Description
Accounting and finance professionals who can turn business intelligence into business strategy are in high demand.
2015 Salary Guide
Accounting & Finance
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Table of Contents
1 From the Chairman
2 Understanding the Salary Guide
3 The Hiring Environment
10 Accounting and Finance Salaries
25 Customizing Salaries for Local Markets
28 5 Reasons You Should Avoid Making a Counteroffer
29 The Benefts of a Flexible Staffng Structure
30 About Robert Half
32 Offce Locations
1 ROBERT HALF • 2015 SALARY GUIDE
From the Chairman
Dear colleague:
Salary may not be the only thing that determines
your employees’ satisfaction on the job. But
it’s certainly one of the most important factors
when it comes to recruiting the best people and
convincing them to stay on board.
It’s crucial to ensure the compensation you offer is
competitive with that of other frms in your industry
and region. For that reason, every organization
should periodically benchmark its salaries. To help
our clients do just that, Robert Half releases the
Salary Guide every year, complete with the most up-to-date information and advice on
starting compensation, workplace issues and the current hiring outlook.
We are pleased to present the 2015 Salary Guide, which forecasts compensation
trends across a wide array of positions in the accounting and fnance felds, based on
our research and experience. As you grow and build your workforce this year, I hope
you’ll fnd the information in this guide useful.
For more about compensation and staffng, please visit our Salary Center at
roberthalf.com/salary-center.
Sincerely,
Max Messmer
Chairman and CEO
2 ROBERT HALF • 2015 SALARY GUIDE
Understanding the Salary Guide
For decades, companies have used the Salary Guide to set compensation levels
for new employees, plan budgets and better understand the hiring environment. In
addition, the Salary Guide is so highly regarded that the U.S. Department of Labor’s
Bureau of Labor Statistics has used it when compiling its Occupational Outlook
Handbook. Findings from the Salary Guide have also been included in The Wall
Street Journal, USA Today and other respected news outlets.
The salary fgures are based on a range of sources, most notably the thousands of full-
time, temporary and project placements that our staffng and recruiting professionals
make each year. Our experts work with hiring managers and job seekers daily, which
gives us unique, real-world insight into the latest compensation trends.
Other sources include:
• Our frequent surveys of U.S. chief fnancial offcers (CFOs) and hiring managers
• An in-depth analysis of the hiring environment and an extrapolation of current
trends into 2015
• Local insights from our staffng and recruiting teams across the country
The projected salary ranges for each position refect starting pay only. Bonuses,
incentives and other forms of compensation are not taken into account. The ranges
represent national averages. You can adjust these fgures for your market by using
the local variances found immediately after the salary tables.
The 2015 Salary Guide from Robert Half is the most comprehensive
and authoritative resource on starting salary and hiring trends in the
accounting and fnance felds. It features salary ranges for more than
375 positions in corporate and public accounting, fnance, banking,
and fnancial services.
Visit our Salary Center at
roberthalf.com/salary-center for
more information and resources.
3 ROBERT HALF • 2015 SALARY GUIDE
The hiring environment continues to improve in accounting and fnance, which is
placing pressure on employers to recruit and retain top talent. New jobs are being
created to support business growth, and vacated positions are being flled more
rapidly. Once-lean departments are now expanding to relieve the burden on current
staff and maintain the morale and productivity of the entire team.
Two additional factors driving accounting and fnance hiring are regulatory compliance
mandates that call for new skill sets and the gradual but steady wave of baby boomer
retirements. According to the Bureau of Labor Statistics, one-ffth of the U.S. workforce
has entered or is nearing retirement age.
In addition to full-time hiring, businesses are bringing in skilled interim and project
professionals, who frequently possess subject matter expertise not available internally.
Contingent workers are available at all experience levels and can supplement a
company’s core team when and for as long as needed. Employers also frequently use
interim assignments as a way to evaluate potential hires.
