What does a CL24 Senior Professional at ExxonMobil earn?

At the Spring and Houston anchor a CL24 senior engineer, senior developer or senior analyst is modelled at about $145,000 base with a 5 percent variable target of roughly $7,250 and no regular stock grant, for about $152,000 in total. Directly observed United States software engineering submissions put CL24 total pay at about $133,000 and CL25 at $161,614 on a $158,947 base, so the anchor sits in the upper half of the observed spread. In Bangalore the same classification is calibrated at roughly 0.18 times the Spring base, which lines up with the observed Bengaluru CL24 software package of about 2.4 million rupees. ExxonMobil publishes no salary range for any classification, so all of these are third-party observations or models built on them.

Does ExxonMobil give RSUs, options or an ESPP?

Restricted stock, yes, but selectively; options, no; and there is no discounted employee stock purchase plan in the sources. Current awards under the 2003 Incentive Program are restricted stock units, and the 2025 executive grants vest 50 percent after five years and 50 percent after ten years, with dividend-equivalent cash paid in the meantime and no voting rights before settlement. The plan permits options and stock appreciation rights, but ExxonMobil states that none have been granted since 2001. More than 30 percent of professional employees participate in stock awards, with level depending on classification and individual performance, and no minimum eligible classification is published. The separate US Savings Plan is designated an employee stock ownership plan and buys company stock with a 7 percent company match on the first 6 percent of pay contributed, which is a retirement benefit rather than a grant.

How does ExxonMobil's bonus work?

The executive bonus is disclosed in detail and the employee bonus is not disclosed at all. The proxy describes a formulaic annual cash bonus tied to the year-over-year change in earnings, with individual adjustments constrained by programme ceilings; the 2025 ceiling fell about 10 percent from 2024. Actual 2025 bonuses were $4,093,000 for the chief executive on a $2,058,000 salary, or 199 percent of base, and 193 to 282 percent of base for the other named executives. ExxonMobil publishes no target-bonus grid by classification and no companywide payout history for 2023 to 2025, so the 2 percent of base at CL21 rising through 13 percent at CL27 to 50 percent at Vice President shown in this report is a planning assumption derived from the observed cash mix, not company policy.

What was the ExxonMobil CEO paid?

Darren W. Woods was reported at $32,998,628 for 2025: $2,058,000 salary, a $4,093,000 cash bonus, $25,886,250 of stock awards, no pension change and $961,378 of other compensation. That is 181 times the $183,084 median employee, using the $33,059,068 CEO figure the proxy applies to the ratio calculation. The stock line is a grant-date accounting value for 225,000 restricted shares granted on 25 November 2025 at about $115.05 per share; none of it can be settled before November 2030 and half stays restricted until November 2035. At the 26 August 2026 reference price of $160.26 the same 225,000 shares would be worth about $36.06 million, but that is an illustration rather than realised pay, and 40,334 shares were already withheld at grant to cover tax.

How does ExxonMobil pay in India compared with the United States?

India is ExxonMobil's largest lower-cost capability base in this report, with Bangalore covering technology, engineering, analytics and global business services and Mumbai covering commercial, fuels and country leadership at about a 10 percent premium to Bangalore. Bangalore base pay is calibrated at roughly 0.14 times the Spring anchor at CL21 and rises to about 0.25 times at Vice President, so the gap narrows from about seven times at entry to about four times at officer level. The compression is in cash rather than equity: stock awards are selective everywhere and the share counts modelled for a given classification are the same globally, so the total-compensation factor in this report is set from base-pay calibration rather than allowed to drift towards parity on a United States equity number.

All Companies

ExxonMobil

Compensation Insight

How ExxonMobil Pays

ExxonMobil's CL21 to CL30 professional classification ladder and its Vice President, Senior Vice President and CEO tiers, priced across 33 markets alongside restricted stock that vests half at year five and half at year ten, a $32.999M CEO package at 181:1, and 28 public H-1B wage records.

~58,000 employees · NYSE: XOM · Exxon Mobil Corporation · Formed 1999 · Spring, Texas · FY ends 31 December

Regular employees

~58,000

Year-end 2025, down from about 61,000 in 2024. The proxy used a broader 60,157-employee population at 15 October 2025 for the pay ratio.

FY2025 revenue

$323.9B

Sales and other operating revenue reported in the 2025 Form 10-K.

CEO total pay

$33.00M

Darren W. Woods in the 2025 Summary Compensation Table, of which $25.886 million was a grant-date stock value.

CEO pay ratio

181:1

Down from 232:1 in 2024. The proxy applied a $33,059,068 CEO figure against a $183,084 median employee.

Median employee pay

$183,084

2025 proxy median across the measurement population, down from $190,266 for 2024.

Stock plan capacity

40.9M shares

Available for future awards at the 2025 year-end against an original 220 million authorisation, an 81.4 percent utilisation.

Savings Plan in XOM stock

$7.36B

About 28.7 percent of the $25.652 billion of Savings Plan investments reported in the 2025 Form 11-K.

H-1B median base

$181,885

Across 28 detailed labour condition application records; the 25th to 75th percentile band is $153,594 to $212,177.

Attrition rate

Not disclosed

No global or quarterly attrition rate appears in any reviewed ExxonMobil filing or disclosure.

Locations

United States

India

Australia

United Kingdom

Canada

Singapore

Belgium

Netherlands

Guyana

Qatar

Argentina

Hungary

Czech Republic

Malaysia

Papua New Guinea

New Zealand

1.00× base / 1.00× TC vs Spring / Houston

Band Hierarchy

ExxonMobil publishes no title-by-classification catalogue. The CL21 to CL30 labels are exposed repeatedly by public salary submissions and are used here as an analytical crosswalk; Vice President, Senior Vice President and Senior President are corporate titles the company itself discloses, and the board is a separate governance tier with no classification number.

Professional classification ladder — CL21 through CL30

CL30

Enterprise Director / VP PipelineLeadership · variable 35% · modeled

Enterprise director, affiliate executive or major-function leader

22–30 years

●●●●●●●●●●○○

CL29

General Manager / Department HeadLeadership · variable 25% · modeled

Large department head, general manager or enterprise technical leader

18–25 years

●●●●●●●●●○○○

CL28

Manager / Senior ManagerManagement / senior IC · variable 18% · modeled

Department manager, senior manager, programme or product leader

15–22 years

●●●●●●●●○○○○

CL27

Senior Principal / Section HeadIC or management · variable 13% · reported

Senior principal, technical authority, section head or senior manager

12–18 years

●●●●●●●○○○○○

CL26

Principal / First-line ManagerIC or management · variable 10% · reported

Principal engineer, section supervisor or first-line manager

9–14 years

●●●●●●○○○○○○

CL25

Lead / Advanced ProfessionalIC / emerging manager · variable 7% · reported

Lead engineer, technical lead, advanced specialist or occasional team lead

6–10 years

●●●●●○○○○○○○

CL24

Senior ProfessionalIC · variable 5% · reported

Senior engineer, senior developer, data scientist or senior analyst

4–7 years

●●●●○○○○○○○○

CL23

Experienced ProfessionalIC · variable 4% · reported

Experienced engineer, analyst, developer or project professional

2–4 years

●●●○○○○○○○○○

CL22

Entry ProfessionalIC · variable 3% · reported

Engineer, software engineer, geoscience analyst or finance analyst

0–2 years

●●○○○○○○○○○○

CL21

Graduate / TraineeIC foundation · variable 2% · modeled

Graduate engineer, analyst trainee, laboratory or commercial trainee

0–1 years

●○○○○○○○○○○○

Officer tier — Vice President

Vice PresidentExecutive · variable 50% · modeled

Corporate officer, affiliate president or major global-function leader

20+ years

●●●●●●●●●●●○

Disclosed executive layer

Chairman and Chief Executive Officer

Darren W. Woods

Fully disclosed in the proxy statement, including salary, bonus, stock award, pay ratio and grant terms.

Senior Vice Presidents and Senior President

Neil A. Chapman, Jack P. Williams Jr., Neil Hansen as Senior Vice President and Chief Financial Officer from February 2026, and Jim M. Gibbs as Senior President, Global Operations

Named executive officers with full Summary Compensation Table disclosure. Kathryn A. Mikells appears in the 2025 table and retired as Chief Financial Officer on 1 February 2026.

Corporate Vice Presidents

Darrin L. Talley as Vice President, Corporate Strategic Planning

Visible only through Section 16 filings. No compensation table covers a vice president who is not a named executive.

Affiliate presidents and managing directors

Imperial Oil, ExxonMobil Canada, Esso Australia and other national affiliate leadership

No individual public compensation. Imperial Oil files separately in Canada and should not be assumed to share parent-company pay or benefit rules.

Board of Directors

Non-employee directors

Retainers and restricted share grants are disclosed in the proxy. The employee chairman receives no separate director pay.

VerifiedOnly the officer tier carries a company disclosure. CL21 through CL30 and the Vice President row are reconstructions, and the classification labels themselves come from employee submissions rather than from any ExxonMobil publication.

Track divergence

CL21 to CL24

Everyone sits on the individual contributor path and the package is almost entirely cash. Modelled variable pay is 2 to 5 percent of base and there is no public evidence of a regular stock grant at these classifications.

CL25 to CL26

The technical authority and people-lead paths begin to separate, and this is where selective stock first appears. A CL26 can plausibly be a principal specialist or a first-line manager on the same range.

