How CDW Pays

Coworker ladder — B1 through B6

Leadership ladder — B7 through B10

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• CDW's 2025 Form 10-K and 2026 proxy statement disclose job titles, executive officer roles, plan eligibility and named-executive pay. Neither discloses a universal grade or band architecture, a country salary grid, an appraisal rating scale or a grant threshold below the named-executive population.
• Only two current CDW postings in the source set carry disclosed ranges: a Sr. Quality Engineer I at $103,000 to $151,400 base with a 5 percent bonus target, and a Senior Manager, Service Delivery at $134,800 to $188,360 base with a 15 percent bonus target. Those two points anchor B4 and B6 and every other band is extrapolated from them.
• CDW Technologies India was formerly Sirius Computer Solutions India. That is a useful title-history clue for candidates reading old job descriptions, but no public evidence shows a formal post-acquisition band harmonisation map, so any claim that legacy grades were fully aligned would be speculative.
• The 2021 Long-Term Incentive Plan replaced the 2013 plan for new awards while legacy awards remain outstanding until vesting, exercise or expiry. A long-tenured coworker can therefore hold awards governed by two different plan documents.
• CDW's US postings state that ranges may be subject to geographic differentials, but the multiplier formula is not public. Every city factor on this page is an analyst calibration, not a CDW policy number.
• Executive officers can hold a Senior Vice President title while being paid on the named-executive scale, so title alone does not identify the pay tier above B9.

Peer-level mapping

Office and market catalogue — calibration factors versus Vernon Hills

CDW does not disclose city-level headcount, so no market on this page carries a coworker count. Footprint evidence is strongest for Vernon Hills, the five official India offices and the three official Asia-Pacific offices, and weakest for the continental European and Gulf markets, which are described in the source bundle as international service footprints to be verified role by role.

Vernon Hills anchor medians — the basis of every modeled cell

• Vernon Hills, Illinois is the anchor. It is CDW's publicly identified headquarters and carries the densest evidence: two postings with disclosed ranges, Levels.fyi records and a $115,000 H-1B city median.
• India is the largest disclosed international delivery footprint, with official offices in Mumbai, Chennai, Bangalore, Hyderabad and Pune. Bangalore is the India anchor but Chennai carries the densest India sample, which is why Chennai is the only India market with reported cells.
• The United Kingdom and Canada are separately audited geographies, so their existence is beyond dispute even though CDW publishes no headcount for either. London and Toronto at Etobicoke are their anchors.
• Sydney, Singapore and Hong Kong appear in CDW's official Asia-Pacific office directory. Only Sydney has any CDW-specific salary observations and there are only three of them, each a single data point.
• Amsterdam, Frankfurt, Paris, Madrid, Dublin, Dubai and Auckland are carried as service footprints. They reflect where CDW delivers, not a confirmed employing entity, and every figure for them is a flat multiplier off the Vernon Hills anchor.

Executive incentive targets — percent of salary

Named-executive outcomes

• The simple arithmetic of 22.1 million authorised less 5.8 million available leaves 16.3 million shares, or 73.8 percent of the ceiling. That is not a precise utilisation measure because award cancellations, fungible share counting and legacy plan awards all affect plan accounting.
• Performance share units are counted at 1,075,341 shares at maximum against 560,727 at target, so the same award inventory can consume nearly twice the shares depending on the performance outcome.
• No options were granted in 2025. The 2,373,525 options outstanding at a weighted exercise price of $139.52 have a weighted remaining contractual term of 4.59 years and are historical rather than a live compensation channel.
• Equity compensation expense was $83.6 million in 2025 against $64.7 million in 2024 and $93.7 million in 2023, so the series is volatile rather than trending. Unrecognised cost on non-vested awards was $97 million expected to be recognised over a weighted-average 1.9 years.
• Total securities remaining available across all plans were 6,221,069, of which 417,055 sat in the purchase plan. The purchase plan is therefore about 7 percent of remaining capacity even though it is the only channel most coworkers can access.

Plan inventory at 31 December 2025

Vesting — common reported employee schedule

Executive annual restricted stock units vest one third per year over three years. Other restricted stock units may vest ratably or cliff vest over three years, so a non-executive grant is not guaranteed to follow the executive schedule. Performance share units generally cliff settle at the end of a three-year performance period and the 2025 to 2027 executive cycle settles between 0 and 200 percent on equally weighted adjusted free cash flow and adjusted earnings per share. The 2023 to 2025 cycle settled at 70.8 percent of target, delivering 13,320 earned shares to the chief executive, 4,021 to the chief financial officer, 2,006 to the chief commercial officer and 4,995 to the chief growth and innovation officer. Historical options generally vested over three years with a contractual term of up to ten years.

Eligibility by hierarchy level

• Legal plan eligibility is not a grant entitlement. The 2021 plan permits awards to employees, consultants, contractors and agents, but CDW publishes no minimum grade, no grant matrix and no recurring award policy below the named-executive population.
• At B1 through B6 there is no evidence of routine employer-funded awards. The purchase plan, available generally after 90 days, is the practical equity channel and it is a purchase at a discount rather than a grant.
• At B7 and B8 the plan permits employee awards but CDW discloses neither a threshold nor a typical value, which makes equity the largest unpriced item in a director-level offer at CDW.
• At B9 and B10 awards are permitted and likely role-selective. Grant frequency and typical value are not publicly disclosed, and no vice-president equity matrix exists anywhere in the public record.
• At B11 and B12 the picture is fully disclosed. Named executives received annual equity in 2025 split roughly 60 percent performance share units and 40 percent restricted stock units, and sign-on awards can supplement the annual grant for external hires.
• The most supportable conclusion from the filings is that the purchase plan is broad-based while employer-funded restricted stock and performance shares are publicly visible mainly for directors, executives and selected hires or scarce-skill roles.

