What does an Advisor I at Fiserv earn?

Advisor I is the R5 band in this report, the lead or advisory level that typically follows staff engineer. The Milwaukee anchor is about $132,500 base with a 10 percent target variable and a selective equity grant modeled at $12,500 a year, for roughly $158,250 total. Captured postings bracket that: a Software Development Advisor I requisition in Alpharetta published a $90,000 to $158,400 base range. In Bangalore the same band prices at roughly a quarter of the Milwaukee anchor, and India salary submissions independently put a staff-level engineer at about 44.8 lakh rupees base and 48.9 lakh rupees total. Fiserv publishes no band ranges, so all of these are third-party observations or models built on them.

Does Fiserv give RSUs, options or an ESPP?

Restricted stock units and performance stock units, yes; options, effectively no; an ESPP, yes and it is the only clearly broad-based vehicle. The 2007 Omnibus Incentive Plan permits options, restricted and performance units, stock appreciation rights and cash awards, but no options were granted in 2023, 2024 or 2025 and only 0.759 million legacy options remain outstanding at a $90.84 weighted-average strike. Current restricted units generally vest over three years, with a December 2025 discretionary cohort vesting over 18 months as a disclosed exception, and the current chief executive's performance units cliff vest after three years subject to committee certification. The employee stock purchase plan buys shares quarterly through payroll deduction at a 5 percent discount to the closing price on the last business day of the quarter. Some employee-submitted offers describe four-year vesting, which conflicts with the current filing baseline, so the award agreement controls.

How does Fiserv's bonus work?

Visibility stops at the top of the house. The 2025 named-executive annual cash plan ran on two equally weighted metrics, adjusted revenue and adjusted operating income, and both finished below threshold, so the normal payout was zero; the only cash that moved was contractual transition money for two executives. The current chief executive carries a 200 percent of base target with a 0 to 200 percent of target payout range. Below the executive layer Fiserv discloses no target percentages, no metric weights, no threshold or maximum curve, no proration rule and no payout history, and the research bundle found no company-wide review month either. Ask in writing for the target percent, the weights, the curve, the proration rule, the payment date, the clawback terms and the treatment on resignation.

What was the Fiserv CEO paid?

Michael Lyons, chief executive from 1 May 2025 until 12 June 2026, had a 2025 Summary Compensation Table total of $70.34 million: $1.21 million salary, $11.67 million bonus, $55.88 million of stock awards and $1.58 million of other compensation. That is 798 times the $88,295 median employee, or 232 to 1 once sign-on awards are excluded, and Fiserv separately showed $3.878 million of year-end realisable compensation because the cash scorecard failed and the share price fell. He resigned without severance or accelerated vesting. His successor Takis Georgakopoulos has a disclosed $22.5 million annual target opportunity, which sits much closer to the $22.93 million reported by FIS and the $20.31 million reported by Global Payments than Lyons's transition-inflated number.

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

India is Fiserv's largest workforce outside the United States, with nearly 7,000 associates across five delivery centres. The research model prices the Indian trainee band at about 12 percent of the Milwaukee anchor and the Vice President band at about 38 percent, so the multiple narrows from roughly eight times at entry level to under three times at officer level. Base and total compensation compress at the same rate in this model, because the underlying bundle applied one global equity range to every country and that produced a total-side divergence with no geographic content; it has been stripped here. The bundle's own India salary submissions sit above its country factor model at staff level, so a real Bangalore offer can land well above the modeled midpoint, and the modeled mid-ladder India cells are the least reliable numbers on the page.

All Companies

Fiserv

Compensation Insight

How Fiserv Pays

Fiserv publishes no grade table, so its Professional, Advisor, Director and Vice President titles are mapped onto R0 to R10 research bands priced in 25 markets, with RSU and PSU equity, a 5 percent discount ESPP, a $70.34M CEO package at 798:1, and 148 FY2026 H-1B filings at a $130,562 median.

Over 38,000 employees · Nasdaq: FISV · Fiserv, Inc. · Milwaukee, Wisconsin · FY ends 31 December

Employees

38,000+

Disclosed in the 2025 Form 10-K at 31 December 2025, unchanged in language from 2024 and down from more than 42,000 at the end of 2023. Fiserv never published the voluntary and involuntary split behind that step-down.

India associates

~7,000

Fiserv Global Services states nearly 7,000 associates across Bengaluru, Chennai, Gurugram, Noida and Pune. The city-by-city split is not disclosed, so this report models the five centres from a common India factor and separate city multipliers.

FY2025 revenue

$21.19bn

GAAP revenue for the year to 31 December 2025 with adjusted earnings per share of $8.64. Q2 2026 GAAP revenue of $5.29bn was down 4 percent year on year during the One Fiserv transformation.

CEO pay ratio

798:1

Annualised 2025 compensation of $70.448m for Michael Lyons against an $88,295 median employee. Fiserv separately disclosed 232:1 excluding sign-on awards, which is the more useful steady-state comparator.

Median employee

$88,295

The SEC pay-ratio median, computed on a methodology that included employer benefit, retirement and health savings account contributions, so it is not directly comparable to a base or total-cash median.

Share-based comp

$357m

2025 expense, after $367m in 2024 and $342m in 2023, with $324m of unrecognised restricted and performance unit cost remaining over a weighted-average 1.8 years.

ESPP discount

Eligible employees buy shares quarterly through payroll deduction at a 5 percent discount to the closing price on the last business day of the quarter. This is the only clearly broad-based equity vehicle Fiserv runs.

FY2026 H-1B median

$130,562

Median certified base wage across 148 labour condition applications in the captured FY2026 snapshot for Fiserv Solutions LLC, ranging from $80,496 to $274,456. LCA wages are attestations, not realised total compensation.

Locations

United States

India

Australia

New Zealand

United Kingdom

Ireland

Germany

Singapore

United Arab Emirates

Brazil

Costa Rica

Argentina

1.00× base / 1.00× TC vs Milwaukee

Band Hierarchy

Fiserv does not publish a grade catalogue, a level map or a title-to-band key. R0 to R10 is a research taxonomy reconciling two visible title systems: the Professional, Advisor, Senior Advisor, Director and Vice President sequence used in live requisitions, and the L1 to L6 sequence used by public technical salary submissions.

Associate and professional bands — R0 through R4

Senior Professional II / Staff EngineerIndividual contributor and management · variable 8% · modeled

Staff engineer, Senior Professional II and Manager I. The individual-contributor and management tracks first genuinely separate here, and a Manager I in delivery can sit below a staff engineer in the same city.

7-10 years

●●●●●○○○○○○○

Senior Professional I / Senior EngineerIndividual contributor and first-line management · variable 7% · modeled

Senior software engineer, Senior Professional I and first-line supervisor or team lead. The first band where independent delivery ownership is expected rather than supervised execution.

5-7 years

●●●●○○○○○○○○

Professional II / Engineer IIIndividual contributor · variable 5% · modeled

Software engineer II and Professional II across engineering, quality, operations and shared services, plus small-workstream project leads. Professional II is a real Fiserv requisition title rather than a research invention.

3-5 years

●●●○○○○○○○○○

Analyst / Professional IIndividual contributor · variable 4% · modeled

Software engineer I, business analyst, implementation analyst and client-support analyst. Occasional team-coordinator scope appears at this band but it is not a management step.

1-3 years

●●○○○○○○○○○○

Trainee / AssociateIndividual contributor · variable 2% · modeled

Graduate engineer, trainee analyst, operations and client-service associate. This is the campus and early-career intake band, concentrated in the Omaha and Hilliard service hubs and in the five India delivery centres rather than at the Milwaukee headquarters.

0-1 years

●○○○○○○○○○○○

Advisor and principal bands — R5 through R8

Senior Advisor II / Senior PrincipalIndividual contributor and management · variable 20% · modeled

Senior Advisor II, distinguished specialist, senior manager and associate director. The last band at which a pure individual contributor is commonly evidenced in Fiserv postings.

14-18 years

●●●●●●●●●○○○

Senior Advisor I / PrincipalIndividual contributor and management · variable 15% · modeled

Senior Advisor I, principal architect and senior manager. Scope is enterprise rather than product-line, and this is where legal, risk and privacy specialists price against engineering for the first time.

12-16 years

●●●●●●●●○○○○

Advisor II / ArchitectIndividual contributor and management · variable 12% · modeled

Advisor II, solution architect, principal engineer and Manager II. Enterprise architecture and multi-team ownership start here, as does regulated-domain accountability in risk, payments and core banking.

10-14 years

●●●●●●●○○○○○

Advisor I / LeadIndividual contributor and management · variable 10% · modeled

Software Development Advisor I, lead engineer, delivery manager and Manager I. Advisor is Fiserv's own title family for the lead and advisory tier and is the most frequently posted senior technical title.

8-12 years

●●●●●●○○○○○○

Leadership bands — R9 and R10

R10

Vice PresidentManagement · variable 45% · modeled

Vice President across technology, product, commercial and corporate functions, plus the rare enterprise fellow carried at officer economics. The most senior band in this report that ordinary requisitions still price publicly.

18-25 years

●●●●●●●●●●●●

DirectorManagement · variable 25% · modeled

Director and engineering director, plus the rare distinguished architect or enterprise specialist carried at director economics. Budget, headcount and regulated accountability all attach at this band.

15-20 years

●●●●●●●●●●○○

Disclosed executive layer

R11 — SVP, EVP and Management Committee

Senior and executive vice presidents, segment presidents and the Management Committee. The research model puts this band at $350,000 to $1.0m base with a 100 percent cash target and $500,000 to $13.0m of annual equity.

Only the named executives inside this layer are disclosed, through the proxy Summary Compensation Table. The band is excluded from the priced ladder because a single worldwide executive figure would drag every offshore market's factor toward parity.

R12 — Chief Executive Officer

Takis Georgakopoulos from 14 June 2026, on a disclosed $22.5m annual target opportunity: $1.3m base, $2.6m target cash and $18.6m of annual equity, plus a $6.0m promotion award.

