THE QUESTION EVERY PRINCIPAL ASKS FIRST.
Before the brief. Before the first call. Before they have thought about what kind of EA they actually need. The first question is always: what is this going to cost?
It is the right question. It is just usually asked at the wrong time, with a number already in mind that bears no relation to what the market is paying. The principals who have done this before know that. The ones who have not are about to find out.
These figures are drawn from TalentSmiths placements across all five markets. Not survey data. Not aggregated job board listings. Actual placements.
LONDON
London remains the most established EA market globally. Stage 3 and Stage 4 supply has tightened materially, with base salaries up approximately 14% over the past two years. Principals who attempt to hire at 2022 compensation levels are not being frugal. They are removing themselves from consideration.
| Stage | Role | Base Salary (£) | Total Compensation (£) |
|---|---|---|---|
| Stage 1 | Coordinator | £35k – £45k | £37k – £48k |
| Stage 2 | EA (Corporate) | £45k – £65k | £48k – £72k |
| Stage 3 | Senior EA | £65k – £95k | £72k – £110k |
| Stage 4 | UHNW / CoS Boundary | £95k – £145k | £110k – £175k |
| Stage 5 | Principal-Level | £145k – £220k+ | £175k – £280k+ |
NEW YORK
New York carries the highest EA compensation of any TalentSmiths market. Hedge fund and private equity demand drives packages at Stage 4 and Stage 5 that routinely exceed London equivalents, even accounting for currency. Total compensation at Stage 5 can reach $420k+ when bonus and benefits are included. Principals who benchmark against London or who apply corporate salary frameworks will not make this hire.
| Stage | Role | Base Salary ($) | Total Compensation ($) |
|---|---|---|---|
| Stage 1 | Coordinator | $55k – $75k | $58k – $80k |
| Stage 2 | EA (Corporate) | $75k – $100k | $80k – $115k |
| Stage 3 | Senior EA | $100k – $150k | $115k – $180k |
| Stage 4 | UHNW / CoS Boundary | $150k – $220k | $175k – $280k |
| Stage 5 | Principal-Level | $200k – $320k+ | $240k – $420k+ |
SAN FRANCISCO
San Francisco is a technology-adjacent market where EA-CoS hybrid roles are the norm. Equity compensation has become less common since the post-2022 correction, with most packages now cash-based. The shift has simplified benchmarking but reduced the upside available to candidates, making base salary increasingly important.
| Stage | Role | Base Salary ($) | Total Compensation ($) |
|---|---|---|---|
| Stage 1 | Coordinator | $60k – $80k | $63k – $86k |
| Stage 2 | EA (Corporate) | $80k – $110k | $86k – $125k |
| Stage 3 | Senior EA | $110k – $160k | $125k – $195k |
| Stage 4 | UHNW / CoS Boundary | $160k – $230k | $185k – $295k |
| Stage 5 | Principal-Level | $210k – $340k+ | $255k – $440k+ |
MIAMI
Miami is the fastest-growing UHNW market in the United States. Post-2020 Northeast migration has created demand that significantly outpaces local supply. Principals in Miami who offer below-market compensation do not just lose candidates to other Miami offers. They lose them to New York. The supply constraint is real and it is reflected in packages.
| Stage | Role | Base Salary ($) | Total Compensation ($) |
|---|---|---|---|
| Stage 1 | Coordinator | $50k – $68k | $53k – $73k |
| Stage 2 | EA (Corporate) | $68k – $95k | $73k – $108k |
| Stage 3 | Senior EA | $95k – $140k | $108k – $168k |
| Stage 4 | UHNW / CoS Boundary | $140k – $210k | $162k – $265k |
| Stage 5 | Principal-Level | $185k – $300k+ | $220k – $390k+ |
AUSTIN
Austin is TalentSmiths' fastest-growing market by mandate volume. Local supply is significantly behind demand. Stage 3 and Stage 4 packages have moved materially upward over the past 18 months. Relocation candidates from New York and San Francisco are the primary solution, and compensation must reflect that.
| Stage | Role | Base Salary ($) | Total Compensation ($) |
|---|---|---|---|
| Stage 1 | Coordinator | $48k – $65k | $51k – $70k |
| Stage 2 | EA (Corporate) | $65k – $90k | $70k – $103k |
| Stage 3 | Senior EA | $90k – $130k | $103k – $155k |
| Stage 4 | UHNW / CoS Boundary | $130k – $195k | $150k – $245k |
| Stage 5 | Principal-Level | $155k – $270k+ | $185k – $340k+ |
WHAT PRINCIPALS CONSISTENTLY GET WRONG.
The compensation question is not really about the number. It is about three recurring errors that show up in almost every search where compensation causes a problem.
The first is benchmarking against the wrong reference point. Principals who have hired EAs before often benchmark against what they paid last time. The market has moved. What you paid three years ago is not what this hire costs today.
The second is confusing base salary with total compensation. The base salary is the number on the offer letter. Total compensation covers bonus, benefits, pension or 401k contribution, travel allowances, and technology stipends. That is what determines whether a senior candidate accepts or declines. Candidates at Stage 3 and above compare total packages, not base salaries.
The third is treating compensation as a negotiating variable rather than a market signal. Principals who open with a below-market offer and expect to negotiate upward are telling the candidate exactly how they will be valued in the relationship. The best candidates withdraw. The ones who stay are not the ones you want.
James will discuss compensation during the brief. If your current expectations are below market, he will say so before accepting the mandate. The conversation is more useful at the start than after a shortlist has been presented and declined.
READY TO DISCUSS WHAT YOUR SEARCH WILL COST?
The brief takes 30 minutes. James will tell you what the market is paying, what your specific mandate requires, and whether TalentSmiths can help.
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