ABOUT THE LOCAL & NICHE EDITION PREVIEW
Thank you for your interest in the Local & NIche Edition of our Curated Salary Data & Intelligence report. Below is an overview of what you can expect from this edition.
PREVIEW BREAKDOWN
1. RESPONDENT PROFILE
Included in the General Edition.
2. FOCUS AREAS
Included in the General Edition.
3. ROLES
This preview presents role data across two categories: Management and Pre-Manager level positions. Each of these two categories feature a separate standardized layout (Management Role layout: pages 8 - 11; Pre-Manager Role layout: pages 12 - 15). “Pre-Manager” refers to roles junior to Manager, such as Coordinator and Specialist.
All data presented in this section has been fully sanitized. Please note that listings such as overall experience and regional markets will vary based on role and respondent count.
Roles featured in this edition:
• Director
• Department Head
• Manager
• Specialist
4. BIGGER PICTURE
Expanded narrative sections with defined headers provide a preview of the analytical themes and insights featured throughout the section.
This printed edition includes 24 pages of data and insights and is not available in digital format.
Please contact us with any questions regarding this edition or the included content.
TABLE OF CONTENTS
X | RESPONDENT PROFILE
| ROLES
x Director
x Department Head
x Manager
x Specialist
| BIGGER PICTURE
ABOUT KHS PEOPLE
KHS People is an award-winning executive search firm with the largest network of legal marketing and business development professionals across the United States.
Our deep industry expertise, combined with firsthand legal experience, brings unmatched credibility and insight to every search. By understanding both the strategic and cultural priorities of Am Law firms, we deliver long-term placements that create meaningful impact and drive organizational success.
Renowned for exceptional client service, we operate as a focused and specialized team—small by design and deliberate in approach. Our size is our strength, enabling us to act with speed, precision, and a nuanced understanding of our niche. We extend beyond traditional recruitment by incorporating exclusive market data and industry intelligence. Through a consultative approach, we equip both firms and candidates with the clarity needed to make confident decisions. Guided by integrity and a relationship-driven philosophy, we have earned the trust of leading Am Law firms and remain committed to advancing the success of professionals and organizations alike.
Learn more about our tailored approach and what sets us apart from the competition.
DISCLAIMER: This document is provided for individual viewing only. It may not be copied, reproduced, printed, photographed, or edited in any form. Any unauthorized use, duplication, or dissemination is strictly prohibited. © This document is the exclusive property of KHS People LLC and is protected under applicable copyright law.
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REPORT MATRIX
EDITIONS
General
Management
AUDIENCE KEY FEATURES
Professionals across Marketing & Business Development
• Comprehensive salary benchmarks by firm tier, region, department, and experience level
• Working arrangements, culture priorities, and retention insights
• Career pathing & transition data
Professionals at the Manager through Senior Director level
C-Suite
CMOs, CHROs, COOs and seniormost leaders
• Compensation quartile benchmarks
• Expanded junior role career pathing and transition data
• Detailed culture and firm perceptions
• Open-response analyses on firm experience
• Compensation percentile benchmarks
• Expanded compensation data
• Distinct profile perspectives for each role, offering in-depth analyses
• Analyses and expanded junior role career pathing and transition data
• Open-response analyses on firm experience
USE CASES
Benchmarking, regional analysis, identifying trends across the profession
Tier Ranking
• Am Law 50
• Am Law 100
• Am Law 200
• Local and Niche
Profile
Solo Marketer
Professionals across Am Law 50, 100, 200, and Local/Niche firms
Solo professionals at the Manager, Senior Manager, or Director level
PURCHASE YOUR REPORTS HERE
• Compensation quartile benchmarks
• Compensation expectations and transition insights segmented by ranking
• Benchmarking differences tied to multiple variables
• Salary benchmarks
• Career pathing and progression trends
• Culture priorities and open-response insights from professionals
Evaluating team structures, understanding retention drivers, building business cases for resources & staffing
Leadership strategy, board-level planning, shaping future investment in the function, 2026 industry projections
Peer-to-peer benchmarking, competitive analysis, compensation planning by firm tier
Peer-to-peer benchmarking, regional analysis, identifying trends within the role
The General Edition of our report is freely available to those subscribed to KHS People’s communications. Those who wish to own a tangible version may also purchase a personal printed copy.