Fully disclosed through the 8-K and the offer letter, and the only location-exact executive figure in the whole source bundle. It is carried in the executive section rather than in the band table.

Board of directors

Non-employee directors on a $100,000 cash retainer plus a $230,000 annual RSU grant, with a $150,000 independent-chair fee split half cash and half RSUs.

Fully disclosed in the proxy, including the 1,212 RSUs granted in 2025 at a $189.86 reference value and the $1.32m share-ownership guideline.

VerifiedR11 and R12 are described in the executive layer above but are deliberately absent from the priced band table. Their factors converge to parity in every market, because the only executive figure in the bundle is a single worldwide CEO package, and folding that into the ladder would force every offshore location toward a 1.0 factor at the top and produce absurd cells such as an India band on a US chief executive base.

Track divergence

R0 to R3

One effective track. Supervisory scope appears at R3 as team lead or first-line supervisor but carries no separate pay structure in any public source.

R4 to R6

The tracks separate. Staff and principal engineering sits alongside Manager I and Manager II, and a delivery manager can price below a staff engineer in the same city.

R7 to R8

Individual contributors remain visible as Senior Advisor I and II or distinguished specialists, but the management side accelerates on variable pay, from a 15 percent target at R7 to 20 percent at R8.

R9 to R10

Effectively management only. Enterprise fellow and top-specialist individual-contributor titles exist in the taxonomy but the bundle found no Fiserv requisition evidence for them.

Hierarchy qualifications and legacy structures

Older employee accounts describe a legacy sequence of trainee, associate, professional, analyst and team lead, while current requisitions use the multi-step Professional and Advisor titles. No public harmonisation document exists, so the difference most likely reflects business-unit, country and predecessor-entity variation rather than a clean company-wide regrading after the 2019 First Data combination.
The experience ranges on each band are market-derived, not minimum service requirements. Fiserv publishes no time-in-grade rule and no promotion eligibility criterion at any level.
The L1 to L6 technical scale is useful for benchmarking software engineering only. Projecting it mechanically onto product, sales, operations or regulated-risk roles will misprice them, because those functions carry different cash-to-variable mixes at the same visible title.
Posted base ranges are jurisdictional disclosure ranges and are routinely wider than the likely hiring point. Eight captured requisitions span $72,000 to $316,800 and overlap across four research bands, which is why the band table uses midpoints rather than posted floors and ceilings.
Bands overlap deliberately. A high-cost technical role at a lower band can out-earn a higher-titled operations role, and sales and legal roles carry different mixes again.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
R0	Trainee / Associate	Intern, new graduate or pre-L1 on the technical submission scale	No Fiserv requisition carries an R0 label. The band is a research floor inferred from graduate intake patterns and the bottom of the posted base ranges, so it is the least evidenced row on the page.Midpoint of the $45,000 to $70,000 research base range; no routine long-term grant is evidenced at this band.
R1	Analyst / Professional I	L1 on the technical submission scale, anchored at $86,100 base and $87,100 total	The L1 submission median sits above this band's modeled base midpoint because submissions skew to high-cost technology sites, not to the operations population in Omaha, Hilliard or Coral Springs.Midpoint of the $55,000 to $85,000 research base range, cross-checked against the $87,100 L1 total-compensation anchor.
R2	Professional II / Engineer II	L2 on the technical submission scale, anchored at $111,000 base, $1,300 stock and $113,000 total	The same Professional II title spans very different scope across the businesses inherited from the 2019 First Data combination, so compare target bonus and grant eligibility rather than the title.Midpoint of the $70,000 to $105,000 research base range; equity is the midpoint of the $0 to $2,500 exceptional-grant band.
R3	Senior Professional I / Senior Engineer	L3 on the technical submission scale, aggregating to about $128,000 base and $137,600 total	A captured Infrastructure Senior Professional I requisition published $92,000 to $115,000, well below the L3 submission median, because posted ranges are requisition-specific disclosure ranges rather than band policy.Midpoint of the $85,000 to $130,000 research base range; equity is the midpoint of the $0 to $7,500 selective-grant band.
R4	Senior Professional II / Staff Engineer	L4 on the technical submission scale, anchored at $168,200 base, $5,500 stock, $4,900 bonus and $178,600 total	L4 is the richest technical anchor in the whole sample, so treat $168,200 as the technology-site ceiling for this band rather than its median; the modeled midpoint deliberately sits below it.Midpoint of the $100,000 to $150,000 research base range; equity is the midpoint of the $0 to $15,000 selective-grant band.
R5	Advisor I / Lead	L5, senior staff or M1; an Alpharetta Software Development Advisor I requisition published $90,000 to $158,400	India submissions show an L4 to L5 inversion, about 48.9 lakh rupees total at L4 against 31.96 lakh at L5. That is a small-sample artefact of self-selected reporting, not a real pay cut between levels.Midpoint of the $100,000 to $165,000 research base range, bracketed by the $90,000 to $158,400 Advisor I posting; equity is the midpoint of the $0 to $25,000 selective-grant band.
R6	Advisor II / Architect	L6 or principal on the technical scale, with a top-of-sample aggregate around $200,000 total	R6 is the first band with a non-zero equity floor in the research model, at $5,000 a year. Below it a long-term grant is exceptional rather than routine, and Fiserv publishes no eligibility threshold at any band.Midpoint of the $120,000 to $190,000 research base range; equity is the midpoint of the $5,000 to $40,000 grant band.
R7	Senior Advisor I / Principal	Principal-plus or senior manager, above the top of the published Fiserv technical submission sample	No salary submission source covers this band, so the anchors come from the research model and from senior specialist requisitions such as the $186,000 to $285,600 Privacy Managing Counsel range.Midpoint of the $140,000 to $215,000 research base range; equity is the midpoint of the $10,000 to $60,000 grant band.
R8	Senior Advisor II / Senior Principal	Senior principal or M2-plus at a payments or core-banking peer	The two tracks diverge sharply here. A Senior Advisor II in a regulated risk function, in merchant sales support and in platform engineering can sit at materially different points on the same nominal band.Midpoint of the $160,000 to $240,000 research base range; equity is the midpoint of the $20,000 to $100,000 grant band.
R9	Director	Director; a captured Director, Competitive Intelligence requisition published $146,000 to $244,800	The $146,000 posted floor sits below the modeled band base midpoint because jurisdictional disclosure ranges are deliberately wide. The hiring point on a director requisition is usually well above the floor.Midpoint of the $146,000 to $270,000 research base range, which is anchored on the captured director posting; equity is the midpoint of the $40,000 to $150,000 grant band.
R10	Vice President	Vice President; a New York Vice President, Talent Development requisition published $190,000 to $316,800	Equity dominates from here and its modeled range is $100,000 to $400,000 a year, so two Vice Presidents on the same base can be a factor of three apart on total compensation. SVP, EVP and Management Committee sit above this band and are carried in the executive section instead.Midpoint of the $190,000 to $340,000 research base range, anchored on the captured New York VP posting; equity is the midpoint of the $100,000 to $400,000 grant band.

Critical evidence warning

Every band row on this page is modeled. Fiserv publishes no numeric global job-grade hierarchy, no company-wide salary table, no universal annual-increase grid, no employee rating distribution and no band-by-band long-term equity eligibility matrix, and the research bundle states this explicitly as a critical evidence warning. What is disclosed is the executive layer, the equity plan capacity and mechanics, the pay ratio and the H-1B wage record. What is reported rather than disclosed is a set of self-selected salary submissions and eight captured requisition ranges. Everything between those two layers, which is most of what a candidate actually wants, is a model. Treat the numbers as a planning envelope for a negotiation, never as a Fiserv range, and ask for the target percentage, the metric weights and the grant eligibility rule in writing.

Compensation by Band — Milwaukee

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

Band	Title	Base	Variable	Total TC	Equity
R0	Trainee / Associate 0-1 years · modeled	$49K – $66K	2%	$59K $50K – $67K	—
R1	Analyst / Professional I 1-3 years · modeled	$60K – $81K	4%	$73K $62K – $84K	$500
R2	Professional II / Engineer II 3-5 years · modeled	$74K – $101K	5%	$93K $79K – $107K	$1K
R3	Senior Professional I / Senior Engineer 5-7 years · modeled	$91K – $124K	7%	$119K $101K – $137K	$4K
R4	Senior Professional II / Staff Engineer 7-10 years · modeled	$106K – $144K	8%	$143K $121K – $164K	$8K
R5	Advisor I / Lead 8-12 years · modeled	$113K – $152K	10%	$158K $135K – $182K	$13K
R6	Advisor II / Architect 10-14 years · modeled	$132K – $178K	12%	$196K $167K – $226K	$23K
R7	Senior Advisor I / Principal 12-16 years · modeled	$151K – $204K	15%	$239K $203K – $275K	$35K
R8	Senior Advisor II / Senior Principal 14-18 years · modeled	$170K – $230K	20%	$300K $255K – $345K	$60K
R9	Director 15-20 years · modeled	$177K – $239K	25%	$355K $302K – $408K	$95K
R10	Vice President 18-25 years · modeled	$225K – $305K	45%	$634K $539K – $729K	$250K

Official location directory and campus disclosure · all band cells modeledReportedModeledVerifiedEach band's anchor is the midpoint of the research bundle's Milwaukee base range, its target variable percent applied to that base, and the midpoint of the bundle's per-band annual equity band. Total is rebuilt from those three components rather than taken from the bundle's own total column, so base plus bonus plus equity reconciles on every row. Location cells are the anchor multiplied by an interpolated country factor and a fixed city multiplier, then converted at the 26 August 2026 FX snapshot, inside a plus or minus 15 percent envelope for base and total and plus or minus 25 percent for equity.

Benchmark your level

Total Compensation Range by Band

Total compensation in Milwaukee across the employee bands. Ranges are planning envelopes around the median, not offer bands.

Global Footprint & Pay Arbitrage

Twenty-five markets across twelve countries, priced from a Milwaukee anchor. The three sites with real headcount disclosure are Omaha at more than 4,000, Alpharetta at more than 2,200 and the five India centres at nearly 7,000 combined; every other city total is undisclosed.

