across 12 countries

G7–G12 engineering and M1–M3 management levels, RSU and option equity with a 15%-discount lookback ESPP, $242,122 CEO pay on a $1 salary (1:0.97 ratio), and 19 markets across 13 countries

Software Engineer 1 to Senior Principal and normalized M1–M5 management levels, RSU/PRSU equity with a broad 15%-discount ESPP, $15.95M CEO pay (124:1 ratio), and 18 markets across 13 countries

B1–B9 analytical bands plus disclosed officer and executive tiers, PSU/RSU/option equity with no ESPP and an ESOP inside the savings plan, $15.51M CEO pay (216:1 ratio), 25 markets across 10 countries

A1–A11 professional and leadership research levels, RSU and market-stock-unit equity with a 15%-discount ESPP, $19.19M CEO pay (610:1 ratio), 19 markets across 14 countries

R0–R12 research-normalized bands from frontline associate to CEO, PSA/RSU/option equity only from senior vice president upward, $22.92M CEO pay (306:1 ratio), 21 markets across 15 countries

L3–L9 engineering and L5–L8 manager levels, GSU/PSU equity on a front-loaded 38/32/20/10 vest, $10.9M CEO pay (35:1 ratio), 30 markets across 14 countries

A1–A8 inferred career bands, performance rights from A6 upward with no equity below manager level, A$3.6M FY2025 CEO pay, and Australian, Canadian, US and UK site pay

Tier 1–Tier 8 professional levels and disclosed Band C–A executive salary bands, RSU/PSU equity with a 13–17% deferred profit-sharing contribution, $24.56M CEO pay (147:1 ratio), 12 markets across 5 countries

L4–L11 professional and L5–L8 management levels, RSUs with no annual bonus and no employee stock purchase plan, $2.07M CEO pay (51:1 ratio), and 30 markets across 17 countries

Engineer II–Fellow technical and Manager–Corporate VP management levels, PRSU/RSU/option equity with an 85%-lookback ESPP, $55.16M CEO pay (341:1 ratio), 20 markets across 12 countries

SG3–SG11 salary grades plus director and executive tiers, an ESPP with a 50% company match capped at $1,000 a year, $36.60M CEO pay (261:1 ratio), 13 US markets across 11 states

Band 20 through Band 90 colleague and leadership bands, discretionary RSUs with no confirmed ESPP, $46.24M CEO pay (814:1 ratio), 22 markets across 14 countries

B1–B10 normalized research bands from trainee to CEO, RSU and PSU equity with a 15%-discount ESPP, $14.85M CEO pay (164:1 ratio), 23 markets across 20 countries

A0–P4 professional and M1–M4 management levels, a 15%-discount ESPP for 7,000 employees against company-funded equity for 324, $7.06M CEO pay (73:1 ratio), 12 US markets and no employees abroad

B0–B3 professional and M1–M2 management levels with L1–L3 executive tiers, PSU/RSU/option equity limited to the Executive Leadership Team, $31.0M CEO pay (232:1 ratio), 17 markets across 10 countries

ARN-0–ARN-10 normalized bands from production entry to chairman, stock options and restricted stock with 0–200% PRSUs and no ESPP, $16.46M CEO pay (258:1 ratio), 21 markets across 13 countries

GCF 1–GCF 11 career framework with parallel IC and manager tracks, RSUs, performance units, options and an ESPP, $24.69M CEO pay (160:1 ratio), 21 markets across 12 countries

AM1–AM8 career bands, performance rights and deferred STI share rights with no options, A$3.3M FY2024 CEO pay, and Sydney, Melbourne and Auckland pay benchmarks

B0–B10 research bands from plant operator to division president, option-only employee equity vesting 20% a year over five years, $22.35M CEO pay (1,188:1 global ratio), 28 markets across 15 countries

N0–N10 normalized levels over a P1–P6 engineering ladder, RSU and 0–200% PRSU equity with a 15%-discount ESPP, $27.46M CEO pay (534:1 ratio), 29 markets across 16 countries

L3–L8 engineering levels and Director through SVP title tiers, private options and RSUs vesting over four years, $516,837 principal-engineer total comp at 49% equity, 14 markets across 3 countries

F0 to T5 technical and P1 to M2 professional and management levels, stock options and RSUs with a 1:1 equity donation match, $131K-$850K posted US base salaries, 13 markets across 9 countries

