Head, Career Coaching and Employer Connections
Salary surveys & compensation benchmarks
1 compensation survey report publish salary benchmarks for Head, Career Coaching and Employer Connections. Compare what each vendor covers and pick the right one for your organization.
Role summary
Oversees student career counseling and coaching programs. Identifies and fosters industry relationships to unlock new opportunities, including career fairs, scholarships, internships, cooperative education, and student engagement opportunities. Connects industry leaders with visionary faculty. May work frequently with the corporate relations/development team.
Job summary sourced from the Empsight benchmark job library.
Reports covering Head, Career Coaching and Employer Connections
Head, Career Coaching and Employer Connections salary survey FAQ
- Which compensation surveys cover Head, Career Coaching and Employer Connections pay?
- 1 survey publish Head, Career Coaching and Employer Connections benchmarks, including data from CUPA-HR. The full list is on this page; click into any one for scope, methodology, and pricing.
- How does Head, Career Coaching and Employer Connections pay vary by industry and geography?
- Compensation for Head, Career Coaching and Employer Connections varies by industry, region, company size, and revenue. Most surveys above publish cuts on those dimensions. Industry-specific surveys (healthcare, tech, financial services, etc.) typically report meaningfully different ranges than cross-industry surveys for the same role.
- What is the typical salary range for Head, Career Coaching and Employer Connections?
- CompShop is a directory of compensation-survey publishers, not a salary aggregator. Actual Head, Career Coaching and Employer Connections ranges live in the surveys listed on this page. Most publishers report 25th, 50th, 75th, and 90th percentile salary data plus total cash compensation.
- How often should I refresh Head, Career Coaching and Employer Connections pay benchmarks?
- Annually is the standard cadence for primary roles. Survey data older than two years is generally too stale for setting current pay ranges, especially in hot segments. Most publishers above release annual editions; a few offer semi-annual updates for fast-moving markets.