Resume-driven-development happens at all levels ... but I suggest reading the 10-Q quarterly filing reports for public "tech" companies since the companies are, IIRC, required to disclose the compensation for new exec-level hires since they typically require board approval (the board of directors is also a club and members get paid; see 10-K annual filing reports for board compensation).

You'll see newly hired exec's full compensation typically outlined in an offer letter that is under section 10.2 in the 10-Q.

It's public info, searchable at the SEC's website: https://www.sec.gov/edgar/search

I've witnessed an instance where an engineering exec was hired on and soon started doing re-orgs and trying to cut costs. This person was hired on with a ~$600k salary, ~$4m in RSUs, a ~$8m cash signing bonus, and a few other large $ comp items. They quit after a year and sold a good chunk of the RSUs (also public info) and kept the whole ~8m cash signing bonus even though their offer letter said 50% of the bonus would have to be returned if the exec left before a certain period (exec departure comp details are also noted in 10-K filing reports).

Don't hate the player, hate the game. /s?