Named executive target equity

Mukesh Kumar's 2025 numbers are a partial year: $237,500 of salary paid against a $780,000 incentive target set on full-year base, plus a $300,000 sign-on cash bonus and 4,683 sign-on restricted stock units on top of the annual grant. His total is therefore not comparable to a full-year executive vice president package. Albert J. Miralles carries a Senior Vice President title while being paid on the named-executive scale, which is why title alone does not identify the pay tier above the vice-president band. CDW announced on 5 August 2026 that Miralles plans to retire in 2027 once a successor is appointed and that a search is underway.

Board compensation framework

Directors are paid roughly 62 percent in equity, which is a higher equity weight than the cash-heavy retainer structures common at distribution peers and aligns directors with the same share price that drives executive performance shares. The additional Lead Independent Director allowance is paid in equity while the committee chair retainers are paid in cash, so the lead role carries the most price-sensitive package on the board.

Not publicly disclosed

Modeled promotion planning timeline

What CDW does disclose is the executive mechanism: a 2025 scorecard weighted 75 percent non-GAAP operating income and 25 percent strategic objectives, a plus or minus 15 percent individual modifier the committee chose not to apply, and a three-year performance share cycle on equally weighted adjusted free cash flow and adjusted earnings per share settling between 0 and 200 percent. For everyone else the only public performance signal is the seller model, which CDW describes as substantially uncapped. Current US postings state that ranges may be subject to geographic differentials, which confirms that a city adjustment exists without revealing its size.

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. 1The executive tiers B11 and B12 are deliberately held out of the location-priced band table. CDW discloses executive packages for the United States only and every non-US table in the source bundle records them as not publicly disclosed, so including a single worldwide chief executive figure would have forced every offshore market's calibration factor toward 1.0 at the top of the ladder and produced an India division president on a US chief executive base. They are carried in the executive section instead, where the disclosed figures stand on their own.
2. 2The source bundle's senior United States totals of $305,000 at B8, $800,000 at B9 and $2,150,000 at B10 embedded a modeled long-term incentive value that exists in no CDW disclosure and in no non-US table. Carrying it would have inflated every international market that has no such component, so the totals here are rebuilt as base plus the variable target midpoint, giving $292,500, $507,500 and $918,750. The bundle's figures are recorded here so a reader can see both.
3. 3No employer benefit load is included in any total. The source bundle's method note states that its totals include estimated benefits, which is employer cost rather than pay; it has been stripped and every total on this page reconciles to base plus bonus.
4. 4Modeled equity is zero on every band. That is a real zero rather than a missing value: CDW publishes no grant policy below its named executives, so no figure could be sourced. It should not be read as evidence that no B7 to B10 coworker holds CDW stock.
5. 5Geographic factors interpolate linearly by seniority while the real India-to-United States ratio is convex, so India cells at B3 through B6 read roughly 30 to 45 percent above the observed local medians of ₹900,000, ₹1,250,000, ₹1,900,000 and ₹2,600,000. The endpoints at B1 and B10 are accurate to within about 1 percent and the senior half is accurate to within about 4 percent.
6. 6Australia compresses in the opposite direction from India, sitting at 0.953 of the anchor at B1 and 0.715 at B10, because statutory wage floors lift entry pay rather than senior pay. Mid-ladder Australian cells read roughly 20 percent high for the same interpolation reason.
7. 7Nine markets carry a single flat factor with no junior or senior split: Singapore, Hong Kong, Dublin, Amsterdam, Frankfurt, Paris, Madrid, Dubai and Auckland. The source bundle modelled them as a straight multiplier off the United States table and no CDW-specific observation exists for any of them, so no level-dependent shape could be evidenced.
8. 8The source bundle's own India totals disagree with themselves in the way salary platforms often do. Levels.fyi reports both ₹954,271 and ₹1.02 million as the India software engineer median on the same page, and its US company-page median of about $111,000 conflicts with its role subpages. Both conflicts are preserved rather than resolved.
9. 9Mukesh Kumar's 2025 line carries his $300,000 sign-on cash bonus inside other compensation so the row reconciles to the disclosed $4,343,030 total. The proxy reports it as a separate bonus column, and his $237,500 of salary paid reflects a partial first year against a full-year incentive target.
10. 10The bundle reports the Vernon Hills B1 total as both $54,000 in local currency and $54,500 in US dollars for the same row. Neither figure survives here because the total was rebuilt from components; the difference is noted as an example of the rounding inconsistencies throughout the source tables.

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 — 31 sources

CDW does not publish city-level headcount, a quarterly series by geography or a company-wide attrition rate, so the only reliable workforce numbers are the two annual figures and the United States to international split. Against that shrinking base, the SEC median coworker figure rose from $106,900 to $117,586 across 2025, an 11.9 percent move that is more consistent with the departure of lower-paid roles than with a broad increase.