VP salary ranges from $110,000 to $362,000+ in total compensation, with a median base of $168,000 according to PayScale and an average total comp of $247,000 according to Glassdoor. In tech companies, VP total compensation regularly exceeds $450,000-$800,000 when equity is included. For a detailed look at how VP pay compares to director-level roles, see our director salary guide.
The VP title is one of the most misunderstood in corporate America. At Goldman Sachs, there are thousands of VPs – it’s a mid-level title. At a 200-person manufacturing company, the VP of Operations runs the entire business below the CEO. Same title. Completely different job. Completely different pay.
This guide breaks down VP compensation by function, industry, company size, and tier (VP vs. SVP vs. EVP). Real data. No fluff.
VP Salary: The Broad Picture
According to the Bureau of Labor Statistics, the median annual wage for top executives was $103,840 in May 2024 – but that number isn’t useful for VP-specific benchmarking. More relevant data:
- Glassdoor: Average total compensation for VP titles is $247,000 (base + bonus + equity)
- PayScale: Median VP base salary is $168,000, with total comp ranging from $110,000 to $362,000
- Levels.fyi (tech-specific): VP total comp in tech companies averages $450,000-$800,000+
The range is massive because “VP” isn’t one job. Let me split it by function.
VP Salary by Function
VP of Engineering
The highest-paid VP function in most companies, driven almost entirely by the tech industry’s equity-heavy compensation model.
| Company Type | Base Salary | Total Comp |
|---|---|---|
| Startup (Series A-C) | $200,000-$280,000 | $300,000-$600,000 |
| Mid-stage tech ($100M-$1B) | $250,000-$350,000 | $500,000-$1M+ |
| Big Tech (FAANG-tier) | $300,000-$400,000 | $700,000-$1.5M+ |
| Non-tech enterprise | $180,000-$250,000 | $220,000-$350,000 |
VP of Sales
Sales VPs have the highest variability because a significant chunk of comp is tied to revenue performance.
| Company Type | Base Salary | OTE | Actual Total Comp |
|---|---|---|---|
| SMB ($10M-$50M) | $150,000-$200,000 | $250,000-$400,000 | $200,000-$500,000 |
| Mid-Market ($50M-$500M) | $180,000-$275,000 | $350,000-$600,000 | $300,000-$700,000 |
| Enterprise ($500M+) | $225,000-$350,000 | $500,000-$1M+ | $400,000-$1.2M+ |
| SaaS (high-growth) | $200,000-$300,000 | $400,000-$800,000 | $350,000-$1M+ |
VP of Marketing
Marketing VP comp has risen significantly since 2020 as companies have shifted more budget to growth marketing and demand generation.
| Company Type | Base Salary | Total Comp |
|---|---|---|
| SMB ($10M-$50M) | $140,000-$190,000 | $170,000-$280,000 |
| Mid-Market ($50M-$500M) | $175,000-$260,000 | $250,000-$450,000 |
| Enterprise ($500M+) | $220,000-$330,000 | $350,000-$650,000 |
| Tech/SaaS | $200,000-$300,000 | $400,000-$700,000 |
VP of Operations
Operations VP pay is the most stable across industries because the role is more consistent. The premium comes from complexity – more locations, more employees, more regulatory burden.
| Company Type | Base Salary | Total Comp |
|---|---|---|
| Manufacturing | $160,000-$230,000 | $200,000-$350,000 |
| Healthcare | $170,000-$250,000 | $220,000-$380,000 |
| Tech | $180,000-$275,000 | $280,000-$500,000 |
| Financial services | $190,000-$280,000 | $300,000-$550,000 |
| Retail/Consumer | $150,000-$220,000 | $190,000-$340,000 |
VP of Human Resources
HR VPs have seen the sharpest compensation increase post-2020 as people strategy moved from “admin function” to “strategic priority.”
| Company Type | Base Salary | Total Comp |
|---|---|---|
| SMB ($10M-$50M) | $130,000-$175,000 | $150,000-$230,000 |
| Mid-Market ($50M-$500M) | $165,000-$240,000 | $210,000-$370,000 |
| Enterprise ($500M+) | $200,000-$300,000 | $300,000-$550,000 |
| Tech | $210,000-$310,000 | $350,000-$650,000 |
For a detailed look at director-level comp across functions, check our director salary guide.
