FPINSIGHTS® 2025 COMPENSATION STUDY RESULTS

Benefits scale dramatically as firms increase in size. At the largest firms, 93% offer health insurance compared to only 39% of the smallest. Retirement plans are nearly universal, while coverage such as dental and vision provide mid-sized firms with meaningful ways to differentiate themselves in the marketplace.

What This Means:
For individuals, total compensation extends beyond salary and bonuses to include benefits value. For firms, comprehensive packages are now table stakes for attracting and retaining talent, especially as competitors expand their coverage.

Income levels vary sharply by function. Executives earn an average of $390,788, advisors average $232,878, and client service professionals average $83,182. The highest individual roles are Executive Officer, President, and Practicing Partner, each exceeding half a million dollars in average annual compensation and establishing clear earning ceilings based on position.

What This Means:
For individuals, career progression into advisory or executive roles maximizes long-term income. For firms, creating visible advancement pathways keeps ambitious professionals engaged and reduces the risk of turnover to competitors.

Business owners average $522,474 in total compensation compared to $106,620 for non-owners, representing the largest income differentiator in the industry. Ownership grows along two distinct career tracks. Executives typically build equity gradually, while advisors often leap from partial ownership to nearly full participation at the partner level.

What This Means:
For individuals, choosing a track early—executive or advisory—defines ownership opportunities. For firms, well-structured equity participation plans align professional incentives with organizational growth and create enduring loyalty among high performers.

Earnings rise significantly during mid-career. Average compensation increases from $175,588 for those with eight to fifteen years of experience to $332,263 for those with sixteen to twenty-five. This period often marks advancement into senior leadership and ownership positions, driving lasting compensation growth.

What This Means:
For individuals, the most strategic career moves occur between years twelve and twenty. For firms, advancement opportunities for mid-career professionals are critical to retention and essential to sustaining leadership pipelines.

Compensation for women averages $121,283, while men average $292,283, highlighting two distinct issues: role segregation and pay inequity within roles. Women remain underrepresented in executive leadership and overrepresented in lower-paying operational functions. Even within the same roles, women earn between 15-25% less, underscoring persistent inequities across the profession.

What This Means:
Individuals in leadership have the opportunity to expand gender-equal access to higher-paying functions and uphold equitable compensation practices, which empowers women to advance into executive and advisory tracks and strengthens the profession through broader representation. Firms that address compensation gaps position themselves as forward-thinking and inclusive, creating a competitive advantage in today’s hiring market.