How Citigroup Pays

Entry and operations grades — C00 through C08

Officer ladder — C09 through C13

Senior officer ladder — C14 through C16

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• Citi publishes no global catalogue mapping every job family to every C-grade. This ladder is reconstructed from official job postings, proxy title conventions and market salary submissions, and it is most reliable in technology, operations and controls and least reliable in front-office banking.
• C01 to C03 and C06 to C08 are grouped rows on purpose. They appear unevenly across legal entities, consumer businesses and acquired operations, and inventing a distinct title for each number would create false precision.
• The same C-grade can describe a senior individual contributor or a people manager. Citi routinely uses one corporate grade for both, so an offer comparison needs grade, function and span rather than the title alone.
• Mexico is the clearest legacy case. The separation and sale process around Banamex left local titles and grade systems coexisting with the corporate C-grade, and no filing establishes that every legal entity was harmonised onto one salary architecture.
• Group Executive, CEO and Board rows are governance and proxy disclosures rather than employment bands. They are carried in the executive section and excluded from both the priced ladder and the range chart.

Peer-level mapping

Office and market catalogue — calibration factors versus New York

Citi does not publish city-level headcount, so this catalogue ranks nothing by employee count. It records role mix instead: front-office concentration in New York, London, Hong Kong, Singapore, Sydney, Dubai and Tokyo, and delivery, technology and control concentration in Tampa, Jacksonville, Irving, Chennai, Pune, Bengaluru, Warsaw, Belfast, Manila and Heredia.

New York anchor medians — the basis of every modeled cell

• The New York column is the anchor. It is the United States generalist benchmark multiplied by the 1.10 New York city factor, so the New York C13 median base of US$182,000 corresponds to a United States benchmark of US$165,000.
• Three official Citi postings hold the middle of the ladder in place: an Irving C12 information-security role at US$96,400 to US$144,600, a New York C13 role at US$163,600 to US$245,400, and a Tampa posting spanning C12, C13 and C14 at about US$87,280 to US$130,920, US$113,840 to US$170,760 and US$141,440 to US$212,160.
• India, the United Kingdom and Australia carry their own country benchmarks rather than a single multiplier on the United States table, which is why each takes a separate junior and senior factor. Every other non-United States market is the United States benchmark times a flat market factor converted at the 26 August 2026 rate.
• Indian compression is the largest in the footprint. Base pay runs at roughly 11 percent of the New York anchor at the graduate grade and about 60 percent at Managing Director, while total compensation runs from about 11 percent to about 36 percent, so the multiple falls from roughly nine times at entry to under three times at the top.
• Australia moves the other way. Sydney starts at about 85 percent of the New York total at junior grades and drifts down to about 82 percent at Managing Director, because Australian senior bonus pools are smaller relative to New York than Australian junior salaries are.
• Group Executive, CEO and Board figures are global proxy disclosures. They are never generated by a location factor and appear in no city column.

Executive incentive targets — percent of salary

Named-executive outcomes

• On the narrow denominator of shares available plus outstanding deferred stock, pre-vote utilisation was about 60.3 percent and static post-vote utilisation about 49.5 percent. Both are analytical ratios rather than a Citi-reported pool-utilisation measure, and they exclude options, cancellations, recycling, settlement mechanics and any grants made after 23 March 2026.
• At the US$133.05 report-date share reference, 14.8 million shares carry an illustrative gross market value of about US$1.97 billion. That is neither award-date fair value, nor realised value, nor accounting expense.
• A three-year average burn rate of about 1.6 percent against roughly 1,713.6 million shares outstanding is modest for a bank of Citi's size, which is consistent with a programme that concentrates stock among employees with sizeable annual incentives rather than granting it broadly.
• Citi does not publish an employee-wide option-exercise ledger or an average exercise price, and most broad employee equity is deferred stock rather than classic options, so option economics are not a meaningful part of an ordinary Citi package.

Plan capacity at 23 March 2026

Vesting — common reported employee schedule

The four-year ratable pattern shown here is the disclosed schedule for regular named-executive deferred stock, which vests 25 percent on each of the first four anniversaries. Broad employee deferred stock is award-specific and commonly ratable over several years, but Citi publishes no standard employee schedule. Executive performance share units run a three-year performance period settling at 0 to 150 percent, and the chief executive's 2025 special award vests one third in each of years three, four and five, which is a far longer lock than the ordinary programme.

