2026 Chief Accounting Officer Salary Benchmarking Report

The Price of Being the One Who Fixes the Books

Being a lead in an accounting function today means you're not just closing the books. You're owning risk, protecting the balance sheet, steering compliance, enabling transformation, and making sure the numbers always tell the truth. That level of responsibility comes with a seat at the table and a paycheck that should match the stakes.

So whether you're:

• A CAO evaluating your market value

• A CFO preparing your next compensation cycle

• A fast-growing company trying to recruit top accounting talent

...it's worth understanding what the market is really paying for senior accounting leadership right now. Because modern Chief Accounting Officers are the guardians of financial integrity, the architects of audit-ready accuracy, and increasingly, the champions of finance automation and data governance.

And the compensation? It's rising to reflect that shift.

The Current Market: Where CAO Salaries Are Landing in 2025

Here's where the numbers are landing today, based on current market data from Salary.com (March 2025) and PayScale (2025):

National Benchmarks (Current):

• Median/Average pay: ~$291,500 per year

• Typical salary range (25th-75th percentile): ~$264,200 to $335,800 per year

• Top earners (90th percentile): Up to about $376,000+ per year under the right conditions

• Base salary range (verified): $109,000 to $302,000 per year

• Total compensation range (base + bonus + benefits): $106,000 to $352,000 depending on role complexity and perks

Bottom Line:

As of 2025, a full-time Chief Accounting Officer in the U.S. typically earns mid-six figures annually, with substantial variation based on company size, location, and role scope. The variation reflects the wide spectrum of role complexity from a single-entity accounting leader in a small firm to a global CAO managing complex consolidations across multiple jurisdictions.

Scaling Up the Salary: How Company Size Dramatically Impacts CAO Earnings

As companies grow, the CAO's remit usually expands (more entities, consolidations, regulators, and audit complexity), and pay rises proportionally. Real-world SEC filings and salary survey data show this pattern clearly:

1. Mid-Market Firms (~$100M-$300M Revenue)

Typical CAO Base: $248,100 - $336,500 (Midpoint ≈ $290,400)

This benchmark is derived from Salary.com's data applied to mid-market company profiles. At a $250M-sized company, a CAO's base typically ranges in this band, reflecting:

• More complex ERP systems and multi-location reporting

• Heavier workload of consolidations and audit coordination

• Stronger internal controls requirements

• More complex regulatory filings

Why the Jump: The significant increase from small firms reflects exponentially greater complexity. A CAO at a mid-market firm manages multiple consolidation layers, more sophisticated audit relationships, and broader compliance scope.

2. Large Public Companies ($1B+ Revenue)

Typical CAO Base: $350,000 - $600,000+ per year

Real-world SEC filings show actual packages for large public companies:

Real-World Example 1: Cigna Group

• Company: The Cigna Group

• 2024 Revenue: $247.1 billion

• CAO: Angela Kates (appointed Jan 30, 2025)

• Base Salary: $400,000

• Why: Global role owning complex consolidation and compliance across many subsidiaries and regulatory jurisdictions

Real-World Example 2: Citigroup

• Company: Citigroup Inc.

• 2024 Revenue: ~$81.1 billion

• CAO: Nicole Giles (appointed March 1, 2025)

• Base Salary: $500,000

• Additional Comp: $13.7M in replacement equity and cash awards

• Why: Banking regulatory complexity + capital markets expertise + global scope

Real-World Example 3: Gates Industrial Corporation

• Company: Gates Industrial Corporation plc (NYSE: GTES)

• 2024 Revenue: ~$3.4 billion

• CAO: Apostolos Patouhas (appointed June 17, 2024)

• Base Salary: $440,000

• Why: Multi-entity consolidation, global reporting standards, SOX compliance requirements

Summary: Company Size Impact

Key Insight: 

Expect a steep, non-linear step-up. Small companies commonly pay $109k-$150k. Mid-market firms jump to $250k-$350k. Large public companies command $350k-$600k+, reflecting dramatically expanded complexity, regulatory burden, and board-level accountability.

