$15M–$50M
Typical ARR range at Series B
0.1–0.5%
Equity range for VP-level hires (Series B)
4-yr
Standard vesting schedule with 1-yr cliff
Series B Executive Compensation by Role: 2026 Benchmarks
| Role | Base Salary | Target Bonus / OTE | Equity (Options/RSUs) | Total Year-1 Cash |
|---|---|---|---|---|
| VP of Sales | $175K–$220K | $280K–$380K OTE (50/50) | 0.15%–0.4% | $280K–$380K |
| VP of Engineering | $210K–$260K | 10–20% bonus | 0.1%–0.35% | $235K–$310K |
| CFO | $220K–$280K | 20–30% bonus | 0.15%–0.4% | $265K–$365K |
| CTO | $220K–$275K | 15–25% bonus | 0.12%–0.35% | $255K–$345K |
| CMO / VP Marketing | $185K–$235K | 15–25% bonus | 0.1%–0.3% | $215K–$295K |
| VP of Product | $200K–$250K | 10–20% bonus | 0.1%–0.3% | $225K–$300K |
| COO | $230K–$290K | 20–30% bonus | 0.15%–0.4% | $275K–$375K |
| VP of People / CHRO | $175K–$225K | 10–20% bonus | 0.1%–0.25% | $195K–$270K |
| VP of Customer Success | $165K–$210K | 15–25% variable | 0.08%–0.25% | $190K–$260K |
| General Counsel | $225K–$285K | 15–20% bonus | 0.1%–0.3% | $260K–$340K |
Equity Benchmarks at Series B: How to Structure the Package
Equity at Series B is typically granted as stock options (ISOs for employees, NSOs for contractors) with a 4-year vesting schedule and 1-year cliff. At companies that have recently adopted RSUs, the vesting schedule may differ but the economic value targets remain similar.
| Seniority Level | Typical Equity Grant | Vesting | Post-Series B Dilution Context |
|---|---|---|---|
| C-Suite (CEO hire, CFO, COO, CTO) | 0.2%–0.6% | 4-yr / 1-yr cliff | Series C expected to dilute by 20–25% |
| VP Level (first hire into role) | 0.1%–0.4% | 4-yr / 1-yr cliff | Same dilution expected |
| VP Level (scaled company, not first hire) | 0.05%–0.2% | 4-yr / 1-yr cliff | Replacement hire; lower grant typical |
Geographic Adjustments for Series B Executive Pay
| Market | Cash Adjustment vs. National Median | Equity Adjustment |
|---|---|---|
| San Francisco / NYC | +15%–25% | No adjustment — equity is market agnostic |
| Boston / LA / Seattle / Austin | +5%–12% | No adjustment |
| Remote-first (no HQ premium) | Varies by candidate location | No adjustment |
| International (non-US) | –20%–40% vs. US base | Typically lower grant due to lower exit multiple expectations |
Where Series B Companies Lose Candidates on Compensation
- Cash below Series C market: Candidates who have Series C+ offers compare total cash packages. If Series B base is 15%+ below Series C equivalent, the equity story must be compelling.
- Equity at below-market dilution-adjusted value: Candidates model post-Series C and post-Series D dilution. A 0.2% grant at a $100M post-money valuation looks different than a 0.2% grant at a $500M post-money valuation.
- No defined bonus plan at offer stage: Bonus percentages stated verbally at Series B often fail to materialize. Candidates with experience at this stage require written bonus plan documentation.
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