CL27 to CL28

Senior technical authority and section-head or manager scope run in parallel. Variable pay roughly doubles from 13 to 18 percent of base and the modelled share grant triples.

CL29 to CL30

Both paths converge on enterprise leadership. Progression becomes selection rather than tenure, and the modelled grant range widens from 150 to 600 shares at CL29 to 300 to 1,200 at CL30.

Vice President and above

Corporate titles replace classification numbers. Disclosure flips from nothing to everything: a vice president who becomes a named executive officer moves from no public pay to a full Summary Compensation Table.

Hierarchy qualifications and legacy structures

The crosswalk is strongest for engineering, geoscience, software and analytics roles, where the salary submissions carrying CL labels come from, and weakest for commercial, trading and corporate functions, where ExxonMobil can place equivalent scope differently.
There is no standing Executive Vice President tier on the current parent-company officer list, so this report does not fabricate an EVP band between Senior Vice President and Chief Executive. Operating structures use President and Senior President instead.
The hourly, craft and operations population sits outside the CL ladder entirely. No public source maps process operators, console operators, instrument and electrical trades or laboratory technicians to a classification number, and their pay is driven by trade rate, overtime, shift differential and call-out rather than by band.
Exxon and Mobil combined in 1999 and Pioneer Natural Resources closed in 2024, but no public filing provides a legacy-Exxon, legacy-Mobil or Pioneer-to-CL conversion table, so identical titles do not prove identical inherited pay history.
Imperial Oil is a majority-owned Canadian affiliate with its own filings, pensions and collective agreements. Calgary, Edmonton and Sarnia are modelled on the parent ladder for comparability, not because a shared band structure is disclosed.
Senior Vice President and Chief Executive pay is a single global figure that is identical in every country table, so those tiers are carried in the executive section rather than as ladder rows that would be scaled by a local factor.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
CL21	Graduate / Trainee	Chevron and ConocoPhillips graduate engineer, Shell Graduate Programme entry	Peer graduate programmes publish joining ranges that ExxonMobil does not, so the mapping is by scope rather than by a matched published range.Spring and Houston median of a $90,000 to $115,000 modelled graduate range; India graduate trainee submissions cluster near 1.0 million rupees.
CL22	Entry Professional	Chevron entry engineer, Shell early-career professional, technology-sector L3	Technology-sector equivalents carry far more equity at this level, so a like-for-like total comparison overstates ExxonMobil at entry.Spring and Houston median of a $100,000 to $135,000 range; Levels.fyi places an observed United States CL22 software engineer at $122,633 total.
CL23	Experienced Professional	Chevron and ConocoPhillips experienced engineer, technology-sector L4	The observed CL23 software sample is thin and reads below CL22, a sampling artefact rather than an inversion in the classification ladder.Spring and Houston median of a $110,000 to $145,000 range; the observed CL23 software submission is $110,000 total and mechanical engineering spans $110,000 to $247,000 across CL23 to CL27.
CL24	Senior Professional	Chevron senior engineer, Shell senior professional, technology-sector senior IC	This is the best-evidenced rung in the ladder in both Spring and Bengaluru, which is why it is used for the cross-market arbitrage comparison.Spring and Houston median of a $125,000 to $165,000 range; observed United States CL24 software pay is $133,000 total and Bengaluru CL24 software pay is about 2.4 million rupees.
CL25	Lead / Advanced Professional	Chevron lead engineer, Shell technical lead, technology-sector staff IC	The technical and people-lead paths begin to diverge here, so two CL25 holders can carry very different scope on identical pay.Spring and Houston median of a $145,000 to $190,000 range; the observed CL25 software submission is $161,614 total on a $158,947 base. Equity is a modelled 0 to 25 share conditional grant valued at the report-date price.
CL26	Principal / First-line Manager	Chevron principal engineer or supervisor, technology-sector principal IC or manager	A CL26 can be a principal specialist or a first-line manager; ExxonMobil publishes no separate range for the two, so one figure covers both.Spring and Houston median of a $170,000 to $225,000 range; the observed CL26 software submission is $208,000 total. Equity is a modelled 20 to 60 share selective grant.
CL27	Senior Principal / Section Head	Chevron senior principal or section head, Shell principal technical expert	Observed submissions thin out sharply above this rung, so CL27 is the last row with a direct third-party anchor rather than a model.Spring and Houston median of a $195,000 to $260,000 range; the observed CL27 software submission is $220,000 total and data science reaches $281,000. Equity is a modelled 40 to 150 share selective grant.
CL28	Manager / Senior Manager	Chevron manager, ConocoPhillips manager, technology-sector senior manager	No public submission covers this rung, so the anchor is an extrapolation of the CL25 to CL27 slope rather than an observation.Spring and Houston median of a modelled $240,000 to $330,000 range with a 100 to 300 share annual or personnel-development grant.
CL29	General Manager / Department Head	Chevron general manager, Shell vice president of a function below officer level	Peer general-manager pay is equally unpublished, so this comparison is a scope crosswalk with no matched figure on either side.Spring and Houston median of a modelled $300,000 to $425,000 range with a 150 to 600 share grant conditioned on enterprise impact and succession.
CL30	Enterprise Director / VP Pipeline	Chevron and ConocoPhillips senior general manager, affiliate managing director	This is the last rung below the disclosed officer tier and the point where selection, not tenure, controls progression.Spring and Houston median of a modelled $375,000 to $550,000 range with a highly selective 300 to 1,200 share grant and no published band ceiling.
VP	Vice President	Chevron vice president, ConocoPhillips vice president, affiliate president	Only vice presidents who become named executive officers ever get an individual disclosure, so this row bridges the CL30 model and the disclosed Senior Vice President tier.Spring and Houston median of a modelled $550,000 to $900,000 range with a 1,500 to 5,000 share November grant. Darrin L. Talley's August 2025 Form 4 confirms the tier exists below the named executives but discloses no pay.

Critical evidence warning

ExxonMobil publishes no global CL21 to CL30 salary table, no worldwide appraisal matrix, no minimum equity-eligibility classification, no city headcount and no country allowance schedule. Every non-executive figure on this page is either a third-party salary observation or a calibrated model built around one, and the modelled rows should be read as a planning envelope rather than as an ExxonMobil offer or policy. Only the Senior Vice President, Chief Executive, director-compensation, equity-plan and benefit-rule figures carry a filing behind them.

Compensation by Band — Spring / Houston

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Spring / Houston. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
CL21	Graduate / Trainee 0–1 years · modeled	$87K – $118K	2%	$105K $89K – $120K	—
CL22	Entry Professional 0–2 years · reported	$100K – $135K	3%	$121K $103K – $139K	—
CL23	Experienced Professional 2–4 years · reported	$108K – $147K	4%	$133K $113K – $152K	—
CL24	Senior Professional 4–7 years · reported	$123K – $167K	5%	$152K $129K – $175K	—
CL25	Lead / Advanced Professional 6–10 years · reported	$142K – $193K	7%	$181K $154K – $208K	$2K
CL26	Principal / First-line Manager 9–14 years · reported	$168K – $227K	10%	$224K $190K – $257K	$6K
CL27	Senior Principal / Section Head 12–18 years · reported	$193K – $262K	13%	$272K $231K – $313K	$15K
CL28	Manager / Senior Manager 15–22 years · modeled	$242K – $328K	18%	$368K $313K – $424K	$32K
CL29	General Manager / Department Head 18–25 years · modeled	$308K – $417K	25%	$513K $436K – $590K	$60K
CL30	Enterprise Director / VP Pipeline 22–30 years · modeled	$393K – $532K	35%	$745K $633K – $856K	$120K
VP	Vice President 20+ years · modeled	$616K – $834K	50%	$1.61M $1.37M – $1.85M	$521K

Headquarters campus; 24 of the 28 detailed H-1B wage records · 16 reported band cellsReportedModeledVerifiedBase and total use the modelled low-to-high band from the source model, which is roughly plus or minus 12 to 15 percent around the median at professional classifications and widens towards plus or minus 25 percent at CL29 and above. Equity ranges are the modelled share-count band valued at the report-date price.

Benchmark your level

Total Compensation Range by Band

Total compensation in Spring / Houston across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

ExxonMobil ran approximately 58,000 regular employees at the end of 2025 across 33 markets modelled here in 16 countries. Spring and Houston is the pay anchor. Every other market is a country factor times a city factor applied to that anchor, and the factor grows with classification because offshore cash compression is level-dependent.