Markets priced

Countries

~7,000

India associates across five centres

0.12x - 0.42x

India band factor range against Milwaukee

Office and market catalogue — calibration factors versus Milwaukee

Location	Likely office profile	Presence	Base	TC
Milwaukee United States · USD	Corporate headquarters covering finance, product, legal and leadership. More than 600 associates moved into the downtown tower in 2024; the metro total is not disclosed.	Official location directory and campus disclosure	1.00×	1.00×
Omaha United States · USD	Largest disclosed Fiserv site, with more than 4,000 associates in public campus materials, weighted to operations, client service and technology rather than product.	Official campus materials	0.92×	0.92×
Alpharetta United States · USD	More than 2,200 associates on the campus disclosure, covering technology, product, client delivery and operations. The best-evidenced US technology site outside the headquarters.	Official campus disclosure	1.00×	1.00×
Berkeley Heights United States · USD	East Coast technology and fintech hub and the highest-priced US site in the model after New York. A New Jersey WARN notice covers 118 workers between 31 March and 31 May 2026; that is a workforce action, not the site total.	Official location directory; WARN filing	1.12×	1.12×
Columbus (Hilliard) United States · USD	Technology and operations site in suburban Columbus. Headcount is not publicly disclosed and no city wage record was retrievable.	Official location directory	0.94×	0.94×
Coral Springs United States · USD	Merchant, operations and technology site inherited through the First Data side of the business. Headcount is not publicly disclosed.	Official location directory	0.97×	0.97×
New York United States · USD	Executive, commercial and client-facing presence and the highest-priced market in the model. Two captured requisitions price it directly, including a $190,000 to $316,800 Vice President range.	Official location directory; captured requisitions	1.15×	1.15×
Bangalore (Bengaluru) India · INR	Engineering, architecture and product development, and the highest-priced of the five India centres at a 1.10 city multiplier. Part of the nearly 7,000 India associates; the city split is not disclosed.	Official Global Services page	0.13×	0.13×
Gurugram India · INR	Global delivery, engineering and shared services on a 1.05 city multiplier. Part of the nearly 7,000 India associates; the city split is not disclosed.	Official Global Services page	0.13×	0.13×
Noida India · INR	Global delivery, engineering and operations on a 1.03 city multiplier. Part of the nearly 7,000 India associates; the city split is not disclosed.	Official Global Services page	0.12×	0.12×
Pune India · INR	Engineering, testing, product and delivery, and the India city that carries the country factor unadjusted at a 1.00 multiplier. Part of the nearly 7,000 India associates.	Official Global Services page	0.12×	0.12×
Chennai India · INR	Engineering, delivery and operations, and the lowest-priced India centre in the model at a 0.96 city multiplier. Part of the nearly 7,000 India associates.	Official Global Services page	0.12×	0.12×
Sydney Australia · AUD	Regional commercial, product and client-delivery hub on a 1.08 city multiplier, and the only market in the model that reaches parity with Milwaukee at the Vice President band. Headcount is not disclosed.	Official location directory	0.78×	0.78×
Melbourne Australia · AUD	Second Australian commercial and client-delivery site, carrying the country factor unadjusted. Headcount is not disclosed.	Official location directory	0.72×	0.72×
Auckland New Zealand · NZD	Client service, commercial and payments presence. Headcount is not disclosed; the site is evidenced by Fiserv's New Zealand market pages and a legal entity address at Level 6, 8 Tangihua Street.	Regional pages and binding corporate rules entity list	0.60×	0.60×
London United Kingdom · GBP	Regional leadership, commercial and client-facing base on the model's highest non-US city multiplier of 1.15. Headcount is not disclosed.	Official location directory	0.62×	0.62×
Basildon United Kingdom · GBP	Operations, support, product and technology site in Essex, carrying the UK country factor unadjusted and pricing about 33 percent below London at the junior bands.	Official location directory	0.54×	0.54×
Dublin Ireland · EUR	Regional product, technology and commercial hub on a 1.05 city multiplier. Headcount is not disclosed.	Official location directory	0.61×	0.61×
Nenagh Ireland · EUR	Operations and technology site in County Tipperary on a 0.90 city multiplier, the lowest-priced site in the model's European set. Headcount is not disclosed.	Official location directory	0.52×	0.52×
Frankfurt Germany · EUR	Regional product, compliance, commercial and technology base on a 1.08 city multiplier, and the highest-priced European market in the model at senior bands. Headcount is not disclosed.	Official location directory	0.65×	0.65×
Singapore Singapore · SGD	APAC leadership, commercial, product and technology hub. Headcount is not disclosed, and the package mix differs materially between citizens or permanent residents and other employees because of CPF.	Official location directory	0.58×	0.58×
Dubai United Arab Emirates · AED	Fiserv identifies Dubai as its Middle East headquarters, covering regional client service, support and commercial delivery. Headcount is not disclosed and allowance-heavy package structures are not captured by a cash factor.	Official Middle East page	0.50×	0.50×
São Paulo Brazil · BRL	Regional commercial, operations, product and technology centre. Headcount is not disclosed, and mandatory Brazilian social charges sit outside these cash figures.	Official location directory	0.20×	0.20×
San José Costa Rica · CRC	Regional operations, shared services and technology hub, and the highest-priced Latin American market in the model at the junior bands. Headcount is not disclosed.	Official location directory	0.22×	0.22×
Buenos Aires Argentina · ARS	Regional operations, product and technology centre. Headcount is not disclosed, and the peso figures are a point-in-time snapshot that inflation and currency movement make stale quickly, so read the USD column first.	Official location directory	0.13×	0.13×

A WARN notice is not a headcount disclosure. The 118 workers named in the New Jersey 2026 archive for Berkeley Heights are an affected group over a 31 March to 31 May 2026 window, and the site total remains unpublished. Similarly, the 600-plus figure for Milwaukee counts associates who moved into the downtown tower in 2024, not the metro population.

Milwaukee anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Total
R0 · Trainee / Associate	$58K	$0	$1K	$59K
R1 · Analyst / Professional I	$70K	$500	$3K	$73K
R2 · Professional II / Engineer II	$88K	$1K	$4K	$93K
R3 · Senior Professional I / Senior Engineer	$108K	$4K	$8K	$119K
R4 · Senior Professional II / Staff Engineer	$125K	$8K	$10K	$143K
R5 · Advisor I / Lead	$133K	$13K	$13K	$158K
R6 · Advisor II / Architect	$155K	$23K	$19K	$196K
R7 · Senior Advisor I / Principal	$178K	$35K	$27K	$239K
R8 · Senior Advisor II / Senior Principal	$200K	$60K	$40K	$300K
R9 · Director	$208K	$95K	$52K	$355K
R10 · Vice President	$265K	$250K	$119K	$634K

Milwaukee is the anchor because it is the corporate headquarters, not because it is the largest site. Omaha has roughly seven times the disclosed headcount and prices 8 percent below Milwaukee; New York prices 15 percent above it and Berkeley Heights 12 percent above.
The US anchors are national, not city-specific. The salary submissions behind L1 to L6 are a United States aggregate and the eight captured requisitions name only Alpharetta, New York and generic US worksites, so no US city other than those three has a directly observed pay cell.
Country factors come from the bundle's own model factor disclosure, which publishes a factor at R0, R5, R9, R11 and R12 for each country. City multipliers come from the bundle's location table and range from 0.90 in Nenagh to 1.15 in New York and London.
The bundle's default view was Bangalore, reflecting where most of the readership sits. Bangalore carries the highest India city multiplier at 1.10, so it prices about 15 percent above Chennai at every band.
Auckland and Dubai are the two thinnest location claims in the set. Auckland is evidenced by Fiserv's New Zealand market pages and a legal entity address rather than an office disclosure, and Dubai is evidenced by Fiserv naming it as its Middle East headquarters.

Model rules

Geographic compression is level-dependent and is modeled with a junior factor and a senior factor per location, interpolated by band seniority. India runs from 0.12 times Milwaukee at the trainee band to 0.38 times at Vice President before the city multiplier, so the multiple narrows from roughly eight times to under three times across the ladder.
Base and total factors are set equal in every market. The source bundle's total-side factors drifted above its base factors offshore, but that divergence came from applying one global USD equity range to every country rather than from anything geographic, so it has been stripped and the total factor is set from the base calibration.
Total compensation is rebuilt as base plus target bonus plus annualised equity. No employer benefit load is included; provident fund, superannuation, CPF, social insurance and end-of-service gratuity are employer costs described in the benefits section, not pay.
The interpolation is linear in seniority while the real India and Argentina curves are convex, so mid-ladder cells in those two markets run above the bundle's own per-band tables. Developed-market cells land within about three points of the bundle at every band.
Equity for offshore markets is scaled by the same factor as cash. That is a modeling convenience, not an observation: Fiserv publishes no country split of its restricted or performance unit population, and the ESPP is the only vehicle evidenced as broadly available.
Every figure is converted at a single FX snapshot dated 26 August 2026. For Argentina in particular the peso column is stale almost immediately, so the USD column is the one to compare.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Fiserv discloses its executive annual incentive plan in full and discloses nothing at all about the employee bonus. The 2025 named-executive scorecard paid zero on its normal formula because both metrics finished below threshold; no company-wide payout percentage has ever been published.

