Nonprofit Executive Director Salary: Trends, Factors, and Benchmarks
The national median salary for a nonprofit executive director sits around $98,000 as of 2025, according to Candid’s compensation data. But that single number hides enormous variation. An ED running a $500K community nonprofit in rural Arkansas earns a fundamentally different salary than one leading a $20M foundation in Washington, DC.
If you’re a board member setting compensation, an HR professional benchmarking roles, or an ED evaluating your own pay, you need more than a national average. You need salary data broken down by the variables that actually matter: organization size, geographic location, and budget complexity. This guide gives you exactly that, plus the data sources and methodology to build a defensible compensation case for your board.
Key Takeaways
- The national median nonprofit ED salary is approximately $98,000, but ranges from $45,000 at small organizations to $250,000+ at large ones.
- Organization size, geographic location, and budget complexity are the three strongest salary predictors.
- IRS Form 990 filings are the most reliable free source for benchmarking nonprofit ED compensation against comparable organizations.
- Total compensation (retirement, coaching, sabbaticals, flexible scheduling) matters as much as base salary for ED retention.
- Board compensation committees should benchmark against 8–12 comparable organizations using at least three data sources.
What Determines a Nonprofit Executive Director’s Salary?
Four variables drive nearly all the variation in nonprofit ED compensation:
- Organization size (annual revenue and staff count)
- Geographic location (metro vs. rural, cost-of-living adjustments)
- Budget complexity (total budget managed, number of funding streams)
- Scope of the role (single-program director vs. multi-department executive)
The best salary benchmarks come from IRS Form 990 filings, which every 501(c)(3) must submit annually. These forms include compensation data for the five highest-paid employees, making them the most reliable primary source for nonprofit salary comparisons. You can access them free through ProPublica Nonprofit Explorer.
If you’re a first-time ED trying to understand what competitive pay looks like for your level, the first-time executive director guide covers the full scope of what the role demands.
Nonprofit Executive Director Salary by Organization Size, Location, and Budget
The salary ranges below are compiled from Candid/GuideStar, PayScale, and Bureau of Labor Statistics data for social and community service managers, updated through 2025.
Salary by Organization Size
Organization revenue is the single strongest predictor of ED salary. Larger organizations manage more complex operations, larger teams, and higher-stakes funding relationships.
| Organization Size | Annual Revenue | ED Salary Range | Typical Median |
|---|---|---|---|
| Small Nonprofit | Under $1M | $45,000 – $70,000 | ~$58,000 |
| Mid-Sized Nonprofit | $1M – $10M | $70,000 – $110,000 | ~$88,000 |
| Large Nonprofit | Over $10M | $100,000 – $250,000+ | ~$148,000 |
A common board mistake: benchmarking a small nonprofit ED against salary data from organizations five times their size. A $750K community nonprofit and a $5M regional health organization are fundamentally different jobs with fundamentally different compensation markets.
A $750K community nonprofit and a $5M regional health organization are fundamentally different jobs with fundamentally different compensation markets.
Salary by Geographic Location
Nonprofit directors in major metro areas typically earn 15% to 30% more than those in rural or mid-sized markets. This reflects cost-of-living differences, but also the concentration of large nonprofits and philanthropic infrastructure in urban centers.
| Region Type | Example Markets | ED Salary Range |
|---|---|---|
| Major Metro | New York, DC, LA, San Francisco | $120,000 – $180,000 |
| Mid-Sized City | Denver, Atlanta, Portland, Dallas | $85,000 – $130,000 |
| Rural / Small Town | Appalachia, Great Plains, rural South | $55,000 – $90,000 |
These ranges can be misleading without cost-of-living adjustment. An ED earning $65,000 in rural Iowa may have comparable purchasing power to one earning $95,000 in Austin. When benchmarking, pair salary data with a cost-of-living index for your specific market.