~58,000

Regular employees at year-end 2025

Markets modelled across 16 countries

0.14× to 0.25×

Bangalore base against Spring, CL21 to Vice President

~2,000

Roles targeted in the September 2025 restructuring

Office and market catalogue — calibration factors versus Spring / Houston

Location	Likely office profile	Presence	Base	TC
Spring / Houston United States · USD	Global headquarters campus covering corporate, upstream, technology, commercial and shared services	Headquarters campus; 24 of the 28 detailed H-1B wage records	1.00×	1.00×
Baytown United States · USD	Integrated refining, chemical and technology complex on the Houston Ship Channel	Official site directory; two H-1B wage records	0.98×	0.98×
Beaumont United States · USD	Refining and petrochemical operations, including the expanded crude unit	Official site directory	0.95×	0.95×
Baton Rouge United States · USD	Refining, chemicals and lubricants operations in Louisiana	Official site directory	0.94×	0.94×
Midland United States · USD	Permian upstream hub and the centre of the Pioneer talent market	Official site directory; Permian operations	1.08×	1.08×
Dallas / Irving United States · USD	Legacy corporate and services footprint carrying part of the Pioneer integration	Official site directory; one H-1B wage record	0.98×	0.98×
Clinton, New Jersey United States · USD	Research and engineering campus, the historic corporate research centre	Official site directory; Annandale H-1B wage record	1.10×	1.10×
Joliet United States · USD	Refining and operations in the Chicago area	Official site directory	0.96×	0.96×
Bangalore India · INR	Technology, engineering, analytics and global business services capability hub	Official India careers site; Levels.fyi Bengaluru records	0.14×	0.14×
Mumbai India · INR	Commercial, fuels, lubricants and India country leadership	Official India careers site	0.15×	0.15×
Melbourne Australia · AUD	Australian country office covering engineering and operations support	Official site directory; Glassdoor, Indeed and PayScale records	0.78×	0.78×
Perth Australia · AUD	Upstream and LNG talent market on the west coast	Official site directory	0.84×	0.84×
Longford Australia · AUD	Gas plant and operations in Gippsland	Official site directory	0.74×	0.74×
Leatherhead United Kingdom · GBP	Regional commercial and corporate functions for Europe	Official site directory	0.65×	0.65×
Fawley United Kingdom · GBP	Refinery and petrochemical operations, the largest UK site	Official site directory	0.58×	0.58×
London United Kingdom · GBP	Trading, commercial and senior regional roles	Official site directory	0.74×	0.74×
Calgary Canada · CAD	Imperial Oil head office and Canadian upstream and corporate hub	Majority-owned affiliate; separate collective and pension arrangements	0.75×	0.75×
Edmonton Canada · CAD	Strathcona refining and operations	Affiliate site directory	0.71×	0.71×
Sarnia Canada · CAD	Refining and chemicals in Ontario	Affiliate site directory	0.68×	0.68×
Singapore Singapore · SGD	Asia-Pacific commercial, trading, engineering and shared services hub	Official site directory	0.58×	0.58×
Jurong Singapore · SGD	Integrated refining and petrochemical complex on Jurong Island	Official site directory	0.57×	0.57×
Antwerp Belgium · EUR	Refining and chemicals complex	Official site directory	0.59×	0.59×
Brussels / Machelen Belgium · EUR	Regional commercial and corporate roles	Official site directory	0.64×	0.64×
Rotterdam Netherlands · EUR	Refining, trading and commercial activity in the Botlek	Official site directory	0.62×	0.62×
Breda Netherlands · EUR	Commercial and business support functions	Official site directory	0.60×	0.60×
Georgetown Guyana · GYD	Rapid-growth upstream country operation supporting the Stabroek block	Country office; local-hire pay only, rotational terms excluded	0.28×	0.28×
Doha Qatar · QAR	LNG joint-venture and commercial interface	JV country office; local-hire pay only, expatriate terms excluded	0.75×	0.75×
Buenos Aires Argentina · ARS	Global business support and regional functions	Capability hub	0.20×	0.20×
Budapest Hungary · HUF	Global business services and commercial support	Capability hub	0.30×	0.30×
Prague Czech Republic · CZK	Business support and commercial functions	Capability hub	0.34×	0.34×
Kuala Lumpur Malaysia · MYR	Engineering, operations and business support hub	Capability hub	0.28×	0.28×
Port Moresby Papua New Guinea · PGK	PNG LNG country and operations support	Country office; local-hire pay only, rotational terms excluded	0.34×	0.34×
Auckland New Zealand · NZD	Smaller downstream and commercial presence included for coverage	Commercial presence; no local pay disclosure located	0.69×	0.69×

Exact city headcount is not publicly disclosed. The public footprint supports Spring and Houston as the largest corporate concentration and identifies Bangalore, Singapore, Kuala Lumpur, Melbourne and Longford, London and Leatherhead and the major manufacturing sites as significant hubs, but no audited city ranking exists and this catalogue does not rank offices by employee count.

Spring / Houston anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Total
CL22 · Entry Professional	$118K	$0	$4K	$121K
CL23 · Experienced Professional	$128K	$0	$5K	$133K
CL24 · Senior Professional	$145K	$0	$7K	$152K
CL25 · Lead / Advanced Professional	$168K	$2K	$12K	$181K
CL26 · Principal / First-line Manager	$198K	$6K	$20K	$224K
CL27 · Senior Principal / Section Head	$228K	$15K	$30K	$272K

Spring and Houston is the anchor column. CL22 through CL27 are calibrated to Levels.fyi United States submissions; CL21 and CL28 through Vice President are extrapolations of that slope and carry no direct observation.
Bangalore is the second best-evidenced market. The calibration deliberately overlaps the observed Bengaluru CL24 software package of about 2.4 million rupees and the CL24 to CL25 data-science observations of 3.01 million to 4.62 million rupees.
Australia is anchored on Glassdoor engineer submissions of A$132,000 to A$173,000, a Melbourne engineer average near A$155,000 and a PayScale base average of A$140,723 with a A$9,000 average bonus.
Country factors rise linearly with classification: India adds 8 percentage points of the entry factor per step, Guyana, Hungary, the Czech Republic, Malaysia and Papua New Guinea add 4, Singapore 3.5, Qatar 3 and Australia, the United Kingdom, Canada, the Netherlands, Belgium and New Zealand about 2. The United States is flat by construction.
City factors sit on top of the country factor and range from 0.90 at Fawley and Sarnia to 1.15 in London and 1.10 in Clinton, New Jersey and Mumbai. Midland carries a 1.08 premium because of the Permian and Pioneer talent market.
Every band on this page is local-payroll pay. Guyana, Qatar, Papua New Guinea and the Permian also run rotational and expatriate populations whose housing, security, schooling, rotation, hardship and tax-equalisation elements are not disclosed and are not added.

Model rules

A total compensation cell is base plus modelled target variable plus the modelled annual share grant valued at the 26 August 2026 reference price of $160.26. No employer benefit load is included.
The source model added a 17 to 24 percent employer benefits load on top of base, bonus and equity and called the result total compensation. That is employer cost rather than pay, so it has been stripped and every total on this page reconciles to its own components.
The total-compensation factor for each market is set equal to its base-pay factor. The source model applied one global share-count range to every country, which would have pushed offshore total factors towards parity on a United States equity number rather than on any geographic evidence.
Modelled share counts are a planning assumption. ExxonMobil states only that award level depends on classification and individual performance and that more than 30 percent of professional employees participate; no grant table, no minimum classification and no country split is published.
Local-currency figures are report-date conversions at a single 26 August 2026 snapshot, not payroll exchange rates, and the Argentine peso in particular moves fast enough that the local column ages quickly.
Sign-on payments, relocation, retention awards, overtime, shift differential, call-out pay and site allowances are excluded, which materially understates industrial-site and rotational earnings.

Benchmark your pay

Variable Pay & Annual Cash Incentive

ExxonMobil discloses its executive bonus in full and discloses nothing about the employee bonus. There is no published target-bonus grid by classification, no companywide payout history and no target percentage even for the named executives, so the percentages below CL30 are planning assumptions derived from the observed cash mix rather than company policy.

Band	Target	Mechanism	Recent payout
CL21 Graduate / Trainee	2% of base	Annual cash award; the broad-employee mechanism is not published.	Not publicly disclosed
CL22 Entry Professional	3% of base	Annual cash award; the broad-employee mechanism is not published.	Not publicly disclosed
CL23 Experienced Professional	4% of base	Annual cash award; the broad-employee mechanism is not published.	Not publicly disclosed
CL24 Senior Professional	5% of base	Annual cash award; the broad-employee mechanism is not published.	Not publicly disclosed
CL25 Lead / Advanced Professional	7% of base	Annual cash award; the first classification where selective stock also appears.	Not publicly disclosed
CL26 Principal / First-line Manager	10% of base	Annual cash award with a team or section delivery component.	Not publicly disclosed
CL27 Senior Principal / Section Head	13% of base	Annual cash award with a section or function delivery component.	Not publicly disclosed
CL28 Manager / Senior Manager	18% of base	Annual cash award weighted towards department and business results.	Not publicly disclosed
CL29 General Manager / Department Head	25% of base	Annual cash award weighted towards business-line results.	Not publicly disclosed
CL30 Enterprise Director / VP Pipeline	35% of base	Executive-style annual cash award on enterprise and business-line results.	Not publicly disclosed
VP Vice President	50% of base	Executive-style annual cash award; no vice-president payout is disclosed.	Not publicly disclosed
SVP Senior Vice President / Senior President	Not publicly disclosed	Formulaic annual cash bonus tied to the year-over-year change in earnings, approved by the Compensation Committee within a programme ceiling.	2025 bonuses of $2.393M to $2.697M, or 193 to 282 percent of base salary
CEO Chairman and Chief Executive Officer	Not publicly disclosed	Formulaic annual cash bonus tied to the year-over-year change in earnings with individual adjustment inside the programme ceiling.	$4.093M for 2025, 199 percent of base salary and down 10 percent from 2024

ModeledVerifiedThe proxy describes a formulaic annual bonus tied to the year-over-year change in earnings, with individual adjustments constrained by programme ceilings, and states that the 2025 ceiling declined about 10 percent from 2024. Final awards reflected corporate performance, strategic execution, safety, operating performance and individual contribution. No target payout percentage is published for any named executive, so the disclosed figures are actual bonus value rather than a percentage of target, and no attainment ratio can honestly be computed. Executive bonus and stock decisions are taken at the Compensation Committee's November meeting; the 2025 grant date was 25 November 2025 and executive salary changes took effect on 1 January 2026.

