VC compensation climbs, yet some gender gaps remain
Compensation across the Canadian venture capital sector continues to evolve, with new data suggesting improvements in median pay and narrowing regional gaps, while longer-standing challenges remain for gender equity at the most senior roles.
Rising compensation
Median compensation for professionals in Canadian venture capital has risen steadily since 2020, according to the latest industry data released by Canadian Women in VC. The report shows that salary growth has persisted across most investment job titles, with the largest increases at the Vice President and Partner levels in 2025. Compensation for junior investment roles has also grown, but at a slower, steadier pace.
Regional pay trends
The pay gap between Central and Western Canada is starting to close, particularly in junior and mid-level investment roles. For professionals working up to the Principal level, salaries are largely similar between the two regions. Previous years had seen Central Canada command a consistent premium, but this year's results indicate that the distinction at Vice President and Partner levels is no longer guaranteed. The shifting landscape suggests greater competitiveness among firms across the major Canadian markets.
Gender equity concerns
While the compensation report points to some progress for women in venture capital, disparities persist in the highest-ranking positions. Women continue to out-earn men in several junior and mid-level roles, yet those gains do not carry into partnership. At Partner level, male professionals receive higher compensation packages than their female counterparts. The reversal in pay equity at senior levels highlights challenges in closing the gap for leadership roles in the sector.
"It is encouraging to see progress in some areas, but the data also makes clear where work still needs to be done and we're committed to helping drive this transparency," said Emily Tiessen, Head of Community, Canadian Women in Venture Capital.
Parental leave patterns
The industry is showing signs of moving toward a standard for parental leave policies. According to the latest data, about three-quarters of respondents receive a salary top-up of between 76 per cent and 100 per cent during parental leave. This practice has become the norm and reflects a trend among venture capital firms to offer more comprehensive employee benefits than in previous years.
Retention and turnover risks
Potential workforce turnover remains a concern for Canadian venture capital. Findings suggest that up to one-third of professionals in the sector could change jobs within the next three years. This elevated risk of turnover is partly attributed to the flat organisational structures and small team sizes that are typical of venture capital firms, which can limit opportunities for career advancement.
Frustrations with advancement are further underlined by the data, as growth opportunities and compensation have become key factors for employees considering leaving the industry. Without expanded pathways for progression, firms could face challenges in retaining experienced staff in an increasingly competitive job market.
"Pay transparency is critical to supporting long-term careers in venture," said Fiona McCarten, Head of Partnerships, Canadian Women in Venture Capital. "Growth opportunities and compensation are consistently cited as the primary reasons why people leave the industry, so these findings help our colleagues build sustainable development paths, while also encouraging firms to build more consistent and equitable compensation practices."
