Douglas Ostrover is Co-Chief Executive Officer of Blue Owl Capital Inc. (OWL). The company reported total compensation of $29,237,055 for fiscal year 2025.
| Salary | $500,000 |
|---|---|
| Bonus | $0 |
| Stock awards | $27,994,188 |
| Option awards | $0 |
| Non-equity incentive plan | $0 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $742,867 |
| Total | $29,237,055 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure Blue Owl Capital Inc. filed April 17, 2026, accession 0001823945-26-000017.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | Co-Chief Executive Officer | $500,000 | $0 | $27,994,188 | $0 | $0 | $0 | $742,867 | $29,237,055 |
| FY2024 | Co-Chief Executive Officer and Chairman of the Board | $500,000 | $0 | $22,666,620 | $0 | $0 | $0 | $745,812 | $23,912,432 |
| FY2023 | Co-Chief Executive Officer and Chairman of the Board | $500,000 | $0 | $17,304,596 | $0 | $0 | $0 | $673,599 | $18,478,195 |
| FY2022 | Co-Chief Executive Officer and Chairman of the Board | $500,000 | $0 | $9,010,338 | $0 | $0 | $0 | $625,047 | $10,135,385 |
Totals as disclosed in each year's own compensation disclosure for Blue Owl Capital Inc..
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Douglas Ostrover this page | Co-Chief Executive Officer | $29,237,055 |
| Marc Lipschultz | Co-Chief Executive Officer | $29,219,230 |
| Marc Zahr | Co-President | $29,001,624 |
| Michael Rees | Co-President | $26,625,154 |
| Craig Packer | Co-President | $22,718,213 |
| Alan Kirshenbaum | Chief Financial Officer | $5,134,650 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full Blue Owl Capital Inc. compensation brief.
Douglas Ostrover's compensation sits inside Blue Owl Capital Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.