Salary by Budget Managed
Budget responsibility is distinct from organization revenue. An ED overseeing a $3M operating budget with 15 restricted grants has different compensation expectations than one managing a $3M endowment with a single annual draw. Complexity matters as much as dollar amount.
| Budget Managed | ED Salary Range | Notes |
|---|---|---|
| Under $1M | $45,000 – $65,000 | Often a player-coach role, limited staff |
| $1M – $10M | $70,000 – $110,000 | Typically managing a small leadership team |
| Over $10M | $120,000 – $250,000 | Complex financial operations, often with a CFO |
Scope of Responsibilities
ED roles range from program-focused director positions at small nonprofits to full C-suite executives managing development, finance, HR, and government relations at larger organizations. EDs who handle fundraising, external relations, and board management alongside operations typically command 10% to 20% higher compensation than those in narrower program-management roles.
For organizations going through a leadership change, the scope question directly shapes the salary range. A founder-to-ED transition often reveals that the founder wore multiple hats with below-market pay, creating a recalibration moment for the board.
Where to Find Reliable Nonprofit ED Salary Data
The most common salary benchmarking mistake is relying on a single source. Each database has different methodology, sample sizes, and update frequency. The strongest compensation case uses at least three of these sources.
IRS Form 990 Filings (Primary Source)
Every 501(c)(3) files Form 990 annually, disclosing compensation for the five highest-paid employees. This is the gold standard for nonprofit salary data because it reflects actual pay at specific organizations. Access 990s for free through ProPublica Nonprofit Explorer or Candid/GuideStar.
Limitation: 990 data lags 12 to 18 months. If you’re benchmarking in 2026, the most recent available filings will be from fiscal year 2024 or early 2025. Adjust for 3% to 5% annual inflation when comparing.
Candid / GuideStar Compensation Reports
Candid (formerly GuideStar) publishes annual Nonprofit Compensation Reports that aggregate 990 data by organization size, budget, geography, and subsector. These reports provide the most nonprofit-specific benchmarking available and are widely used by board compensation committees.
PayScale and Glassdoor
PayScale reports a 2026 average of approximately $81,500 for nonprofit EDs, while Glassdoor’s data runs higher. Both rely on self-reported data, which skews toward larger organizations and urban markets. Use these as directional inputs, not primary benchmarks.
Bureau of Labor Statistics (BLS)
BLS tracks “Social and Community Service Managers” as the closest occupational category. While not nonprofit-specific, BLS data provides statistically reliable national and regional salary distributions that complement 990-based benchmarking.
Building Your Benchmark
For a defensible board presentation, pull 990 data from 8 to 12 comparable organizations (similar revenue, geography, and mission area), then cross-reference against one survey source (Candid or PayScale). Present the range, median, and the specific comparables you used. This approach withstands scrutiny better than citing a single national average.
2026 Salary Trends for Nonprofit Executive Directors
Three forces are reshaping ED compensation in 2026. Each has implications for how boards approach salary, benefits, and retention strategy.
The ED Turnover Crisis Is Driving Salary Increases
Nonprofit executive director turnover has accelerated since 2020. Many organizations are on their second or third ED in five years, and the cost of each transition (recruiting, onboarding, lost institutional knowledge, program disruption) typically exceeds the annual salary differential that would have retained the previous leader. Boards that view ED compensation as an expense rather than a retention investment create a revolving door that costs more in the long run.
Boards that view ED compensation as an expense rather than a retention investment create a revolving door that costs more in the long run.
Salary gets someone in the door. Everything else keeps them there.
The organizations that retain EDs longest combine adequate salary with meaningful non-salary investment. Salary gets someone in the door. Everything else keeps them there. For EDs feeling the weight of this reality, our executive director survival guide covers strategies for sustaining yourself in the role.
Total Compensation Is Replacing Salary-Only Thinking
The elements nonprofit EDs consistently rank highest beyond base salary:
- Retirement contributions (employer-matched 403(b) plans)
- Flexible scheduling and remote work options
- Professional development budgets (conferences, coaching, certifications)
- Paid sabbatical after tenure milestones (5 or 7 years)
- Quality health insurance (employer contribution percentage matters more than availability)
Small and mid-sized nonprofits that cannot match salary offers from larger organizations can compete on these total compensation elements. Investing in leadership coaching, for example, costs a fraction of a salary increase but signals genuine investment in the ED’s growth and sustainability.
