2017 In-House Compensation Survey Report

2017 In-House Compensation Survey Report

PRESENTED BY

In the following pages you'll find an invaluable resource, meticulously collected and analyzed

Foreword by the amazing staff at Above the Law. Knowledge is the cornerstone of any successful

career, and we're thrilled to sponsor this year's survey.

But first, a warning:

In the following pages you'll find an invaluable resource, meticulously collected and

Aasnyaol yuzreedadb ythtrhoeugahmtahzei ndgatsat,ayf foua tmAabyonv oetitchee aL acewr.taKinnouwnleeadsgineeissst;hae sceonrsnaetriosnt oonfedoisftraensys; even outrighstupcacneiscs.fIutliscapreerefer,ctalyndnawtuer'arel ttohhriallveed fteoelsinpgosnsoof runthdiesry-ceoamr'spesnusravetioy.n, billable hour fatigue, or career envy. You might even be doubting that life can ever be anything more than 6B-umt ifniurstet, iantweravranlisn.g: As you read through the data, you may notice a certain uneasiness;

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step is admitting you have a problem; the second is seeking professional help.

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ATL In-House Compensation Survey

It is very difficult to extract reliable, comprehensive data from inside the black box of general counsel compensation. Biglaw associates thinking of making a move, and current members of corporate legal departments looking to benchmark their own compensation packages, need more compensation transparency in order to make smart career decisions. In order to address this information gap, Above the Law presents these findings from the 2017 ATL In-House Compensation Survey.

In-house and corporate legal department compensation bears little resemblance to the lockstep raises and hours-based bonuses typical of the law firm world. For instance, incentives such as bonuses (linked to company revenues) and stock are often an important part of in-house compensation packages, and meaningful annual raises cannot be assumed.

Conducted over the course of 2017, Survey ultimately had nearly 900 responses. The Survey asked respondents for the following data points:

? year of law school graduation ? whether or not respondent works in a big city (which can affect compensation) ? company size (six categories, from "Small Private Company" to "Fortune 250") ? type of work (employment, corporate, litigation, etc.) ? base pay ? target bonus (as a percentage of base pay) ? actual bonus for the last few years ? average raise received over the past few years ? what, if any, stock compensation respondent is paid

Our survey respondents were fairly evenly distributed among company categories and practice areas.

Some findings were obvious and expected: at larger companies, lawyers earn more base salary and bonuses and stock are more significant components of their compensation packages.

However, for lawyers at all sizes of companies, annual raises are comparatively--in relation to law firms--meager. Your starting salary determines your future salary far more than the relatively meritocratic "up-or-out" Biglaw model.

Our survey shows that you need to arm yourself with all the available information in negotiating a deal upon joining a corporation, because you may find yourself locked in. We hope that these survey findings will be a useful resource in shedding some light on the specific dimensions of compensation practices across legal departments of all sizes. Where potentially interesting or illuminative, we also indicate where this 2017 survey data differs from the equivalent survey ATL conducted back in 2015.

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Approximate Base Pay

ALL RESPONDENTS

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35 %

? Base pay survey data fundamentally consistent with 2015 findings ? The most commonly reported base salary was approximately $150,000 (30% of respondents) ? The next most common range was $200,000 (22%) ? 73% of all respondents reported earning $150,000 or more in base pay;

21% earned $250,000 or more ? 27% of respondents reported base salary of $100,000 or less

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BY CITY SIZE

Approximate base pay in cities of one million+:

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35 %

Approximate base pay in cities of LESS THAN one million:

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35 %

81% of respondents in major cities reported base pay of $150,000 or higher, compared to only 61% in smaller markets. Each figure is within a single percentage point of the 2015 findings.

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BY COMPANY SIZE

Approximate base pay Small private companies (fewer than 100 employees):

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35 %

Approximate base pay Medium sized private companies (between 100 and 1,000 employees):

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35 %

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Approximate base pay Large private companies (1,000+ employees):

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35% 40%

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

Approximate base pay Fortune 1000 companies:

5%

10 %

15 %

20%

25 %

30 %

35 %

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Approximate base pay Fortune 500 companies:

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

0%

5%

10 %

15 %

20%

25 %

30 %

35% 40%

Less than $100k $100k $150k $200k $250k $300k $350k $400k

More than $400k

Approximate base pay Fortune 250 companies:

0%

5%

10 %

15 %

20%

25 %

30 %

35 %

? No surprise here, larger employers = larger paychecks: 90% of in-house counsel at Fortune 250 companies report salaries of $150,000 or higher, up slightly from our 2015 findings ? Only 50% of respondents at small companies and 62% at medium companies earn base salaries of $150,000+ ? 24% of respondents at Fortune 250 companies reported annual base pay of $250,000 or more ? 27% of in-house counsel at small companies earn $100,000 or less in base pay ? Only 13% of lawyers at Fortune 1000 (or larger) companies reported salaries of $100,000 or less, slightly down from 2015

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