The Geography Factor: How Location Shapes CAO Salaries

Location still matters significantly. Geography and cost of living shape Chief Accounting Officer pay, and here's how:

New York City Premium

• NYC CAO average base: $337,800/year (approximately 16% above national median)

• NYC 25th-75th percentile range: $306,200 - $389,200

Why the Geographic Gap Exists: Three Documented Reasons

1. Cost of Living & Labor Market Pressure

NYC's cost of living is approximately 15-20% higher than the national average. Employers in high-cost metros must offer higher pay to attract talent who face significantly higher housing, transportation, and childcare costs. Research from SHRM (Society for Human Resource Management) confirms that geographic pay differentials based on cost-of-living variations are a standard, documented compensation practice.

2. Local Market Supply & Demand

Large finance hubs like New York, San Francisco, and Boston host:

• More large corporations requiring complex multi-entity structures

• More public company headquarters with SOX compliance demands

• More complex financial services institutions

• Deeper talent pools commanding premium compensation

This creates legitimate supply/demand pricing for the specialized skills these markets demand.

3. Role Complexity & Industry Mix by Region

Cities with more financial services, healthcare, or tech headquarters tend to require CAOs who manage:

• Complex consolidation and regulatory reporting

• Multi-jurisdictional tax and audit complexity

• SOX and regulatory compliance requirements

• Board-level financial governance

These skill requirements command a premium (hence higher local salaries). Salary ranges reported by employers in these regions are consistently 15-25% above national norms.

Practical Takeaways for Hiring Managers and Candidates:

• If hiring in NYC/SF/Boston: Budget 15-25% above national medians, depending on seniority and complexity

• If hiring remotely: Consider location-based pay bands or a market-adjusted premium to stay competitive while controlling costs

• SHRM Guidance: Formal geographic pay policies are recommended rather than ad-hoc exceptions

Why Cash + Equity + Bonuses Matter for CAOs

Base salary only tells part of the story. For senior finance leaders like CAOs, a large portion of real reward comes from incentives tied to performance, company profits, and long-term value creation.

What Extras Does a CAO Get (and Why)?

1. Annual Bonuses / Performance Bonuses

Companies often set bonus targets for top finance roles based on:

• Profitability and margin growth

• Compliance success and audit outcomes

• Achievement of financial KPIs

• Successful system implementations or transformations

For comparable roles like CFOs, bonus payouts in 2024-2025 were often 30-60% of base salary depending on performance. A CAO with a base salary of $250,000 and a 40-60% performance bonus could add another $100,000-$150,000 in cash bonus in a strong year.

2. Profit-Sharing / Deferred Plans

Some firms (especially private or growing firms) distribute a portion of annual profits to eligible employees as cash or deferred contributions. This turns organizational success directly into personal reward.

3. Equity / Long-Term Incentives (LTIs)

Executives may receive:

• Restricted stock units (RSUs)

• Performance shares

• Stock options that vest over time

This lets CAOs benefit from long-term value creation, aligning their interests with shareholders. For high-growth or public firms, equity often becomes a major compensation chunk, sometimes doubling or tripling total compensation when shares appreciate.

How Much Does It Matter (Quantitatively)?

• A CAO with a base salary of $250,000 with 40-60% performance bonus could add $100,000-$150,000 in cash bonus in a strong year. 

• If the company also issues equity (e.g., RSUs) and those shares appreciate, the long-term value might substantially exceed base salary.

• For smaller or private companies with limited cash flows, equity or profit-sharing can be especially valuable, giving CAOs meaningful upside without immediate cash cost to the company.

Bottom Line: In effect, bonuses and equity convert a CAO's role from "just keeping the books clean" to "having skin in the game." Reward becomes tied to performance, growth, and value creation, not just hours worked.

How Firm Size & Public vs. Private Structure Affect CAO Compensation

1. Mid-Size Private Firms: Growing Scope, More Competitive Pay

As a private firm scales (multiple departments, growing staff, expanding operations, more complex reporting), the demands on accounting leadership increase:

Expanded Responsibilities:

• More complex internal controls and multi-department coordination

• Stronger compliance needs as firms grow

• Heavier audit coordination and regulatory requirements

• Planning for growth, potential acquisition, or exit scenarios

Compensation Response:
Firms tend to invest more in senior accounting talent to ensure clean financials, especially when preparing for growth, audits, or potential exit/acquisition. The pay gap between smaller firms and mid-size firms widens significantly with mid-size firms paying noticeably more to remain competitive.