Executive incentive targets — percent of salary

Chairman and Chief Executive Officer

$4,093,000 paid on a $2,058,000 salary

199 percent of base. The bonus fell from $4.787 million in 2023 and $4.548 million in 2024, a 5 percent and then a 10 percent reduction.

Senior Vice President and Chief Financial Officer in 2025

$2,556,000 paid on a $1,321,000 salary

193 percent of base for Kathryn A. Mikells, who retired from the role on 1 February 2026.

Senior Vice President

$2,697,000 paid on a $1,316,000 salary

205 percent of base for Neil A. Chapman; Jack P. Williams Jr. received the same bonus on a $1,328,000 salary, or 203 percent.

Senior President, Global Operations

$2,393,000 paid on an $849,500 salary

282 percent of base for Jim M. Gibbs, the highest bonus-to-salary ratio among the named executives and a reminder that salary rank does not track bonus rank.

Every classification below Vice President

Not publicly disclosed

ExxonMobil publishes no global target-bonus table by classification and no employee payout percentage for any recent year.

Employee payout timing and history

Broad employee payout percentages for 2023 to 2025 were not publicly disclosed, and neither was a companywide merit budget, hike month, effective date or off-cycle adjustment rule in any market. The one structural point that is disclosed is direction: the executive bonus is deliberately a smaller share of total direct compensation than the long-dated stock award, so cash upside is capped relative to peers who run larger annual incentive plans.

Sales and special incentives

No company-wide spot bonus, project incentive, deal-closure, utilisation or client-satisfaction formula is publicly disclosed, and no pre- and post-Pioneer variable-pay harmonisation table exists in any filing. Industrial-site earnings are the real gap in this table: overtime, shift differential, call-out and certification premiums can make a process operator competitive with a professional classification, and none of that appears in a target-percentage model.

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Equity — RSUs, PSUs, Options & ESPP

Two ExxonMobil programmes are routinely conflated. The 2003 Incentive Program is a selective stock award programme whose current instrument is restricted stock, and the ExxonMobil Savings Plan is a United States defined-contribution plan that happens to be legally designated an employee stock ownership plan. Neither is a universal grant, neither issues options, and there is no discounted employee share purchase plan in any reviewed source.

2003 Incentive Program

Active; approved by shareholders on 28 May 2003

Verified

Authorises stock options, stock appreciation rights, restricted stock and other awards subject to board and committee authority. Options and appreciation rights, if used, generally cannot be granted below fair market value and cannot exceed a ten-year term. Current practice is restricted stock only: award level depends on classification level and individual performance, and ExxonMobil states that no stock options have been granted since 2001. 2025 dilution from the programme was about 0.2 percent.

Reserve: 220 million shares originally authorised; 40,903,325 available for future awards at the 2025 year-end, an 81.4 percent simple utilisation with 18.6 percent remaining

2003 Incentive Program exhibit, 2025 Form 10-K and the 2026 proxy statement

2025 restricted stock awards

Granted 25 November 2025 in the regular November committee cycle

Verified

Restricted stock units settling 50 percent after five years and 50 percent after ten years. Dividend-equivalent cash is paid during the restriction period, there are no voting rights before settlement, death is the only disclosed acceleration exception and retirement brings no automatic acceleration. Named executive grants ran from 102,800 to 225,000 shares at a $115.05 grant-date value per share.

Reserve: Granted from the 2003 Incentive Program authorisation rather than a separate reserve

2026 proxy statement and SEC Forms 4

ExxonMobil Savings Plan

Active; ESOP designation effective 8 February 2002

Verified

A United States defined-contribution plan separately designated under ERISA as a non-leveraged employee stock ownership plan. Participants may generally contribute up to 20 percent of pay, the company matches 7 percent of compensation when an employee contributes at least 6 percent, and company contributions generally vest after three years, at age 65 or on death. Participant money is vested immediately.

Reserve: $25.679 billion of net assets available for benefits, of which $7.361 billion was Exxon common stock, about 28.7 percent of the $25.652 billion of total investments

ExxonMobil Savings Plan Form 11-K for 2025, filed 10 June 2026

Non-employee director restricted stock

Active

Verified

An annual grant of 2,500 restricted shares to each non-employee director, with an initial 8,000-share grant on joining the board. Restrictions follow the director programme rather than the employee five- and ten-year schedule. The employee chairman receives no director pay.

Reserve: Granted under the same authorisation; no separate director reserve is disclosed

2026 proxy statement

Employee stock purchase plan

None identified

Verified

No discounted employee share purchase plan appears in any reviewed ExxonMobil filing or benefit page. Employees who want ongoing share accumulation do it through the Savings Plan's company stock fund and its 7 percent match rather than through a discounted purchase window.

Reserve: Not applicable

Absence confirmed across the 2026 proxy, the 2025 Form 10-K and the 2025 Form 11-K

The 81.4 percent utilisation figure is a capacity measure against the original 220 million share authorisation over 22 years, not outstanding dilution. Annual dilution from the programme was about 0.2 percent in 2025.
At the 26 August 2026 reference price of $160.26 the remaining 40,903,325 share authorisation carries an illustrative market value of about $6.56 billion. That is a headroom illustration, not the accounting value of outstanding awards.
Savings Plan flows in 2025 were about $300 million of employer contributions, about $466 million of participant contributions and about $264 million of dividends, which makes the plan a far larger channel of employee share ownership by headcount than the selective award programme.
Indian ESOP-trust mechanics, BSE and NSE allotment disclosure and SEBI takeover rules do not apply to the United States-listed parent. The relevant record is the SEC proxy, the Form 10-K, the Form 11-K and Forms 3, 4 and 5.

Stock programme capacity and 2025 grant activity

40.9M

Shares available for future awards

At the 2025 year-end, against 220 million originally authorised in 2003.

>30%

Professional employees participating in stock

ExxonMobil's own disclosure. It also means a substantial professional population receives no stock at all.

664,000

Shares granted to the five named executives on 25 November 2025

225,000 to the chief executive and 102,800 to 117,800 each to the other four, at a $115.05 grant-date value per share.

~0.2%

2025 dilution from the programme

Low by large-cap standards and consistent with a selective rather than universal grant model.

Vesting — common reported employee schedule

Grant to year 4

+0% · annual tranche

Year 5

50%

+50% · annual tranche

Years 6 to 9

50%

+0% · annual tranche

Year 10

100%

+50% · annual tranche

The usual four-year technology vest does not describe ExxonMobil at all. Executive restricted stock vests 50 percent after five years and 50 percent after ten, death is the only disclosed acceleration exception and retirement brings no automatic acceleration, so retention exposure survives role changes and departure from the company. A grant-date value in the proxy is therefore a long way from realisable value: the $25.886 million reported for the chief executive in 2025 cannot produce a single settled share before November 2030.

Eligibility by hierarchy level

There is no published minimum eligible classification. ExxonMobil says only that award level depends on classification level and individual performance and that more than 30 percent of professional employees participate, so the CL25 threshold used in this model is an inference, not a rule.
Modelled annual share counts run 0 to 25 at CL25, 20 to 60 at CL26, 40 to 150 at CL27, 100 to 300 at CL28, 150 to 600 at CL29, 300 to 1,200 at CL30 and 1,500 to 5,000 at Vice President. Only the Senior Vice President and Chief Executive counts are observed rather than modelled.
CL21 to CL24 carry no modelled grant. There is no public evidence of a regular award at those classifications, though an exceptional recognition or retention grant cannot be ruled out.
Award levels are not scaled by country in this model because ExxonMobil publishes no country split. A Bangalore CL27 and a Spring CL27 are shown with the same modelled share count, which is why the total-compensation factor for each market is set from base pay rather than from total.
The Savings Plan is the equity route that is actually open to the whole eligible United States population, and its 7 percent match on a 6 percent contribution is a better-evidenced source of share accumulation than any modelled grant on this page.

Indicative annual grant value by band — Spring / Houston

Band	Annual value (USD)	Median	Shares at $160.26
CL25 · Lead / Advanced Professional	$2K – $3K	$2K	~9–16
CL26 · Principal / First-line Manager	$5K – $8K	$6K	~30–50
CL27 · Senior Principal / Section Head	$11K – $19K	$15K	~71–119
CL28 · Manager / Senior Manager	$24K – $40K	$32K	~150–250
CL29 · General Manager / Department Head	$45K – $75K	$60K	~281–469
CL30 · Enterprise Director / VP Pipeline	$90K – $150K	$120K	~562–938
VP · Vice President	$391K – $651K	$521K	~2,438–4,062

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $160.26 reference price at 26 August 2026, 14:28 UTC and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Darren W. Woods Chairman and Chief Executive Officer	225,000 shares, $25,886,250 grant-date value	Restricted stock granted 25 November 2025 at about $115.05 per share, vesting 50 percent in November 2030 and 50 percent in November 2035. Worth about $36.06 million at the 26 August 2026 reference price, none of it settleable before 2030. 40,334 shares were withheld at grant to cover tax.
Neil A. Chapman Senior Vice President	117,800 shares, $13,552,890 grant-date value	Same 25 November 2025 grant date and the same five- and ten-year schedule. 18,849 shares were withheld for tax at grant.
Jack P. Williams Jr. Senior Vice President	117,800 shares, $13,552,890 grant-date value	An identical award to Chapman's, which is consistent with a tier-based rather than individually negotiated grant size at Senior Vice President. 16,744 shares were withheld for tax.
Kathryn A. Mikells Senior Vice President and Chief Financial Officer in 2025	105,400 shares, $12,126,270 grant-date value	Granted 25 November 2025, two months before she retired from the Chief Financial Officer role on 1 February 2026. Retirement brings no automatic acceleration, so the award remains on the five- and ten-year schedule.
Jim M. Gibbs Senior President, Global Operations	102,800 shares, $11,827,140 grant-date value	The smallest of the five named-executive grants, on the lowest salary and the highest bonus-to-salary ratio. 4,639 shares were withheld for tax.

