Product Marketing compensation is surprisingly difficult to benchmark. Titles are inconsistent. Scope varies dramatically between companies. Some Product Marketers sit inside Marketing, others operate much closer to Product or the CEO. And two people with essentially the same title can have very different levels of commercial responsibility. We reviewed more than 70 compensation data points…
All figures are in USD Our client is a venture backed US B2B SaaS business, founder led and fully remote, selling document software into regulated industries. The go-to-market was already inbound: a marketing engine booking 30 to 40 demos a month, deal sizes from $1K to $60K with occasional enterprise outliers, and one account executive…
When we began this search, the compensation range was $140,000 to $170,000 base. The key requirements for this search included: An impactful portfolio. Anyone the client would meet with, needed to have a modern web portfolio which not only presented a case study showcasing research and process, but done so in an elegant, visually pleasing…
Our client is a profitable, private equity owned B2B SaaS business selling into a regulated sector. Its owners are investing in growth, with new capital going into hiring and building the business. The 3 main requirements for this search included: Someone who can close and negotiate on their own. There is no sales leadership above…
You have a product that sells when the founder is in the room. Nobody else can explain it the same way. The board says hire a demand gen person. An advisor says hire content. You have budget for one person, maybe two. For most early-stage B2B SaaS companies in 2026, that first or second marketing…
This search began offering a salary range of $150,000 to $180,000 base. Our client is a Canadian tech startup — and this was their first marketing leadership hire. Reporting to the Founder/CEO, this role would be a strategic, hands-on key marketer with full ownership. Initially, no direct reports, but a vision to expand the department…
Every conversation about hiring in defense tech eventually gets to the same problem: Engineers. Cleared engineers. Firmware engineers. Embedded systems. AI. Autonomy. Cybersecurity. But there is another hiring problem getting almost none of the attention. Who decides what all those engineers should build? THAT is the defense tech blind spot. You Can Staff Engineering…
These numbers did not come from a salary survey. These insights came from sitting down with 45 leaders across Canada and the USA: VP People, Chief People Officers and Heads of HR. We discussed their career objectives, asked them what they earn today and what they would move for. 34 of the 45 opened up…
Short answer: Three things are happening at once. The job posting stopped working because applying now costs a candidate nothing, and the average posting draws over 250 applications, many of them AI-generated. Canadian early-stage funding has been in sustained decline since the start of 2025, so every hire is being made against a tighter balance…
Six weeks from search kick-off to signed offer and the VP Product was out of the country for two of them. This is the timeline of the search: Date What happened May 26 DM from a Head of People. Their VP Product had asked her to contact us about a critical search May 27 Our…
Short answer: A VP Product in Canada earns a base salary of $190,000 to $280,000 CAD, most commonly $225,000 to $260,000. A Chief Product Officer earns $275,000 to $350,000 CAD base, with the market midpoint at $300,000 to $325,000. Total compensation for a CPO, including a 20 to 35% bonus and equity, frequently lands between…
Short answer: A super IC is a senior individual contributor with no direct reports who is hired for what they can personally build. For a frontier AI company, this hire is harder than a VP hire, because the job does not exist anywhere else yet. This article is built from a live search we ran…
This search began offering a base salary range of $130K to $150K. The hire closed at a $140K base. Our client is a founder-led B2B SaaS business, under 15 employees, selling into a regulated market. They had recently taken private equity growth capital, which resulted in the opportunity to begin to expand the business into…
Hiring your first product leader is the most consequential hire you will ever make. Most founders we speak with already know this. What they are less likely to know is how to evaluate candidates, when it seems everyone talks about the same themes: product strategy, product delivery, leadership, AI, organizational effectiveness and nurturing cross-functional alignment…
Short answer: There are two types of interviewers. One is looking for reasons to hire. One is looking for reasons NOT to hire. Interviewers looking for reasons not to hire run longer searches, exhaust their interview panel, and are more likely to lose the right hire to a competitor. By contrast, interviewers looking for reasons…