C2HR Compensation Surveys Revealed Stable Pay Growth in 2024
Broadcast Ops, Legal/Business Affairs and Construction Scored Big Raises

NAPERVILLE, ILL., February 19, 2025 — The Content & Connectivity Human Resources (C2HR) Association’s Annual Compensation Surveys revealed that pay among content developers increased steadily in 2024, with executives capturing the largest raises. Among connectivity providers, compensation growth was moderate. Base salary increases were smaller than last year, but bonuses and long-term incentives pushed total compensation higher for management and salaried employees.

The 2024 C2HR Compensation Surveys also showed that content developers rewarded high- demand talent in legal/business affairs, market/audience research, media relations and broadcast operations with substantial pay raises. For the third year running, customer care reps claimed a spot on the “high-demand” talent list at connectivity companies, as did construction positions and senior marketing jobs.
“Streaming continues to shape the compensation landscape for C2HR members,” said Parthavi Das, C2HR’s executive director. “The C2HR Compensation Surveys revealed that participants continued to reward talent with specialized skills necessary to excel in the fiercely competitive streaming market while simultaneously ensuring pay raises for all employees.”

Steady Growth for Content Developers
2024 compensation growth was consistent across content jobs, with the exception of executives, who made up for a sluggish 2023. For executives, average total direct compensation (TDC), which comprises base, bonus and equity, increased 8.9%, compared to 2.6% in 2023. The preponderance of that increase came from larger bonus and equity distributions, although base salaries also increased a healthy 4.1%. (See Figure 1)

In 2024, content middle management accrued 3.1% base salary raises and professional and operating individual contributors (ICs) (non-managers) garnered 3.2% base increases. TDC rose slightly for middle management: 4% versus 3.8% in 2023. TDC for professional ICs rose 3.1%, lagging last year’s 5.2%; and operating IC/support personnel garnered 3% TDC bumps in 2024, versus 3.7% in 2023.

Thirty-eight content developers, employing 39,357 workers, with 889 positions and representing a mix of cable programmers; television, satellite and radio broadcasters; and digital content creators participated in C2HR’s 2024 Compensation Surveys. (See list at end)

Moderate Raises for Connectivity Providers
The C2HR Compensation Surveys also revealed that pay among connectivity providers rose in 2024. Average TDC rose 4.5% for management, up from 3.8% in 2023. Management base salaries increased by 2.0%.

Salaried employees achieved 4.4% TDC gains, up from 2023’s 3.1% TDC. Base pay for salaried workers rose on average 3.1% in 2024, which was lower than last year’s 3.9%. Hourly workers accrued modest hikes in 2024: base pay rose 2.6% compared to 3.8% in 2023; total cash compensation (TCC) rose 2.2% compared to 5.6% last year, signifying that bonuses were smaller. (See Figure 2)

Eleven connectivity companies with 623 positions participated in the survey, including multiple system operators, satellite cable providers and security companies. Together, they represent 98,487 employees. (See list at end)

Bonus Awards Mixed
Employee participation in bonus programs remained broad-based in 2024 among C2HR Compensation Survey participants, with 91% of connectivity providers offering short-term cash awards and 89% of content developers. In addition, bonuses reach deep into the organizations: 70% of connectivity support employees and 47% of content support workers are eligible for bonuses.

“This is a very inclusive industry when it comes to bonuses,” said Hali Croner, president and CEO of The Croner Company, the research and compensation consulting firm that conducts the surveys for C2HR.

Competitive pressures impacted the payout of these awards. Connectivity participants averaged bonus awards 4% above target, while content developer bonuses averaged 7% below target. These numbers contrast starkly with the bonus boom in 2022 (16% and 21% above target for connectivity and content respectively).

Specialized Skills Spike Pay
Among the significant findings of C2HR’s Annual Compensation Surveys was the eagerly anticipated list of high-demand talent in content creation and broadband connectivity companies. Positions requiring sought-after skills, particularly those related to streaming, captured the largest salary increases.

“The hot jobs data allow us to identify whether we have any compensation problems at the moment or will in the future for these important positions,” noted Fernando Sanchez, compensation manager at TelevisaUnivision. “This knowledge allows us to take preventive or follow-up actions.”

In 2024, broadcast operations roles claimed the hot jobs pinnacle. Content companies paid broadcast engineers (electromechanical) 25% more than last year, followed by 18% for broadcast coordinator and 8% for director of broadcast operations. (See Figure 3).