VerifiedThere is no ExxonMobil employee stock purchase plan and no discounted purchase window in any reviewed source, so the closest equivalent is the Savings Plan. An eligible United States employee contributing 6 percent of pay receives a 7 percent company match, which vests after three years, at age 65 or on death, and can be directed to the company stock fund that held $7.361 billion at the 2025 year-end. That match is available to a far broader population than the selective award programme and is the only part of ExxonMobil share ownership an employee can size themselves.

Benchmark your equity

Executive Compensation

2025 Summary Compensation Table values from the 2026 proxy statement. The stock column is a grant-date accounting value for restricted shares that cannot settle before November 2030, so for ExxonMobil the gap between reported pay and realisable pay is wider than at almost any large-cap peer. The other column here combines the proxy's pension-change and all-other-compensation columns so each row reconciles to its disclosed total.

CEO total — Darren W. Woods

$33.00M

Stock awards are 78.4% of the reported total; salary 6% and non-equity incentive 12%

12%

78%

Salary $2.06M

Incentive $4.09M

Equity $25.89M

Base salary$2,058,000

Annual cash bonus$4,093,000

Restricted stock at grant-date value$25,886,250

All other compensation$961,378

Reported total$32,998,628

Reading the package

Salary was 6.2 percent of the chief executive's 2025 reported total, the cash bonus 12.4 percent, stock awards 78.4 percent and all other compensation 2.9 percent. The pension-change column was zero for Woods in 2025. The mix is unusual for an oil major in that the cash bonus is deliberately smaller than the stock award, and the stock is restricted for five and ten years rather than the three-year performance cycle most peers run, so the reported figure describes an obligation to stay far more than it describes money received.

CEO-to-median-employee ratio

181:1

Median employee $183,084 · The proxy applied a $33,059,068 chief executive figure to the ratio, slightly above the $32,998,628 Summary Compensation Table total, because pay-ratio methodology differs. The median was identified across a 60,157-employee measurement population at 15 October 2025, which is larger than the roughly 58,000 regular employees reported at year-end and includes populations outside the professional classification ladder..

Peer CEO comparison

ExxonMobil · Darren Woods · 2025$33.00M

2026 proxy statement

Chevron · Mike Wirth · 2025$26.83M

Chevron 2026 proxy statement

ConocoPhillips · Ryan Lance · 2025$23.45M

ConocoPhillips 2026 proxy statement

Shell · Wael Sawan · 2025$18.83M

Shell Annual Report and Accounts 2025

bp · Murray Auchincloss · 2025$7.23M

bp Annual Report and Form 20-F 2025

ExxonMobil's 2025 figure exceeded every selected peer, driven primarily by the $25.9 million stock award rather than by cash. The two European comparisons are not like for like: Shell and bp report a United Kingdom single figure, which recognises long-term incentive value on vesting rather than at grant, and both are translated here at the 26 August 2026 exchange rate of 0.733061 pounds to the dollar. Shell's £13.8 million and bp's £5.3 million therefore sit on a different measurement basis from the three United States proxies.

Named Executive Officers & Board

The 2026 leadership change was at the Chief Financial Officer level rather than at the top. Kathryn Mikells retired as Chief Financial Officer effective 1 February 2026 and Neil Hansen became Senior Vice President and Chief Financial Officer. Darren Woods remains Chairman and Chief Executive Officer, and the operating leadership tier comprises senior vice presidents alongside Jim Gibbs as Senior President, Global Operations.

Darren W. Woods · Chairman and Chief Executive Officer$33.00M

Salary $2.06M · Cash incentive $4.09M · Stock $25.89M · Other $961K · Equity 78.4%

Neil A. Chapman · Senior Vice President$17.75M

Salary $1.32M · Cash incentive $2.70M · Stock $13.55M · Other $182K · Equity 76.4%

Jack P. Williams Jr. · Senior Vice President$17.69M

Salary $1.33M · Cash incentive $2.70M · Stock $13.55M · Other $107K · Equity 76.6%

Jim M. Gibbs · Senior President, Global Operations$17.24M

Salary $850K · Cash incentive $2.39M · Stock $11.83M · Other $2.17M · Equity 68.6%

Kathryn A. Mikells · Senior Vice President and Chief Financial Officer in 2025$17.14M

Salary $1.32M · Cash incentive $2.56M · Stock $12.13M · Other $1.14M · Equity 70.8%

Two of the five named executives carry a large pension-change component that inflates their reported totals relative to their pay: $2,095,214 for Jim Gibbs and $1,042,399 for Kathryn Mikells, against zero for Woods, Chapman and Williams. Gibbs is also the clearest illustration that salary rank does not track bonus rank: on the lowest named-executive salary of $849,500 he received a $2,393,000 bonus, 282 percent of base, against 199 percent for the chief executive. The Senior Vice President grants of 117,800 shares to both Chapman and Williams point to a tier-based rather than individually negotiated award size.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$110,000	Paid to each non-employee director. The employee chairman receives no separate director compensation.
Committee chair	$20,000	Additional annual retainer on top of the standard cash retainer.
Lead independent director	$50,000	Additional annual retainer, the largest single board premium disclosed.
Annual equity grant	2,500 restricted shares	About $400,650 at the 26 August 2026 reference price, though the proxy grant-date value is the accounting measure.
Initial grant on joining	8,000 restricted shares	About $1,282,080 at the reference price, a one-time award made when a director joins the board.

Director pay is heavily weighted to shares rather than cash: the 2,500-share annual grant is worth roughly three and a half times the $110,000 cash retainer at the reference price. The board is a governance tier with no classification number and is not part of the employee ladder.

Regional heads and other officers

Corporate vice presidents such as Darrin L. Talley, Vice President of Corporate Strategic Planning, are Section 16 officers with no compensation table, so their pay is visible only through Form 4 share movements. Affiliate presidents who are not named executives have no individual public compensation at all, and Imperial Oil files separately in Canada. Regional head compensation is not separately disclosed in any reviewed source.

Insider Trades — SEC Forms 3/4/5

ExxonMobil reports under United States Section 16, so the governing record is SEC Forms 3, 4 and 5. Indian promoter-group, BSE and NSE, and SEBI takeover frameworks do not apply to the parent issuer. A November 2025 award line is the annual restricted stock grant at a zero acquisition price, and the withholding line on the same date is shares surrendered to cover tax rather than a discretionary market sale. No option exercise activity appears, which is consistent with the company's statement that it has granted no options since 2001.

Date	Person	Transaction	Shares	Price	Value
2025-11-25	Darren W. Woods Chairman and Chief Executive Officer	Award Annual restricted stock grant at a $115.05 grant-date value per share, vesting 50 percent in 2030 and 50 percent in 2035.	225,000	—	$25.89M
2025-11-25	Darren W. Woods Chairman and Chief Executive Officer	Withholding Shares withheld for taxes on the grant, about 17.9 percent of the award.	40,334	$115.95	$4.68M
2025-11-25	Neil A. Chapman Senior Vice President	Award Annual restricted stock grant on the same five- and ten-year schedule.	117,800	—	$13.55M
2025-11-25	Neil A. Chapman Senior Vice President	Withholding Shares withheld for taxes, about 16.0 percent of the award.	18,849	$115.95	$2.19M
2025-11-25	Jack P. Williams Jr. Senior Vice President	Award An award identical to Chapman's, consistent with a tier-based grant size.	117,800	—	$13.55M
2025-11-25	Jack P. Williams Jr. Senior Vice President	Withholding Shares withheld for taxes, about 14.2 percent of the award.	16,744	$115.95	$1.94M
2025-11-25	Jim M. Gibbs Senior President, Global Operations	Award The smallest of the five named-executive grants in the November 2025 cycle.	102,800	—	$11.83M
2025-11-25	Jim M. Gibbs Senior President, Global Operations	Withholding Only 4.5 percent of the award was withheld, far below the other named executives, which points to a different personal withholding election.	4,639	$115.95	$538K
2025-08-22	Darrin L. Talley Vice President, Corporate Strategic Planning	Sale The only open-market sale in the reviewed period and the only public trace of pay at the corporate vice-president tier.	2,158	$110.45	$238K

Reading guide

Awards are not purchasesThe five November 2025 lines are grants acquired at a zero purchase price, not open-market buying. Together they cover 664,000 shares with a combined grant-date value of about $76.95 million.

Withholding is not sellingThe 80,566 shares surrendered across the same day were withheld to cover tax at $115.95 and are not discretionary disposals. Withholding rates varied widely, from 4.5 percent for Gibbs to 17.9 percent for Woods.