In a Robert Half
survey, 68 percent
of CFOs interviewed
said it is challenging
fnding skilled
candidates for
professional-level
positions today.
The Hiring Environment
4 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
0 10 20 30 40 50 60
VERY CHALLENGING
15%
31%
53%
SOMEWHAT
CHALLENGING
NOT CHALLENGING
2% — DON’T KNOW/NOT LOOKING
CFOs were asked, “In general, how challenging is it for your
company to fnd skilled candidates for professional-level
positions today?” Their responses:
Source: Robert Half survey of more than 2,100 CFOs in more than 20 of the largest U.S. markets.
Responses do not total 100 percent due to rounding.
Talent shortages for key roles
Hiring demand is placing pressure on the supply of skilled workers in many specialties.
In areas such as accounting and auditing, fnancial analysis, compliance, and
business systems, talent shortages are emerging. Many employers continue to operate
under the misperception that an employment market that is still recovering overall
should translate into easy hiring and only modest pay increases. This is not the case,
however, for accounting and fnance positions, many of which are characterized
by unemployment rates signifcantly below the overall unemployment rate in the
United States.
Available candidates with hard-to-fnd skills aren’t on the market long, and
companies must act quickly to land top prospects. To attract and retain top performers
with sought-after skills, employers are offering competitive compensation and
other incentives.
5 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
Where the jobs are
Accounting and fnance professionals who can turn business intelligence into business
strategy are in high demand. Business leaders desire professionals who can delve into
the numbers and explain their implications for top-line growth trends and possible merger
and acquisition (M&A) activity. Financial analysts and business systems analysts also are
seeing strong demand as frms look for ways to boost effciencies, control costs, and
wring the most out of existing and new information systems.
Across all sectors, the continued evolution of the regulatory environment is driving
hiring for risk, compliance and internal audit professionals. Firms facing highly
specialized regulatory pressures, such as those in fnancial services, healthcare and
energy, commonly seek job candidates with industry-specifc experience.
The perennial competition between businesses and public accounting frms for
top accountants is creating demand for professionals in accounting operations.
Companies also are recruiting entry-level professionals. More frms are open to
hiring recent graduates with internship or volunteer experience whom they can train
for their specifc needs.
6 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
Skills in demand
Businesses seek technology expertise as more fnance departments move from a
reporting-focused to an analytics-centric function. Big data is a trend impacting
businesses of all sizes. Companies want individuals with:
• Advanced Excel skills
• Knowledge of large enterprise resource planning systems
• Expertise in data analytics, advanced modeling techniques and the use of SQL
• Knowledge of business intelligence software such as IBM Cognos and MicroStrategy
• Aptitude with Hyperion (for analyst and fnancial reporting roles)
• Knowledge of QuickBooks (for positions with small and midsize frms)
Other in-demand skills include regulatory and compliance expertise because frms
have more mandates to comply with, including the Patient Protection and Affordable
Care Act (ACA), capital requirements, consumer protection and anti-money
laundering regulations. Knowledge of Securities and Exchange requirements and
generally accepted accounting principles remain mandatory for corporate and public
accounting roles.
As businesses expand into new countries and markets, they need staff who can
ensure the company is compliant with country-specifc reporting mandates. Global
employers value knowledge of International Financial Reporting Standards and
multilingual abilities.
In terms of nontechnical, or soft, skills, employers are clamoring for strong verbal
and written communication and presentation skills in new hires. Companies also seek
individuals who are collaborative, team-oriented and able to demonstrate initiative.
POSITIONS IN DEMAND
• Accounts receivable/payable professionals
• Auditors
• Business and business systems analysts
• Compliance professionals
• Controllers
• Cost accountants
• Financial analysts
• Payroll professionals
• Senior accountants
• Staff accountants
7 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
PUBLIC ACCOUNTING OVERVIEW
Much of the public accounting hiring activity stems from catch-up hiring
following the Great Recession. Many frms have a dearth of talent at the senior
accountant level as a result of the hiring downturn. Candidates with three-
plus years of experience are sought for tax and audit roles, although these
professionals are increasingly diffcult to fnd, and the competition to hire them
has intensifed. Firms are also recruiting entry-level professionals.
