Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’d ask for less than the CFO and COO unless you have strong evidence in the form of competing offers that the position should pay $350.

It runs a huge publishing division, which is my expertise - technical implementation for news and media.

I’m an exec at a larger nonprofit. Benchmark to the CTO/CPO and GC. CFO and COO are a tier of their own.

Also an exec at a nonprofit.

New c-suite folks come in with lower salaries than existing c-suite at our nonprofit ($160M and about 200 employees) because CEO, CFO, COO, and GC have all been there over 15 years so have many years experience. When someone new will be hired they will be new to the role (won’t have the years of experience ) so the salary will be lower - at the low end of the pay band. HR still sets those for us, so there isn’t room for much negotiation.

So don’t look at 990 without some context on the folks there.

Look up other organization's 990s that are similar to this one. When they ask salery, say the CTO at this three places make this range. Be sure to add 3% / yr if you find older 990s.

Another tactic is add 10% to what you are making.

A final tactic is to say something like "I'd like 400k in total comp., what's your 401K match and is there any additional exec comp.?

Anonymous wrote:

Anonymous wrote:I’d ask for less than the CFO and COO unless you have strong evidence in the form of competing offers that the position should pay $350.

It runs a huge publishing division, which is my expertise - technical implementation for news and media.

I’m an exec at a larger nonprofit. Benchmark to the CTO/CPO and GC. CFO and COO are a tier of their own.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry 130k employees.

How can a 120m org have that many employees?

+1. That's like $1K revenue per employee, doesn't sound right.

It’s a non-profit. Maybe they get grants and fundraise. I’ve learned to mistrust non profits, sadly.

As with any new job, you will never have a better time to get the salary you want. Go high.

Yeah, maybe 130 employees? Unless they have employees in Africa or somewhere very cheap.

I worked at a $350M org with ~500 employees.

My F200 has 100k employees, revenues above 20B and c level makes in the millions. Are you sure it's 130k employees for only 120M

Anonymous wrote:

Anonymous wrote:Sorry 130k employees.

How can a 120m org have that many employees?

+1. That's like $1K revenue per employee, doesn't sound right.

Anonymous wrote:Sorry 130k employees.

How can a 120m org have that many employees?

Why would you ask for anything? That's stupid.
They make an offer and you apologize if you can't possibly afford that much drop in income.

Anonymous wrote:I’d ask for less than the CFO and COO unless you have strong evidence in the form of competing offers that the position should pay $350.

It runs a huge publishing division, which is my expertise - technical implementation for news and media.

I’d ask for less than the CFO and COO unless you have strong evidence in the form of competing offers that the position should pay $350.

What do you make now?

What in the way of unique/strong "T" experience, skill and knowledge do you bring to the CTO that would have you trumping the CFO and COO right from the start?

DW is probably right, go with 300.

Sorry 130k employees.

I’m angling for a CTO position at a large non profit but unsure of how much to ask for (well I feel comfortable but DW is skeptical).

It’s has $120M in revenue, CEO makes $800k, CFO and COO make $320k, and it has a scientific mission.

Given that I think the CTO role will be $330k - $350k.

DW things I’m way over asking and will spoil my chances at the job. The 991 doesn’t list CTO (I think it’s vacant the last year or so).