Specialized Streaming Skills Spike Pay Among the significant findings of the recently released C2HR Compensation Surveys was the eagerly anticipated list of high-demand talent in content creation and broadband connectivity. Positions requiring sought-after skills, particularly those related to streaming, captured the largest salary increases. The 2024 C2HR Compensation Surveys also showed that content developers rewarded high-demand talent in broadcast operations, legal/business affairs, market/audience research and media relations with substantial pay raises. All of these positions play in the streaming space. For the third year running, customer care reps claimed a spot on the “high-demand” talent list at connectivity companies, as did construction positions and senior marketing jobs. “The hot jobs data allow us to identify whether we have any compensation problems at the moment or will in the future for these important positions,” noted Fernando Sanchez, Compensation Manager at TelevisaUnivision. “This knowledge allows us to take preventive or follow-up actions.” Legal/Business Affairs Teams Rewarded for Agility In 2024, jobs in broadcast operations claimed the hot jobs pinnacle. Content companies paid broadcast engineers (electromechanical) 25% more than the previous year, followed by 18% for broadcast coordinator and 8% for director of broadcast operations. (See Figure 1 ) Companies also found themselves paying more for legal/business affairs (BA). These individuals negotiate streaming deals, review mergers and acquisitions and monitor regulatory changes. Manager of legal/BA scored a generous 14% raise; followed by senior director, legal/BA 7%; senior manager, legal/BA 7%; and director, legal/BA 6%—all increases above the national average of 3.4%. “These positions are being significantly challenged with the changes in our industry and require more specialization,” said Sanchez. As a result, they command higher pay. Rebecca Zambrana, Vice President of Human Resources at INSP, concurred. “Legal/business affairs teams are essential for keeping up with an ever-changing regulatory landscape,” she explained. “From an HR compliance perspective, the impact of pay transparency laws, evolving leave regulations, the FTC’s [Federal Trade Commission’s] proposed non-compete ban, and recent FLSA [Fair Labor Standards Act] changes underscore the critical role these teams play,” she said. “With multiple jurisdictions enacting new laws each year, legal and business affairs teams’ expertise is invaluable in ensuring compliance—a value clearly reflected in the survey.” “Beyond HR compliance, legal and business affairs professionals are instrumental in addressing mergers and acquisitions, data privacy concerns and the challenges of an ever-evolving industry,” Zambrana continued. “Their workload is as dynamic as the landscape we operate in.” Audience Research Continues Winning Streak For the third year running, jobs in market and audience research also captured big base salary gains, although not as robust as in prior years. Employees in these positions analyze viewership data to spot trends and better target content to viewers, whether via streaming or broadcast. Senior manager of research garnered a 10% increase; research analyst 5%; and senior director of research 5%. “Market/audience research teams are vital in today’s data-driven environment,” Zambrana said. “These teams play a crucial role in analyzing and interpreting data, thereby empowering our leaders to make informed decisions about programming, distribution strategies and overall business practices.” Studio/remote production (photography) and media relations were also in demand. Photographers accrued 4% hikes; followed by manager of photography at 6%; and director of photography at 8%. Raises for senior manager of media relations climbed 6%; director of media relations 6%; and senior publicist 5%. (See Figure 1) Connectivity Rewards Construction Talent Competition for workers skilled at building new broadband networks, outfitting multiple dwelling units and expanding streaming network access via multiple technologies captured top connectivity salary gains in 2024. Construction technician 2 led the pack, with companies paying on average 12% more for the role; manager of construction followed with a 5% increase; and senior director of construction received a 4% bump in base salary. Marketing positions also saw more pay movement. Senior marketing specialist pay rose 4%; senior manager of marketing 4%; and senior director of marketing 6%. Customer care jobs once again reached the leader board at connectivity companies, although increases cooled from their highs in 2022. Base salaries for both lead customer care technical support rep and manager of customer care technical support climbed 5% in 2024. (See Figure 2)  New Positions Added for 2025 The 2025 Connectivity Provider and Content Developer Surveys include a combined total of more than 1,500 positions. As a result of annual planning meetings in January, the Content Developers Survey added one new job family—Stage Management—and 49 new position titles. The 2025 Connectivity Provider Survey added two new job families—Administration and Retention Sales—and 13 new positions. Data for the 2025 surveys is due in April. Survey results are delivered in September via a secure online data portal that allows for customizable Excel spreadsheets and presentation-ready reports for every position. Survey participants receive tools for analysis, including paired comparison and title-matched reports. For executive compensation data, participants also receive regression analyses by revenue and subscribers. Given the highly confidential survey data, the results from any given company cannot be seen. Only summary information pertaining to all participants is available. This reporting approach follows Safe Harbor guidelines and encourages participation without fear of exposing proprietary information to the public. C2HR has commissioned the Croner Company to collect and analyze the data and identify industry trends and benchmarks. To participate in the 2025 C2HR Compensation Surveys, contact Laurie Krashanoff, via this form, email laurie@croner.com or call her at 415.485.5521.     RELATED RESOURCES For more information on compensation, please visit the HR Knowledge Center. The HR Learning Series will feature a live webinar on Compensation Benchmarks, Trends & Projections on March 26. Register Now.   SHARE THIS ARTICLE