All paid versions of the report are exclusively available in printed format (individuals can access a sanitized preview before purchasing a report). No digital versions are offered for purchase. Please allow up to two weeks for production and delivery.
The C-Suite Edition of the report is reserved for Chief Marketing and Business Development Officers, Chief Human Resources Officers, and Chief Operating Officers within law firms. Interested individuals may submit a request to purchase; once eligibility is confirmed, a secure link will be provided to complete the transaction. Access to this edition reflects both the exclusivity and depth of insight intended for the senior most leaders.
RESPONDENT PROFILE | WHO & WHERE
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“Referring to them as local & niche better reflects their strengths and contributions rather than suggesting absence from rankings.”
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BREAKDOWN BY:
RACE
Asian: xx%
Black or African American: xx%
Hispanic or Latino: xx%
Multiracial or Multiethnic : xx%
Native Hawaiian or other Pacific Islander xx%
Prefer not to answer : xx%
White : xx%
GENDER
Female: xx%
Male: xx%
Prefer not to answer: xx%
Transgender: xx%
EDUCATION
Doctoral degree: xx%
Master’s degree: xx%
Bachelor’s degree: xx%
Other: xx%
Other includes associate’s degree , high school diploma, and GED
WORKING ARRANGEMENT REQUIREMENT
100% remote: xx%
1 day in-office: xx%
2 days in-office: xx%
3 days in-office: xx%
4 days in-office: xx%
100% in-office: xx%
In-office refers to a schedule entirely onsite, five days per week, while remote refers to a working arrangement schedule entirely offsite, with no in-office presence.
WORKING ARRANGEMENT PREFERENCE
Remote: xx%
Hybrid: xx%
In-Office: xx%
INTERPRETING THE DATA
Every data point carries context, and every context brings nuance—an important distinction in the highly specialized industry we serve.
The insights in this report are intended as a resource and point of orientation, not as proof of any single conclusion in isolation. Data should be considered alongside its counterpoints, with the understanding that interpretation often depends on what the reader is seeking to find.
The most reliable place to begin is with Salary by “Firm Ranking” and “Overall Career Experience.” In our view, this combination provides the clearest foundation, leaving minimal room for debate or misinterpretation. From there, additional data points can be layered in to build a well-rounded perspective that is relevant to your team or objectives.
Our approach is holistic and multidimensional. Rather than pointing to one “right answer,” we encourage you to view the data through multiple angles to uncover the most meaningful insights.
Together, these insights represent a significant step forward in how the profession understands itself. The data now moves beyond static benchmarks to reveal patterns of expectation, perception, and behavior. Professionals at every level can see how their compensation compares, how their career priorities align with peers, and how mobility is shaping the profession more broadly. For firms, the findings offer a sharper lens on retention and engagement, highlighting where investments in compensation, culture, and leadership are most likely to resonate.
The next year will show how these insights are put into practice. As firms continue to refine their compensation structures and career pathways, the ability to draw from detailed, role-specific benchmarks will prove invaluable. For professionals, the clarity offered in this year’s report creates a stronger foundation for conversations about advancement, mobility, and long-term career strategy. In that sense, the report does not simply document where the profession stands today, but helps define where it is heading—and how both firms and professionals can move forward with greater purpose and clarity.
MANAGEMENT ROLES | COMPENSATION
SALARY BY:
FIRM RANKING
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
DEPARTMENT
BUSINESS DEVELOPMENT
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
MARKETING
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
OVERALL CAREER EXPERIENCE
4 - 9 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
20 - 24 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
EDUCATION
BACHELOR’S DEGREE
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
IMPRESSION
10 - 14 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
25 - 29 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
MASTER’S DEGREE
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
15 - 19 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
30+ YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
DOCTORAL DEGREE
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
COMPENSATION INCREASE
If you were to leave your firm today for a growth-focused role elsewhere, what would your base salary expectation be?
How would you rate your compensation?
Far above average: xx%
Above average: xx%
Average: xx%
Below average: xx%
Far below average: xx%
Request an individual benchmark analysis to obtain a tailored, data-driven view of how your compensation aligns within the legal sector. Drawing from your location, years of experience, peer group, department, and area of focus, this customized analysis provides a refined comparison that reveals your position within today’s market.