Public accounting frms are facing the same talent-pool challenges other
organizations are encountering as they attempt to add to their ranks. Top accounting
students are being recruited actively while still in college, and many have job offers
well before graduation.
Although many professionals start their careers in public accounting, CPA frms
face competition from the corporate sector when it comes to hiring and retention.
Accounting professionals with a Big-Four background are always in demand.
To hire and retain employees, public accounting frms are increasing salaries
and addressing work-life balance issues. Telecommuting options and additional
vacation time are common perks as a result.
Desirable credentials
Employers value the following designations
because they demonstrate a candidate’s
skills or knowledge in a particular
discipline:
• CPA (certifed public accountant) —
still the most sought-after designation
for accounting and fnance roles
• MBA (master of business
administration) — for senior-level
fnance and analytical roles
• CFA (chartered fnancial analyst)
• CGMA (chartered global management
accountant)
• CIA (certifed internal auditor)
• CISA (certifed information systems
auditor)
• CMA (certifed management accountant)
• CPP (certifed payroll professional)
• PMP (project management professional)
8 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
FINANCIAL SERVICES TRENDS
The fnancial services sector has
undergone a transformation in its
accountability and transparency to
investors, governments and the
population at large. The more
complex regulatory environment
means businesses must balance
revenue-generating activities with
the need to meet regulatory
directives, implement new capital
structures and manage institutional
risk. This transformation has fueled the demand for anti-money laundering and
know-your-customer professionals, internal auditors, and risk analysts.
Regulatory complexity has necessitated increased workloads and additional
spending, as well as the introduction of integrated governance, risk and compliance
programs. Businesses are challenged in fnding the skilled professionals they need.
Private equity and hedge fund management frms are hiring. In addition to risk
and compliance roles, asset management frms need senior-level talent to help
steer portfolio companies. Hedge fund frms seek trade support and middle-
offce professionals to handle increased business activity. These organizations
also need individuals with expertise in accounting and fnance for fund
accounting, taxation, and investment and valuation analyses.
The improved environment and renewed M&A activity have kept hiring steady
within investment banking — and not just on Wall Street. A furry of deals has
taken place in the commercial and regional banking sector. Banks are either
staying small or increasing their assets well beyond $10 billion to absorb the
costs of regulatory and capital planning requirements triggered at this level.
Salaries are rising, particularly in risk and compliance, and many frms are
offering sign-on bonuses and other incentives.
9 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
For the latest on provisions of the ACA, download a free
copy of Robert Half’s What Every Business Needs to Know
About the Patient Protection and Affordable Care Act at
roberthalf.com/affordable-care-act.
DEMAND GROWS FOR FINANCIAL STAFF IN HEALTHCARE
The provisions of the ACA will continue to affect businesses and the
need for fnance and accounting staff in 2015. The law is complex, and
fnancial professionals are needed to help employers understand and
comply with its new tax provisions, coverage mandates, information-
reporting requirements and other stipulations.
Also driving a need for additional staff in 2015 at healthcare
organizations is the postponement of the 10th revision of the World
Health Organization’s International Classifcation of Diseases (ICD-10).
In March 2014, Congress delayed the original deadline for conversion
until 2015, making this a big focus throughout the year.
In addition, continued consolidation of nonproft and for-proft hospital
operators will boost demand for accountants who can offer expertise on
partnership creation, fnancial processes integration, cost accounting
and access to capital these mergers require. The transition to electronic
medical records and the increase in technical systems upgrades
have given healthcare organizations large amounts of data. Business
intelligence analysts are needed to turn this data into strategic guidance.
The aging baby boomer demographic with its greater life expectancy
is prompting organizations to add accountants skilled in creating
fnancial plans to help clients prepare for future ongoing healthcare
costs. The increasing number of patients with health insurance will
further drive the need for fnance managers, revenue cycle professionals
and compliance specialists.
