Greentarget Compensation Philosophy
January 2025
We seek to attract, retain and reward a best-in-class group of talent who match our values to support our mission. We create unique positions of authority to empower professional services firms to skillfully participate in conversations that influence their most important audiences.
Because we believe that an inclusive workforce benefits our culture, our clients’ business objectives and the larger communities we live and work in, our compensation offering should be fair and attract a team built from diverse experiences, backgrounds and viewpoints. This includes parity across title and physical locations.
When making decisions regarding compensation for our team, we will adhere to the following commitments:
- We will view our compensation as one lever within a much larger landscape of benefits Greentarget offers – both a strong hard benefits package and less financially quantitative benefits including balance, culture, well-being emphasis, interesting/challenging work, etc.
- We will compensate based on merit and performance, rewarding those who bring considerable value to Greentarget.
- While salary bands encompass the lifecycle of a position, individual placement will be based on both experience and performance.
- We reward our team for supporting the firm’s growth through generous new business commissions and employee referral bonuses.
- We will share the company’s profitability in two primary ways:
- A profit-sharing program for our AVPs and above, paid bi-annually and reflecting the influence this segment of the team has on overall agency profitability.
- A discretionary bonus program for all employees paid annually to reward members of the team who go above and beyond to support the agency’s profitability, achieve their individual goals and support the firm’s overall financial success.
- Any comparative discussions about compensation will not impact decision-making on discretionary bonuses, raises within stated salary bands, etc.
- We recognize that we live in an age where compensation details tend to be shared openly and we ensure that our pay scales at every level are fair and stand up to scrutiny.
- We will maintain awareness of industry moves on compensation, staying competitive with the market, but will not be reactive to short-term market shifts. To maintain a healthy company and provide growth opportunities, we will commit to a salary cap: total compensation should not exceed 51% of annual firm revenue.
Target Salary Bands:
| Junior Associate | $45-$50 |
| Associate | $50-$60 |
| Senior Associate | $59-$75 |
| Account Supervisor/Manager | $65-$90 |
| AVP/Senior Manager | $85-120 |
| VP | $100-$160 |
| SVP/Director | $130-$200 |
| EVP | $200-$275 |
