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Key statistics

The identity block — every fact is canon, none is generated.

4 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for the entire geothermal energy business, from resource strategy to power generation and commercial performance. At the Senior Vice President (E4) level, the role owns multiple divisions, enterprise strategy and external stakeholders, and drives cross-division / enterprise. Leads division leaders.

What this level does

Oversees a large portfolio spanning multiple strategic areas — geothermal exploration, resource development, technology and commercial delivery — with high autonomy and corporate-level impact on where and how the enterprise creates energy value from the subsurface.
Participates in enterprise strategic development, positioning geothermal within the corporation's broader energy and decarbonization strategy and setting the risk appetite for subsurface resource commitments at the corporate level.
Engages regularly with the board, CEO and industry leaders on resource strategy, major exploration/development capital decisions, and the enterprise's competitive position in geothermal energy.
Sets cross-business direction that governs how subsurface resource assessment, drilling, generation and commercial functions are prioritized and resourced across the corporation.
Accountable for the corporate-level integrity of the resource base — that assessed geothermal capacity relied upon by investors, partners and markets reflects rigorous, defensible geoscience across the whole portfolio.

Knowledge applied: Applies broad corporate-strategy judgment across the full geothermal portfolio — exploration, resource development, technology and commercial delivery — positioning subsurface resource value within the enterprise's overall energy strategy.
Complexity & problem solving: Participates in enterprise strategic development with high autonomy and corporate impact, setting corporate risk appetite for subsurface resource commitments relied on by investors and markets; differs from E3 in the breadth of portfolio governed and the corporate-level accountability borne rather than in a categorically new class of problem.
Collaboration & interaction: Engages regularly with the board, CEO and industry leaders on resource strategy and major capital decisions; sets cross-business/functional direction with broad organizational reach.
Typical experience: 20+ years of extensive corporate strategy and executive leadership experience across geothermal/energy geoscience and development businesses.

Skills at this level

Geothermal resource strategy: — Sets the enterprise or divisional strategy for which geothermal resource types (hydrothermal, EGS, low-temperature/coproduced) and regions to explore and develop, translating risked subsurface capacity outlooks into capital-allocation and pipeline decisions.
Subsurface risk governance: — Establishes and owns the standards and review discipline by which geophysical (seismic, magnetotelluric), geochemical and well data are QA/QC'd and integrated into conceptual and reservoir models, ensuring resource-capacity estimates carried into investment decisions are defensible.
Geothermal systems knowledge: — Commands the technical basis of geothermal systems — hydrothermal and EGS behavior, structural geology, fluid flow, geothermal modeling and well planning — deeply enough to judge and direct the resource interpretations produced by subordinate geoscience teams.
Resource capacity estimation oversight: — Governs how power and thermal capacity are estimated from integrated geothermal models, holding assessed capacity to a rigor sufficient for external commitments to investors, partners and off-takers.
Exploration campaign portfolio direction: — Prioritizes and funds exploration campaigns — geophysical/geochemical surveys, temperature-gradient and test-drilling programs — across a portfolio of prospects, deciding which advance to drilling targets and which are retired.
Cross-functional development integration: — Aligns geoscience resource output with drilling, engineering, generation, environmental and commercial functions so subsurface uncertainty is weighed alongside drilling and environmental risk in enterprise development decisions.
External and regulatory representation: — Represents the company on geothermal resource and technical strategy in industry bodies, regulatory and policy forums and standards discussions, where positions taken influence permitting, capital access and the license to explore.
Executive geoscience talent leadership: — Builds and develops the geothermal geoscience organization — hiring and leading Directors and principal scientists, setting technical-review and mentoring cadence — to sustain subsurface-assessment capability as a durable enterprise asset.
Capital and partnership negotiation: — Negotiates joint-venture exploration terms, resource-sharing arrangements and drilling-risk allocation with partner developers, capital providers and off-takers on matters that can affect company viability.

Model-authored from 20 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Geothermal — median with , by . Real canon data.

National-base pricing — this family's function differential is pending review, so dollar levels are not function-adjusted (level-over-level % is unaffected).

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

Employment growth 2014–2024, BLS OEWSobserved

+74.4%Managers, All Other · United States

361,900 → 630,980 jobs

BLS published no Managers, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

106,700 openings / year, split into:

replacement / exits 100,698

Growth — new jobs (6%)Exits — backfill (94%)

6% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.5%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 106,700

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$632k

San Francisco-Oakland-Fremont, CA$567k

Washington-Arlington-Alexandria, DC-VA-MD-WV$525k

Boulder, CO$518k

Seattle-Tacoma-Bellevue, WA$518k

Boston-Cambridge-Newton, MA-NH$496k

Lexington Park, MD$483k

Trenton-Princeton, NJ$480k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $380k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates E4 (E4 — Senior Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple divisions
Autonomy: Owns cross-division strategy
Complexity: Enterprise strategy and external stakeholders
Impact: Cross-division / enterprise
Decision rights: Owns strategy and investment across divisions
Leadership: Leads division leaders

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

E4is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
Senior Manager, Geothermal Operations	jf_geothermal::M4	$167,689†	confident0.06
Senior Geothermal Engineer	jf_geothermal::P4	$109,466†	confident0.06
Advanced Geothermal Technician	jf_geothermal::S4	$56,408†	confident0.06
Chief Geothermal Officer	jf_geothermal::E3	$352,063†	confident0.06

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 11-9199

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

E4

jf_geothermal::E4

Chief Executive Officer, Geothermal

Geothermal

no content fingerprint

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: E
Superfunction: industrial_energy_operations
Function: geoscience
Family: geothermal
Universal level: 4 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Geology · E4review0.17

Geomatics · E4review0.17

Geophysics · E4review0.17

Petrophysics · E4review0.17

Technologist · E4review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET 11-9199	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)