Band	Target	Mechanism	Recent payout
R0 Trainee / Associate	2% of base (0%-4% range)	Usually annual, but cadence is business-unit and country dependent and is not published	Not publicly disclosed
R1 Analyst / Professional I	4% of base (2%-6% range)	Usually annual, but cadence is business-unit and country dependent and is not published	Not publicly disclosed
R2 Professional II / Engineer II	5% of base (3%-8% range)	Usually annual, but cadence is business-unit and country dependent and is not published	Not publicly disclosed
R3 Senior Professional I / Senior Engineer	7% of base (4%-10% range)	Usually annual, but cadence is business-unit and country dependent and is not published	Not publicly disclosed
R4 Senior Professional II / Staff Engineer	8% of base (5%-12% range)	Usually annual, but cadence is business-unit and country dependent and is not published	Not publicly disclosed
R5 Advisor I / Lead	10% of base (7%-15% range)	Usually annual; the first band where the research model puts the target in double digits	Not publicly disclosed
R6 Advisor II / Architect	12% of base (9%-18% range)	Usually annual, alongside the first evidenced non-zero equity floor	Not publicly disclosed
R7 Senior Advisor I / Principal	15% of base (12%-22% range)	Usually annual; enterprise scope rather than product-line results start to drive the outcome	Not publicly disclosed
R8 Senior Advisor II / Senior Principal	20% of base (15%-28% range)	Usually annual; the management side of the band accelerates faster than the individual-contributor side	Not publicly disclosed
R9 Director	25% of base (20%-35% range)	Annual, with business-unit financial results carrying real weight for the first time	Not publicly disclosed
R10 Vice President	45% of base (30%-60% range)	Annual cash incentive alongside an annual long-term equity award	Not publicly disclosed
R11 SVP / EVP / Management Committee	100% of base (60%-200% range)	Annual cash incentive on the disclosed corporate scorecard plus annual long-term equity	0% normal payout for 2025; guaranteed transition amounts were contractual exceptions
R12 Chief Executive Officer	200% of base	Annual cash incentive with a payout range of 0% to 200% of target under the June 2026 offer letter	No completed cycle; the 2026 opportunity was newly disclosed

ModeledVerifiedThe 2025 named-executive scorecard ran on two equally weighted metrics. Adjusted revenue came in at $19.599bn against a $20.50bn threshold and a $20.95bn target, and adjusted operating income at $7.398bn against an $8.29bn threshold and an $8.54bn target. Both finished below threshold, so the normal annual cash payout was zero for every named executive. The only cash that moved was the two contractual transition amounts. Michael Lyons's $11.67m bonus line in the Summary Compensation Table is sign-on and transition money, not an incentive payout, which is the single most misread number in the filing.

Executive incentive targets — percent of salary

Chief Executive Officer

200% of base salary

$2.6m target cash on a $1.3m base, with a 0% to 200% of target payout range set by the 14 June 2026 offer letter. Cash severance is 2.0 times base plus target cash on a qualifying termination.

Other named executives

Not publicly disclosed

The proxy discloses the corporate scorecard and its outcome but not individual target percentages for the non-CEO named executives.

Vice President (R10)

45% of base

Research model midpoint of a 30 percent to 60 percent range. Fiserv publishes no bonus target at this or any employee band.

Director (R9)

25% of base

Research model midpoint of a 20 percent to 35 percent range, and the point at which the model's variable component starts to matter more than merit increases.

Named-executive outcomes

Executive	Target	Paid	Attainment
Paul M. Todd	$750,000	$750,000	Contractual guaranteed 2025 annual-plan amount agreed on appointment as CFO-designate, not a scorecard outcome
Dhivya Suryadevara	$1,200,000	$1,200,000	Contractual guaranteed 2025 annual-plan amount agreed on joining, not a scorecard outcome
Takis Georgakopoulos	$2,600,000	$0	2026 target of 200% of a $1.3m base with a 0%-200% payout range; no cycle has completed since the June 2026 appointment

Employee payout timing and history

Company-wide performance weights, individual rating multipliers, project utilisation and client-satisfaction modifiers, spot-bonus budgets, payout cadence and the 2023 to 2025 employee payout percentages are all not publicly disclosed. There is no evidence of a universal review month either: the proxy's pay-ratio methodology assumed a 1 May increase date for estimation purposes, which is not proof of a global effective date. Before accepting an offer, get the target percentage, the metric weights, the threshold and maximum curve, the proration rule for a part year, the payment date, the clawback terms and the treatment on resignation in writing.

Sales and special incentives

Fiserv publishes no sales incentive plan, commission schedule, quota structure or accelerator design. Merchant and financial-institution sales roles sit in the same requisition title families as everyone else, so a Senior Advisor II in sales and one in platform engineering can look identical on paper and have completely different cash-at-risk profiles. Ask which plan document governs the role and whether commission is capped.

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Equity — RSUs, PSUs, Options & ESPP

One omnibus plan that can cover almost anyone, one ESPP that demonstrably does, and a grant practice that is only visible for executives and directors. No stock options have been granted since 2022.

Amended and Restated 2007 Omnibus Incentive Plan

Active

Verified

Permits restricted stock units, performance stock units, options, stock appreciation rights, cash and other awards. Options and SARs must be priced at no less than grant-date fair market value, and none were granted in 2023, 2024 or 2025. Current restricted units generally vest over three years; the current chief executive's restricted units vest a third on each of the first three anniversaries and the performance units cliff vest after three years subject to committee certification.

Reserve: 15,400,000 awards available at 31 December 2025, a nominal $799.72m at a $52 reference price

2025 Form 10-K, 2026 proxy statement, plan restatement and the 2025 share-based payment disclosure

Fiserv Employee Stock Purchase Plan

Active

Verified

Eligible employees buy shares quarterly through payroll deduction at a 5 percent discount to the closing price on the last business day of each calendar quarter. There is no lookback and no offering period in the disclosed mechanics, and jurisdiction and payroll eligibility rules apply. This is a purchase plan, not a vesting award.

Reserve: 22,300,000 shares available at 31 December 2025, a nominal $1.16bn at a $52 reference price

US benefits page and the 2025 share-based payment disclosure

Non-employee director annual equity award

Active

Verified

Restricted units granted under the omnibus plan at a $230,000 annual grant-date value, vesting on the earlier of the first anniversary or the next annual meeting, subject to service. In 2025 that was 1,212 units at a $189.86 reference value. The independent chair's additional $150,000 fee is paid half in cash and half in restricted units.

Reserve: Not separately disclosed within the omnibus reserve

2026 proxy statement

Legacy stock options

Runoff only

Verified

No options were granted in 2023, 2024 or 2025. During 2025 holders exercised 0.827 million options, leaving 0.759 million outstanding at a $90.84 weighted-average strike with 3.3 years of remaining term. At the $51.93 reference share price the entire remaining pool is far underwater.

Reserve: 759,000 options outstanding at 31 December 2025

2025 share-based payment disclosure

Available capacity is authorisation, not value granted. The 15.4 million omnibus awards and 22.3 million ESPP shares are what the plans may still issue, and reading them as an employee equity pool overstates the position substantially.
Fiserv does not publish an ESOP utilisation percentage of the kind an Indian issuer would file. Dividing 2025 closing outstanding units by available authorisation would mix outstanding awards with future capacity, so no utilisation rate is presented here.
2025 grant activity was 2.103 million restricted units at a $156.58 weighted-average grant-date fair value and 1.115 million performance units at $138.57, against 2.558 million restricted and 0.626 million performance units vested and 0.371 million and 0.204 million forfeited respectively.
The gap between the $156.58 weighted-average 2025 grant fair value and the $51.93 August 2026 reference price is the single most important fact for anyone holding unvested Fiserv units. Grant-date accounting value and realisable value have diverged sharply.

Plan capacity and 2025 activity

15.4m

Omnibus awards available

At 31 December 2025; a nominal $799.72m at a $52 reference price and capacity rather than granted value

22.3m

ESPP shares available

At 31 December 2025; a nominal $1.16bn at a $52 reference price

$357m

2025 share-based compensation expense

After $367m in 2024 and $342m in 2023, so the trend is flat to slightly down

$324m

Unrecognised RSU and PSU cost

Remaining over a weighted-average 1.8 years, which is the forward run-rate of already-granted awards

Vesting — common reported employee schedule

Year 1

33%

+33% · annual tranche

Year 2

67%

+33% · annual tranche

Year 3

100%

+33% · annual tranche

Three years is the current filing baseline, not four. Two documented exceptions matter. A December 2025 discretionary restricted unit cohort vests over 18 months, and some employee-submitted offer data describe four-year schedules with a 25 percent first-year cliff and monthly vesting after it, which conflicts with the aggregate disclosure. The award agreement controls, so read it rather than assuming either pattern.

Eligibility by hierarchy level

The omnibus plan's eligible population is officers, directors, employees and consultants, subject to administrator selection. Legal eligibility is therefore near-universal while evidenced regularity is not: filings make recurring grant practice transparent only for executives, directors and aggregate award populations.
The research model shows no routine grant at R0, an exceptional $0 to $1,000 at R1, and a non-zero floor only from R6 at $5,000 a year. Fiserv publishes no minimum eligibility band, so these are thresholds inferred from grant-value distributions rather than policy.
The ESPP is the one vehicle that is clearly broad-based, and at a 5 percent discount with no lookback it is a modest benefit rather than a material component. Compare it carefully against a 15 percent lookback plan at a peer before treating equity access as equivalent.
Share-count illustrations in the source bundle divide estimated annual grant value by the $51.93 intraday reference price of 26 August 2026. Actual grants use grant-date fair value, and earned performance units can differ from target in both directions.

