NAPERVILLE, ILL., February 13, 2024 – The Content & Connectivity Human Resources (C2HR)
Association’s annual Compensation Surveys revealed that pay at connectivity companies increased
steadily, with sales capturing the largest raises. Among content developers, compensation growth was
more subdued than last year. Base salary increases were strong, but bonuses lagged.

The 2023 C2HR Compensation Surveys also showed that content developers rewarded critical jobs in
production management, library management, market research and media relations with substantial
pay raises – two to four times the national average. Customer care reps once again claimed “hot job”
status at connectivity companies, as did software engineers, with both job families reaping large salary
increases.

“Despite economic uncertainty, industry employers continued to steadily increase employee pay in
2023,” commented Parthavi Das, C2HR’s executive director. “C2HR’s Compensation Surveys ensure
that participants have the data they need to build competitive compensation strategies even in tight
labor markets.”

Steady Raises for Connectivity Providers
The C2HR Annual Compensation Surveys revealed that pay among connectivity providers rose in 2023.
Average total direct compensation (TDC), which comprises base, bonus and equity, rose 3.8% for
management, up from 2.7% in 2022.

Salaried employees achieved 3.1% TDC gains, nearly on par with 2022’s 3.3% TDC. Of note, base pay
for salaried workers rose on average 3.9% in 2023, which was higher than last year’s 3.4% increase in
base. Hourly workers also accrued gains – TDC rose 5.6%, up from 4.1%; and sales climbed 11.5%, up
from 5.3% in 2022. Once again, much of this increase – 8.4% – came in base pay raises for sales. (See
Figure 1)

“Employees entering a career in sales, especially in years one through five, don’t want to take the

financial risk of low base salary plus bonus for early career roles,” explained Hali Croner, president and
chief executive officer of The Croner Company, the research and compensation consulting firm that
conducted the surveys for C2HR.

Thirteen connectivity companies participated in the survey, including multiple system operators,
satellite providers and home security companies. Together, they represent 126,380 employees. (See
list at end)

Modest Pay Growth for Content Developers
2023 compensation growth for content developers was markedly slower than the banner increases of
last year. Executives achieved 2023 TDC increases averaging 2.6%, compared to 11.6% in 2022. Most
of that reduction came from smaller bonus and equity distributions. (See Figure 2)

In addition, middle management TDC raises were 3.8%, down from 7.3% in 2022. At a 5.2% increase,
TCD for professional individual contributors (ICs) (non-managers) nearly met last year’s 5.3%; and
operating IC/support personnel garnered 3.7% TDC bumps in 2023, versus 6% in 2021.

Thirty-eight content developers, employing 29,938 workers and representing a mix of cable
programmers; television, satellite and radio broadcasters; and digital content creators, participated in
C2HR’s 2023 Compensation Surveys. (See list at end)

Most Bonuses Below Target
In contrast to 2022’s large bonuses, shifting consumer priorities, high inflation and changing viewership
negatively impacted bonus awards at both connectivity and content companies. Nearly all job levels
reported bonuses under their target, some by as much as 11% below target.

Ad sales personnel at content creators also missed targets. Total cash compensation for ad sales
personnel fell 5.8% this year.

“In terms of compensation, most companies are coming off of a down year. Pay did not increase as
high, and bonuses were much more mixed,” noted Croner.

Value of Survey Data
In this era of greater pay transparency, spotlight on equity and ongoing competition for talent, C2HR’s
Compensation Survey data helps participants target shrinking resources to where they will have the
biggest impact.

“If we identify an area where we are struggling to recruit or retain, the survey helps us look at facts,
rather than emotions,” explained Alicia Hayden Soto, vice president of human resources & office
services, MLB Network. “It gives us a baseline, and we can determine from there what is important to
us.”

Ann McGlennen, chief human resources officer at Midco, noted that survey data “ensures that our
salary structures are competitive and aligned with industry standards and enables us to attract and
retain the best talent.”

The surveys also help companies spot trends. “The paired comparison data is especially helpful,” said
Jenny Striebich, lead compensation analyst at E.W. Scripps Co.

If compensation for a particular job spikes, survey data enables participants to examine trends for a
position across multiple years. “The survey allows us to see that growth is steady year over year before
we make a change,” Striebich added.

Customer Care Skills Rewarded
Some of those trends that the surveys uncover are the industry’s “hot” jobs – those receiving increases
well above the national average. Competitive pressures for call center employees, coupled with a tight
labor market and the ability for remote work, continued to fuel pay raises for employees skilled in
customer service. For the third year in a row, customer care positions garnered among the largest pay
raises at connectivity providers.

Base salary for proficient reps rose 9% in 2023, while lead reps accrued 8% gains, and expert reps
achieved 6% increases. The gains at higher job levels also reflect the important role these employees
play in their organizations as they are the most experienced at not only serving their customers but
also retaining them – a critical skill in this hotly competitive market. (See Figure 3)

Software engineering has also regularly made the hot jobs list at connectivity providers. The 2023
survey revealed the largest base increase – 13% – for associate software engineer, while those higher
up the career ladder also garnered raises: software engineer, 9%; principal software engineer, 6%;
senior software engineer, 6%.

