Compensation in Metals: What We’ve Learned From 6 Years of Data and Why It Matters in 2025
We’ve tracked compensation trends in the metals industry since 2018. From rising pay gaps to shifting job satisfaction, we unpack key takeaways from six years of survey data. Whether you’re benchmarking your team or your own role, these insights can help you make smarter compensation decisions in 2025.
Since 2018, MetalJobs Network has conducted annual compensation surveys focused on the metals industry’s most critical leadership and technical roles. These surveys are more than just data snapshots. They provide actionable insight to help employers stay competitive and help professionals understand their market value.
As we launch the 2025 Compensation Survey, we’re reflecting on the biggest changes we’ve seen across our previous reports and why they matter right now.
- Compensation Satisfaction Does Not Guarantee Retention
Our 2023 and 2021 surveys revealed an important trend. Many professionals who report being satisfied with their compensation are still open to new opportunities.
- In 2023, 75% of respondents said they were neutral to satisfied with their pay¹
- In 2021, 65% of respondents were actively or passively job searching, with compensation as the top motivator²
Even when pay is on point, retention can suffer if companies fall short in culture, leadership, or growth opportunities.
- Experience Has a Growing Impact on Compensation
Across our 2018 to 2024 surveys, we’ve consistently seen that compensation increases with tenure. In the aluminum extrusion sector, for example, outside sales salaries ranged from $76,000 to nearly $119,000 depending on years of experience³.
Our 2018 and 2022 sales leadership reports support this trend. Companies that want to attract or retain experienced talent need to understand how value shifts with time in role⁴.
- Regional and Sector Differences Are Significant
Our 2022 survey found that VPs of Sales at mills typically earn more than those in scrap or fabrication businesses⁵. And our 2018 results showed that compensation for outside sales professionals varied significantly by region, with Midwest-based employees often earning more than their coastal peers⁶.
Generic national averages don’t reflect these differences. Tailored compensation strategies are essential.
- Vacant Roles Are More Expensive Than You Think
The cost of an open role is more than just lost productivity. Over the years, our reports have consistently shown how expenses related to vacancy, including missed sales, onboarding time, travel, and relocation, can quickly climb into six or seven figures⁷.
The takeaway: competitive pay is not just about hiring. It helps companies avoid costly disruptions and maintain operational continuity.
Why You Should Participate in the 2025 Survey
Our annual survey shapes how the industry hires, retains, and rewards talent. Whether you’re leading a team or managing your own career, participating gives you access to insights that clarify where you stand and where the market is going.
Contribute your perspective. Help move the metals industry forward.
Take the 2025 Compensation Survey now →
Sources
- 2023 Operations & Technical Positions Survey
- 2021 Aluminum Extrusion Survey
- 2021 Aluminum Extrusion Survey – Outside Sales by tenure
- 2018 Sales Compensation Survey and 2022 Sales Leaders Survey
- 2022 Sales Leaders in Metals Supply Chain Survey
- 2018 Sales Compensation Survey
- 2018 and 2021 Surveys – Cost of turnover analysis