REQUEST INFORMATION
WEEKLY HOURS WORKED (MEDIAN)
ARRANGEMENT (MEDIAN)
How manageable is your workload? (0 not manageable; 10 very manageable) WORKLOAD MANAGEABILITY
BONUS BY:
FIRM SIZE (MEDIAN)
MANAGEMENT ROLES | PROFILES
PROFILE 1: ENGAGED ACHIEVER
This profile captures professionals who have neither considered nor pursued opportunities at other firms.
INSIGHTS
anticipate a tenure of seven to ten or 11+ years at their firm
“far above” and “above” average work/life balance rating
HYPOTHETICAL JOB OFFER
TOP 10 DECIDING FACTORS
xx% Diversity
xx% Firm Culture
xx% Firm Leadership
xx% Health Insurance
xx% Retirement/401(k)
xx% Salary
xx% Title
xx% Total Compensation & Benefits Package
xx% Vacation Time
xx% Working Arrangement
Respondents were asked to select up to five top deciding factors. Diversity refers to DEI initiatives or relative diversity at the firm; Firm Culture refers to the shared values, beliefs, and behaviors of the firm; Firm Leadership refers to the relative progressiveness, composition or newness of leadership; Resources refers to the resources match the workload and demand of the role, for example, people or compensation; and Working Arrangement refers to hybrid/remote/flex options.
“far above” and “above” average effectiveness of Manager rating
PROFILE SUMMARY
“far above” and “above” average team support rating
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PROFILE 2: UNFULFILLED TALENT
This profile captures professionals who have considered opportunities at other firms.
INSIGHTS
anticipate a tenure of seven to ten or 11+ years at their firm
“far above” and “above” average work/life balance rating
HYPOTHETICAL JOB OFFER
TOP 10 DECIDING FACTORS
xx% Diversity
xx% Firm Culture
xx% Firm Leadership
xx% Health Insurance
xx% Retirement/401(k)
xx% Salary
xx% Title
xx% Total Compensation & Benefits Package
xx% Vacation Time
xx% Working Arrangement
PREVIEW Management Edition
Refined benchmarks reveal compensation, culture, and career priorities, guiding firms toward strategic, data-driven decisions.
“far above” and “above” average effectiveness of Manager rating
PROFILE SUMMARY
“far above” and “above” average team support rating
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SALARY BY:
FIRM RANKING
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
DEPARTMENT PRE-MANAGER ROLES | COMPENSATION
BUSINESS DEVELOPMENT
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
MARKETING
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
OVERALL CAREER EXPERIENCE
3 - 4 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
EDUCATION
BACHELOR’S DEGREE
Median: $xxx,xxx
5 - 9 YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
COMPENSATION INCREASE
If you were to leave your firm today for a growth-focused role elsewhere, what would your base salary expectation be?
average increase
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
10+ YEARS
Median: $xxx,xxx
Average: $xxx,xxx
Entry Point: $xxx,xxx
Highest Point: $xxx,xxx
IMPRESSION
How would you rate your compensation?
Far above average: xx%
Above average: xx%
Average: xx%
Below average: xx%
Far below average: xx%
Request an individual benchmark analysis to obtain a tailored, data-driven view of how your compensation aligns within the legal sector. Drawing from your location, years of experience, peer group, department, and area of focus, this customized analysis provides a refined comparison that reveals your position within today’s market.
REQUEST INFORMATION
AVERAGE WEEKLY HOURS WORKED (MEDIAN)
(MEDIAN)
How manageable is your workload? (0 not manageable; 10 very manageable)
BONUS BY:
QUARTILES
FIRM SIZE (MEDIAN)
PRE-MANAGER ROLES | PROFILES
PROFILE 1: ENGAGED ACHIEVER
This profile captures professionals who have neither considered nor pursued opportunities at other firms.
