How Boston Scientific Pays

Operations and support ladder — A2 and S2

Technical ladder — P1 through P5 and Fellow

Management ladder — M1 through M5

Leadership — Director and Senior Director

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• A2, S2 and S4 support codes, P1 through P5 professional codes and M1 through M5 management codes all appear in live Boston Scientific requisitions, which is the only first-party evidence for the grade architecture.
• An M5 global supply chain requisition in Shanghai maps that grade to Associate Director, the single confirmed grade-to-title link in the whole structure.
• Fellow, Director, Senior Director, VP, SVP, EVP and CEO are public titles, but the company has not disclosed which internal grade sits behind any of them.
• The company has assumed acquired-company incentive plans, but SEC filings state that no further awards may be granted under them and no assumed stock options remained outstanding at the end of 2025. Legacy salary-grade harmonisation by acquired entity is not disclosed.
• Experience ranges shown for each band come from public job requirements and market career architecture. They are not a Boston Scientific time-in-grade policy, and the company publishes no promotion timing rules at all.

Peer-level mapping

Office and market catalogue — calibration factors versus Marlborough, Massachusetts

Boston Scientific discloses total workforce and the proportion outside the United States but never city-level headcount. Its official location directory identifies Marlborough, Maple Grove and Arden Hills, Galway, Clonmel, Coyol and Heredia, Penang and selected research and development centres as major operating clusters, but a numeric ranking of them would be speculation.

Marlborough, Massachusetts anchor medians — the basis of every modeled cell

• Marlborough, Massachusetts is the anchor. It is the global headquarters and the site with the most employer-posted salary ranges, including the Fellow and Director anchors used here.
• Every other city factor is the bundle's model multiplier against a United States reference, divided by the 1.06 Marlborough factor so that Marlborough reads exactly 1.00.
• The bundle applies a convergence factor that rises with seniority, from zero at the support grades to 0.28 at Senior Director. That is what produces the level-dependent compression shown here, where Bangalore moves from about 0.19 times Marlborough base at A2 to about 0.41 times at Senior Director.
• Puerto Rico is priced in United States dollars and grouped with the United States benefit region, but it carries its own factor of about 0.64 at the junior end because it is a manufacturing and shared-services site rather than a corporate one.
• Argentina, Colombia, Mexico, South Korea, Beijing, Cork, Melbourne, Milan and Heredia appear in the source bundle but are left out of this report's location table to keep every priced market backed by either an official site description or a usable role anchor.

Executive incentive targets — percent of salary

Named-executive outcomes

• Both 2023 performance share cycles certified at 200 percent in February 2026. Boston Scientific ranked at the 95th percentile for relative total shareholder return and averaged 14.8 percent organic net sales growth across 2023 to 2025.
• The chief executive's 2025 grant was 35,330 service restricted stock units, 35,330 organic growth performance units, 35,330 relative return performance units and 90,915 options struck at $106.14.
• At the $49.86 report-date share price those 90,915 options had zero intrinsic value, even though the proxy reported a $3,749,980 grant-date accounting value for them in 2025 compensation. That is a mark-to-market observation, not a forecast.
• Boston Scientific is a Delaware corporation listed in New York, so Indian allotment and takeover-code filings are not the controlling records. SEC registration statements, the proxy, the 10-K and Forms 3, 4 and 5 are.
• The company has assumed certain acquired-company incentive plans, but no further awards may be granted under them and no assumed stock options remained outstanding at 31 December 2025.

Plan reserves and grant activity

Vesting — common reported employee schedule

Employee restricted stock units commonly vest in four equal annual instalments and options generally vest over three to four years with a ten-year term. Performance shares run a single three-year performance and service period and settle once at certification rather than vesting annually, so the schedule above does not apply to them. ESPP shares are owned outright at purchase, subject only to a three-month transfer restriction.

Eligibility by hierarchy level

• A2 through P4 and M1 through M3: ESPP where the local plan is offered. The long-term incentive plan permits grants at these levels but no regular grant is evidenced, so this report carries their annual equity at zero.
• P5, Fellow, M4 and M5: ESPP plus a plausible discretionary restricted stock unit or option grant. The bundle models an envelope of zero to $100,000 a year here, and no minimum grade for a grant has ever been published.
• Director and Senior Director: ESPP plus likely leadership participation, modeled at $50,000 to $400,000 a year. Grants can be annual, new hire, promotion, retention or ad hoc, and none of it is guaranteed.
• Vice President and Senior Vice President: officer grants are observed in filings but non-named-executive ranges are not disclosed. The bundle models $200,000 to $2.2 million a year.
• Executive vice presidents who are named executives: a disclosed mix of service restricted stock units, performance shares and options, with target values of $1.9 million to $4.75 million.
• Chief executive: a disclosed $15 million target for 2025, split across service units, both performance share programmes and options.

