Construction Superintendents are the boots-on-the-ground leaders who take a project from blueprint to completion. They coordinate subcontractors, enforce safety standards, keep schedules on track, and ensure quality on multimillion-dollar builds. In 2025, their salaries reflect both the complexity of these responsibilities and the ongoing shortage of skilled field leaders in the construction industry.

This guide provides a comprehensive, fact-checked breakdown of Construction Superintendent salaries in 2025. We’ll cover national averages, pay by experience, regional differences, bonuses and benefits, union vs. non-union pay, cost-of-living adjustments, and what the future holds. If you are a superintendent evaluating your worth — or a hiring manager building offers — this data will help you make informed, competitive decisions.

National Salary Averages (2025)

Salary levels can vary depending on methodology, but all reputable datasets agree that superintendents are firmly in six-figure territory in 2025. Consider these benchmarks:

• Salary.com: $113,304 average, with a typical range from $101K–$127K (July 2025).
• SalaryExpert: $121,423 average; entry-level ~$85,356; senior-level ~$150,702. Average bonus ~$5,986 (August 2025).
• Glassdoor: $118,522 average (August 2025).
• Indeed: $95,754 average based on job postings (August 2025).
• Payscale: $84,764 average (2025).
• BLS: $106,980 median for “Construction Managers,” a broader category that includes many superintendent roles (May 2024).

These figures paint a clear picture: while methodology creates differences in averages, the real-world range is between $106K and $121K, with top performers regularly surpassing $150K. If your current pay is below $100K and you carry full site accountability, you may be leaving money on the table.

Experience Matters: Pay Progression

The biggest jumps in superintendent pay happen as responsibility expands. Years of experience help, but what really drives salary increases is proven performance in running safe, efficient, and successful sites.

• Entry-level (1–3 years): Around $85,356. Typically promoted from Assistant Superintendent roles.
• Mid-career / Project Superintendent: Roughly $113,304, the current U.S. average. Full-site accountability is expected at this level.
• Senior / General Superintendent (8+ years): Around $150,702 or more, especially when managing multiple projects or highly complex builds.

Key takeaway: advancement is less about tenure and more about outcomes. Documented records of safe sites, on-time delivery, and efficient subcontractor management push superintendents into higher salary tiers faster.

Regional Pay Differences

Geography is one of the biggest factors shaping superintendent pay. High-cost states and union-heavy regions consistently pay more, while smaller markets tend to fall closer to the national baseline. Here are some examples from Salary.com (July 2025):

• New York, NY: $131,308
• Seattle, WA: $125,247
• California (statewide): $124,975
• Texas (statewide): $110,166
• Boston, MA (Project Supers): $106,518
• Chicago, IL: $116,717
• Atlanta, GA: $110,948
• Miami, FL: $108,863

Premium metros like New York, San Francisco, and Seattle offer $15K–$25K more than national averages. For hiring managers, that means budgeting higher if you want to compete in these markets. For candidates, it means relocation could yield a meaningful salary boost — though cost of living must also be considered.

Bonuses, Incentives, and Profit Sharing

Salary is just the base. Incentives make up an important part of total compensation:

• Bonuses: SalaryExpert reports average annual bonuses of $5,986 for superintendents.
• Profit-sharing: Many general contractors offer 10–20% incentive structures tied to safety, schedule, and margin performance.
• Benefits: Health insurance, retirement contributions, vehicle allowances, and per diems often add substantial value to compensation packages.

For hiring managers, clearly outlining bonus plans and growth potential can make your offers stand out. For candidates, knowing what incentives are realistic helps you negotiate beyond base pay.

Union vs. Non-Union Pay

BLS 2024 data confirms that union workers earn more. Union members’ median weekly pay was $1,337 compared with $1,138 for nonunion workers. That’s roughly an $10K annual difference, before even factoring in stronger benefits and pension packages.

In superintendent roles, union affiliation often means better overall compensation packages, particularly in large metro areas where union contractors dominate. Non-union supers may find more opportunities in smaller markets but should weigh the trade-offs in pay and benefits.

Cost of Living Adjustments (COLA)

Salaries alone don’t tell the full story. BEA Regional Price Parities (2023) show how location changes real value:

• San Francisco RPP: 118.225
• Dallas–Fort Worth RPP: 103.293

That’s a ~14.4% difference. A superintendent making $120,000 in Dallas would need about $137,000 in San Francisco to maintain equivalent purchasing power. Hiring managers must factor this in when recruiting talent across regions, and candidates should consider COLA before accepting or rejecting offers.

Industry Trends Driving Pay

Several macro trends are shaping superintendent salaries in 2025:

• Workforce shortages: Many experienced supers retired in the last decade, and not enough replacements are coming through the pipeline.
• Infrastructure spending: Federal and state projects are fueling demand for leaders with experience in large-scale, complex builds.
• Technology adoption: Superintendents fluent in BIM, drones, and AI-assisted scheduling command higher salaries as firms push efficiency.
• Green building: LEED and sustainability credentials are increasingly valuable and often linked to higher pay packages.

Future Outlook

The Bureau of Labor Statistics projects steady demand through 2033. Construction managers (including superintendents) are expected to grow by 9%, creating 45,800 openings per year. Across construction and extraction as a whole, there will be an average of 663,500 openings per year from growth and retirements. Put simply: demand isn’t slowing down, and salaries will remain strong.

What This Means for Hiring Managers

If you’re hiring in 2025, the message is simple: speed and competitiveness matter. Qualified superintendents have multiple options, and counteroffers are common. Benchmarking against up-to-date data is essential. Don’t rely on outdated salary bands from 2020 — the market has moved significantly.

Emphasize more than just salary in your offers. Career growth opportunities, stability, and culture can be the deciding factors for candidates with multiple offers in hand.

What This Means for Superintendents

If you’re in the field, you have leverage in 2025. Use it strategically:

• Keep track of measurable outcomes: on-time completions, safety records, and budget performance.
• Invest in certifications like OSHA 30, PMP, and LEED to increase your marketability.
• Be open to relocation if pay growth is your top priority.
• Negotiate for full compensation — not just salary but bonuses, benefits, and profit-sharing.

Conclusion

Construction Superintendents in 2025 are earning strong six-figure salaries. Verified data shows averages between $106K and $121K nationally, with senior roles exceeding $150K. Regional markets, experience, union status, and cost of living all shape actual take-home value. For hiring managers, competitive offers require more than just salary. For professionals, the message is clear: your skills are in demand, and the market is rewarding them.

Next Steps

• Hiring Managers: Download the 2025 Construction Salary Survey or submit a search request.
• Candidates: Submit your resume and we’ll match you with firms paying at market value.