Executive Coaching as a Retention Tool
Executive coaching is becoming a standard component of competitive compensation packages for senior nonprofit leaders, similar to how the corporate sector has treated it for decades. The ED role is uniquely isolating. Unlike corporate executives with large C-suite peers, many nonprofit EDs are the sole senior leader. Coaching provides strategic thought partnership, accountability, and a confidential space to process challenges that most ED roles lack.
When boards include coaching in the compensation discussion, they signal that they value long-term leadership sustainability, not just filling a seat. At the Center for Nonprofit Coaching, our volunteer coach model makes this accessible at 85%+ below market rates, removing cost as a barrier for organizations at every budget level.
How to Set Fair Executive Director Compensation at Your Nonprofit
If you’re a board member or HR professional responsible for ED compensation, this is the practical framework. Skip the single-Google-search approach and build a process your board can stand behind.
Step 1: Establish a Compensation Committee
Board members with finance, HR, or executive recruitment backgrounds should form a compensation committee that reviews ED pay annually and conducts formal benchmarking every two to three years. This is not optional governance; the IRS expects it as part of the 990 rebuttable presumption of reasonableness.
Step 2: Build Comparable Data
Pull IRS Form 990 filings from 8 to 12 organizations that match your nonprofit on three dimensions: annual budget (within 50%), geographic market, and mission area. Cross-reference with at least one survey source. Present the range, median, and specific comparables to the full board.
Step 3: Think Total Compensation
Base salary is only part of the picture. A competitive total compensation package includes retirement contributions, health insurance quality, professional development (including board investment in ED coaching), PTO policies, and increasingly, sabbatical provisions. For small nonprofits that cannot match larger org salaries, these non-salary elements become the competitive advantage.
Step 4: Review Pay Equity
Conduct regular reviews to ensure pay equity across gender, race, and tenure. Multiple studies have documented persistent pay gaps in nonprofit ED compensation, particularly for women of color leading small to mid-sized organizations. A compensation committee that benchmarks only against budget size without examining equity data is missing half the picture.
If you’re defining the role alongside setting compensation, our guide to writing an executive director job description helps you scope responsibilities before you benchmark the salary.
Frequently Asked Questions About Nonprofit Executive Director Salaries
What is the average nonprofit executive director salary in 2026?
The national average ranges from $81,500 (PayScale) to $148,000 (Glassdoor) depending on the source. The wide spread reflects differences in sample composition. Candid’s nonprofit-specific data puts the median at approximately $98,000 for 2025, with 2026 figures expected to show a 3% to 5% increase.
How do small nonprofit executive director salaries compare?
EDs at small nonprofits (under $1M annual revenue) typically earn $45,000 to $70,000. This range reflects the player-coach nature of the role at small organizations, where the ED may handle fundraising, program management, HR, and finance with minimal staff support.
Where can I find salary data for my specific region?
Start with IRS Form 990 filings from comparable organizations in your area (free at ProPublica Nonprofit Explorer). Supplement with BLS regional data for Social and Community Service Managers. For state-level benchmarks, check your state nonprofit association, which often publishes compensation surveys specific to your market.
Should executive director salary be tied to organization budget?
Budget size should be one of several factors, not the sole determinant. An ED managing a $3M budget with 30 restricted grants has more complex responsibilities than one managing $3M from a single endowment. Pair budget data with scope of responsibilities, geographic market, and comparable organization analysis.
How do benefits factor into total executive director compensation?
Benefits, retirement contributions, and professional development typically add 20% to 35% to base salary value. For small nonprofits that cannot match larger organizations on base pay, strong benefits (particularly retirement matching, flexible scheduling, and professional development budgets including coaching) can make total compensation competitive.
Beyond Salary: Investing in Your Executive Director’s Success
Competitive salary attracts nonprofit leadership talent. But retaining that talent requires more: genuine board partnership, professional development, and the kind of strategic support that keeps an ED growing instead of burning out. The Center for Nonprofit Coaching provides executive coaching for nonprofit leaders at 85%+ below market rate, because the organizations you serve deserve leaders who are supported, not just compensated.
Apply Now for Executive Coaching
Our volunteer coaches work exclusively with nonprofit leaders. Six coaching sessions tailored to your goals, starting at $300.
Apply for Coaching →
