It should not be about the pay because to get good capable talent one needs to be competitive in the executive market compensation wise.

The test of reality is the job the person was hired for being done?
Are the objectives of the position being met in a timely fashion?

The other area to measure is whether the person is consistent in the work ethic of a business that solicits for the needy? Like it or not.

The candidate cannot live high on the corporate hog as non charitable corporations tend to do. Here aagain there may be consideration already given in the original salary amount to offset restraint of perks.