Eligibility by hierarchy level

• The official rule is economic. A discretionary annual incentive of at least US$75,000 generally triggers eligibility for at least 15 percent in deferred stock, so a US$100,000 incentive implies at least US$15,000 of stock before any discretion or special terms.
• Grade is a proxy for that rule, not the rule itself. A high-producing C13 vice president in markets can cross the threshold while a lower-bonus C14 in a control or operations role does not, which is why two employees at the same grade can have completely different stock outcomes.
• The illustrative grant envelopes in the source bundle are benchmarking ranges, not a Citi schedule: nil routine grant through C09, US$0 to US$5,000 at C10, US$0 to US$10,000 at C11, US$0 to US$20,000 at C12, US$0 to US$60,000 at C13, US$10,000 to US$150,000 at C14, US$50,000 to US$400,000 at C15 and US$150,000 to US$1.5 million at C16.
• Retention awards, new-hire buyouts, transformation milestone awards and special leadership awards can create equity below the usual recurring threshold, and none of those is publicly standardised.
• Awards are subject to continued service, performance, risk and conduct conditions, malus and recoupment, and post-employment restrictions. Senior regulated employees and material risk takers can face longer deferral and holding periods depending on jurisdiction.

Indicative annual grant value by band — New York

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $133.05 reference price at 26 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

The stock column above folds together the proxy's separate stock-award and option-award lines, because only Jane Fraser received options in 2025: US$59.571 million of stock awards plus US$28.600 million of option awards from the special package. The other four named executives received no option awards at all. Note also that Ernesto Torres Cantú carries a US$3.0 million salary against US$1.0 million for the other named officers, reflecting non-United States salary and deferral conventions rather than a larger package, since his US$15.5 million annual decision is the smallest of the group.

Board compensation framework

The board package is roughly two thirds equity by design, since the US$150,000 deferred-stock retainer sits against a US$75,000 cash retainer. Directors receive no employee annual incentive, so the only variable element is the additional fee attached to committee leadership. The board rows are a governance package rather than an employment band, which is why they are excluded from the priced ladder and the range chart.

Not publicly disclosed

Modeled promotion planning timeline

The enterprise cycle runs goal setting and risk and control objectives in the first quarter, mid-year feedback and talent discussion through the second and third quarters, self and manager assessment in the fourth quarter, business and enterprise calibration from late in the fourth quarter into January, and rating, bonus, equity and salary communication in January and February. Section 16 filings corroborate the last step: deferred stock lands on or around 11 February and performance share unit targets on or around 20 February. Promotions, retention adjustments and pay-equity corrections can also occur off cycle, particularly for scarce skills and controlled functions.

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. 1Group Executive, CEO and Board rows are excluded from the priced ladder entirely rather than being carried as chart-excluded bands. They are global dollar disclosures that are identical in every city table, and interpolating a location factor towards them would put an Indian division head on a United States chief executive base. They are carried in the executive section instead, and the source bundle's own 30-location matrix excludes them for the same reason.
2. 2The source bundle folds a benefits estimate into its total-compensation figures. That loading has been stripped here and totals rebuilt as base plus target incentive plus the deferred-stock share of that incentive, so these totals run slightly below the bundle's published totals at junior grades and reconcile exactly to their own components at every grade.
3. 3The United Kingdom benchmark is anchored on London front-office bonus practice, which produces senior-grade totals above New York from Director upward. Belfast is calibrated as 0.70 of that same United Kingdom benchmark, so its modelled C15 and C16 cells also sit near or above New York. Belfast is an operations, technology and legal hub with very few front-office roles at those grades, and its senior cells should be treated as a modelling artefact rather than a benchmark.
4. 4Singapore, Hong Kong, Poland, Ireland, Mexico, Costa Rica, the Philippines, the United Arab Emirates, Japan and New Zealand carry flat multipliers on the United States benchmark in the source model. India, the United Kingdom and Australia have their own country benchmarks and therefore level-dependent factors. No compression curve has been invented for the flat markets, so their senior cells are probably conservative given that offshore compression is real almost everywhere.
5. 5C00 base pay sits above C01 to C03 base pay in the anchor table, because the graduate programme is priced against a competitive campus market while the legacy retail support grades are priced against a local service market. The grade codes are ordered as Citi orders them rather than by pay.
6. 6Employee equity is shown as a real zero from C00 through C13, because on the New York anchor those grades do not reach the disclosed US$75,000 incentive threshold. Occasional retention and new-hire awards at C10 through C13 are real but are not routine, and the source bundle's illustrative envelopes for them are recorded in the equity section rather than in the band table.
7. 7The 2025 revenue figure of US$85.2 billion comes from the second bundle's data model rather than from a page citation in the annual report, so it is the least well-traced headline figure in this report and should be refreshed from the latest filing before it is quoted.
8. 8The two bundles agree on every executive, equity and location figure because the page-source model was generated from the intelligence report. That means they are not independent corroboration of each other, and a disagreement between them would have been a stronger signal than their agreement is.
9. 9Attrition, the average hike and any company-wide bonus payout percentage are absent rather than estimated. No number has been supplied for them anywhere in this report.

FX rates used — 1 USD equals, snapshot 2026-08-26

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 — 20 sources

Citi does not publish country or city headcount, and quarterly totals move enough that any figure should be refreshed from the latest earnings materials before it is quoted. The compensation consequence of the simplification programme is not a uniform freeze: role reductions in legacy layers coexist with retention and scarce-skill premiums in controls, data, artificial intelligence, cyber and wealth, and with targeted hiring in priority markets including Japan and Australia.