Introduction

The world of emerging technology is advancing at extraordinary speed. Companies in quantum computing, biotechnology, and space manufacturing are not only transforming industries—they are also redefining what it takes to attract and retain top executive talent.

With demand for visionary leaders outstripping supply, executive compensation benchmarking has become more comple and more critical than ever.

At Wyman Bain, we specialise in research-led, auditable executive search. Here’s what the market is telling us for 2025, and how both organisations and leaders can stay ahead.

Why Benchmarking in Emerging Tech is Different ⚡

Traditional salary surveys were designed for established industries. They simply don’t reflect the unique dynamics of quantum, biotech, or space. Here’s why:

• Talent scarcity: Leaders who combine deep technical expertise with commercial acumen are extremely rare. They often command premiums of 40–60% above typical tech or industrial roles.
• Risk vs reward: The path to profitability is long and uncertain. Executives take on substantial career risk, which is reflected in higher base salaries, larger equity packages, and milestone-driven incentives.
• Funding stage matters: Early-stage or pre-revenue firms typically offer lower cash salaries but larger equity stakes (sometimes 30–50% of the package). Later-stage or listed companies lean towards higher base pay plus performance bonuses.

2025 Executive Compensation Benchmarks 📊

Based on our latest intelligence across the UK and Europe, here’s what senior leaders can expect:

Chief Executive Officer (CEO)

• Quantum Computing: £180k–£350k base + 25–40% equity
• Biotechnology: £200k–£400k base + 20–35% equity
• Space Manufacturing: £160k–£320k base + 30–45% equity

Chief Technology Officer (CTO)

• Quantum: £150k–£280k base + 20–35% equity
• Biotech: £140k–£260k base + 15–30% equity
• Space: £130k–£250k base + 25–40% equity

Chief Commercial Officer (CCO) / Commercial Director

• Across all three sectors: £120k–£220k base + 15–25% equity + revenue-based bonuses

Geographic premiums:

• London: +15–20%
• Germany/Switzerland: +10–15%
• Middle East (UAE/Saudi): +25–35%, often tax-free with additional allowances ✈️

What’s Driving These Numbers? 📈

• Fierce global competition: US and Asian firms often pay more, pushing UK and European companies to get creative.
• Equity is king: Typical C-suite equity stakes: CEO 2–8%, CTO 1–4%, other executives 0.5–2%, usually with 4-year vesting and 1-year cliff.
• Milestone bonuses: Increasingly tied to patents, regulatory approvals, or major contracts.
• Transparency: Executives now expect clear, auditable breakdowns of salary, equity valuations, and risk/reward scenarios.

Practical Takeaways 🎯

For Employers:
✅ Use real-time, research-led benchmarks, not outdated surveys.
✅ Be transparent about equity valuations, vesting, and milestones.
✅ Attract top talent with long-term incentives, not just cash.

For Candidates:
✅ Benchmark your true market value both UK and international.
✅ Assess the whole package, not just salary.
✅ Ask for clarity on equity valuation and performance metrics.

How Wyman Bain Adds Value 💡

Our approach is open, auditable, and data-driven. We don’t just pull numbers from databases we combine market mapping, industry conversations, and proprietary research to provide clients and candidates with the full picture.

Whether you are hiring or considering your next move, we’ll help you navigate the complexities of executive compensation in quantum, biotech, and space.

Conclusion 🌍

The stakes in quantum, biotech, and space have never been higher. With the right benchmarking and a transparent, research-led approach, organisations and leaders alike can secure the talent needed to shape the future.

👉 If you’d like to see a detailed benchmarking report for your sector or discuss your executive compensation strategy, get in touch with us today.