A1–A8 job bands, nil-cost performance rights with a A$1,000 tax-free ESAP purchase, A$5.7M FY2024 CEO pay against a A$5.9M FY2026 maximum package, and Australia, NZ, India and Philippines pay

T0–T9 professional research tiers and M1–CEO leadership layers, RSUs plus options and 0–200% performance awards with no ESPP, $13.20M CEO pay (56:1 ratio), 13 markets across 9 countries

A0–A8 research bands from Summer Analyst to Managing Director and C-suite, One Apollo stock for every employee plus carry on an 8% hurdle, $0.91M CEO pay (5:1 ratio), 16 markets across 12 countries

ICT2–ICT6 and M1–D1 dual-track levels, semi-annual RSU vesting with no cliff plus a 15%-discount ESPP, $74.3M FY2025 CEO pay for Tim Cook, and Cupertino and Bangalore pay

T1–E9 technical and M4–M7 management grades, RSU/PSU equity with a 15%-discount six-month ESPP, $29.65M CEO pay (330:1 ratio), 25 markets across 15 countries

B0–B9 analytical bands plus a named-executive tier, RSU/PSU equity with a 15%-discount ESPP, $12.97M CEO pay (97:1 ratio), 21 markets across 15 countries

B0–B10 analyst-to-partner bands under Intern through Partner titles, restricted units with carried-interest participation and no ESPP, $68.28M CEO pay (346:1 ratio), 18 markets across 13 countries

L2–5L engineering and M1–M4 management levels, RSU-only equity with an 85%-price ESPP and no options since 2023, $2.9M CEO pay (15:1 ratio), and pay across 18 global markets

B1–B9 broking and operations bands plus proxy executive tiers, PSU/option/RSU equity with a 5%-discount quarterly ESPP, $20.75M CEO pay (346:1 ratio), 22 markets across 9 countries

A0–A8 analytical bands, a 75% PSU and 25% RSU executive mix with a 10%-discount ESPP, $15.2M CEO pay (268:1 ratio), and 28 markets across a 21-country footprint

B0–B4 individual-contributor and M1–M7 management levels, selective RSU/PSU equity with a 20%-match deferred share plan, $29.91M CEO pay (215:1 ratio), and 28 markets across 16 countries

P30–P80 PASCAL career levels, equity-heavy RSUs vesting quarterly with a 15%-discount ESPP, $54,240 founder-CEO pay on a 0.25:1 ratio, and pay benchmarks across 15 countries

AS1–AS8 dual-track investment and corporate bands, a no-equity structure paying variable through the IPPP, A$1.57M all-fixed FY2025 CEO pay, and Australian, London, New York and Beijing pay

Grade 8–17 technical and M1–M6 management ladders, RSU, PSU and option equity with a 15%-discount ESPP, $30.1M CEO pay (203.5:1 ratio), and pay across 25 cities in 14 countries

AZ-1–AZ-12 analytical bands, a 15%-discount ESPP with executive-only options and no broad RSU grants, $9.6M CEO pay (331:1 ratio), and US, Mexico, Brazil and India pay

A1–A10 field, corporate and executive levels, selective restricted stock and three-year performance awards with a 15%-discount ESPP, $9.66M CEO pay (136:1 ratio), 13 US markets in one country

B0–B11 research bands from entry operator to CEO, RSU and performance-unit equity in a 60/40 executive LTI mix, $9.54M CEO pay (556:1 ratio), 27 markets across 17 countries

L1–L13 analytical career bands, ESOS options plus ₹2 ESU units under RBI deferral rules, ₹10.91 crore CEO cash pay (101.9:1 ratio), and India, Singapore, Dubai and GIFT City pay

B0–L13 observed and modelled bands, nine-tranche eXponential Stock Plan XSUs with no ESPP, a 0.3:1 pay ratio on $40,001 of CEO salary, and pay across 21 cities in 12 countries

L0–L11 analytical levels spanning intern to chairman, discretionary RSU and PSU grants with a 15%-discount ESPP, $21.36M CEO pay (310:1 ratio), and 30 markets across 14 countries

B0–B10 plant-operator to chief-executive research bands, PSU-weighted 50/25/25 executive equity with a matched ESPP, $4.22M CEO pay (46:1 ratio), 25 markets across 10 countries

