C2HR Compensation Surveys Reveal Modest Pay Growth in 2024 Bonus Payouts Mixed; 2025 Salary Budgets Flat The Content & Connectivity Human Resources (C2HR) Association’s Annual Compensation Surveys revealed that pay among content developers increased steadily in 2024, with executives capturing the largest raises. Among connectivity providers, compensation growth was moderate. Base salary increases were smaller than last year, but bonuses and long-term incentives pushed total compensation higher for management and salaried employees. “The uncertainty of the fiercely competitive streaming market, combined with economic challenges, continues to shape compensation practices for industry employers,” said Parthavi Das, C2HR’s Executive Director. “Despite these obstacles, companies in our industry rewarded employees with raises and bonuses.” Steady Growth for Content Developers 2024 compensation growth was consistent across content jobs, with the exception of executives, who made up for a sluggish 2023. For executives, average total direct compensation (TDC), which comprises base, bonus and equity, increased 8.9%, compared to 2.6% in 2023. The preponderance of that increase came from larger bonus and equity distributions, although base salaries also increased a healthy 4.1%. (See Figure 1) In 2024, content middle management accrued 3.1% base salary raises and professional and operating individual contributors (ICs) (non-managers) garnered 3.2% base increases. TDC rose slightly for middle management: 4% versus 3.8% in 2023. TDC for professional ICs rose 3.1%, lagging last year’s 5.2%; and operating IC/support personnel garnered 3% TDC bumps in 2024, versus 3.7% in 2023. Moderate Raises for Connectivity Providers The C2HR Annual Compensation Surveys also revealed that pay among connectivity providers rose in 2024. Average TDC rose 4.5% for management, up from 3.8% in 2023. Management base salaries increased by 2.0%. Salaried employees achieved 4.4% TDC gains, up from 2023’s 3.1% TDC. Base pay for salaried workers rose on average 3.1% in 2024, which was lower than last year’s 3.9%. Hourly workers accrued modest hikes in 2024: base pay rose 2.6% compared to 3.8% in 2023; total cash compensation (TCC) rose 2.2% compared to 5.6% last year, signifying that bonuses were smaller. (See Figure 2)                                                          Bonus Awards Mixed Employee participation in bonus programs remained broad-based in 2024 among C2HR Compensation Survey participants, with 91% of connectivity providers offering short-term cash awards and 89% of content developers. In addition, bonuses reach deep into the organizations: 70% of connectivity support employees and 47% of content support workers are eligible for bonuses. “This is a very inclusive industry when it comes to bonuses,” said Hali Croner, president and CEO of The Croner Company, the research and compensation consulting firm that conducts the surveys for C2HR. Competitive pressures impacted the payout of these awards. Connectivity participants averaged bonus awards 4% above target, while content developer bonuses averaged 7% below target. These numbers contrast starkly with the bonus boom in 2022 (16% and 21% above target for connectivity and content respectively). Smaller Salary Adjustment Budgets C2HR Survey data also revealed that average 2024 merit increases, which are part of company salary adjustment budgets, fell to 3.3% (down from 3.8%) for connectivity companies and 3.2% (down from 3.3%) for content developers. Budgets were slightly below the national average of 3.4%, but higher than inflation at 2.9%. “Now that inflation is below salary budgets, people are getting real raises. That is good for employees,” Croner added. Survey data forecasts that 2025 industry merit increases will remain at 3.4% for connectivity participants and fall to 3% for content creators, versus the projected 3.4% national average. These rates are consistent with pre-pandemic budgets, which trended about 3%. Rebecca Zambrana, Vice President of Human Resources at INSP, concurred with the forecast. “2024 was a year of lower compensation increases than recent years; I expect that trend to continue in 2025,” she said. The deceleration of base pay is especially apparent when compared to pandemic years. C2HR’s Compensation Surveys revealed that in 2022, 51% of positions at content companies saw overall pay grow more than 5%. In 2023, 48% of connectivity jobs scored base boosts greater than 5%. However, in 2024 0% of connectivity and only 28% of content positions achieved big bumps. (See Figure 3) “When it comes to base pay, there’s a correction occurring,” explained Croner. “During the pandemic, participants raised salaries to attract candidates, but pay growth is slowing down now. Today, it is an employer’s market.” Value of Survey Data C2HR’s Compensation Surveys are unique in not only the breadth of the positions they cover (1,512) but also their historical longevity (28 years). They provide a valuable tool to aid companies in developing compensation philosophies, salary ranges and benchmarking metrics. “Compensation reflects how employers value their employees’ skills and experience,” noted Renee Hauch, Principal at JM Search and a member of C2HR’s board of directors. “Companies that consistently underpay risk developing reputations for undervaluing their workforce.” INSP’s Zambrana touted the benefits of the survey’s position benchmarking data. “Guided by an industry-focused compensation philosophy, the insights from the C2HR Compensation Survey ensure our compensation plans are aligned with current industry standards and emerging trends,” explained  Zambrana. “It’s our most frequently used compensation data source. The high volume of industry-specific roles included in the survey, coupled with the various data cuts available, provide information that is uniquely relevant to us.” Fernando Sanchez, Compensation Manager at TelevisaUnivision, agreed. “The survey helps us establish a solid compensation framework, based on industry trends and our internal needs. It also helps us generate action plans to move our organization where we want to be,” he said. “We use it daily to consult new positions for salary, variable pay, and bonuses that apply. In addition, the salary data by region is helping us generate our salary ranges.” Methodology C2HR’s 2024 Compensation Surveys included 49 participants. Companies included 11 connectivity providers and 38 content developers. The survey results are industry-specific, providing an in-depth analysis of pay practices for roughly 98,487 connectivity employees and 39,357 content workers, including both exempt and nonexempt positions ranging from technicians to top executives. The participants submitted data reflecting 2024 budgets, base compensation figures, bonuses and incentives. For additional information on the survey’s methodology or to participate in C2HR’s 2025 Compensation Surveys, please contact Laurie Krashanoff, or call 415.485.5521. RELATED RESOURCES For more information on industry compensation, please visit the HR Knowledge Center. Also, the HR Learning Series offers several on-demand webinars exploring compensation and total rewards.   SHARE THIS ARTICLE