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Experience and specialism
Deeper skills and in-demand specialisms in a Chief Technology Officer's area push pay up quickly.
Tech and sector
Fintech, big tech and modern cloud stacks pay more than traditional in-house IT.
Location and demand
London and scarce skills add a premium, though remote working widens the pool.
Entry-level / Newly Appointed
How to benchmark and set the salary
1. Start with the market range
For a Chief Technology Officer, that's roughly £110k to £180k base. Pitch too low and you won't get replies; too high and you overpay.
2. Adjust for experience
Use the bands in the table above - entry, experienced and senior - rather than one figure, and match the level you actually need.
3. Factor in location
London and the South East add 10-20%. A regional or remote role can be pitched a little lower for the same calibre.
4. Add the incentive
At this level, bonus and equity often add 20-40% or more to base, especially in investor-backed businesses where the exit upside matters. Candidates compare total earnings, so lead with the package, not just the base.
5. Move at the right speed
Strong candidates have options. A competitive offer made quickly beats a slightly higher one that drags.
A Chief Technology Officer typically earns a base of £110k to £180k, with a median around £145k, plus bonus and often equity.
Total earnings are usually higher than base alone once bonus or incentives are included.
Entry-level or newly qualified Chief Technology Officers usually start around £110k-£133k.
The figure rises with experience, specialism and location, so a strong background commands more from the outset.
Yes. London and the South East typically add +10-20% to base for a Chief Technology Officer, reflecting higher costs and competition for talent.
Regional and remote roles can be pitched a little lower for the same calibre.
The main drivers are experience, sector, location and company size, plus any bonus.
For a Chief Technology Officer specifically, experience and specialism tends to move the numbers most, so weigh that when you benchmark.
At this level, bonus and equity often add 20-40% or more to base, especially in investor-backed businesses where the exit upside matters.
Always compare the total package rather than base alone, since the extras can be a meaningful share.
Benchmark against the range above, pitch at the right experience band, add a clear incentive, and factor in location.
If you'd like a live read on what your Chief Technology Officer role should pay to attract strong candidates, we benchmark it for free as part of the search - no fee until your hire starts.
Tell us about your role and we'll benchmark the salary and find you the right person. No fee until your hire starts.
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