R1–R9 normalized officer ladder plus a reported Band 6–Band 4 technology track, RSU and PSU equity with a $1B Sharing Success award, $41.0M CEO pay (272:1 ratio), 30 markets across 15 countries

BAX-L01 to BAX-L13 frontline-to-executive levels, modelled equity from 3% of base at senior professional to 500% at executive committee, $6.54M modelled top-of-ladder package, 23 markets across 20 countries

B1–B12 normalized bands from plant operator to chief executive, a 50/25/25 performance unit and SAR long-term incentive mix at VP and above, $17.13M CEO pay (374:1 ratio), and 30 markets across 20 countries

B0–B7 research-normalised bands with no group ladder, no Berkshire stock for employees beyond subsidiary 401(k)/ESOP and a BNSF purchase plan, $389,488 CEO pay (4.16:1 ratio), 30 markets in 16 countries

GL6–GL12 corporate technology and VP leadership levels, restricted and performance shares with an active 2008 ESPP, $17.35M CEO pay (542:1 ratio), and 11 markets across 3 countries

B1–B8 career bands, LTIP performance rights plus Shareplus one-for-one matching shares, A$13.7M realised CEO pay (94:1 ratio), and Australian, Chilean, US and UK site pay

B1–B6 scientific and B7–B11 management levels, stock options and RSUs with a 15%-discount ESPP, $8.15M CEO pay (88.9:1 ratio), and 30 markets across 14 countries

B1–B12 normalized bands from manufacturing associate to chief executive, RSUs and 0–200% PSUs with an 85%-of-lower-price ESPP, $23.65M CEO pay (113:1 ratio), and 29 markets across 22 countries

Analyst to Managing Director and Senior Managing Director levels, RSU deferral with 0–165% BPIP performance shares and a 5%-discount ESPP, $37.75M CEO pay (245:1 ratio), 29 markets across 18 countries

Intern to Senior Managing Director titles with no published grade codes, deferred restricted shares with a mandatory Bonus Deferral Plan, $125.64M CEO pay (457:1 ratio), 27 markets across 19 countries

L3–L8 engineering and L5–L8 management levels, RSUs and options with a 15%-discount lookback ESPP, $2.75 CEO pay (under 0.00001:1 ratio), 30 markets across 15 countries

BS1–BS8 inferred career bands, three-year Alignment Rights for BS6 and above with no equity below, A$4.65M FY2024 CEO pay, and Australian, US, NZ and ASEAN pay

E–M technical grades and Analyst–Managing Director corporate titles, 10-share BK Shares plus executive PSUs and RSUs with a 95%-of-price ESPP, $83.47M CEO pay (1,018:1 ratio), 19 markets across 12 countries

L1–L6 technical and K/L/M management grades, an ESPP at 95% of fair market value with executive-only RSUs and options, $23.58M CEO pay (166:1 ratio), and 35 markets across 18 countries

B1–B11 analytical bands across Booking.com E–I and Agoda ladders, RSU and PSU equity under the 1999 Omnibus Plan with no ESPP, $35.42M CEO pay (351:1 ratio), 30 markets across 22 countries

Consultant–VP consulting and Engineer–Chief Engineer technical levels, a 5%-discount quarterly ESPP with PRSUs that paid 180% of target, $13.80M CEO pay (87:1 ratio), 22 markets across three countries

Associate to Managing Director & Partner levels plus BCG X technical bands, no listed-share equity beyond the private MDP ownership program, $998.5K reported MDP total pay, 28 markets across 20 countries

A2–P5 and Fellow technical plus M1–M5 management grades, a 15%-lookback ESPP over discretionary RSU/PSU/option grants, $23.53M CEO pay (348:1 ratio), and 30 markets across 21 countries

BV1–BV8 inferred career bands, zero-price BVSAM employee rights alongside BVSAA performance rights, a £367,500 fixed CEO package estimated at A$1.5M–A$2M, and pay across six countries

EG80–EG180 enterprise grades from Analyst to Vice President, PSU/MSU and RSU equity with no disclosed employee share purchase plan, $21.88M CEO pay (131:1 ratio), and 30 markets across 16 countries

ICB1–ICB8 technical and supervisor-to-director management levels, RSUs and PSUs settling 0–200% with a 15%-discount ESPP, $205.28M CEO pay (543:1 ratio), 30 markets across 16 countries