Indicative annual grant value by band — Milwaukee

Band	Annual value (USD)	Median	Shares at $51.93
R1 · Analyst / Professional I	$375 – $625	$500	~7–12
R2 · Professional II / Engineer II	$938 – $2K	$1K	~18–30
R3 · Senior Professional I / Senior Engineer	$3K – $5K	$4K	~54–90
R4 · Senior Professional II / Staff Engineer	$6K – $9K	$8K	~108–181
R5 · Advisor I / Lead	$9K – $16K	$13K	~181–301
R6 · Advisor II / Architect	$17K – $28K	$23K	~325–542
R7 · Senior Advisor I / Principal	$26K – $44K	$35K	~505–842
R8 · Senior Advisor II / Senior Principal	$45K – $75K	$60K	~867–1,444
R9 · Director	$71K – $119K	$95K	~1,372–2,287
R10 · Vice President	$188K – $313K	$250K	~3,611–6,018

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $51.93 reference price at 2026-08-26 and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Takis Georgakopoulos Chief Executive Officer	$18.6m annual opportunity	60% performance units and 40% restricted units for 2027 awards; performance units cliff vest at three years subject to certification, restricted units vest a third annually
Takis Georgakopoulos Chief Executive Officer — promotion award	$6.0m one-time	Granted June 2026 on the same 60 percent performance and 40 percent restricted split and the same three-year mechanics
Paul M. Todd Chief Financial Officer	$5.0m retention award	104,363 restricted units granted 15 June 2026, vesting a third on each of the first three anniversaries
Non-employee directors Board	$230,000 annual	Restricted units vesting on the earlier of the first anniversary or the next annual meeting; 1,212 units in 2025 at a $189.86 reference value

VerifiedThe ESPP buys shares quarterly through payroll deduction at a 5 percent discount to the closing price on the last business day of the quarter, with plan limits and local eligibility rules applying. There is no lookback, so the discount is the entire benefit and the effective annual return on the deducted amount is small. It is nonetheless the only equity mechanism a junior or mid-band Fiserv employee can rely on, since long-term grants below R6 are exceptional rather than routine.

Benchmark your equity

Executive Compensation

Three chief executives inside eighteen months. Frank Bisignano left on 30 April 2025, Michael Lyons ran the company until 12 June 2026 and resigned with no severance and no accelerated vesting, and Takis Georgakopoulos was appointed on 14 June 2026. The 2025 table below is therefore transition accounting, not a steady-state pay picture.

CEO total — Michael P. Lyons

$70.34M

Stock awards are 79.4% of the reported total; salary 2% and non-equity incentive 17%

17%

79%

Salary $1.21M

Incentive $11.67M

Equity $55.88M

Salary$1,210,000

Sign-on and transition bonus$11,670,000

Stock awards at grant-date value$55,880,000

All other compensation$1,580,000

Reported total$70,340,000

Reading the package

Salary was 1.7 percent of Michael Lyons's reported 2025 total and stock awards 79.4 percent, but the stock line is grant-date accounting value rather than cash received. Fiserv separately presented $3.878m of year-end realisable compensation for him, after the annual cash scorecard paid nothing and the share price fell. His 2025 target package was $20.0m against a $70.34m reported total, and the gap is entirely sign-on and transition awards. The incoming chief executive's $22.5m target opportunity is a far better guide to what the seat is designed to pay.

CEO-to-median-employee ratio

798:1

Median employee $88,295 · Fiserv annualised Michael Lyons's 2025 compensation to $70.448m and compared it with an $88,295 median employee whose figure was computed on a methodology that included employer benefit, retirement and health savings account contributions. It also disclosed a 232:1 ratio excluding the sign-on awards, which is the more useful steady-state comparator. Neither ratio is a pay-equity measure..

Peer CEO comparison

FIS · Stephanie Ferris · CY2025$22.93M

Peer proxy statement; median employee $44,200 and a 518:1 ratio

Global Payments · Cameron Bready · CY2025$20.31M

Peer proxy statement; no median employee disclosed in the captured data

Jack Henry · Gregory Adelson · FY2025$7.02M

Peer proxy statement; median employee $93,200 and a 75:1 ratio

Fiserv's reported 2025 chief executive total sits far above its direct payments and core-banking peers purely because of transition and sign-on accounting. The incoming chief executive's $22.5m target opportunity lands within a couple of million dollars of both FIS and Global Payments. Jack Henry is the outlier in the other direction at $7.02m against a $93,200 median employee, a reminder that the peer set spans very different scale and pay philosophy.

Named Executive Officers & Board

The Management Committee layer turned over almost completely across 2025 and 2026. Anyone benchmarking a senior Fiserv offer against the proxy should check which incumbent the disclosed number belongs to and whether that person is still in the seat.

Michael P. Lyons · Chief Executive Officer, 1 May 2025 to 12 Jun 2026$70.34M

Salary $1.21M · Cash incentive $11.67M · Stock $55.88M · Other $1.58M · Equity 79.4%

Takis Georgakopoulos · Chief Executive Officer from 14 Jun 2026; COO and Co-President in 2025$13.94M

Salary $1.00M · Cash incentive $0 · Stock $12.94M · Other $0 · Equity 92.8%

Frank Bisignano · Former Chief Executive Officer through 30 Apr 2025$26.38M

Salary $589K · Cash incentive $0 · Stock $25.79M · Other $0 · Equity 97.8%

Dhivya Suryadevara · Co-President and later President; resigned 7 Jul 2026$16.80M

Salary $83K · Cash incentive $3.30M · Stock $13.42M · Other $0 · Equity 79.9%

Robert Hau · Former Chief Financial Officer$9.00M

Salary $839K · Cash incentive $0 · Stock $8.16M · Other $0 · Equity 90.7%

Guy Chiarello · Former Chief Operating Officer$8.50M

Salary $892K · Cash incentive $0 · Stock $7.61M · Other $0 · Equity 89.5%

John Gibbons · Former business leader$6.41M

Salary $875K · Cash incentive $0 · Stock $5.54M · Other $0 · Equity 86.4%

Adam Rosman · Chief Administrative and Legal Officer$5.87M

Salary $1.00M · Cash incentive $0 · Stock $4.87M · Other $0 · Equity 83%

Paul M. Todd · Chief Financial Officer, appointed during the transition period$2.76M

Salary $216K · Cash incentive $750K · Stock $1.79M · Other $0 · Equity 64.9%

Michael Lyons resigned on 12 June 2026 without severance and without accelerated vesting, which is unusual and worth noting when reading Fiserv's severance policy. Takis Georgakopoulos's offer letter sets base salary at $1.3m with a provision that it may be increased but not decreased, target cash at 200 percent of base with a 0 to 200 percent payout range, an $18.6m annual equity opportunity split 60 percent performance and 40 percent restricted units for 2027, and cash severance of two times base plus target cash on a qualifying termination. President Dhivya Suryadevara resigned on 7 July 2026, less than a month after the chief executive transition, and interim Financial Solutions co-leaders were named.

Board compensation framework

Element	Amount	Notes
Annual equity award	$230,000	Restricted units vesting on the earlier of the first anniversary or the next annual meeting; 1,212 units granted in 2025 at a $189.86 reference value
Annual cash retainer	$100,000	Paid to each non-employee director
Independent chair fee	$150,000	Additional to the standard retainer and paid half in cash and half in restricted units under the disclosed policy
Committee member fee	$15,000	Annual fee per committee membership
Committee chair fee	$20,000	Annual fee, rising to $25,000 for the audit committee chair
Share ownership guideline	$1,320,000	Required holding level for non-employee directors

Board pay is the most cleanly disclosed compensation in the entire Fiserv filing set: a fixed cash retainer, a fixed-value annual equity grant, published committee fees and a stated ownership guideline. It is also the only place where a Fiserv equity grant has a published dollar target that anyone outside the Management Committee can check.

Regional heads and other officers

Only named executives appear in the proxy, so the SVP, EVP and Management Committee band that sits between Vice President and the chief executive is visible for a handful of people and invisible for everyone else. The research model puts that band at $350,000 to $1.0m of base with a 100 percent cash target and $500,000 to $13.0m of annual equity, which is a range wide enough to be a warning rather than a benchmark.

Insider Trades — SEC Forms 3/4/5

Form 4 activity clusters tightly around the June 2026 leadership change. Two large restricted unit grants and three open-market purchases inside three weeks is an unusual pattern and reads as a deliberate alignment signal after the share price fell.

Date	Person	Transaction	Shares	Price	Value
2026-06-17	Paul M. Todd Chief Financial Officer	Purchase Open-market purchase two days after the chief executive transition was announced.	10,060	$50.00	$500K
2026-06-16	Adam Rosman Chief Administrative and Legal Officer	Purchase Open-market purchase at a weighted-average price.	10,150	$49.00	$501K
2026-06-15	Paul M. Todd Chief Financial Officer	Award Retention and waiver restricted unit award vesting a third on each of the first three anniversaries. The Form 4 price is zero because it is a grant, not a purchase.	104,363	—	$5.00M
2026-06-15	Takis Georgakopoulos Chief Executive Officer	Award Restricted unit component of the $6.0m promotion award, vesting a third on each of the first three anniversaries. Value shown is the disclosed grant value, not a transaction price.	50,094	—	$2.40M
2026-02-17	Adam Rosman Chief Administrative and Legal Officer	Settlement Performance units settled on vesting. Value is computed at the $63.45 price disclosed for the same-day tax withholding, not a market sale.	7,981	$63.45	$506K
2026-02-17	Adam Rosman Chief Administrative and Legal Officer	Withholding Shares withheld at vesting to cover taxes. This is a mandatory disposal, not a discretionary open-market sale.	3,211	$63.45	$204K
2025-12-01	Paul M. Todd Incoming Chief Financial Officer	Purchase Open-market purchase made before formally taking the chief financial officer role.	17,000	$62.00	$1.06M

Reading guide

A zero Form 4 price is not zero valueRestricted unit grants report at a zero transaction price because nothing was paid for them. The economic value shown here comes from the related compensation filing, which put the two June 2026 grants at $2.4m and $5.0m.

Withholding is not sellingThe 3,211 shares Adam Rosman disposed of on 17 February 2026 were withheld at $63.45 to settle tax on a performance unit vest. Reading it as an insider sale misstates the signal entirely.

The purchases cluster, and at a much lower priceThree open-market purchases totalling about $2.06m occurred at $62, $49 and $50 between December 2025 and June 2026, against a $156.58 weighted-average 2025 grant fair value. Executives were buying at roughly a third of the price at which the company was accounting for its own grants.

Indian insider concepts do not applyFiserv is incorporated in Wisconsin and trades on a US exchange, so there are no BSE or NSE ESOP allotment filings, no promoter-group disclosures and no SEBI SAST filings. The US equivalents are SEC Forms 3, 4 and 5, Schedules 13D and 13G, and the proxy ownership tables.