Indicative annual grant value by band — Marlborough, MA

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $49.86 reference price at 2026-08-26 and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Only the chief executive's compensation is broken into components in the source bundle. For the other six named executives the bundle carries the Summary Compensation Table total alone, so salary, cash incentive, stock and other are shown as zero rather than being estimated. Their disclosed bonus targets are 90 percent for both group presidents, 80 percent for the incoming chief financial officer, 110 percent for the former chief financial officer under transition arrangements, and 75 percent for the general counsel and for the peripheral interventions executive vice president.

Board compensation framework

Standard non-employee director pay is $340,000 a year before committee roles, split $125,000 cash and $215,000 equity. Directors bought stock on the open market repeatedly through 2026, which is unusual enough to be worth noting alongside the retainer schedule.

Not publicly disclosed

Modeled promotion planning timeline

The publicly supported cycle runs as follows. Annual Bonus Plan metrics are established early in the performance year, and formal plan documents require company goals to be set by 15 March. Continuous performance management runs through the year and is the process the proxy identifies for assessing executive individual performance and applying the 0 to 150 percent modifier. After 31 December the Compensation Committee certifies financial results and determines the 0 to 150 percent Applicable Distribution Percentage. Managers then allocate individual awards within approved budgets, supported by a dynamic bonus pool that funds above-target individual modifiers. United States payment is due by 15 March; other countries pay as soon as administratively practicable.

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, Senior Vice President, Executive Vice President and Chief Executive Officer are deliberately excluded from the priced band table and carried in the executive section instead. Their pay converges on a single global market, and including them would drag every offshore city factor toward parity at the top of the ladder and produce cells such as an India-based officer on a United States officer package. The band table therefore stops at Senior Director, and the base and total factors at the top of the ladder are calibrated to that band.
2. 2The source bundle computed its totals as base plus target variable plus a notional 12 percent employer benefit load plus modeled equity. That benefit load is employer cost rather than pay and has been stripped from every total here, so base plus bonus plus equity reconciles exactly. Totals in this report are therefore lower than the bundle's published totals by roughly 12 percent of base at every band.
3. 3The bundle's geographic convergence factor rises with seniority along a convex curve, from zero at the support grades to 0.28 at Senior Director, while this report interpolates linearly by seniority between the junior and senior factors. Mid-ladder offshore cells here therefore run modestly generous against the bundle's own tables; the junior and senior ends match it.
4. 4The chief executive's $4,002,001 annual incentive divided by a $2.31 million target implies about 173 percent of target, while the bundle's own summary table describes the same award as 150 percent of target. The 150 percent figure is the company funding factor rather than the final attainment, and the individual modifier that would reconcile the two is not separately disclosed. Both figures are shown rather than one being chosen.
5. 5Component-level pay for the six named executives other than the chief executive is not carried in this source bundle, only their Summary Compensation Table totals. Their salary, cash incentive, stock and other columns are shown as zero rather than being estimated from their disclosed bonus targets.
6. 6None of the H-1B sources publishes a 25th or 75th percentile by worksite, so those columns are zero in the city table. Only the H1BTrends multi-year series carries quartiles, and it is a multi-year rather than a 2025 distribution.
7. 7Nine markets present in the source bundle are omitted from this location table: Cork, Melbourne, Milan, Heredia, Beijing, Seoul, Mexico City, Bogotá and Buenos Aires. They were either near-duplicates of a retained site or, in the Argentine and Colombian cases, inflation-sensitive estimates the bundle itself flags as needing quarterly refresh.
8. 8Boston Scientific discloses no geographic revenue split in the material covered by this bundle, so no regional revenue panel is shown.
9. 9The company's founding year is not recorded anywhere in the source bundle and has not been added from memory.

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 — 26 sources

Boston Scientific added roughly 11,000 people across two years, a 22.9 percent increase, while median employee compensation rose 24.7 percent from $54,147 to $67,539. The 2026 restructuring plan is the first reversal of that direction in the period covered here, and it expects some headcount reductions through 2029 without quantifying them. The company publishes no city-level or country-level headcount at all, so none of this growth can be allocated to a specific site.