W through E Global Career Framework bands on an R1–R13 observation spine, options, RSUs and 0–150% performance RSUs with no broad ESPP, $17.19M CEO pay (216:1 ratio), 25 markets across 7 countries

B0–B11 normalized teammate ladder from entry support to CEO, 2019 Stock Incentive Plan awards with a Teammate Stock Purchase Plan and UK SAYE, $8.64M CEO pay (117:1 ratio), 30 markets across 13 countries

BFS-1–BFS-12 frontline through executive levels, RSUs and ROIC-linked performance awards with a 15%-discount 2026 ESPP, $8.13M CEO pay (109:1 ratio), 14 markets across 43 US states

L0–L10 career ladder from trainee to CEO, RSU and PSU grants alongside a 5%-discount ESPP, $16.8M CEO pay on a 378:1 worldwide ratio, and India-heavy pay across eight global markets

C1–C8 salaried bands over a six-level retail agreement, performance rights plus a A$1,000 team member share plan, A$5.42M FY2025 CEO pay, and Australia-wide store and corporate pay

C1–C8 career bands, LTI performance rights plus a A$1,000 tax-free ESAP share grant, A$8.5M FY2025 CEO pay and the highest of the Big 4, and Australia, India, UK and Singapore pay

S1–S8 career bands, RSU and PSU grants with a 15%-discount global employee share plan, US$8.18M FY2024 CEO pay at 75% performance-related, and Australian, US, German and Swiss pay

L1–L8 career levels, RSU and PSU equity with an 85% PSU executive mix and ESPP-only pay below L6, $16.74M FY2025 CEO pay, and delivery pay across 70-plus countries

E1–E8 career bands, performance share plan LTI with deferred STI and all-staff GESP share rights, A$2.0M CEO fixed pay against an A$8.4M target total, and Australia-wide retail and hotel pay

F1–F8 career bands, performance rights plus an ESSIP salary-sacrifice share plan, A$2.97M FY2024 CEO pay, and Perth, Pilbara FIFO and international site pay

G0–G11 analytical bands, ESPP-led ownership at a 95% purchase price with 70% PSU executive LTI, $19.2M CEO pay (151:1 ratio), and 36 modelled markets across 40 countries

HM1–HM12 analytical bands, ESOP 2020 options at a ₹2 exercise price limited to senior management, ₹5.78 crore CEO pay (34.8:1 ratio), and 38 modelled global markets

E0 to MD analytical bands, ₹1 RSUs for E3–D3 with ESOP eligibility from D4 upward, ₹15.13 crore CEO pay (156:1 ratio), and India, Singapore, Hong Kong and Dubai pay

I1–I8 career bands, deferred award rights and equity performance rights with a A$1,000 employee share plan, A$5.86M FY2024 CEO pay, and Australian and New Zealand pay

B6–B10 bands topped by Distinguished Engineer and Fellow, RSU, PSU and option grants with a 15%-discount ESPP, $38.0M CEO pay (765:1 ratio), and pay across 27 global cities

JL3B–JL9+ job levels, par-value RSUs and TSR-linked PSUs reaching only 2.5% of staff, ₹80.6 crore CEO pay (752:1 ratio), and India, US, UK, Australia and Singapore pay

I1–I8 career bands, LTVR performance rights with deferred STVR share rights from I5, about A$2.8M in at-target CEO pay, and Australian pay across six capital-city markets

G3–G11 grades plus normalised executive layers, broad RSU and PSU equity with an 85%-price ESPP, $93.0M CEO pay (812:1 ratio), and grade-level pay across 40 global sites

T1–T12 analytical ER&D bands, selective ESOP grants against a mostly cash CTC structure, an estimated ₹20 crore CEO package at roughly 180 times median, and India, US, Europe and Japan pay

T0 to L8 career bands, Re.1 exercise-price stock options under ESOP 2015, ₹32.5 crore CEO pay (187:1 ratio), and India, US, UK, Europe and Australia pay

M1 Analyst to M8 Managing Director bands, MEREP retained equity and PSUs on a profit-share model, A$29.3M CEO pay with only 3% fixed, and pay across 34 global markets

L59–L80 numeric career levels, dual-track RSU vesting with a 10%-discount quarterly ESPP, $96.5M CEO pay (480:1 ratio), and US, India, Ireland, UK and Australia pay