Benchmark your package

Benefits & Perks

The United States is the only market where Fiserv publishes a benefits page. Everywhere else the strongest available evidence is the statutory floor, so this section separates what Fiserv actually offers from what the law already requires.

United States

Health — Medical, dental and vision. A choice of contribution and deductible options for associates and their families. Insurer names, employer premium share and plan tiers are not published. [Verified]
Retirement — 401(k) with employer match. A company-sponsored plan with an employer match whose current formula is not published on the careers page. Employee reports commonly describe a maximum 3 percent match, which should be checked against the current summary plan description before it is relied on. [Reported]
Equity — Employee stock purchase plan. Quarterly payroll purchases at a 5 percent discount to the last business day closing price, subject to plan limits and eligibility. [Verified]
Time away — Well-Being Time and Recharge and Refuel. Fiserv names both programmes plus holidays but publishes no day counts for either, so the actual entitlement has to be asked for in the offer. [Verified]
Insurance — Life, AD&D, critical illness, accident and travel. Offered as options alongside the core health plans. Coverage multiples and employee cost are not published. [Verified]
Education — Tuition reimbursement and student debt support. Reimbursement for pre-approved courses plus a US student-debt platform. Annual caps are not published. [Verified]
Wellbeing — Employee assistance programme. Up to five free counselling sessions per issue per year, the most specific benefit number Fiserv publishes anywhere. [Verified]
Family — Adoption, surrogacy, caregiving and pet insurance. Adoption support, surrogacy reimbursement, caregiving and nursing support and pet insurance. Paid parental leave duration is not published. [Verified]

Global programs

Learning — Career development and internal mobility. Fiserv publicly describes career development and internal mobility programmes alongside US tuition reimbursement. Named learning vendors and any global training budget are not consistently disclosed. [Verified]
Wellbeing — EAP, coaching and wellbeing education. The employee assistance programme, coaching, events and wellbeing education are described globally, though the five-session-per-issue entitlement is specified only for the United States. [Verified]
Recognition — Living Proof. A points-based recognition programme. Point values, award ceilings and the funding model are not published. [Verified]
Working model — Hybrid and remote. Varies by role and by job posting. No universal global remote-work entitlement was found in any source, so the working pattern has to be settled in the requisition or the offer. [Reported]

Benefit fields not publicly quantified

The following were searched for and not found, and are therefore left blank rather than guessed: the India health insurer and sum insured, the family-floater structure, Fiserv leave-day counts in any country, paternity top-ups, the NPS employer contribution, food-coupon values, cab eligibility, US insurer names and employer premium share, the current 401(k) summary plan formula, US paid-time-off day counts, Australian private health and additional superannuation, European private medical and pension top-ups, named global learning vendors, any sabbatical entitlement and a universal remote-work policy.

Performance Review & Pay Progression

Fiserv publishes an executive scorecard and nothing else. There is no public rating scale, no distribution, no increase grid and no confirmed review month anywhere in the source set.

Not publicly disclosed

Rating scale. No authoritative global rating labels or numeric scale were found in any source.

Forced distribution. No evidence of a global bell curve or forced ranking exists; this report does not invent one, and undisclosed buckets stay undisclosed.

Increase by rating. No current Fiserv merit grid was found, so no percentage can be attached to any rating.

Company-wide review month. The 2026 proxy's pay-ratio methodology assumed 1 May increases for estimation purposes; that is an actuarial convenience, not proof of a universal effective date.

Individual contributor versus management review process. No public comparison of the two processes exists.

Probation and confirmation. Contract and country dependent; no global public policy was found.

2026 salary hike announcement. No universal public announcement was located, and older India hike anecdotes are too stale and unverified to support a 2026 policy claim.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
R0 · Trainee / Associate	1-3 years per step	Not disclosed	Modeled planning interval
R1 · Analyst / Professional I	1-3 years per step	Not disclosed	Modeled planning interval
R2 · Professional II / Engineer II	1-3 years per step	Not disclosed	Modeled planning interval
R3 · Senior Professional I / Senior Engineer	2-4 years per step	Not disclosed	Modeled planning interval
R4 · Senior Professional II / Staff Engineer	2-4 years per step	Not disclosed	Modeled planning interval
R5 · Advisor I / Lead	2-4 years per step	Not disclosed	Modeled planning interval
R6 · Advisor II / Architect	2-5 years per step	Not disclosed	Modeled planning interval
R7 · Senior Advisor I / Principal	2-5 years per step	Not disclosed	Modeled planning interval
R8 · Senior Advisor II / Senior Principal	2-5 years per step	Not disclosed	Modeled planning interval
R9 · Director	Opportunity-driven	Not disclosed	Modeled planning interval
R10 · Vice President	Opportunity-driven	Not disclosed	Modeled planning interval

Annual equity awards are generally made in the first quarter, which is the one timing fact the 10-K does support. Everything else about the cycle, including whether merit and promotion decisions are made in the same round, is undisclosed. Promotion timing in the research model runs at one to three years per step through R2, two to four years through R5, two to five years through R8, and becomes opportunity-driven at Director and above.

Pay progression evidence

The illustrative promotion increases in the source bundle are 8 to 20 percent through R0 to R2, 10 to 22 percent through R3 to R5, 10 to 25 percent through R6 to R8, and 15 to 40 percent or more from R9 upward where equity can dominate the change entirely. These are negotiation heuristics, not a Fiserv promise. Two things follow: a promotion can land below the model midpoint, and internal salary compression means a market correction is often worth more than the promotion percentage itself.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

Fiserv Solutions LLC filed 148 labour condition applications in the captured FY2026 snapshot at a $130,562 median certified wage. These are Department of Labor wage attestations for the base salary of a specific role at a specific worksite, not proof of employment and not total compensation.

FY2026 LCA filings

148

Captured snapshot; the count updates through the fiscal year as filings are added and amended

Median wage

$130,562

An earlier capture of the same source showed $130,707, a small dynamic discrepancy from new filings

Interquartile range

$110.9k - $152.1k

25th to 75th percentile of the captured FY2026 filings

Full range

$80.5k - $274.5k

The $274,456 maximum is a high-scope filing and is not representative of any band

Dataset summary

Dataset	Result	Interpretation
H1BGrader FY2026 LCA snapshot	148 filings; $80,496 min, $110,947 p25, $130,562 median, $152,131 p75, $160,805 p90, $274,456 max	Third-party aggregation of DOL labour condition applications; dynamic through FY2026 and not equal to USCIS petitions
DOL wage Level III	69 filings; $130,707 median, $151,565 p75	The largest captured category and the one that sets the overall median
DOL wage Level II	31 filings; $101,358 median, $110,947 p75	Qualified or comparatively junior filings, roughly the R2 to R4 bands
DOL wage Level IV	29 filings; $152,131 median, $160,056 p75	Fully competent or senior filings, roughly the R5 to R7 bands
Non-OES or alternate survey	19 filings; $135,314 median, $152,017 p75	Filings priced against a different prevailing-wage source, so not directly comparable to the level buckets
MyVisaJobs USCIS petition series	160 approvals and 0 denials through 18 Aug 2026; 424 and 5 in 2025; 403 and 0 in 2024; 266 and 6 in 2023	Petition outcomes rather than wage filings, so the counts legitimately differ from the LCA series
Historical median disagreement	2025 median reported as $121,909, about $136,200 and about $153,417 by three different aggregators	Entity matching, fiscal-year cutoffs, duplicate positions, amended filings and median-versus-average methodology all differ; do not merge them without raw-case deduplication

City-level H-1B wage history

City	P25	Median	P75	Records
All US worksites FY2026 snapshot for Fiserv Solutions LLC; no aggregator exposed a complete percentile table for any individual Fiserv city	$111K	$130,562	$152K	148

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
Software Development Engineering — Advisor I	Alpharetta, GA	$130,707	An observed FY2026 filing at the R5 band. The same title's published base range on the careers site was $90,000 to $158,400, so the certified wage sits near the middle of it.
City-level salary anchor	Omaha, NE	$118,200	A single observed city anchor about 10 percent below the company-wide median, consistent with the 0.92 Omaha city multiplier used in the location model.
Highest captured filing	Not disclosed	$274,456	The maximum in the FY2026 snapshot, roughly the R9 to R10 range. It is a single high-scope filing and should not be read as a band ceiling.
Lowest captured filing	Not disclosed	$80,496	The minimum in the FY2026 snapshot, roughly the R2 band. Fiserv sponsors well below its own median, which the median alone conceals.

Reading the data correctly

An LCA is a wage attestation, not evidence that a job started, that USCIS approved the petition or that any bonus, equity or benefit was paid on top.
The certified wage is base salary only. At the R5 band the research model puts target bonus and annualised equity at roughly another 19 percent on top of base, so an LCA understates the package.
LCA counts and USCIS petition counts measure different things and will never reconcile. The 148 FY2026 filings and the 160 FY2026 approvals come from different systems with different cutoffs.
City-level percentile tables were not extractable for any Fiserv worksite, so this report shows one company-wide distribution and two individual observations rather than assigning company-wide percentiles to a city.
Three aggregators report 2025 medians between $121,909 and about $153,417 for the same employer. Pick one source and stay on it rather than averaging across them.

Compare onsite vs offshore

Key Nuances & Insights

01There is no Fiserv band architecture to reverse-engineer

Professional and Advisor titles are visible in live requisitions and salary submissions use L1 to L6, but Fiserv publishes no single global grade table, and the two systems have never been publicly reconciled. R0 to R10 on this page is a navigation model. Anyone told during a process that a role is at a particular Fiserv grade should ask what that grade means for bonus target and grant eligibility, because the grade name alone carries no public meaning.

02Equity is broad in eligibility and narrow in evidenced practice

The omnibus plan can cover officers, directors, employees and consultants, but the only recurring grant practice visible in filings is for executives, directors and aggregate award populations. The research model finds no routine long-term grant below R6 and no published eligibility threshold at any band. Treat any RSU number in a Fiserv offer below director level as negotiated and non-recurring until the letter says otherwise.

