CFO COMPENSATION IN PE-BACKED RESIDENTIAL SERVICES FIRMS

We analysed compensation data from 60 CFOs operating within Private Equity-backed Residential Services businesses across North America.
The data is segmented by revenue size to show how CFO compensation, bonus structures, and equity participation evolve as residential platforms scale and financial complexity increases.

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RESPONDENT BREAKDOWN

• 38% from firms backed by PE funds under $500M AUM

• 34% from firms with $50M–$150M revenue

• 28% from firms with over $150M revenue

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BASE SALARY

Firms < $50M Revenue

• Lowest: $160,000

• Median: $235,000

• Highest: $300,000

Firms $50M–$150M Revenue

• Lowest: $250,000

• Median: $300,000

• Highest: $365,000

Firms > $150M Revenue

• Lowest: $300,000

• Median: $350,000

• Highest: $400,000+

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BONUS STRUCTURE

• 81% of CFOs at firms < $50M receive a bonus of 50% or less

• 86% of CFOs at firms $50M–$150M receive a bonus of 50% or less

• 79% of CFOs at firms > $150M receive a bonus of 50% or less

Key insight: Bonus structures remain tightly controlled across all revenue tiers, even as residential platforms scale, reflecting PE’s focus on margin protection and cash-flow predictability.

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EQUITY & PROFIT PARTICIPATION

• 52% of CFOs at firms < $50M receive carry or profit/partner share

• 67% of CFOs at firms $50M–$150M receive carry or profit/partner share

• 82% of CFOs at firms > $150M receive carry or profit/partner share

Equity participation increases materially with scale, highlighting the CFO’s role in capital allocation, acquisition integration, debt structuring, and exit readiness within residential services platforms.

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KEY TAKEAWAYS

• CFO base salaries scale predictably with revenue, rising from a $235K median in sub-$50M businesses to $350K in firms exceeding $150M.

• Bonus structures remain conservative, with the majority of CFOs capped at ≤50% bonus targets across all revenue tiers.

• Equity becomes a primary driver of upside at scale, particularly in larger residential platforms where CFOs are deeply involved in value creation and exit execution.

• Compensation dispersion narrows at scale, signalling increased standardisation once platforms reach maturity.

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Bottom Line

CFO compensation in PE-backed Residential Services firms is disciplined, equity-led, and scale-driven.
As businesses grow, CFOs are rewarded less through variable cash incentives and more through ownership participation aligned to long-term value creation and exit outcomes.

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Looking to benchmark CFO compensation or hire a proven Residential Services finance leader for your portfolio company?
Connect with kaj.coffey@raw-selection.com

Raw Selection | De-Risking Executive Search for Private Equity firms across Europe & North America

All insights in this salary report are derived from Raw Selection’s proprietary data.