Conducted in March 2025, the online survey gathered data from a diverse group of over 260 compliance professionals, representing a cross-section of industries and organization types. The respondents, who were drawn from public, private, and non-profit entities of varying sizes, provided self-reported information on their compensation packages.

The survey’s findings offer valuable insights into the demographic characteristics of senior compliance officials. In terms of gender, the respondents were split, with men accounting for 56% and women making up the remaining 44%.

The organizations represented in the survey were equally diverse, with private companies accounting for 51%, followed by public entities (24%), private equity-backed portfolio companies (14%), and non-profits (11%). Interestingly, the financial industry was overrepresented, with 52% of respondents hailing from this sector.

As the survey’s findings are based on self-reported data from a large and diverse sample, they offer a unique window into the world of compliance and the individuals who shape it.

General compensation trends

The compensation landscape for CCOs in the United States has undergone a significant shift in 2025. According to a recent survey, the median salary for CCOs increased by 2.7% in 2025, marking a notable decrease from the 5.1% increase recorded in 2024.

This slowdown in salary growth may be a reflection of the current economic climate, where companies are exercising caution in their compensation decisions. Despite this, CCOs in public companies continue to outearn their counterparts in private and non-profit organizations, with a median compensation of $626,000 compared to $350,000 and $321,600, respectively.

A closer examination of the survey’s findings reveals some interesting trends. Cash bonuses for CCOs were paid at 88% of their target, relatively unchanged from the previous year. The average bonus paid to CCOs was $125,551, which is slightly lower than the target average bonus of $134,391.

Additionally, female CCOs were found to earn higher base salaries than their male counterparts, but received smaller bonuses and lower total cash compensation. The total cash compensation for male CCOs was 1% higher than for female CCOs. These findings suggest that while female CCOs may be closing the gap in terms of base salary, they still face challenges in terms of bonus pay and overall compensation.

The survey also sheds light on the industry-specific compensation trends for CCOs. The technology industry emerged as the highest payer, with total compensation for CCOs reaching $770,000.

The life sciences and energy industries followed closely, with total compensation of $665,000 and $578,000, respectively. These findings are likely a reflection of the complex regulatory environments and high-stakes compliance requirements in these industries.

Furthermore, the survey found that 50% of CCOs have been in their current positions for five years or less, indicating a high level of turnover and mobility in the profession.

Despite the challenges and complexities of the CCO role, the survey found that most CCOs are not concerned about job security. However, 39% of respondents did express some level of concern, which may be a reflection of the current business environment and the ongoing impact of the pandemic.

Interestingly, fewer than half of CCOs reported that their opinions on business issues are always respected, with 39% holding the Trusted Adviser role and 30% reporting that their guidance is always followed. These findings suggest that CCOs still face challenges in terms of establishing their credibility and influence within their organizations.

In terms of job satisfaction and work-life balance, the survey found that 66% of CCOs reported being satisfied with their current work-life balance. However, 80% of respondents reported that their performance is often resource-constrained, with 21% saying that their performance is always affected by a lack of resources or staffing. These findings highlight the ongoing challenges faced by CCOs in terms of managing their workload and securing the necessary resources to perform their roles effectively.

Despite these challenges, the survey found that 24% of CCOs are very satisfied with their work-life balance, while 42% are satisfied and 27% are somewhat satisfied. Only 7% of respondents reported being dissatisfied with their work-life balance, suggesting that many CCOs are finding ways to manage their responsibilities and maintain a healthy balance between their work and personal lives.

Broader picture

For a deeper dive into the evolving compensation landscape, readers can also refer to our previous reports on CCO pay for 2024 and 2023, which provide a fascinating glimpse into the shifting trends and patterns in the industry.

The compensation dynamics of Chief Compliance Officers and General Counsels (GCs) have been subject to varying trends in 2025. While CCOs experienced a median salary increase of 2.7%, GCs saw a slightly higher rise of 2.8% in their salaries. However, the pay growth for GCs was uneven across different roles, with General Counsels receiving a 2.5% bump, Managing Counsels a 3% increase, and Senior Counsels a 2.9% rise.

Notably, public company General Counsels continued to be the highest earners, with top compensation packages exceeding $4.5m, significantly outpacing their counterparts in private firms, PE-backed companies, and non-profits.

A comparison of the compensation data for CCOs and GCs reveals some intriguing insights. While CCOs in the technology industry earned the highest total compensation of $770,000, GCs in the life sciences sector led the way with a median total compensation of $474,000.

Furthermore, the gender gap in GC pay widened to 5.4% in 2024, whereas female CCOs earned higher base salaries but lower total cash compensation than their male counterparts. The job security concerns and influence within organizations also differed between the two roles, with 39% of GCs expressing concern about job security and 64% being treated as key business advisers, compared to 56% of CCOs considering a job search and 39% holding the Trusted Adviser role.

These findings suggest that while both CCOs and GCs play critical roles in their organizations, their compensation trends, challenges, and influences vary significantly. As the regulatory landscape continues to evolve, it will be essential to monitor these trends and their implications for the broader corporate governance landscape.

As compliance officers navigate the complex landscape of their profession, they would do well to heed the advice of Deborah Ben-Canaan, a seasoned executive search consultant with Major, Lindsey & Africa. In a recent GRIP Podcast, Ben-Canaan emphasized the importance of developing skills in areas such as technology, cybersecurity, and artificial intelligence, as well as cultivating soft skills such as nimbleness and the ability to push back.

She also stressed the value of expanding one’s expertise and taking on new challenges, whether within their current organization or by making a move to a new company.

For compliance officers looking to advance their careers, Ben-Canaan’s insights offer a valuable roadmap. She recommends being open to new opportunities, including those in different industries or sectors, and being willing to take calculated risks.

She also emphasizes the importance of building relationships and networking, both within one’s current organization and in the wider professional community. By following these principles and staying adaptable in a rapidly changing regulatory environment, compliance officers can position themselves for success and advancement in their careers.

As Ben-Canaan noted, “don’t stop trying” – with persistence, hard work, and a willingness to learn and grow, compliance officers can achieve their goals and make a lasting impact in their field.