03The ESPP discount is 5 percent with no lookback

That is materially weaker than the 15 percent lookback plans several technology peers run, and it is the only equity vehicle a junior or mid-band employee can count on. When comparing a Fiserv offer against one from a peer, the ESPP difference alone can be worth more than a two or three thousand dollar base gap.

04The 798:1 pay ratio is a transition artefact

It annualises Michael Lyons's 2025 compensation including large sign-on awards. Fiserv disclosed 232:1 excluding them, and separately showed $3.878m of realisable compensation for the same person after the cash scorecard failed and the share price fell. Three numbers, one executive, one year: use the 232:1 figure for any steady-state comparison.

05The 2025 annual cash plan paid nothing on its normal formula

Adjusted revenue of $19.599bn and adjusted operating income of $7.398bn both finished below threshold, so the normal named-executive payout was zero. Fiserv publishes no employee payout history, but a year in which the corporate scorecard misses its floor on both metrics is not a year in which anyone should assume a full bonus was funded below the executive layer either.

06Grant-date value and realisable value have diverged sharply

Fiserv granted 2025 restricted units at a $156.58 weighted-average fair value. The 26 August 2026 reference price was $51.93. Anyone holding unvested Fiserv units is carrying awards worth roughly a third of the number the proxy attributed to them, and the 0.759 million legacy options at a $90.84 strike are far underwater.

07Insiders were buying at a third of the grant-accounting price

Three open-market purchases totalling about $2.06m occurred at $62, $49 and $50 between December 2025 and June 2026, two of them within three days of the chief executive transition. The chief financial officer bought twice. That is a deliberate alignment signal at a price far below where the company was expensing its own grants.

08India is a strategic delivery organisation, not back-office support

Nearly 7,000 associates across five centres cover engineering, architecture, product, testing, operations, cybersecurity, analytics and shared services. The offshore multiple against Milwaukee still runs at roughly eight times at entry level, narrowing to under three times at Vice President, which is why this report interpolates a separate factor per band rather than applying one India number.

09The India salary submissions contradict the India factor model

The bundle's own country factors put India at 0.17 to 0.19 times the US anchor around the staff and lead bands, while its own India salary submissions put a staff engineer at about 48.9 lakh rupees total against a $178,600 US staff anchor, a ratio nearer 0.29. Both sit in the same research package. A real Bangalore offer can land well above the modeled midpoint, and this page's interpolated India cells fall between the two sources rather than matching either.

10Posted ranges are disclosure ranges, not hiring ranges

Eight captured requisitions span $72,000 to $316,800 and overlap across four research bands. A Director posting opened at $146,000 and a Vice President posting at $190,000; both floors sit below the modeled band base midpoints. Jurisdictional pay-transparency rules push those floors down deliberately, so quoting a posted floor back in a negotiation weakens the position rather than strengthening it.

11Three-year vesting is the current baseline, and it has exceptions

Current restricted units generally vest over three years, the chief executive's performance units cliff vest at three, and a December 2025 discretionary cohort vests over 18 months. Some employee-submitted offer data still describe four-year schedules with a one-year cliff. The award agreement is the only thing that settles it.

12The Management Committee turned over almost completely

Frank Bisignano left on 30 April 2025, Michael Lyons resigned on 12 June 2026 without severance or accelerated vesting, Takis Georgakopoulos was appointed two days later, and President Dhivya Suryadevara resigned on 7 July 2026. Any senior Fiserv benchmark taken from the proxy needs to be checked against whether the incumbent is still in the seat.

13Transformation pressure is the backdrop to every 2026 pay decision

Q2 2026 GAAP revenue of $5.29bn was down 4 percent, the full-year organic growth outlook was cut to minus 1 to 0 percent and adjusted EPS to $7.20 to $7.40, and the One Fiserv programme is carrying transformation costs. There was no public pay freeze announcement, but leadership turnover plus a lowered outlook raises the odds of reorganisations and discretionary compensation decisions.

14Argentina has to be read in dollars

The peso column converts at a single 26 August 2026 snapshot and inflation makes it stale within weeks. Argentina is also the market where this report's linear interpolation departs most from the bundle's own curve after India, so the mid-ladder Buenos Aires cells are the second-least reliable on the page.

Research control

Against FIS, Global Payments and Jack Henry, Fiserv's disclosed 2025 chief executive total of $70.34m is an outlier created by transition accounting rather than by pay philosophy. The incoming chief executive's $22.5m target opportunity sits within a couple of million dollars of the $22.93m FIS and $20.31m Global Payments totals, which is where Fiserv actually intends the seat to price. Below the executive layer the comparison is much harder, because Global Payments discloses no median employee, Jack Henry's $93,200 median is close to Fiserv's $88,295 on a scale roughly a tenth the size, and FIS's $44,200 median reflects a very different role mix. The more useful peer test for a candidate is the equity mechanism, not the headline: a 5 percent no-lookback ESPP and no routine grant below the advisor bands is a weaker equity proposition than most large payments and technology peers offer.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	An SEC filing, an official Fiserv page or a government record	Treat as accurate for the stated date and scope. Covers the executive layer, plan capacity and mechanics, the pay ratio, headcount and the statutory benefit floors.
Reported	A self-selected salary submission, a captured requisition range or a third-party wage aggregation	Use as an anchor while remembering the sample and role mix bias it. Covers the L1 to L6 anchors, the eight posted ranges and the H-1B aggregations.
Modeled	A Milwaukee anchor multiplied by a country factor, a city multiplier and the FX snapshot	Scenario planning and negotiation framing only. Never describe a modeled cell as a Fiserv range; every band row on this page is in this class.
Not publicly disclosed	No support was found in any reviewed source	Left blank rather than imputed. Attrition, the merit grid, the rating scale, employee bonus payouts and almost every non-US benefit detail sit here.

Explicit “Not publicly disclosed” index

Group attrition rate, and the voluntary versus involuntary split behind the 42,000 to 38,000 headcount step-down between 2023 and 2024.

City-level headcount for every location except Omaha, Alpharetta and the combined India total.

Employee bonus targets, metric weights, payout curves, proration rules and the 2023 to 2025 payout percentages.

Performance rating scale, distribution, merit increase grid and the company-wide review month.

Long-term equity eligibility thresholds by band, and any country split of the restricted or performance unit population.

Sales incentive plan design, commission schedules, quotas and accelerators.

Onsite allowances, per diems, immigration support terms and temporary assignment policies by band.

The current 401(k) match formula, US paid-time-off day counts and insurer names.

Fiserv-specific benefit terms in India, Australia, the UK, Ireland, Germany, Singapore, New Zealand, the UAE and Latin America beyond the statutory floors.

Individual annual cash incentive targets for the non-CEO named executives.

Known gaps and diligence before relying on a cell

1The SVP, EVP and Management Committee band and the chief executive band are deliberately absent from the priced ladder. The only executive figures in the bundle are a single worldwide chief executive package and a proxy table, and every country's factor converges to 1.0 at those rows. Folding them into the band table would force every offshore market toward parity at the top and produce cells such as an India seat on a US chief executive base. Both layers are carried in the executive section and in the career-levels executive layer instead, and the ladder tops out at Vice President with an interpolation that fits the real employee population.
2The location factors are linear in band seniority while the bundle's own India and Argentina curves are convex. At the mid-ladder bands this page's India factors run roughly 20 to 25 percent above the bundle's per-band tables and Argentina's roughly 20 percent above, while every developed market lands within about three points at every band. The endpoints are exact in all 25 markets. The India residual is partly offset by the fact that the bundle's own India salary submissions sit above its country factor model, so the interpolated cells fall between the two conflicting sources rather than outside both.
3The bundle's total-compensation factors drifted above its base factors in every offshore market. That divergence came from applying one global USD equity range to every country, not from geography, so it has been stripped: base and total factors are identical in every location and total is rebuilt from base plus target bonus plus annualised equity. No employer benefit load is included anywhere.
4The source bundle records the company as NASDAQ: FISV and cites a market page under that symbol. That is the identifier in the research set as captured on 26 August 2026 and it is reproduced here unchanged; a reader checking a live quote should confirm the current listing venue and symbol independently.
5Michael Lyons appears first in the executive table as the chief executive of the disclosed fiscal year, because the pay ratio and the Summary Compensation Table are built on his compensation. The current chief executive, Takis Georgakopoulos, appears second with his 2025 chief operating officer compensation; his chief executive package is a 2026 opportunity with no completed pay cycle.
6Adam Rosman's 17 February 2026 performance unit settlement was reported without a transaction value. The $506,344 shown here is 7,981 shares at the $63.45 price Fiserv disclosed for the same-day tax withholding, which is a computation from disclosed inputs rather than a filed figure.
7Only one bundle was available for Fiserv, so no cross-bundle reconciliation was possible. Where its two internal sources disagree, notably the India country factors against the India salary submissions and the $130,562 against $130,707 H-1B median, both figures are reported rather than averaged.
8City multipliers between 0.90 and 1.15 are the bundle's own scenario parameters. They are not Fiserv cost-of-labor zones, Fiserv has never published a geographic pay policy, and no city other than Alpharetta, New York and Omaha has a directly observed pay cell in the whole source set.