VP vs. SVP vs. EVP: The Tier System
| Tier | Typical Scope | Comp Premium Over VP |
|---|---|---|
| VP | Manages a function or department. Reports to SVP or C-suite. | Baseline |
| SVP | Manages multiple VPs or a broader business unit. Reports to C-suite. | +25-40% total comp |
| EVP | Sits on the executive leadership team. Reports directly to CEO. | +40-75% total comp |
| Group VP / President | Runs a business segment or division. Reports to CEO or Board. | +50-100% total comp |
At banks and financial institutions, the tier system gets even more granular. A VP at JPMorgan is basically a mid-level manager (base salary $130K-$200K). A Managing Director is the equivalent of what most companies call a VP or SVP ($400K-$1M+). Don’t compare across industries without adjusting for title inflation.
The Equity Factor: Where the Real Money Lives
For VPs earning above $250K total comp, equity is increasingly the differentiator between “well-paid” and “wealthy.”
- Public company VPs receive RSUs that vest over 3-4 years. Annual grants for VPs at large tech companies typically range from $100K-$500K in value.
- Pre-IPO VPs receive stock options or restricted shares. A VP of Engineering who joins a Series B startup with 0.5% equity and the company goes public at a $5B valuation is sitting on $25M before dilution.
- Private company VPs increasingly receive phantom equity, profit-sharing interests, or synthetic equity.
One of our clients – a VP of Sales at a mid-stage SaaS company – was offered $275K base + $100K bonus target at a competitor. We helped her negotiate an additional $200K in RSUs annually. Over four years, the equity was worth more than the combined base and bonus.
For a broader look at how executive compensation works beyond the VP level, our executive compensation guide covers the full picture. And to see what happens at the top, here’s our CEO salary breakdown.
How to Negotiate VP Compensation
- Lead with equity, not base. Base salary has a band. Most companies won’t go more than 10-15% above the midpoint. But equity has more flexibility – especially sign-on grants, accelerated vesting, and performance-based awards.
- Benchmark with proxy data. If you’re joining a public company, their proxy statement (DEF 14A) shows exactly what the named executive officers earn.
- Negotiate your title to the right tier. If you’re being hired as a “VP” but your scope is SVP-level, negotiate the title. It determines your comp band, bonus target percentage, and equity grant level.
- Don’t forget the exit. VP and above should have severance provisions in their offer letter. A 6-12 month severance with acceleration of unvested equity protects you and gives you leverage.
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Frequently Asked Questions: VP Salary
What is the average VP salary in the United States?
The average VP base salary is approximately $168,000-$200,000, with average total compensation around $247,000 according to Glassdoor. VP pay varies enormously by function, industry, and company size. A VP of Engineering at a tech company may earn $700K+ in total comp, while a VP of Operations at a regional manufacturer might earn $225K total.
How much more does an SVP make than a VP?
SVPs typically earn 25-40% more in total compensation than VPs at the same company. The gap is driven primarily by larger equity grants and higher bonus targets. The jump from SVP to EVP adds another 20-40% on top of that.
Which VP function pays the most?
VP of Engineering at technology companies consistently pays the highest total compensation, followed by VP of Sales when at or above OTE. VP of Engineering at Big Tech companies routinely earns $700K-$1.5M in total comp due to equity-heavy packages.
Do VPs at banks earn more than VPs at other companies?
At investment banks like Goldman Sachs, VP is a mid-level title with base salaries of $130,000-$200,000 and total comp of $200,000-$400,000. A Managing Director at a bank ($400K-$2M+) is closer to what other industries would call a VP or SVP.
How important is equity in VP compensation?
Equity typically represents 20-50% of total compensation for VPs, and up to 40-60% in tech. This makes equity the single largest negotiation lever at the VP level. Always negotiate the equity component separately from base salary.