No option exercisesNo exercise activity appears in the reviewed filings, consistent with the company's statement that no stock options have been granted since 2001.

Nothing settles for yearsEvery share in the November 2025 awards remains restricted until at least November 2030, so none of this activity represents realised value in the reporting period.

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Benefits & Perks

ExxonMobil's benefit disclosure is strong where a filing or a statute forces it and thin everywhere else. The United States Savings Plan is documented in a Form 11-K, statutory floors in India, Australia, the United Kingdom and Singapore are published by governments, and almost everything else is advertised on careers pages without a value attached. Rows are grouped by the regulatory bloc that actually governs them rather than city by city.

United States

Savings — 7 percent company match on the first 6 percent contributed. Participants may generally contribute up to 20 percent of pay. Company contributions vest after three years, at age 65 or on death; participant money is vested immediately. The plan is designated a non-leveraged employee stock ownership plan and held $7.361 billion of Exxon stock at the 2025 year-end. [official]
Retirement — Defined-benefit pension alongside the savings plan. ExxonMobil is one of the few large United States employers still running a defined-benefit pension in parallel with a savings plan. The formula varies by plan and hire cohort and is not published; the pension-change column in the proxy ranged from zero to $2.095 million across the 2025 named executives. [official]
Health and protection — Medical, dental, vision, life and disability cover. Advertised on the United States careers materials. The provider, premium split and deductibles are not disclosed in any public global schedule. [official]
Leave and flexibility — Paid time off, company holidays and the Flex Your Day programme. Flex Your Day is the named flexible-working programme. Exact entitlement varies by service and role and no day count is published. [official]

Global programs

Learning and mobility — Structured development, technical training, tuition support and internal mobility. Published in the Investing in People materials and on country careers pages. Platform vendors, certification reimbursement caps and any sabbatical policy are not disclosed globally. [official]
Employee assistance — Employee assistance and family support programmes. Appear in several market materials. The provider and coverage are market-specific and no global vendor is named. [official]
Pay equity — Adjusted United States pay gaps below 0.5 percent. ExxonMobil reports adjusted gaps under 0.5 percent between women and men and between minority and white employees in its latest people disclosure. This is a self-reported adjusted figure rather than an audited unadjusted median gap. [official]
Industrial-site earnings — Overtime, shift differential, call-out and certification premiums. These drive real earnings at the refining, chemical and gas-plant sites and none of them is captured in a salary band. Public data puts United States process-operator total pay at roughly $73,000 to $114,000, where site, overtime and union status can dominate the range. [reported]

Benefit fields not publicly quantified

The following were searched for and not found in any current public ExxonMobil schedule: the India insurer and family-floater limit, India paternity, earned, sick and casual leave counts, any National Pension System employer contribution, food-coupon and phone or internet allowance amounts, the United States medical premium share and any health savings account seed, country employee-assistance vendors, a sabbatical policy and a global certification cap. They are recorded as not publicly disclosed rather than estimated.

Performance Review & Pay Progression

ExxonMobil states that stock award levels depend on classification level and individual performance and describes a pay-for-performance philosophy, but it publishes no rating scale, no calibration percentages, no merit matrix and no promotion rule. The only dated milestones in the whole cycle are executive ones.

Not publicly disclosed

There is no published worldwide rating scale and no rating labels, so no rating-to-increase table can exist.

Historical reporting has described rank-ordering, calibration and performance-improvement exits, but current bucket percentages are not published and old terminology should not be presented as a current bell curve.

No companywide 2025 or 2026 average salary-hike percentage, pay freeze, campus-offer revision or joining-delay announcement was found in any reviewed source.

A single worldwide employee review month, hike-effective date and off-cycle adjustment rule are not disclosed; country merit budgets are not disclosed either.

Probation and confirmation periods for graduates and lateral hires vary by employing affiliate and country, and no global rule was found.

No public dataset quantifies a lateral-hire premium at the same classification, so salary compression against internal staff is plausible but unmeasured.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
CL21 · Graduate / Trainee	1–2 years to CL22, typically 8 to 15 percent	Not disclosed	Modeled planning interval
CL22 · Entry Professional	2–3 years to CL23, typically 8 to 15 percent	Not disclosed	Modeled planning interval
CL23 · Experienced Professional	2–4 years to CL24, typically 10 to 18 percent	Not disclosed	Modeled planning interval
CL24 · Senior Professional	3–5 years to CL25, typically 10 to 20 percent	Not disclosed	Modeled planning interval
CL25 · Lead / Advanced Professional	3–5 years to CL26, typically 12 to 22 percent	Not disclosed	Modeled planning interval
CL26 · Principal / First-line Manager	3–6 years to CL27, typically 12 to 25 percent	Not disclosed	Modeled planning interval
CL27 · Senior Principal / Section Head	4–7 years to CL28, typically 15 to 25 percent	Not disclosed	Modeled planning interval
CL28 · Manager / Senior Manager	4–8 years to CL29, typically 15 to 30 percent	Not disclosed	Modeled planning interval
CL29 · General Manager / Department Head	5–10 years to CL30, typically 20 to 35 percent	Not disclosed	Modeled planning interval
CL30 · Enterprise Director / VP Pipeline	Discretionary; role and market dependent	Not disclosed	Modeled planning interval
VP · Vice President	Board or committee appointment	Not disclosed	Modeled planning interval

Executive timing is the one part of the cycle with real dates. Bonus and stock decisions are taken at the Compensation Committee's November meeting, the 2025 grant date was 25 November 2025 and 2026 executive salary changes took effect on 1 January 2026. For everyone else the sequence is goal setting and talent review during the year and assessment and calibration at year end, with the calendar, the labels and the outcome distribution all unpublished. Promotions, market corrections, retention awards and mobility adjustments occur off-cycle without any published rate card.

Pay progression evidence

Modelled career planning, not ExxonMobil policy: CL21 to CL22 typically takes 1 to 2 years for an 8 to 15 percent increase; CL22 to CL23 2 to 3 years for 8 to 15 percent; CL23 to CL24 2 to 4 years for 10 to 18 percent; CL24 to CL25 3 to 5 years for 10 to 20 percent; CL25 to CL26 3 to 5 years for 12 to 22 percent; CL26 to CL27 3 to 6 years for 12 to 25 percent; CL27 to CL28 4 to 7 years for 15 to 25 percent; CL28 to CL29 4 to 8 years for 15 to 30 percent; and CL29 to CL30 5 to 10 years for 20 to 35 percent. Above CL30 progression is discretionary and role and market dependent. The compounding matters more than any single step: the modelled Spring base rises 4.5 times from CL21 to CL30, and roughly two-thirds of that comes from promotion rather than from merit increases within a classification.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

ExxonMobil sponsors through several separate legal entities, which fragments the public record and makes entity-level averages unreliable. Labour condition application wages are offered base salary only, so they exclude bonus and any stock award, and an application is neither a petition nor a hire.

Detailed records reconstructed

Across all identified ExxonMobil legal entities; the median offered base is $181,885.

25th to 75th percentile

$153,594 – $212,177

The interquartile band across the same 28 records, which is wide for a sample this small.

FY2025 filings, Technology and Engineering

ExxonMobil Technology and Engineering Company at a $174,163 average offered base, with 17 approvals and no denials in the available snapshot.

FY2026 filings to date

ExxonMobil Technology and Engineering Company partial-year filings, with 3 approvals and no denials in the available snapshot.

Dataset summary

Dataset	Result	Interpretation
H1BGrader entity profile	18 FY2025 and 29 partial FY2026 filings for ExxonMobil Technology and Engineering Company	The most consistent single-entity series, and the entity that files most of the technical roles.
H1BData corporate records	5 FY2025 filings for Exxon Mobil Corporation averaging $426,148	A very small and heavily skewed sample dominated by senior petroleum and engineering roles; it should not be read as a corporate average.
Public H-1B datasets, Global Services	5 FY2025 filings for ExxonMobil Global Services Company averaging $396,764	Another small skewed sample. Entity aliases matter: Upstream Integrated Solutions and other affiliates file under separate employer names again.
MyVisaJobs industry report	Mining, quarrying and oil-and-gas extraction FY2025 sponsor context	Used for sector framing rather than for an ExxonMobil-specific count.

City-level H-1B wage history

City	P25	Median	P75	Records
Spring, Texas Combined legal-entity sample at the headquarters campus; base salary only.	$144K	$178,810	$229K	24
Baytown, Texas Very small sample from the integrated refining and chemical complex.	$187K	$187,760	$189K	2
Annandale, New Jersey A single filing at the Clinton and Annandale research campus.	$169K	$168,700	$169K	1
Irving, Texas A single technology filing at the legacy Dallas and Irving footprint.	$187K	$186,580	$187K	1
All detailed records The combined reconstructed sample across every identified entity and worksite.	$154K	$181,885	$212K	28

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

Selected title / worksite records

Title	Worksite	Proffered wage	Notes
Senior petroleum and engineering roles	Spring, Texas	$324,680 – $543,687	The top of the visa record and well above any modelled classification base, which suggests these are CL29 and above scarce-discipline hires.
Technology and engineering professional roles	Spring, Texas	$135,000 – $231,850	Spans roughly CL23 through CL27 on the anchor ladder, and is the band that best matches the modelled professional range.
Engineer	Baytown, Texas	$185,880 – $189,640	Industrial-site engineering filings sit close to the Spring median despite the 0.98 city factor used in the model.
Experimental physicist or specialist	Annandale, New Jersey	$168,700	A research-campus filing, the only New Jersey record in the sample.
SharePoint and technology role	Irving, Texas	$186,580	The only Irving record, and evidence that the legacy Dallas footprint still files technical sponsorships.

