The 2025 Pork Production Salary Survey gathered data from over 100 professionals across the industry, and one unexpected pattern emerged: taking on leadership responsibilities does not always translate to higher pay.
When specialists outpace managers
This was particularly clear among veterinarians. Four solo contributors in the U.S. reported a wide range of base salaries, with the top earner making $150K – $170K. Meanwhile, among managers in the same group, with similar team sizes landed between $110K and $130K.
Nutrition roles showed a similar trend. One PhD-level nutritionist with no direct reports reported a base salary of over $190K. Another with the same education but with team oversight earned $130K – $150K, a meaningful difference, but not necessarily reflective of the added leadership responsibility.
Among multi-site production managers and even some VPs of Live Production, the number of direct reports didn’t always align with salary increases. One respondent managing 10 – 24 people earned $90K – $100K, while another with fewer reports, or none at all, earned well over $170K, with added incentives.
Why it’s interesting
For years, management roles have been seen as the default path to higher pay. But the data suggests that in pork production, being a technical expert or standout individual contributor can be just as financially rewarding, if not more so, than stepping into leadership.
This opens up new ways of thinking about compensation, career progression, and motivation. Why take on the responsibilities of managing a team if the pay bump isn’t guaranteed? And for employers, how are leadership roles being valued internally versus technical or high-impact roles?
A case for dual career paths
These results reflect what many in the industry are already seeing: leadership isn’t the only path to growth. For those who prefer to focus on their craft, whether in nutrition, veterinary care, production strategy, or tech service, it’s possible to build a successful, well-paid career without managing people.
It also challenges companies to rethink compensation models. Should leadership pay be more clearly distinguished? Or should solo contributors continue to be rewarded based on performance, not headcount? The answers may vary, but the data shows there is room for both.
Want to know more? Contact me at Maria@ContinentalSearch.com
The 2025 Pork Production Salary Survey is now available for free download. It includes detailed compensation benchmarks, bonus structures, and insights across multiple roles and levels.
📘 Download the full report here: https://continentalsearch.com/ebook/2025-pork-production-salary-survey/