L1–L8 career levels, LTVR performance rights with APRA-mandated 60% share deferral, A$5.6M FY2025 CEO pay for Andrew Irvine, and Australia, India, Vietnam, NZ and UK pay

H1–H11 analytical career bands, selective OSU and option grants under the 2014 Stock Plan, ₹1.81 crore CEO pay on a 9:1 median ratio, and modelled pay across 30 global locations

CL5–CL9 and T26–T29 career levels, RSU and PSU equity with an 85%-price ESPP, $25.2M CEO pay (221:1 ratio), and modelled pay across 28 global cities in 28 countries

A0–A9 research career bands, four ESOP schemes carrying a 150% share-price hurdle, ₹641 crore CEO pay that is 99.5% option-exercise perquisite, and ten Indian cities plus the UAE

Grade 3.x–8.x+ numeric career levels, broad-based ESOP options at a ₹10 exercise price, ₹148.1 crore CEO pay that is 89% option-exercise perquisites, and India, US, UK and Australia pay

Q1–Q8 pay bands, LTIP performance rights with a A$1,000 all-staff employee share plan, A$6.31M FY2025 CEO pay, and Australian, UK, NZ and US crew and corporate pay

R1–R8 career bands, executive performance rights with a salary-sacrifice employee share plan, A$2.73M CEO pay (37:1 ratio), and Australian, French and UK clinical pay

Graduate to L6 classification levels, a no-equity and no-bonus fixed-pay structure, A$1.20M Governor remuneration on a 9.6:1 ratio, and Australian, London and New York pay

R1–R8 career bands, a no-equity structure paying long-term incentives in deferred cash, an estimated A$1.5M–A$2.5M Australasia CEO package, and Australian, NZ and UK pay

S1–S8 career bands, selective options and performance rights with a A$15,000 share purchase plan, A$5.16M FY2024 CEO pay, and Australian, US, UK, German and Swiss pay

S1–S8 salaried bands over an eight-grade retail agreement, performance rights with a broad staff incentive plan, a 0% FY2025 STI that forfeited A$6.72M of CEO rights, and Australian and NZ pay

Y trainee to SP5 career bands, a no-ESOP cash-and-buyback structure with no RSUs or ESPP, ₹26.5 crore CEO pay (330:1 ratio), and delivery pay across 55 countries

U1 to E3 career bands, ₹5-strike ESOP options plus the 2025 Performance Share Plan, ₹52.1 crore CEO pay on a 98.6:1 median ratio, and location-adjusted pay for 23 global offices

T1–T8 career bands, VWAP-struck options and zero-price equity performance rights from T4, about A$4.5M FY2025 CEO pay, and Australian, UK and NZ pay across six countries

B4ii to BA inverted bands, Growthshare restricted shares and LTI rights with a A$1,000 all-staff share plan, a 90% FY2025 STI on A$2.34B net profit, and Australia, India and Asia-Pacific pay

TW1–TW8 consultant career levels, PE-style management incentive and co-investment equity after the Apax take-private, $4.3M CEO pay in FY2023 as the last public year, and 11 global locations

W1–W8 salary bands, the all-equity KEEPP plan plus a A$1,000 tax-exempt WESAP share gift, A$7.34M statutory CEO pay rising to about A$13M realised, and Australian and NZ pay

W1–W8 career bands, LTVR performance rights with APRA-mandated 60% share deferral, an A$8.35M maximum CEO package under Anthony Miller, and Australia, NZ, India and Philippines pay

B1 to E career bands, RSU and PSU plans restricted to senior bands with no ESPP, ₹53.6 crore FY2025 CEO pay for Srinivas Pallia, and India, US, UK, Australia and Europe pay

G1–G8 salary bands, LTI performance rights alongside a A$750 all-staff share award, A$4.22M reported CEO pay in a partial FY2025 year, and Australian and New Zealand pay

P1–P6 and M2–M5 dual-track levels, all-employee RSUs with a 15%-discount ESPP and executive-only PSUs, $26.2M CEO pay (119:1 ratio), and US, India, UK and Australia pay

W1–W8 career bands, PSP performance rights above W4 with a broad-based employee share plan, A$8.58M CEO pay (70:1 ratio), and Australian, US, UK, Indian and Middle East pay