A new report from LHH Executive Search, a leading global headhunting firm, reveals that C-Level positions in the technology sector now comfortably exceed €150,000 annually, with variable bonuses that can double that figure.
These elite salaries are not a market whim—they reflect the complex reality of leading in tech today. Steering a technology company in 2025 requires navigating talent shortages, constant disruption, and a profound transformation of professional values.
Numbers that define a red-hot market
The Leadership and Executive Management 2025 Report from LHH provides concrete figures on the high demand for technology executives. Mid-sized company CEOs (up to €250M in revenue) earn between €130,000 and €200,000 in base salary, with variable compensation up to 50%. In larger corporations, fixed salaries surpass €200,000, and bonuses can reach 100% of the base.
Other executive roles are similarly well-compensated. Country Managers or Managing Directors earn between €110,000 and €150,000 in smaller companies, with variables up to 50%, while in larger organizations, base salaries start at €150,000 with potential bonuses of 100%. Specialized C-Level roles, such as Chief Digital Officer (CDO) and Chief Information Security Officer (CISO), are in high demand: CDOs can surpass €160,000, and CISOs often exceed €150,000 with variables up to 40%, reflecting the strategic importance of digital security.
Businessman giving a speech. Image credits: Freepik.
The 5 challenges driving compensation
These salaries are not merely about revenue—they compensate executives for addressing five monumental challenges.
1. Talent scarcity: Competition for qualified professionals is fierce. Leaders must not only attract top talent but also retain it in an environment of constant counteroffers and shifting priorities.
2. Digital fortress: As cyber threats increase, a CISO’s role is now strategic, overseeing one of the company’s greatest risks while navigating complex regulations such as GDPR.
3. Constant transformation: Digital change is a permanent state. Tech leaders must anticipate trends, adopt emerging technologies like AI, and guide cultural transformation across the organization.
4. Sustainability imperative: Environmental regulations and consumer expectations require integrating sustainability into business operations—from energy-efficient data centers to circular hardware strategies.
5. Human connection: Perhaps the toughest challenge is the human one. According to Accenture data cited in the report, only 29% of employees believe their leaders consider their interests. Bridging this gap is crucial for engagement and performance.
Beyond money: the rise of amphibious leadership
Technical expertise alone is no longer enough. The market demands “amphibious leaders” who can navigate technology and human dynamics with equal skill. Modern employees, especially Gen Z, are motivated by flexibility, purpose, and well-being, not just financial rewards.
Amphibious leaders must master a wide range of soft skills: analytical and creative thinking, resilience, emotional intelligence, cognitive agility, and social influence. Leadership today is earned through inspiration and empathy, not hierarchy.
The executive that commands top value
In short, the spectacular salaries in tech are not a bubble—they reflect the market value of an extremely rare profile. The amphibious executive, capable of understanding code while connecting with people, implementing AI while managing team anxiety, talking to investors while mentoring newcomers, is the true driver of success. Investment in such leaders is an investment in continuous reinvention, not just a title.
Sources:
- LHH Executive Search: Informe de Liderazgo y alta dirección 2025
- Accenture: Life Trends 2025: The Invisible Hand
- World Economic Forum: These are the most in-demand skills in 2025
- Gartner: Top Strategic Technology Trends 2025
- Forbes: The Skills Tech Leaders Need To Succeed In 2025
