Chief of Staff Salary
by Industry

The tech and SaaS sector — particularly VC-backed companies from Series A through pre-IPO — is the highest-paying market for Chief of Staff roles. Based on Resonance Search placement data from 100+ searches conducted between 2023 and 2026, the most common OTE band is $150,000 to $220,000, with VP-level placements frequently exceeding $200K. Total compensation at growth-stage companies often includes equity grants (typically 0.05%–0.5% depending on stage) that can substantially increase long-term earnings. Glassdoor reports average total compensation of $217K nationally for CoS roles, with San Francisco reaching $334K and New York $318K — markets heavily weighted toward tech.

The premium in tech is driven by several factors: venture capital funding creates willingness to pay market-rate or above for executive talent, the role is well-understood and formalized at most scaling startups, and competition for experienced CoS professionals is intense. CEOs at VC-backed companies often have board pressure to build out an executive operations layer quickly, and the CoS is typically the first hire in that category. The result is a market where experienced CoS candidates regularly receive multiple competitive offers within a single search cycle.

Levels.fyi data, while based on a smaller sample (19 verified data points), shows even higher numbers at the top end: base P50 $180K, P75 $222K, P90 $269K, with total compensation reaching P90 $400K. These figures likely reflect the most well-funded companies and should be viewed as the upper bound of the tech CoS market, not the median. For candidates targeting tech, the realistic range is $150K–$220K OTE for Director through Senior Director roles, and $200K+ for VP-level positions.

Healthcare and biotech companies hire Chiefs of Staff who can navigate regulatory environments, manage clinical timelines, and coordinate across scientific and commercial teams. We estimate the OTE range at $130,000–$190,000, with the higher end concentrated in VC-backed biotech startups (where compensation structures more closely resemble tech) and the lower end in hospital systems and traditional healthcare organizations. Candidates with scientific backgrounds or regulatory expertise command a premium.

The biotech corridor in Boston (Kendall Square) and the Bay Area are the strongest markets for healthcare CoS roles. At VC-backed biotech companies, equity is part of the package and follows patterns similar to tech (0.05%–0.2% at Series A). At larger healthcare systems and insurance companies, compensation is more standardized, with defined salary bands and less room for negotiation. The role itself is often more specialized than in tech — focusing on regulatory strategy, clinical operations coordination, or payer relationships rather than broad-spectrum company operations.

If maximizing total compensation is your primary goal, tech and SaaS — especially VC-backed startups at Series A through growth stage — is the clear winner. The combination of competitive base salaries, meaningful equity, and a well-established market for CoS talent creates the highest earning potential. Finance and PE/VC offer comparable or higher cash compensation through bonus structures, with less equity upside but more cash predictability. For candidates who want high cash compensation with stability and benefits, large enterprise or Fortune 500 CoS roles offer RSUs, structured pay bands, and the security of established organizations.

If mission alignment matters more than maximizing comp, healthcare and social impact organizations offer the chance to do meaningful work at a strategic level with decent (if not top-tier) compensation. Non-profit and government roles pay less in cash but offer benefits, stability, and purpose that many professionals value highly — especially mid-career candidates who have already accumulated wealth in the private sector. The best career strategy for most CoS professionals is to be intentional about the tradeoff: understand what you are optimizing for at this stage of your career, and choose the industry that aligns with that priority. You can always change sectors later — the CoS skill set transfers across industries more readily than most roles.