Reading the data correctly

A labour condition application is a filing, not a hire. Certified applications exceed petitions and petitions exceed employees.
Offered base excludes the annual cash award and any restricted stock, so a visa wage is not comparable with the total-compensation column elsewhere on this page.
Entity fragmentation is the single biggest limitation here. Exxon Mobil Corporation, ExxonMobil Technology and Engineering Company, ExxonMobil Global Services Company and ExxonMobil Upstream Integrated Solutions Company are separate employer names in the public datasets.
Small samples, amendments and duplicate cases distort entity averages badly; the $426,148 and $396,764 entity averages each rest on five records.
The whole sample is 28 detailed records against a workforce of roughly 58,000, so it describes scarce-discipline hiring at two Texas sites rather than ExxonMobil pay in general.

Compare onsite vs offshore

Key Nuances & Insights

01Ownership is selective, not universal

More than 30 percent of professional employees participate in stock awards. That is broad for an industrial company and it also means a large professional population, and effectively the entire hourly and craft workforce, receives no grant at all. There is no published minimum classification, so eligibility is a management judgement rather than a rule you can qualify for.

02Grant-date value and realisable value are decades apart

The $25.886 million stock line in the chief executive's 2025 total is a grant-date accounting value for shares that cannot settle before November 2030, with half restricted until November 2035. Any ExxonMobil equity number you are quoted should be tested against the vesting date before it is treated as pay.

03Ten years of restriction is the retention engine

Five- and ten-year vesting is far longer than the four-year technology pattern or the three-year performance cycle most oil majors run. Death is the only disclosed acceleration exception and retirement brings none, so the retention hook survives leaving the company.

04Options are functionally absent

The 2003 Incentive Program permits options and stock appreciation rights, but the company states none have been granted since 2001. That is why no option exercise appears anywhere in the Form 4 record, and why an offer conversation about strike prices has no ExxonMobil equivalent.

05The Savings Plan ESOP is a retirement designation, not a grant

The United States Savings Plan is legally designated an employee stock ownership plan under ERISA. It is a defined-contribution plan with a 7 percent match on a 6 percent contribution that happens to hold $7.361 billion of company stock, and it is not an India-style option pool. Conflating the two is the single most common misreading of ExxonMobil equity.

06A defined-benefit pension is still running

ExxonMobil remains one of the few large United States employers operating a defined-benefit pension alongside a savings plan. Its size is visible in the proxy pension-change column, which added $2.095 million to one named executive's reported total and nothing to three others in the same year.

07Salary rank does not predict bonus rank

Jim Gibbs earned the lowest named-executive salary at $849,500 and the second-highest bonus-to-salary ratio at 282 percent, against 199 percent for the chief executive on a $2,058,000 salary. The bonus formula tracks earnings change and individual contribution rather than base position.

08Cash bonuses have fallen two years running

The chief executive's bonus fell from $4.787 million in 2023 to $4.548 million in 2024 and $4.093 million in 2025, and the 2025 programme ceiling itself declined about 10 percent. The pay ratio fell from 232:1 to 181:1 for the same reason, not because median pay rose.

09Offshore compression is level-dependent and large

Bangalore base pay sits at about 0.14 times the Spring anchor at CL21 and about 0.25 times at Vice President, so the multiple falls from roughly seven times to roughly four. Australia at 0.78 times, the United Kingdom at 0.64 times and Canada at 0.75 times start far closer and compress far less, because the slope is 2 percentage points per step rather than 8.

10Rotational and expatriate markets are a different pay model

Georgetown, Doha, Port Moresby, Perth and Midland all run rotational or assignment populations whose packages carry housing, security, schooling, rotation, hardship and tax-equalisation elements. None of that is disclosed, none of it is in these bands, and a local-national band in those markets is not comparable to a rotational package sitting next to it.

11Industrial-site earnings break the band model

Overtime, shift differential, call-out and certification premiums can put a process operator at Baytown, Fawley or Jurong ahead of a professional classification on the same site. Public data puts United States process-operator total pay at roughly $73,000 to $114,000, and no public source maps operations or craft roles to a CL number at all.

12Affiliate is not parent

Imperial Oil is a majority-owned Canadian affiliate that files separately and runs its own pensions, collective agreements and benefits. Roughly half the 2,000 roles targeted in the September 2025 restructuring related to Imperial Oil, which is a useful reminder that a Calgary offer is not governed by parent-company practice.

13Pioneer cohorts may carry different histories

The Pioneer Natural Resources acquisition closed in May 2024 and nearly 400 Texas positions were scheduled for separation across 2024 to 2026. No public filing discloses a harmonisation matrix, so two people on the same classification in Midland can have very different inherited pay, equity history and severance terms.

14Automation is shifting the skill mix in the Permian

Two automated rigs were operating in August 2026 with a target of automating half the Permian fleet by 2028. That moves demand towards controls, robotics, data and reliability skills in a market where Midland already carries the highest city factor in the United States at 1.08.

Research control

ExxonMobil's 2025 chief executive pay of $32.999 million exceeded Chevron at $26.828 million, ConocoPhillips at $23.450 million, Shell at about $18.825 million and bp at about $7.230 million, with the gap driven by the stock award rather than by cash. Its 181:1 ratio is comparatively modest for that pay level because the median employee is paid $183,084, a high median that reflects a workforce weighted towards engineering, geoscience and skilled operations. On the employee side the package is high-cash and low-equity relative to technology employers at the same total: the modelled stock share of total compensation is zero below CL25 and only reaches about a third at Vice President.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	An ExxonMobil SEC filing, an official ExxonMobil page or a government statutory rule.	Executive pay, the pay ratio, director compensation, equity plan terms and capacity, Savings Plan figures, headcount, revenue and every statutory benefit floor.
Reported	A named third-party dataset with observable records, chiefly Levels.fyi, Glassdoor, Indeed, PayScale and the visa aggregators.	The CL22 to CL27 Spring anchors, the Bengaluru and Melbourne calibrations, the process-operator range and the H-1B wage distributions.
Modeled	The Spring and Houston anchor multiplied by a country factor, a seniority slope and a city factor, then by the 26 August 2026 exchange snapshot.	CL21, CL28 through Vice President, every city without a direct observation, and all modelled variable-pay and share-count ranges.
Not publicly disclosed	No source in the research bundle supports a figure.	Recorded as such rather than estimated, including attrition, rating buckets, merit budgets and city headcount.

Explicit “Not publicly disclosed” index

A complete global CL21 to CL30 salary table with minimum, midpoint and maximum by classification and city

Any official title-to-classification catalogue, or any mapping of hourly, craft and operations roles to a classification

The target-bonus percentage for any classification, including for the named executive officers

The minimum classification eligible for a stock award, typical grant sizes by classification and any country split

A worldwide appraisal matrix, rating labels, calibration percentages or forced-distribution buckets

Global or country attrition rates, in any period

City-level employee headcount anywhere in the world

Merit budgets, hike percentages, review months and effective dates outside the executive population

Country allowance schedules, including expatriate housing, rotation, hardship and tax-equalisation terms

A legacy-Exxon, legacy-Mobil or Pioneer-to-classification conversion table

Known gaps and diligence before relying on a cell

1Senior Vice President and Chief Executive pay is a single worldwide figure that the source model repeated identically in all 33 city tables. Those two rows are therefore carried in the executive section only and are excluded from the band ladder, so that the location factors interpolate across CL21 to Vice President, the population they actually fit, instead of being dragged towards parity by a global officer number.
2The source model added a 17 to 24 percent employer benefits load into what it called total compensation. That is employer cost rather than pay, so it has been stripped and every total on this page is rebuilt as base plus modelled variable plus modelled equity.
3Total-compensation factors are set equal to base-pay factors for every market. The source model applied one global share-count range to all countries, which would have made offshore total factors drift towards parity on a United States equity number rather than on geographic evidence.
4The hourly, craft, operations and retail population is deliberately outside the band table. Its pay is driven by trade rate, overtime, shift differential and call-out and moves independently of the professional ladder across locations, and no public source maps it to a classification.
5Two headcount figures coexist and both are correct on their own basis: approximately 58,000 regular employees at year-end 2025 in the Form 10-K, and 60,157 in the broader pay-ratio measurement population at 15 October 2025.
6Two chief executive totals coexist for 2025: $32,998,628 in the Summary Compensation Table and $33,059,068 in the pay-ratio calculation. The difference is pay-ratio methodology and both come from the same proxy.
7Modelled employee share grants are valued at the 26 August 2026 reference price of $160.26, while the disclosed executive grants are valued at their 25 November 2025 grant-date price of about $115.05. The two prices are 39 percent apart, so equity comparisons between the modelled and disclosed rows are not on the same basis.
8Guyana, Qatar, Papua New Guinea, Argentina, Hungary, Czechia, Malaysia and New Zealand rest on low-confidence country factors with no direct local salary observation. New Zealand in particular is included for coverage and has neither a pay nor a benefit disclosure behind it.
9CL21 and CL28 through Vice President carry no direct third-party observation. They extrapolate the CL22 to CL27 slope, and the Vice President row in particular sits in the disclosure gap between the last observed classification and the first disclosed officer.

