How Bio-Techne Pays

Scientific and technical ladder — B1 through B6

Management ladder — B7 through B11

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• The B1 to B11 codes are report identifiers created to normalise public Bio-Techne titles. No filing, plan document or job posting shows a Bio-Techne grade or band scheme, and nothing here should be quoted back as a company band.
• The two research bundles reconstruct different ladders from the same evidence, one running B1 to B14 including executives and one running B1 to B10. This report follows the longer employee ladder and stops it at senior director.
• Bio-Techne operates through acquired businesses including ProteinSimple, Novus Biologicals, Advanced Cell Diagnostics, Asuragen, Tocris and Lunaphore. Public filings do not say whether legacy grading systems were harmonised, so local titles may not map cleanly.
• Commercial and field-applications roles can carry a sales incentive plan instead of the modelled band bonus. Quota and commission curves are not publicly disclosed anywhere.
• Vice President, Senior Vice President, Executive Vice President, segment president and Chief Executive Officer are corporate titles rather than hidden grade numbers, and are excluded from the band rows and the range chart.

Peer-level mapping

Office and market catalogue — calibration factors versus Minneapolis

Bio-Techne discloses 34 locations but no employee count by city, so this catalogue cannot rank offices by headcount. Material owned or leased sites named in the FY2026 Form 10-K that carry no separate pay benchmark here include Saint Paul, Centennial, San Marcos, Ottawa, Rennes, Düsseldorf and Tolochenaz.

Minneapolis anchor medians — the basis of every modeled cell

• The Minneapolis column is the anchor. B4 is anchored on an employer-posted Immunoassay Scientist range of $78,100 to $128,500, B6 on a San Jose Staff Scientist range of $115,100 to $189,200 deflated to Minneapolis, and B10 and B11 on employer-provided director and senior director postings reaching $317,300.
• United States city factors come from the bundle's own calibration and run from 0.98 in Austin to 1.30 in San Jose, applied identically to base and total because the bundle publishes a single city multiplier.
• The United Kingdom is the strongest non-United States evidence base. Employer-posted Abingdon and Bristol ranges run from £19,600 for entry customer operations to £99,580 for a senior manager, which supports the 0.70 to 0.78 United Kingdom calibration.
• India and Australia are the two markets where no Bio-Techne employee office is verified. Their columns are country-market benchmarks carried for comparability, and the only India location with any official footprint evidence is Pune, with a current sales role in New Delhi.
• Named executive figures are corporate disclosures. They are carried in the executive section rather than as bands, because scaling a single worldwide chief executive number by a city factor would produce a meaningless local range.

Executive incentive targets — percent of salary

Named-executive outcomes

• The disclosed reserve balances are not a clean utilisation denominator. The merger proxy's categories for outstanding awards, plan-reserved shares and purchase plan shares differ and may overlap in economic exposure, so no reliable equity-pool utilisation percentage is publicly disclosed and none is calculated here by dividing unlike categories.
• The two research bundles report the reserve differently. One quotes 5,538,267 shares reserved for plan grants and 187,716 for the purchase plan from the merger proxy; the other quotes 5.9 million available for future grant and 8.1 million subject to outstanding awards from the FY2026 Form 10-K. Both are used above with their source named.
• The option book is close to worthless in aggregate at current prices. The weighted-average exercise price of $73.60 sits above the $73.00 cash merger consideration and above the $72.33 reference share price, and options struck at or above $73.00 receive no payment at closing.
• No filing states a minimum band for a recurring grant. Historical disclosures cover key non-management employees, management and executives, which establishes breadth but not entitlement, so every modelled grant value below senior leadership is an estimate rather than a plan promise.

Equity plan capacity and FY2026 grant activity

Vesting — common reported employee schedule

The schedule above is the standard option pattern of 25 percent on each of the first four anniversaries. Time-based restricted stock units run faster, vesting in one-third instalments over three years, and performance restricted stock units run slower, cliff-settling after a three-year performance period. Under the merger terms vested in-the-money options are expected to be cashed out for the spread, unvested awards generally convert to cash-based awards that continue vesting, and options struck at or above $73.00 receive nothing.

Eligibility by hierarchy level

• No recurring grant is evidenced at B1 or B2. For those levels the employee stock purchase plan is the only reliable stock vehicle.
• From B3 to B5 the bundle models selective grants of $0 to $25,000 in annual value, framed as ad hoc or retention rather than an annual entitlement.
• B6 is the first level with an observed grant for selected key talent, modelled at $5,000 to $25,000, but the threshold itself is not disclosed.
• B8 to B10 are modelled at $10,000 to $150,000 depending on level, described as annual or retention specific, again with no published threshold.
• B11 is modelled at $100,000 to $400,000 from public executive design, and Vice Presidents were expressly covered by the FY2026 retention arrangements, which is evidence of eligibility rather than of an ordinary annual grant.
• The FY2026 Form 10-K's statement that option eligibility has been expanded deeper into the organisation is the single most useful eligibility fact Bio-Techne publishes, and it still stops short of naming a level.

