We analysed compensation data from 92 COOs operating within Private Equity-backed Electrical Services businesses across North America.
The data is segmented by revenue size to demonstrate how COO compensation, bonus structures, and equity participation evolve as businesses scale.

RESPONDENT BREAKDOWN

• 20% from firms with under $50M revenue
• 45% from firms with $50M–$150M revenue
• 20% from firms with over $150M revenue
• 15% from firms with $500M–$1BN revenue

BASE SALARY

Firms < $50M Revenue

• Lowest: $100,000
• Median: $225,000
• Highest: $340,000

Firms $50M–$150M Revenue

• Lowest: $225,000
• Median: $300,000
• Highest: $400,000

Firms > $150M Revenue

• Lowest: $220,000
• Median: $325,000
• Highest: $500,000

Firms $500M–$1BN Revenue

• Lowest: $300,000
• Median: $360,000
• Highest: $600,000

BONUS STRUCTURE

• 70% of COOs at firms < $50M receive a bonus of 50% or less
• 65% of COOs at firms $50M–$150M receive a bonus of 50% or less
• 55% of COOs at firms > $150M receive a bonus of 50% or less
• 60% of COOs at firms $500M–$1BN receive a bonus of 50% or less

As firms scale, bonus structures become more tied to operational KPIs, integration success, labour utilisation, and EBITDA performance.

EQUITY PARTICIPATION

• 55% of COOs at firms < $50M receive equity or equity equivalent
• 70% of COOs at firms $50M–$150M receive equity or equity equivalent
• 80% of COOs at firms > $150M receive equity or equity equivalent
• 80% of COOs at firms $500M–$1BN receive equity or equity equivalent

Equity participation rises materially as operational complexity increases and COOs become central to scaling acquisition strategies and driving execution across multiple locations.

KEY TAKEAWAYS

• Median COO salary increases from $225K to $360K as firms scale toward $1BN revenue.
• Top-end compensation reaches $600K in larger Electrical Services businesses.
• Equity participation becomes increasingly common, particularly in larger multi-site and acquisition-heavy platforms.
• COOs are increasingly rewarded for execution, integration, scalability, and operational consistency.

Bottom Line

In PE-backed Electrical Services businesses, the COO role is heavily tied to operational execution and scalable growth.
As companies scale through acquisitions and geographic expansion, compensation increasingly reflects the COO’s ability to drive integration, utilisation, workforce performance, and EBITDA delivery.

Looking to benchmark COO compensation or hire operational leadership within Electrical Services?
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All insights in this salary report are derived from Raw Selection’s proprietary data.