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

95.427628

INR

1.39695

AUD

0.733061

GBP

1.383964

CAD

1.269615

SGD

0.856908

EUR

208.954978

GYD

3.64

QAR

1511.5326

ARS

309.788369

HUF

20.641801

CZK

4.046752

MYR

4.446559

PGK

1.67443

NZD

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 — 36 sources

S1	Exxon Mobil Corporation 2026 Definitive Proxy Statement · SEC · 2026-04-29. Executive compensation, pay ratio, director compensation, stock award design, grant activity and programme governance.
S2	Exxon Mobil Corporation 2025 Form 10-K · SEC · 2026-02-18. Employees, revenue, financials and the incentive-programme share authorisation.
S3	ExxonMobil Savings Plan Form 11-K for 2025 · SEC · 2026-06-10. Savings plan assets, ESOP status, contributions, company stock holdings and vesting.
S4	Exxon Mobil Corporation 2003 Incentive Program · SEC exhibit · 2018 amendment of the 2003 plan. Eligible employees, award types, grant-price constraints and the original authorisation.
S5	Investing in people: A place to thrive · ExxonMobil · 2026-04-09. Stock participation rate, the classification and performance linkage, pay-for-performance and pay-equity statements.
S6	Management Committee · ExxonMobil · 2026-08-27. Current management committee roles and the CFO transition.
S7	Corporate and affiliate officers · ExxonMobil · 2026-08-27. Current officer titles and affiliate structure, and confirmation that no standing EVP tier exists.
S8	2026 first-quarter Form 10-Q · SEC · 2026-05-01. Current legal and financial context.
S9	Redomiciling the company from New Jersey to Texas · ExxonMobil · 2026-03-10. Redomiciliation proposal and rationale.
S10	2026 annual shareholder meeting · ExxonMobil · 2026-05-27. Shareholder approval and governance changes.
S11	ExxonMobil salaries · Levels.fyi · 2026-08-27. Observed classification salary submissions across functions.
S12	ExxonMobil software engineer salaries · Levels.fyi · 2026-08-27. Observed United States CL22 to CL27 compensation, the backbone of the Spring anchor.
S13	ExxonMobil software engineer salaries, India · Levels.fyi · 2026-08-27. Observed Bengaluru CL24 pay of about 2.4 million rupees and an India median of about 2.98 million.
S14	ExxonMobil data scientist salaries, India · Levels.fyi · 2026-08-27. Observed CL24 to CL25 data-science compensation of 3.01 million to 4.62 million rupees.
S15	ExxonMobil salaries, United States · Glassdoor · 2026-08-27. Broad United States title ranges and the process-operator total-pay range.
S16	ExxonMobil salaries, India · Glassdoor India · 2026-08-27. Broad India title ranges including the graduate engineering trainee starting range.
S17	ExxonMobil salaries, Australia · Glassdoor Australia · 2026-08-27. Australian engineer and manager ranges.
S18	ExxonMobil engineer salaries, Melbourne · Glassdoor Australia · 2026-08-27. Melbourne engineer submissions averaging about A$155,000 base.
S19	ExxonMobil engineer pay, Melbourne · Indeed Australia · 2026-08-27. Small-sample Melbourne estimate of A$128,182 across three postings.
S20	ExxonMobil salaries, Australia · PayScale · 2026-08-27. Australian average base of A$140,723 and average bonus of A$9,000.
S21	ExxonMobil Technology and Engineering Company H-1B data · H1BGrader · 2026-08-27. Labour condition application and petition records by legal entity.
S22	Exxon Mobil Corporation H-1B salary records · H1BData.info · 2026-08-27. Corporate legal-entity wage records by worksite.
S23	Mining, quarrying and oil-and-gas H-1B sponsor report · MyVisaJobs · 2026-08-27. FY2025 sector filing counts and average offered salary for context.
S24	Exxon Mobil to cut 2,000 jobs globally · Reuters · 2025-09-30. Global restructuring scale and the Imperial Oil share of it.
S25	Exxon cuts nearly 400 Texas jobs after the Pioneer deal · Reuters · 2024-11-14. Pioneer integration reductions and WARN timing.
S26	Exxon turns to automated drilling in the Permian · Reuters · 2026-08-24. Automation programme and the skill-mix shift in the Permian.
S27	USD reference exchange rates · ExchangeRate-API · 2026-08-26. The single FX snapshot behind every local-currency figure on this page.
S28	Chevron 2026 Proxy Statement · SEC · 2026. Peer chief executive compensation.
S29	ConocoPhillips 2026 Proxy Statement · SEC · 2026. Peer chief executive compensation.
S30	Shell Annual Report and Accounts 2025 · Shell · 2026. Peer chief executive single-figure remuneration of £13.8 million.
S31	bp Annual Report and Form 20-F 2025 · bp · 2026. Peer chief executive single-figure remuneration of £5.3 million.
S32	Provident Fund information for employees · Employees' Provident Fund Organisation, India · 2026-08-27. India statutory provident fund rates and wage ceiling.
S33	Super guarantee · Australian Taxation Office · 2026-08-27. The 12 percent superannuation guarantee from 1 July 2025.
S34	Annual leave · Fair Work Ombudsman · 2026-08-27. Australian statutory annual leave including the shiftworker entitlement.
S35	Workplace pension contributions · GOV.UK · 2026-08-27. United Kingdom auto-enrolment minimum contributions.
S36	CPF contribution rates · Central Provident Fund Board, Singapore · 2026-08-27. Singapore statutory contribution rates for 2026.

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Recent News & Workforce Trend

ExxonMobil's 2026 has been a governance and restructuring story rather than a compensation one. No companywide salary action, hike percentage or pay freeze was announced in any reviewed source, while headcount fell by about 3,000 in a single year.

~63,000

2021 employees

The high point of the five-year series and the year the pay ratio was lowest at 125:1.

~62,000

2022 employees

Down about 1,000 with the pay ratio rising to 210:1 on a lower $171,582 median.

~62,000

2023 employees

Flat year on year; median employee pay recovered to $185,376 and the ratio was 199:1.

~61,000

2024 employees

Down about 1,000 as Pioneer integration reductions began; median pay of $190,266 and a 232:1 ratio, the highest in the series.

~58,000

2025 employees

Down about 3,000, the largest single-year fall, alongside a $183,084 median and a 181:1 ratio.

The 2025 reduction reflects restructuring, portfolio changes and Pioneer integration rather than a published attrition rate, and ExxonMobil discloses no attrition figure in any period. The 60,157-employee pay-ratio measurement population at 15 October 2025 is larger than the roughly 58,000 regular employees reported at year-end because the proxy used a broader definition, so the two series should not be compared directly.

24 Aug 2026

Two automated rigs running in the Permian with half the fleet targeted by 2028

Automation shifts demand towards controls, robotics, data and reliability skills in Midland, which already carries the highest United States city factor in this model at 1.08.

Reuters

1 Jul 2026

Legal domicile moves from New Jersey to Texas

The redomiciliation followed shareholder approval in May 2026. No compensation plan reset, band restructure or benefit change was disclosed alongside it.

ExxonMobil corporate news

10 Jun 2026

Savings Plan Form 11-K reports $7.361 billion of company stock

Against $25.652 billion of total plan investments, about 28.7 percent, with roughly $300 million of employer contributions and $264 million of dividends for the year.

Form 11-K

27 May 2026

Annual shareholder meeting approves the Texas move

Governance changes were approved without any change to the incentive programme authorisation or to the executive pay design.

ExxonMobil corporate news

29 Apr 2026

2026 proxy discloses $32,998,628 of 2025 chief executive compensation

A 181:1 pay ratio against a $183,084 median employee, down from 232:1 for 2024, with the cash bonus falling 10 percent year on year.

Definitive Proxy Statement

9 Apr 2026

Investing in People confirms stock participation above 30 percent

The disclosure also states that award levels depend on classification level and individual performance, and reports adjusted United States pay gaps below 0.5 percent.

ExxonMobil

18 Feb 2026

2025 Form 10-K reports about 58,000 regular employees

Sales and other operating revenue of $323.904 billion, and 40,903,325 shares still available for future awards under the 2003 Incentive Program.

Form 10-K

1 Feb 2026

Neil Hansen becomes Senior Vice President and Chief Financial Officer

Kathryn Mikells retired from the role two months after receiving a 105,400-share restricted stock grant that remains on the five- and ten-year schedule.

ExxonMobil management committee

25 Nov 2025

November committee cycle grants 664,000 restricted shares to five executives

Awards of 102,800 to 225,000 shares at a $115.05 grant-date value, with 80,566 shares withheld across the group for tax on the same day. 2026 executive salary changes took effect on 1 January 2026.

2026 proxy statement and SEC Forms 4

30 Sep 2025

About 2,000 roles targeted in a global restructuring

Roughly 3 to 4 percent of the workforce, with around half related to majority-owned Imperial Oil, which files and sets its own terms separately in Canada.

Reuters

14 Nov 2024

Nearly 400 Texas positions scheduled for separation after the Pioneer deal

Separations were phased across 2024 to 2026 while more than 1,900 Pioneer employees were offered roles, with no public harmonisation table for their inherited pay.

Reuters

3 May 2024

Pioneer Natural Resources acquisition closes

The deal expanded the Permian workforce and made Midland a distinct talent market, but no band-conversion table between the two companies was ever published.

2025 Form 10-K

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