DEMOCRATIZING SOCIETAL AND ECONOMIC WELL-BEING THROUGH DIGITAL EQUITY FOR EVERYONE, INCREASED DIVERSITY IN THE TECH SECTOR, INNOVATIVE EDUCATION, AND TECHNOLOGY FOR THE PUBLIC GOOD
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 8 reported individuals · Filing year 2024
Percentile bands compare each position's total pay with the same role at Education organizations in Maryland.
- Base
- $424k
- Bonus
- $70k
- Other
- —
- Benefits
- $54k
- Base
- $225k
- Bonus
- —
- Other
- —
- Benefits
- $23k
- Base
- $200k
- Bonus
- —
- Other
- —
- Benefits
- $33k
- Base
- $184k
- Bonus
- —
- Other
- —
- Benefits
- $44k
- Base
- $225k
- Bonus
- —
- Other
- —
- Benefits
- $5k
- Base
- $189k
- Bonus
- —
- Other
- —
- Benefits
- $18k
- Base
- $195k
- Bonus
- —
- Other
- —
- Benefits
- $12k
- Base
- $201k
- Bonus
- —
- Other
- —
- Benefits
- $992
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
Chief Executive Officer Above 90th percentile | $424k | $70k | — | $54k | $563k $602k |
Chief Financial Officer 75th to 90th percentile | $225k | — | — | $23k | $261k $279k |
Chief Operating Officer 75th to 90th percentilevs Education peers nationwide | $200k | — | — | $33k | $245k $262k |
Project Director, Levi Engineering Hub Highest Compensated Employee 75th to 90th percentile | $184k | — | — | $44k | $239k $256k |
Executive Director, P150 75th to 90th percentile | $225k | — | — | $5k | $232k $248k |
Project Director/counsel Highest Compensated Employee 75th to 90th percentile | $189k | — | — | $18k | $217k $231k |
Project Director, Tatta Bio Highest Compensated Employee 75th to 90th percentile | $195k | — | — | $12k | $212k $226k |
Executive Director, Factor 75th to 90th percentile | $201k | — | — | $992 | $202k $216k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with Baltimore-Columbia-Towson, MD metro-area CPI-U, restating filed pay into April 2026 dollars. A restatement of past pay, not current or projected pay.
Plus 17 unpaid individuals.
Top pay as a share of expenses
In 2024, the highest total compensation at DIGITAL HARBOR FOUNDATION equaled 2% of the organization's total expenses. The median for education organizations is 7%.
Based on 26,320 education organizations, each measured at its most recent filing year with reported expenses and compensation.
Funded by
Private foundations whose Form 990-PF Part XV grants matched this organization.
Up 66%
from 2023
From $340k in 2023 to $563k in 2024.
Estimated with Baltimore-Columbia-Towson, MD metro-area CPI-U, restating filed pay into April 2026 dollars. A restatement of past pay, not current or projected pay.
Chief Executive Officer pay rose 66% from 2023 to 2024, while revenue rose 93%.
- Chief Financial Officer pay rose 45% from 2023 to 2024.
- Chief Operating Officer pay rose 110% from 2023 to 2024.
Pay for the position itself, not any one person. The officeholder may have changed between 2023 and 2024.
Among peers
Revenue and top compensation, plotted against similar organizations. This organization is highlighted in cyan.
Common questions about DIGITAL HARBOR FOUNDATION
What does the Chief Executive Officer of DIGITAL HARBOR FOUNDATION earn?
In 2024, the Chief Executive Officer of DIGITAL HARBOR FOUNDATION received $563,480 in total compensation. This pay is in the top 10% for Chief Executive Officer roles among Education organizations in Maryland: at least 9 in 10 comparable filings report less. Based on IRS Form 990 data.
How does Chief Executive Officer pay at DIGITAL HARBOR FOUNDATION compare with similar nonprofits?
Compared with the same role at Education organizations in Maryland, the 2024 pay of the Chief Executive Officer at DIGITAL HARBOR FOUNDATION falls in the top 10%. In 2024, the highest total compensation at DIGITAL HARBOR FOUNDATION equaled 2% of the organization's total expenses. The median for education organizations is 7%.
What are DIGITAL HARBOR FOUNDATION's revenue and expenses?
In 2024, DIGITAL HARBOR FOUNDATION reported $57.9M in total revenue and $34.2M in total expenses on its IRS Form 990.
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