The numbers your
competitors
already have.
4,217 verified SaaS operator responses. 47 roles benchmarked. 6 verticals covered. The compensation and market intelligence that VP-level operators use to set bands, close offers, and anchor board-level strategy.
Are you setting comp bands from gut feel?
Most HR directors and VP-level operators are building compensation frameworks on data that's 18 months stale, sourced from a competitor's public job post, or extrapolated from a single Glassdoor thread. That's not a benchmark. That's a guess wearing a spreadsheet.
of SaaS companies
…missed their Q3 headcount plan because comp bands were misaligned with market by more than one band tier. The average cost of a mis-hire at VP level: $340K all-in.
— Benchmark 2025 Report, Chapter 4: Attrition Drivers
Enough to know the data is real. Not enough to act on it.
Survey Design
Validated by 3 independent HR researchers
Distribution
14-week collection across 6 SaaS verticals
Cleaning
Outliers removed via IQR × 1.5 threshold
Verification
Cross-referenced against 3 public comp databases
"We were 22% below market on two engineering bands and had no idea. This report saved us three senior hires we were about to lose to competitors we didn't even know were in the market."
Priya Nair
VP People Ops · Series C SaaS
Median equity grant (% of company) by stage
Sharp intelligence.
One work email.
The full 8-chapter report. Interactive data tables. Filterable by role, stage, and geography. Updated quarterly. Used by 340+ SaaS companies to set comp bands, benchmark equity, and anchor board presentations.
The numbers your competitors already have.
4,217 verified responses. 47 roles. 6 verticals. One work email.