Result: A CAO at a mid-size private firm often commands a higher base pay and is more likely to receive bonuses or profit-sharing to reflect increased responsibility and complexity.

2. Public Companies: Maximum Complexity, Premium Compensation

Publicly traded firms (especially large ones) tend to offer the highest pay for several well-documented reasons:

Regulatory & Compliance Burden:

• Sarbanes-Oxley (SOX) compliance requirements

• Auditing and investor reporting demands

• Multi-entity consolidation and regulatory complexity

• Often international operations requiring robust accounting leadership

Transparent Pay Disclosure & Competitive Markets:

• Public companies benchmark against peer firms

• Offer rich compensation packages: salary, bonuses, equity, long-term incentives

• Research shows executives in public firms earn a documented "public-firm premium" compared to private firms

Pay Structure Shifts:

• In public firms, a larger portion of total compensation comes from equity and long-term incentives (not just base salary or bonus)

• This aligns CAO incentives with shareholders and long-term company performance

• Creates stronger accountability for financial integrity and audit success

Net Effect: A CAO in a public company, especially a large one, is likely to see total compensation significantly above what is common in private firms of similar size. The SEC-disclosed examples (Cigna $400k, Citi $500k, Gates $440k) demonstrate this pattern.

The Lift: Why CAO Role Remains Valuable (and Demands Premium Pay)

Several structural factors justify rising CAO compensation:

1. Consolidation & Compliance Burden

• Many firms now handle multi-entity accounting, changing tax rules, regulatory filings, and require robust internal controls. 

• That burden translates to real value and real pay. A CAO who can navigate complex consolidation, multi-jurisdictional reporting, and evolving compliance requirements is genuinely valuable.

2. Automation & Technology Adoption

• As firms adopt ERPs, AI tools, and advanced accounting systems, CAOs who can manage both technology and accounting bring extra value (and command higher pay).

• The ability to implement and optimize systems while maintaining accounting integrity is increasingly prized.

3. Risk Management & Audit Oversight

• With heightened regulatory scrutiny and the cost of restatements rising, a trusted CAO becomes a critical safeguard. 

• This is a high-stakes, high-responsibility role with meaningful risk mitigation value.

4. Leadership + Strategy

Beyond keeping the books, senior CAOs advise on financial strategy, forecasting, and business planning. Their insight saves money and drives growth.

Final Thoughts: CAOs Deserve Compensation That Reflects the Reality of the Role

The modern Chief Accounting Officer isn’t just the steward of debits and credits, they are the company’s guardian of financial truth. They protect the balance sheet, ensure regulatory credibility, and keep auditors (and investors) confident that what’s being said on earnings calls will stand up under scrutiny. There’s no CFO peace of mind without CAO precision.

Compensation must reflect that.

Whether you’re hiring or negotiating, the right benchmark is the actual complexity of the job:

• How many entities and jurisdictions are you managing?
  
  

• How exposed is the business to compliance and audit risk?
  
  

• Is the CAO enabling transformation or just keeping the lights on?
  
  

• Is this role just checking the box or shaping the future finance architecture?

Those answers are what justify the wide pay bands this report outlines from ~$109K at the simplest end of the market to $600K+ when global complexity, regulatory oversight, and strategic leadership converge.

What’s consistent across the board is this:

When the CAO role moves from “fixing the books” to “future-proofing the business,”
the compensation must move with it.

Because there’s one universal accounting truth that never changes:

📌 If you want clean numbers, you must pay the person who keeps them clean like the leader they truly are.

Most Importantly:

Judge compensation by responsibility scope, value delivered, and complexity faced, not just by a national average.

The $291,500 national median is a useful benchmark, but your specific CAO role may be higher or lower based on:

• Company revenue and entity structure

• Geographic location (NYC premium justified; rural markets lower)

• Experience and expertise of the candidate

• Industry and regulatory complexity

• Growth stage and future complexity expectations