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

95.42

INR

1.3924

AUD

1.6792

NZD

0.7334

GBP

0.8573

EUR

1.27

SGD

3.6725

AED

1514.5

ARS

5.1532

BRL

454.41

CRC

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 — 37 sources

S1	Fiserv 2025 Form 10-K · Fiserv, Inc. via SEC EDGAR · 2026-02-19. Headcount, compensation philosophy, share-based compensation, award activity, general vesting baseline and the December 2025 discretionary cohort
S2	Fiserv 2026 Proxy Statement (DEF 14A) · Fiserv, Inc. via SEC EDGAR · 2026-03. Summary Compensation Table, 2025 executive scorecard, pay ratio, director compensation and ownership guidelines
S3	Form 8-K — chief executive transition · Fiserv, Inc. via SEC EDGAR · 2026-06-15. CEO appointment, promotion award, CFO retention award and the treatment of Michael Lyons's resignation
S4	Takis Georgakopoulos offer letter (Exhibit 10.1) · Fiserv, Inc. via SEC EDGAR · 2026-06-14. The $22.5m annual target opportunity, the 0% to 200% payout range, the 60/40 equity mix and the severance multiple
S5	Fiserv US benefits page · Fiserv careers site · 2026-08-27. Published US health, savings, time-away, insurance, education, EAP, family and recognition programmes
S6	Fiserv Global Services — India · Fiserv · 2026-08-27. Nearly 7,000 associates across five India centres and the activity mix at those centres
S7	Q2 2026 results release · Fiserv investor relations · 2026-08-06. Q2 GAAP revenue, adjusted EPS, the reduced full-year outlook and One Fiserv transformation context
S8	FY2025 results release · Fiserv investor relations · 2026-02-10. FY2025 GAAP revenue of $21.19bn and adjusted EPS of $8.64
S9	Amended and Restated 2007 Omnibus Incentive Plan · Fiserv, Inc. via SEC EDGAR · 2018-03-19. Plan purpose, eligible population and the permitted award forms
S10	2025 XBRL share-based payment disclosure · Fiserv, Inc. via SEC EDGAR · 2026-02-19. ESPP discount, RSU and PSU award counts and fair values, option runoff, expense and remaining plan capacity
S11	Levels.fyi — Fiserv software engineer, United States · Levels.fyi · 2026-08-26. Self-reported US technical compensation anchors for L1 through L6
S12	Levels.fyi — Fiserv software engineer, India · Levels.fyi · 2026-08-26. Self-reported India technical compensation by level, including the L4 to L5 inversion
S13	Glassdoor — Fiserv salaries · Glassdoor · 2026-08-27. Cross-functional self-reported range checks used only as a sanity test on the band model
S14	H1BGrader — Fiserv Solutions LLC · H1BGrader · FY2026 snapshot. Third-party aggregation of DOL labour condition application wages, including the wage-level distribution and city anchors
S15	MyVisaJobs — Fiserv Solutions LLC · MyVisaJobs · 2026-08-27. USCIS petition approvals and denials by fiscal year and the historical median discrepancy
S16	New Jersey 2026 WARN notice archive · New Jersey Department of Labor · 2026. The 118-worker Berkeley Heights workforce action running 31 March to 31 May 2026
S17	Daily exchange rates · Reserve Bank of Australia · 2026-08-26. AUD-based cross-rates for USD, INR, EUR, SGD, GBP and NZD in the single FX snapshot
S18	Super guarantee rates and thresholds · Australian Taxation Office · 2026. The 12 percent superannuation guarantee from 1 July 2025
S19	National Employment Standards · Fair Work Ombudsman · 2026-08-27. Australian annual leave, personal and carer's leave and parental leave minimums
S20	Employees' Provident Fund scheme · Employees' Provident Fund Organisation, India · 2026-08-27. The 12 percent employee and employer provident fund baseline on covered wages
S21	Automatic enrolment guidance · UK Pensions Regulator · 2026-08-27. The 3 percent employer minimum inside an 8 percent total on qualifying earnings
S22	Employee rights and entitlements · Citizens Information, Ireland · 2026-01-01. Irish statutory leave and the five employer-paid sick days at 70 percent of pay
S23	CPF contributions for employees · Singapore CPF Board · 2026-08-27. CPF eligibility, the citizen and permanent resident scope and the rate framework
S24	Employment and earnings guidance · Make it in Germany federal portal · 2026-08-27. German social insurance context for health, pension, unemployment, accident and long-term care
S25	SEC Forms 4 for Fiserv insiders · SEC EDGAR · 2025-12 to 2026-06. Insider grants, performance unit settlement, tax withholding and open-market purchases
S26	Intraday market reference for the Fiserv listing · Nasdaq market activity page · 2026-08-26 14:44 UTC. The $51.93 reference share price used only for point-in-time share-count illustrations
S27	Fiserv US careers postings · Fiserv careers site · 2026. Eight captured requisition base ranges used as band boundary checks
S28	Peer proxy statements for FIS, Global Payments and Jack Henry · SEC EDGAR full-text search · 2025/2026 proxy cycle. Peer chief executive totals, median employees and pay ratios
S29	FX snapshots for volatile currencies · Trading Economics · 2026-08-26. USD to ARS, BRL and CRC point-in-time rates carrying a volatile-market warning
S30	Fiserv office, campus and location materials · Fiserv · 2026-08-27. Office presence for every city in the location table and the Omaha, Alpharetta and Milwaukee campus headcount disclosures
S31	Fiserv Australia, New Zealand and APAC presence · Fiserv · 2026-08-27. New Zealand market presence and the Auckland entity reference
S32	Fiserv in the Middle East · Fiserv · 2026-08-27. Dubai as the Middle East headquarters and the regional operating context
S33	KiwiSaver employer contributions · New Zealand Inland Revenue · 2026-07-28. The 3.5 percent compulsory employer contribution baseline from April 2026
S34	Annual holidays guidance · Employment New Zealand · 2026-08-27. The four-week annual holiday baseline after 12 months of continuous employment
S35	Expatriate end-of-service benefits · Official UAE government portal · 2026-08-27. The private-sector expatriate gratuity framework after one year of service
S36	Exchange rates · Central Bank of the UAE · 2026-08-26. The USD to AED reference rate of 3.6725
S37	Processor binding corporate rules entity list · Fiserv merchant documentation · 2024-06. The Fiserv New Zealand address at Level 6, 8 Tangihua Street, Auckland 1010

Negotiate your offer

Recent News & Workforce Trend

Eighteen months of leadership churn against a falling outlook. Every dated item below bears directly on how Fiserv pays, from the zero scorecard payout to the equity capacity disclosure to the New Jersey workforce action.

>42,000

2023 employees

Pre-step-down baseline disclosed in the 2023 Form 10-K

>38,000

2024 employees

A material reduction against 2023; the voluntary and involuntary split was never disclosed

>38,000

2025 employees

Broadly stable disclosure language; the precise count was not supplied

Fiserv reports headcount only as a threshold, so a 42,000-to-38,000 move is the most precise reading available and could understate or overstate the true change by several hundred people. No authoritative global attrition rate, quarterly net-add series, median remuneration trend outside the SEC pay-ratio measure or campus-offer revision data was found in any source.

6 Aug 2026

Q2 outlook cut during the One Fiserv transformation

Q2 2026 GAAP revenue was $5.29bn and adjusted EPS $1.84, and Fiserv cut full-year organic growth guidance to minus 1 to 0 percent with adjusted EPS of $7.20 to $7.40. Transformation costs and execution pressure put staffing and incentive outcomes under scrutiny.

Fiserv Q2 2026 results release

7 Jul 2026

President Dhivya Suryadevara resigned

The leadership structure changed again less than a month after the chief executive transition, and interim Financial Solutions co-leaders were named. Her 2025 disclosed compensation was $16.80m, including a $3.30m contractual bonus.

SEC Form 8-K

17 Jun 2026

Chief financial officer bought shares on the open market

Paul Todd purchased 10,060 shares at about $50 for roughly $500,000, his second open-market purchase after 17,000 shares at about $62 in December 2025. Adam Rosman bought 10,150 shares at about $49 the day before.

SEC Forms 4

14 Jun 2026

Takis Georgakopoulos appointed chief executive

His annual target opportunity was set at $22.5m, comprising a $1.3m base, $2.6m of target cash at 200 percent of base and an $18.6m annual equity opportunity, plus a $6.0m promotion award split 60 percent performance and 40 percent restricted units. Michael Lyons resigned with no severance and no accelerated vesting.

Fiserv Form 8-K and the CEO offer letter

31 Mar 2026

Berkeley Heights WARN period began

New Jersey's 2026 WARN archive lists Fiserv Solutions LLC with 118 affected workers over 31 March to 31 May 2026. It is a workforce action at one East Coast technology site, not a site headcount and not a company-wide programme.

New Jersey 2026 WARN notice archive

2026-03

Proxy disclosed a zero payout on the 2025 executive scorecard

Adjusted revenue of $19.599bn and adjusted operating income of $7.398bn both finished below threshold on a 50/50 weighting, so the normal named-executive cash payout was zero. Two contractual transition amounts of $750,000 and $1.2m were the only cash paid.

Fiserv 2026 proxy statement

19 Feb 2026

Form 10-K disclosed equity plan capacity and expense

15.4 million omnibus awards and 22.3 million ESPP shares remained available at year end, 2025 share-based compensation expense was $357m and $324m of restricted and performance unit cost remained unrecognised over 1.8 years. No options were granted for the third consecutive year.

Fiserv 2025 Form 10-K and share-based payment disclosure

17 Feb 2026

Performance units vested at $63.45

Adam Rosman's performance unit settlement covered 7,981 shares with 3,211 withheld for tax at $63.45, about $203,719. The same units had been granted at fair values well above that price, and by August 2026 the reference price had fallen to $51.93.

SEC Form 4

10 Feb 2026

FY2025 results reported

GAAP revenue was $21.19bn with adjusted EPS of $8.64. The original 2026 outlook issued alongside these results was superseded by the August 2026 update.

Fiserv FY2025 results release

1 Dec 2025

Incoming chief financial officer bought shares before starting

Paul Todd purchased 17,000 shares at about $62 for roughly $1.06m before formally taking the chief financial officer role, the largest single insider purchase in the captured window.

SEC Form 4

2025-12

Discretionary 18-month restricted unit awards granted

The 2025 Form 10-K notes a December 2025 discretionary restricted unit cohort vesting over 18 months, an explicit exception to the general three-year pattern and the only evidence of an off-cycle broad grant in the source set.

Fiserv 2025 Form 10-K

1 May 2025

Michael Lyons became chief executive

Frank Bisignano departed on 30 April 2025 with $26.38m of 2025 disclosed compensation, almost all of it stock awards. Lyons's 2025 target package was $20.0m against a $70.34m reported total, the gap being sign-on and transition awards that produced the 798:1 pay ratio.

Fiserv 2026 proxy statement

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