Content creators also found themselves paying more for legal/business affairs. These individuals negotiate streaming deals, review mergers and acquisitions and monitor regulatory changes. Manager of legal/BA scored a 14% bump; followed by senior director, legal/BA 7%; senior manager, legal/BA 7%; and director, legal/BA 6% — all increases above the national average.

“These positions are being significantly challenged with the changes in our industry and require more specialization,” said Sanchez. As a result, they command higher pay.

Rebecca Zambrana, vice president of human resources at INSP, concurred. “Legal/business affairs teams are essential for keeping up with an ever-changing regulatory landscape,” she explained. “From an HR compliance perspective, the impact of pay transparency laws, evolving leave regulations, the FTC’s [Federal Trade Commission’s] proposed non-compete ban, and recent FLSA [Fair Labor Standards Act] changes underscore the critical role these teams play,” she added. “With multiple jurisdictions enacting new laws each year, legal and business affairs teams’ expertise is invaluable in ensuring compliance — a value clearly reflected in the survey.”

For the third year running, jobs in market and audience research also captured big base salary gains, although not as robust as in prior years. Employees in these positions analyze viewership data to spot trends and better target content to viewers, whether via streaming or broadcast. Senior manager of research garnered a 10% increase; research analyst 5%; and senior director of research 5%.

“Market/audience research teams are vital in today’s data-driven environment,” Zambrana said. “These teams play a crucial role in analyzing and interpreting data, thereby empowering our leaders to make informed decisions about programming, distribution strategies and overall business practices.”

Studio/remote production (photography) and media relations were also in demand. Photographers accrued 4% hikes; followed by 6% for manager of photography; and 8% for director of photography. Raises for senior manager of media relations climbed 6%; director of media relations 6%; and senior publicist 5%. (See Figure 3)

Connectivity Rewards Construction Talent
Competition for workers skilled at building new broadband networks, outfitting multiple dwelling units and expanding streaming access via multiple technologies captured top connectivity salary gains in 2024. Construction technician 2 led the pack with companies paying on average 12% more for the role; manager of construction followed with a 5% increase; and senior director of construction received a 4% bump in base salary. (See Figure 4)

Marketing positions also saw more pay movement. Senior marketing specialist pay rose 4%; senior marketing manager 4%; and senior director of marketing 6%.

Customer care jobs once again reached the leader board at connectivity companies, although increases cooled from their highs in 2022. Base salaries for both lead customer care technical support rep and manager of customer care technical support climbed 5% in 2024.

Smaller Salary Adjustment Budgets
C2HR Survey data also revealed that average 2024 merit increases, which are part of company salary adjustment budgets, fell to 3.3% (down from 3.8%) for connectivity companies and 3.2% (down from 3.3%) for content developers. Budgets were slightly below the national average of 3.4%, but higher than inflation at 2.9%.

“Now that inflation is below salary budgets, people are getting real raises. That is good for employees,” Croner added.

Survey data forecasts that 2025 industry merit increases will remain at 3.4% for connectivity participants and fall to 3% for content creators, versus the projected 3.4% national average. These rates are consistent with pre-pandemic budgets, which trended about 3%.

INSP’s Zambrana concurred with the forecast. “2024 was a year of lower compensation increases than recent years; I expect that trend to continue in 2025,” she said.

The deceleration of base pay is especially apparent when compared to pandemic years. (See Figure 5) C2HR’s Compensation Surveys revealed that in 2022, 51% of positions at content companies saw overall pay grow more than 5%. In 2023, 48% of connectivity jobs scored base boosts greater than 5%. However, in 2024 0% of connectivity and only 28% of content positions achieved big bumps.

“When it comes to base pay, there’s a correction occurring,” explained Croner. “During the pandemic, participants raised salaries to attract candidates, but pay growth is slowing down now. Today, it is an employers’ market.”

Value of Survey Data
C2HR’s Compensation Surveys are unique in not only the breadth of the positions they cover (1,512) but also their historical longevity (28 years). They provide a valuable tool to aid companies in developing compensation philosophies, salary ranges and benchmarking metrics.

“Compensation reflects how employers value their employees’ skills and experience,” noted Renee Hauch, principal at JM Search and a member of C2HR’s board of directors. “Companies that consistently underpay risk developing reputations for undervaluing their workforce.”