Indicative annual grant value by band — Minneapolis

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $72.33 reference price at 25 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive base salaries are reviewed at least annually around the fiscal year ending 30 June, and the annual incentive is genuinely performance-linked, having paid 86.4 to 145.0 percent of target in FY2025 after roughly 29 to 52 percent in FY2024. The long-term incentive target mix is 50 percent performance-based and 50 percent time-based, with performance units measured over three years on organic revenue, adjusted EBITA and relative total shareholder return.

Board compensation framework

Director compensation is a governance package rather than an employment band, so it is excluded from the band rows and the range chart. It is worth noting only because the $200,000 annual director equity grant is larger than the modelled annual grant for any employee level below senior director.

Not publicly disclosed

Modeled promotion planning timeline

What Bio-Techne does confirm is an annual talent review and leadership development programmes that identify high-potential employees for further development and advancement, and that executive base salaries are reviewed at least annually under executive arrangements. Merger employee materials indicated that FY2026 United States annual bonus payouts were communicated for the end of August 2026, which is the only concrete pay-calendar evidence in either bundle.

Dataset summary

City-level H-1B wage history

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Evidence classification

Explicit “Not publicly disclosed” index

Known gaps and diligence before relying on a cell

1. 1Vice President, SVP, EVP, segment president and Chief Executive Officer are deliberately excluded from the band rows. One bundle carried them as bands B12 to B14 with worldwide proxy values that are identical in every city table, which would drag every location's calibration factor toward 1.0 at the top of the ladder and produce an India cell priced on a United States chief executive salary. Those cohorts are carried in the executive and career-level sections instead, and the ladder stops at senior director.
2. 2The bundle's published Minneapolis total for B1 and B2 sat about 5 percent above base plus target variable pay with no equity evidenced at those levels. Those two rows are rebuilt from components, so their totals here are $47,430 and $59,225 rather than the bundle's $50,000 and $63,000. Every other row's total is the bundle's own figure with the equity column set to the residual it implies.
3. 3That residual is not always consistent with the same bundle's modelled grant ranges. At B9 the implied annual equity is $12,400 against a stated $20,000 to $75,000 range, and at B11 it is $58,900 against a stated $100,000 to $400,000 range. This report follows the total-compensation table because the city calibration factors are derived from it, and records the disagreement here rather than choosing the larger number.
4. 4India and China compression is convex rather than linear, so a two-point interpolation cannot fit it exactly. The India factors here are a least-squares fit across all eleven bands, which places the junior end at 0.062 base and 0.068 total against directly computed values of 0.090 and 0.093, and the senior end at 0.330 and 0.336 against 0.361 and 0.352. Mid-ladder India cells therefore read a few points high and the extremes read low.
5. 5Australia runs the opposite way from most offshore markets: statutory wage floors put entry pay at roughly parity with Minneapolis while senior pay sits around 0.78 of it. The Melbourne and Sydney factors are set to fall with seniority rather than rise, which is the reverse of the India and China pattern in the same table.
6. 6The two bundles disagree on the equity reserve. One quotes 5,538,267 shares reserved for plan grants and 187,716 purchase plan shares from the August 2026 merger proxy; the other quotes 5.9 million available and 8.1 million outstanding from the FY2026 Form 10-K against a 9,936,808 share maximum. Both are carried with their source named because the categories are not equivalent.
7. 7The bundles also disagree on the golden-parachute totals, at approximately $52.888 million and $52,809,876 for the chief executive, and on the chief financial officer's figure, where one gives about $15.165 million of equity value and the other a $17,801,650 total. The proxy-traceable figures are used and the difference is noted.
8. 8H-1B evidence is contradictory. One bundle found ten FY2025 filings under Research and Diagnostic Systems, Inc. at an average of $103,927, the other found no usable Bio-Techne record at all. The section is included because the subsidiary-name records are traceable, but it should be read as thin rather than authoritative.
9. 9India location evidence conflicts across bundles. One prices Bangalore and Mumbai as country benchmarks; the other says the only footprint evidence is Pune plus a New Delhi sales role. Pune is included here on the same India benchmark factors, which is a deliberate merge decision rather than a bundle figure.
10. 10Sixteen of the thirty markets carry no direct Bio-Techne pay observation. Bad Nauheim, Nottingham and Flowery Branch appeared in one bundle as pure requested-location benchmarks and are omitted here to keep the market list to those with either a verified site or a defensible calibration.
11. 11No employer-cost benefit load is applied anywhere. Where a bundle computes total reward as pay plus a notional employer benefit percentage, that is employer cost rather than compensation, and every total in this report is base plus target variable pay plus annualised equity only.

FX rates used — 1 USD equals, snapshot 2026-08-25

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 22 sources

Bio-Techne does not publish quarterly net additions, an attrition percentage, city-level headcount or a three-year median employee remuneration trend in a comparable format, so the two data points above are the entire disclosed workforce series. The only median employee figure available anywhere is the FY2025 proxy's $91,707.