Skip to main content
All CollectionsPaying & Tracking Project IncentivesIncentive FAQs
Determining the right incentive for Research Participants
Determining the right incentive for Research Participants

What is a good incentive payment amount to pay the research participants for their time, opinions, feedback, and expertise?

Justin L avatar
Written by Justin L
Updated this week

The incentive payment you offer is key to recruiting high-quality candidates for your research study. The right incentive can help you attract more participants, ensure a broader selection of participants, speed up recruitment, and improve interview punctuality.

How to set the right incentive?

Use our Respondent Research Incentive Calculator as a starting point. With just a few clicks, the calculator suggests an appropriate incentive based on your project’s requirements and target audience.

Benefits of paying the right incentive:

  • Increased screener responses: More people will complete your screener.

  • Larger Participant Pool: A higher number of respondents gives you more options.

  • Faster recruitment: The target audience fills out more quickly.

  • Timely participation: Participants are more likely to show up on time for interviews.


Factors to consider when deciding on your incentive

Industry Professionals

Industry professionals bring specialized knowledge that can drive your research success, and their expertise should be reflected in the incentive you offer:

  • Benchmarking: Base the incentive on the participant’s current hourly rate.

  • Enhanced Payment: Consider paying at least twice their hourly rate to motivate participation.

Note: When targeting English-speaking and international participants, adjust the incentive accordingly. Consider variations in experience, cultural norms, and business practices.


Incentive Examples for Business and Medical Professionals (U.S.)

Level

Role

Remote

In-Person

Junior

Entry Level

$100

$250

Manager

Oversees a Team

$200

$500

Director

Oversees Multiple Depts.

$300

$800

VP

Oversees many Business Verticals

$400

$1,000

C-Level

CXS, President, Owners

$600

$1,500

Incentive Examples for Business Professionals

Level

Roles

Remote

In-Person

Non-doctoral

Nurse, medical asst., tech.

$250

$500

Doctoral

Physician, therapist, dentist

$500

$1,000

Specialized

Surgeon, endocrinologist, oncologist

$1,000

$2,000

Incentive examples for Medical Professionals

Role

Remote

In-Person

Security Admin / Software Engineer

$100

$200

UX Designer / Web Developer / Systems Admin

$125

$250

Data Analyst / IT Consultant / Software Developer

$150

$300

Cyber Security Analyst

$175

$350

Incentive examples for Technology Professionals


General Population

For studies involving a broad group of individuals, consider whether your target audience is a Broad Audience (high incidence of online buyers) or a Niche Audience (low incidence of specific online purchases).

Target Audience

Example

Remote

In-Person

Broad Audience

Purchases goods online

$90

$140

Niche Audience

Purchases specific goods online

$120

$200

Incentive examples for the general population living in the U.S.


International Considerations

While Respondent operates in over 175 countries, most of our members are in the United States. Adjust the incentive to maximize response rates from smaller candidate pools when recruiting internationally.

Special Note for C-Suite, Executives, and Business Owners

Executives and C-suite participants often have higher opportunity costs and tighter schedules. They expect compensation that reflects their experience and availability. Make sure the incentive is competitive enough to capture their interest.

By carefully setting the right incentive, you can optimize recruitment, improve participant engagement, and ensure the success of your research project.


Additional Resources


​If you have further questions or need additional support, please visit our support page or contact our team directly.

Did this answer your question?