9 ROBERT HALF • 2015 SALARY GUIDE
10 ROBERT HALF • 2015 SALARY GUIDE
Accounting and Finance Salaries
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Chief Financial Officer
a
– Company Sales in Millions
$500+ $ 284,000 - $ 449,000 $ 291,250 - $ 465,750 3.3%
$250 to $500 $ 199,000 - $ 297,500 $ 207,000 - $ 306,500 3.4%
$100 to $250 $ 142,000 - $ 204,000 $ 148,750 - $ 208,750 3.3%
$50 to $100 $ 116,500 - $ 167,000 $ 121,750 - $ 171,000 3.3%
To $50 $ 101,000 - $ 148,000 $ 105,250 - $ 151,750 3.2%
(The above category assumes there is a corporate controller who reports to the CFO.)
Treasurer
a
– Company Sales in Millions
$500+ $ 283,000 - $ 437,750 $ 291,000 - $ 453,750 3.3%
$250 to $500 $ 197,750 - $ 291,500 $ 204,500 - $ 301,750 3.5%
$100 to $250 $ 135,000 - $ 197,500 $ 140,250 - $ 203,750 3.5%
$50 to $100 $ 114,750 - $ 160,750 $ 119,250 - $ 165,250 3.3%
To $50 $ 100,750 - $ 137,250 $ 103,250 - $ 141,750 2.9%
Vice President of Finance
a
– Company Sales in Millions
$500+ $ 225,000 - $ 364,000 $ 231,750 - $ 375,750 3.1%
$250 to $500 $ 182,750 - $ 277,000 $ 188,750 - $ 285,500 3.2%
$100 to $250 $ 141,000 - $ 199,000 $ 146,000 - $ 204,750 3.2%
$50 to $100 $ 115,250 - $ 160,750 $ 119,000 - $ 165,750 3.2%
To $50 $ 92,500 - $ 130,000 $ 96,250 - $ 133,250 3.1%
Director of Finance
a
– Company Sales in Millions
$500+ $ 153,750 - $ 229,500 $ 159,250 - $ 236,500 3.3%
$250 to $500 $ 131,750 - $ 194,250 $ 138,250 - $ 198,500 3.3%
$100 to $250 $ 113,000 - $ 159,000 $ 117,500 - $ 163,500 3.3%
$50 to $100 $ 104,000 - $ 140,250 $ 108,500 - $ 143,500 3.2%
To $50 $ 93,000 - $ 122,750 $ 97,250 - $ 125,500 3.2%
Director of Accounting – Company Sales in Millions
$500+ $ 145,000 - $ 205,250 $ 152,500 - $ 209,000 3.2%
$250 to $500 $ 129,750 - $ 179,250 $ 134,500 - $ 184,500 3.2%
$100 to $250 $ 108,750 - $ 143,750 $ 112,000 - $ 148,500 3.2%
$50 to $100 $ 95,750 - $ 128,750 $ 99,250 - $ 132,250 3.1%
To $50 $ 82,500 - $ 113,750 $ 85,500 - $ 116,750 3.1%
a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the
salary ranges listed above. Advanced degrees or professional certifications also are assumed at this level.
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
The figures listed on Pages 10-24 are average national starting salaries. To calculate the appropriate salary range for
your market, please refer to the local variance information beginning on Page 25.