INSP’s Zambrana touted the benefits of the survey’s position benchmarking data. “Guided by an industry-focused compensation philosophy, the insights from the C2HR Compensation Survey ensure our compensation plans are aligned with current industry standards and emerging trends,”
she explained.

“It’s our most frequently used compensation data source. The high volume of industry-specific roles included in the survey, coupled with the various data cuts available, provide information that is uniquely relevant to us,” Zambrana added.

TelevisaUnivision’s Sanchez agrees. “The survey helps us establish a solid compensation framework, based on industry trends and our internal needs. It also helps us generate action plans to move our organization where we want to be.”

“We use it daily to consult new positions for salary, variable pay, and bonuses that apply. In addition, the salary data by region is helping us generate our salary ranges,” he added.

Predicted Trends
Beyond a leveling of raises, what else can HR professionals expect in 2025? TelevisaUnivision’s Sanchez expects to see the elimination of siloed jobs in linear and digital programming.

“Currently, more dynamic positions are required that can serve both media types on different platforms,” he said. “I also expect to see increased growth of analytics positions that can provide key information for decision-making, trends and new market niches.

Hauch expects job candidates to continue valuing chemistry and company culture. “While pay remains an important factor in the decision-making process, it’s often not the ultimate deciding factor,” she said.

“Recently, we worked on a senior-level operations role where the candidate received two comparable offers. Their decision came down to how they felt about their prospective boss, the company culture, and their ability to make an impact,” Hauch continued. “Today, companies are operating with fewer resources and leaner teams. Ensuring the right fit has become more critical than ever.”

Methodology
C2HR’s 2024 Compensation Surveys included 49 participants. Companies included 11 connectivity providers and 38 content developers (see the attached 2024 participant list). The survey results are industry-specific, providing an in-depth analysis of pay practices for roughly 98,487 connectivity employees and 39,357 content workers, including both exempt and nonexempt positions ranging from technicians to top executives. The participants submitted data reflecting 2024 budgets, base compensation figures, bonuses and incentives. For additional information on the survey’s methodology or to participate in C2HR’s 2025 Compensation Surveys, please contact Laurie Krashanoff, or call 415.485.5521.

ABOUT C2HR
Content & Connectivity Human Resources (C2HR) is a professional association serving 4,800 members from 50 companies spanning the technology, media and entertainment sectors. C2HR provides industry-specific analytics, information and resources, as well as networking and educational opportunities. Its signature initiatives include the C2HR Annual Compensation Surveys and the C2HR CON. For more information, visit www.C2HR.org.

2024 C2HR Content Developers Compensation Survey Participants
A+E Networks
Amazon.com Inc.
Reporting for: Amazon Prime Video
AMC Networks Inc.
BBC Studios Americas Inc.
Charter Communications Inc.
Chicago Sports Network (“CHSN”)
C-SPAN
DIRECTV LLC
Disney Entertainment Television
Reporting for: ABC
Disney Entertainment Television
ESPN Inc.
FanDuel Group
Reporting for: FanDuel TV
Fox Corporation
Reporting for: FOX Fox Corporation
Hallmark Media United States LLC
INSP LLC
Jet Propulsion Laboratory, NASA
Lions Gate Entertainment Corporation
Reporting for: STARZ
MLB Network LLC
National Basketball Association
National Football League
NBCUniversal Media LLC
Reporting for: NBC
NBCUniversal Media LLC
Paramount Global
Reporting for: CBS
Paramount Global
PGA Tour Inc.
Playfly Sports
Public Broadcasting Service (“PBS”)
Qurate Retail Group
Reporting for: HSN and QVC
REVOLT Media and TV LLC
Riot Games Inc.
Sony Pictures Entertainment Inc.
TelevisaUnivision Inc.
The Church of Jesus Christ of Latter-day Saints
The E.W. Scripps Company
Reporting for: Scripps Networks
TKO Group Holdings LLC
Warner Bros. Discovery Inc.
WGBH Educational Foundation (“GBH”)

2024 C2HR Connectivity Providers Compensation Survey Participants
ALLO Communications
Armstrong Group
Cable One Inc.
Charter Communications Inc.
Comcast Cable Communications Inc.
Cox Communications Inc.
DIRECTV LLC
Google Fiber Inc.
Schurz Communications Inc.
TDS Telecom
Ziply Fiber