INSIGHTS
would wait for a promotion at their current firm
“highly likely” promotion confidence
anticipate a tenure of four to six years at their current firm
“far above” and “above” average connection with team rating
HYPOTHETICAL JOB OFFER
had a clear discussion about advancement with their manager
open to performance reviews every three or six months
TOP 10 DECIDING FACTORS
xx% Diversity
xx% Firm Culture
xx% Firm Leadership
xx% Health Insurance
xx% Retirement/401(k)
xx% Salary
xx% Title
xx% Total Compensation & Benefits Package
xx% Vacation Time
xx% Working Arrangement
“far above” and “above” average effectiveness of Manager rating
“far above” and “above” average work/life balance rating
PROFILE SUMMARY
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Respondents were asked to select up to five top deciding factors. Diversity refers to DEI initiatives or relative diversity at the firm; Firm Culture refers to the shared values, beliefs, and behaviors of the firm; Firm Leadership refers to the relative progressiveness, composition or newness of leadership; Resources refers to whether the resources match the workload and demand of the role, for example, people or compensation; and Working Arrangement refers to hybrid/remote/flex options.
PROFILE 2: UNFULFILLED TALENT
This profile captures professionals who have considered opportunities at other firms.
INSIGHTS
would accept a stepping-stone role at a new firm now
“highly likely” promotion confidence
anticipate a tenure of one to three years or less at their current firm
had a clear discussion about advancement with their manager
open to performance reviews every three or six months
“average” and “below average” connection with team rating
HYPOTHETICAL JOB OFFER
TOP 10 DECIDING FACTORS xx% Diversity xx% Firm Culture xx% Firm Leadership
xx% Working Arrangement
“average” and “below average” effectiveness of Manager rating
PROFILE SUMMARY
“average” and “below average” work/life balance rating
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BIGGER PICTURE
OUTLOOK
The year ahead will be shaped less by sweeping change and more by a measured progression of themes that have been steadily maturing across the profession. What was once a conversation about proving value has shifted into one about defining it with greater precision and consistency. This transition reflects the profession’s continued advancement toward deeper integration in firm strategy, client engagement, and long-term business planning.
Firms are now focused on how best to resource, measure, and retain their marketing and business development teams in ways that align with broader strategic goals. The shift we are witnessing is highly significant. Within law firms—where career trajectories for attorneys and partners have historically been narrow and linear—the marketing and business development function has emerged as a true catalyst for change. Its growing influence is forging entirely new professional pathways, creating opportunities that did not exist within the traditional structure of the profession.
The survey data makes clear that working arrangements remain central, but the debate has evolved. Hybrid has solidified as the prevailing model, yet its significance is not about where professionals sit but about the trust those arrangements convey. Firms that enable their teams to manage schedules with autonomy are signaling confidence in performance and accountability. And this is occurring within an industry that, less than six years ago, relied on literal visibility to validate professional worth—where simply being physically present was considered a measure of value.
This perspective reframes flexibility as an indicator of professional ownership rather than convenience, underscoring that output and influence matter far more than physical presence. The next stage of this conversation will be about how firms sustain this model, balancing accountability with autonomy and ensuring that trust is reinforced at every level.
Retention and mobility continue to surface as critical points of tension. The most competitive firms are learning that
compensation, while essential, is only one part of the equation. Professionals are weighing opportunities through a broader lens—placing increasing importance on leadership quality, firm culture, and the resources provided to support both immediate performance and future growth. This shift in priorities signals a recalibration of what it means to create environments where professionals can thrive long-term. For many, the question is no longer whether a firm pays well, but whether it also fosters trust, development, and stability in ways that make staying compelling. These are precisely the questions the industry should be asking. They speak directly to long-term growth and retention and hold the potential to address a profession long challenged by short tenures and high levels of movement.
At the same time, compensation pressures are intensifying. Salaries continue to rise, and expectations around bonuses, benefits, and recognition are expanding in parallel. This environment has increased demand for more granular benchmarking—by Am Law tier, by department, and by level of experience—to provide firms with clear data against which to make decisions.
More firms are beginning to draw direct links between their compensation strategies and the measurable business outcomes they expect, a development that reflects a growing professionalization of the function and a sharper emphasis on accountability.
These themes point to a profession that is steadily moving into a more defined and measurable space. The signals are clear: firms that align compensation, leadership, resources, and trust will be positioned to retain their most valuable professionals and sustain performance through uncertainty. Those that do not risk falling behind, not because they lack talent, but because they have failed to fully support it. The next year will test which firms can translate this understanding into action, and which will find themselves challenged by the growing expectations of their professionals.
These themes reflect a profession steadily evolving into a more defined and measurable space—a corporatization of what is arguably the last profession still in need of it.
“Firms that align compensation, leadership, resources, and trust will be positioned to retain their most valuable professionals…”
