A raw, unfiltered compensation study driven by 680+ PMs across 38 countries. No recruiters, no fluff. Just real numbers.
Relying on outdated public data or anecdotal evidence from a small circle of peers leaves thousands on the table. We're changing the leverage.
Self-reported ranges that often lag behind the market by 12–18 months and lack nuance in "Total Comp."
Recruiters anchor expectations based on internal bands, not your true market value across industries.
Informal talks are often limited by region, industry, or comfort level, providing skewed data points.
The median compensation for Senior PMs, the most populated role level in the survey (170 respondents).
Remote and on-site PMs report nearly identical median compensation, debunking the myth that remote roles pay a premium, or a penalty.
Only one-third of PMs receive any equity compensation, yet for those who do, stock can represent a significant, and often illiquid, portion of total comp.
While IC and mid-level roles show near-parity, at Principal and Lead levels, male compensation leads by 12-13%, a gap that narrows again at Director level.
The State of Product Compensation
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