Demand for Content Curation Continues
Content continues to be king in the quest for viewers. As such, content developers rewarded those
positions responsible for managing, cataloging and tracking the wealth of shows, previews, shorts, clips
and ads available to viewers.

Librarians secured a 19% increase in base pay – the largest raise in the 2023 Compensation Surveys.
Senior positions in the same job family – director of library and digital assets and senior librarian –
scored 8% raises, nearly twice the national average. (See Figure 4)

Similarly, for the second year running, jobs in market and audience research also captured big base
salary gains. Employees in these positions analyze viewership data to spot trends and better target
content to viewers. Manager of research garnered a 13% increase; senior research analyst, 11%; and
senior director of research, 9%.

“As our industry evolves, we need people who can consistently organize, classify and store our content,
media assets and data — our library — to enable efficient distribution,” said Rebecca Zambrana, vice
president of human resources, INSP.

“Equally essential are those in market and audience research who analyze the data from myriad
sources and distribution platforms to equip us to make future decisions regarding programming,
distribution and our overall business practices,” Zambrana continued.

Production management and media relations positions jobs also landed on the 2023 hot jobs list. Raises
for production assistant rose 9%, production manager 7% and manager, production 7%. Similarly, in
media relations, pay for publicists averaged 9% more; senior director, media relations 8%; and senior
manager, media relations 8% gains. (See Figure 4)

“It’s hard to get good production managers when everyone is making so much content,” said Croner.
“The short supply of experienced production talent drove up their compensation.”

Smaller Salary Adjustment Budgets Expected in 2024
C2HR Survey data also revealed that average 2023 merit increases, which are part of company salary
adjustment budgets, rose to 3.8% for connectivity companies and 3.3% for content developers, below
the national average of 4.4%.

However, softening markets, 2023 labor disruptions and fewer resignations are expected to impact
2024 compensation. Increases will be smaller this year, as survey data forecasts that 2024 industry
merit increases will average 3.4% for connectivity and 3.5% for content creators in contrast to the
projected 4.1% national average.

“Budgets take into account the competitive market, inflationary pressures and what’s affordable, so
companies don’t have to lay off people,” noted Croner. “Everyone had a more challenging year in 2023.
Our hope is that 2024 is a regrouping, and that 2025 will take off.”

Anticipating New Positions
C2HR’s Compensation Surveys are unique in that they include the majority of the industry – 51
participants, 156,318 incumbents and 1,376 job titles. In addition, compensation experts from
participating companies meet each January to plan and hone the surveys’ position titles and questions
to ensure the survey positions remain relevant and stay ahead of marketplace changes.

As a result of this planning, the Content Developers Survey added four new job families in 2023: drone
operations, learning and organizational development, strategy and operations and international
technology. It also changed the recruiting job family to talent acquisition/recruiting. The Connectivity
Providers Survey also added four new positions in 2023: human resources coordinator, associate data
scientist, network operations center/IP technician 1 and director of web development.

Methodology
C2HR’s 2023 Compensation Surveys included 51 participants. Companies included 13 connectivity
providers and 38 content developers (see the attached 2023 participant list). The survey results are
industry-specific, providing an in-depth analysis of pay practices for roughly 126,380 connectivity
employees and 29,938 content workers, including both exempt and nonexempt positions ranging from
technicians to top executives. The participants submitted data reflecting 2023 budgets, base
compensation figures, bonuses and incentives. For additional information on the survey’s methodology
or to participate in C2HR’s 2024 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.

2023 C2HR Content Developers Compensation Survey Participants
Altice USA Inc.
Amazon.com Inc.
Reporting for: Amazon Prime Video
AMC Networks Inc.
AT&T
BBC Studios Americas Inc.
Charter Communications Inc.
DIRECTV LLC
Disney General Entertainment Content
Reporting for: ABC
Disney General Entertainment Content
Disney Media & Entertainment Distribution
ESPN Inc.
FanDuel Group
Reporting for: FanDuel TV
Fox Corporation
Reporting for: FOX
Fox Corporation
Group Black Inc.
Hallmark Media
INSP LLC
Jet Propulsion Laboratory, NASA
Lions Gate Entertainment Corp.
Reporting for: Starz
MLB Network LLC
National Basketball Association
National Football League
NBCUniversal Media LLC
Reporting for: NBC
NBCUniversal Media LLC
New England Sports Network (NESN)
New York Public Radio (NYPR)
Paramount Global
Reporting for: CBS
Paramount Global
PGA Tour Inc.
Playfly Sports LLC
Public Broadcasting Service (PBS)
Riot Games Inc.
Sony Pictures Entertainment Inc.
TelevisaUnivision Inc.
The E.W. Scripps Company
Reporting for: Scripps Networks
Warner Bros. Discovery Inc.
WETA
Reporting for: WETA and NewsHour Productions
WGBH Educational Foundation (GBH)

2023 C2HR Connectivity Providers Compensation Survey Participants
Altice USA Inc.
Astound Broadband
Cable One Inc.
Charter Communications Inc.
Comcast Cable Communications Inc.
Connect Holding LLC (dba Brightspeed)
Cox Communications Inc.
DIRECTV LLC
Google Fiber Inc.
Mediacom Communications Corporation
Midco
TDS Telecom
WOW! Internet, Cable & Phone