11 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Director of Financial Reporting – Company Sales in Millions
$500+ $ 147,500 - $ 212,000 $ 154,000 - $ 217,500 3.3%
$250 to $500 $ 137,250 - $ 183,000 $ 142,750 - $ 188,000 3.3%
$100 to $250 $ 123,750 - $ 164,750 $ 128,250 - $ 169,750 3.3%
$50 to $100 $ 109,000 - $ 146,250 $ 111,750 - $ 151,750 3.2%
To $50 $ 95,500 - $ 126,500 $ 99,750 - $ 129,250 3.2%
Corporate Controller
a
– Company Sales in Millions
$500+ $ 152,750 - $ 216,000 $ 159,000 - $ 224,750 4.1%
$250 to $500 $ 135,500 - $ 183,750 $ 140,000 - $ 192,000 4.0%
$100 to $250 $ 118,250 - $ 156,000 $ 123,500 - $ 161,250 3.8%
$50 to $100 $ 102,000 - $ 136,000 $ 105,000 - $ 141,250 3.5%
To $50 $ 89,000 - $ 119,000 $ 92,000 - $ 123,000 3.4%
Controller
a
– Company Sales in Millions
$500+ $ 145,750 - $ 201,500 $ 153,000 - $ 209,000 4.2%
$250 to $500 $ 123,500 - $ 165,750 $ 129,500 - $ 172,250 4.3%
$100 to $250 $ 103,250 - $ 142,750 $ 108,250 - $ 148,250 4.3%
$50 to $100 $ 85,000 - $ 122,000 $ 90,000 - $ 124,750 3.7%
To $50 $ 74,500 - $ 104,500 $ 79,250 - $ 106,000 3.5%
Divisional Controller
a
– Company Sales in Millions
$500+ $ 135,500 - $ 188,000 $ 141,750 - $ 194,500 3.9%
$250 to $500 $ 123,750 - $ 166,000 $ 129,000 - $ 171,750 3.8%
$100 to $250 $ 108,500 - $ 145,250 $ 112,500 - $ 151,000 3.8%
$50 to $100 $ 97,500 - $ 126,750 $ 101,500 - $ 130,500 3.5%
To $50 $ 85,250 - $ 115,000 $ 89,500 - $ 117,750 3.5%
Assistant Controller
a
– Company Sales in Millions
$500+ $ 113,500 - $ 154,000 $ 118,500 - $ 160,000 4.1%
$250 to $500 $ 102,000 - $ 135,000 $ 107,000 - $ 139,500 4.0%
$100 to $250 $ 85,000 - $ 111,500 $ 89,000 - $ 115,500 4.1%
$50 to $100 $ 72,750 - $ 96,250 $ 75,250 - $ 99,500 3.4%
To $50 $ 60,500 - $ 85,500 $ 63,500 - $ 87,750 3.6%
Assistant Treasurer – Company Sales in Millions
$500+ $ 109,500 - $ 153,500 $ 114,000 - $ 159,000 3.8%
$250 to $500 $ 99,750 - $ 132,250 $ 104,000 - $ 137,000 3.9%
$100 to $250 $ 84,500 - $ 111,000 $ 89,000 - $ 113,750 3.7%
$50 to $100 $ 71,000 - $ 96,000 $ 74,500 - $ 98,000 3.3%
To $50 $ 59,750 - $ 83,250 $ 62,500 - $ 85,000 3.1%
ACCOUNTI NG AND FI NANCE SALARI ES
a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the
salary ranges listed above. Advanced degrees or professional certifications also are assumed at this level.
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
12 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Tax Director
a
– Company Sales in Millions
$250+ $ 152,000 - $ 249,500 $ 158,500 - $ 257,750 3.7%
$100 to $250 $ 110,500 - $ 169,750 $ 114,500 - $ 176,250 3.7%
Tax Manager – Company Sales in Millions
$250+ $ 106,750 - $ 154,000 $ 112,000 - $ 158,250 3.6%
$50 to $250 $ 85,000 - $ 120,000 $ 88,000 - $ 124,750 3.8%
(The title above is a senior management position. The tax manager titles on Page 14 are line-manager positions.)
Compliance – Large Companies
b
Chief Compliance Offcer $ 162,250 - $ 232,000 $ 169,500 - $ 240,750 4.1%
Compliance Director $ 134,500 - $ 184,500 $ 140,000 - $ 191,750 4.0%
Compliance Offcer $ 106,000 - $ 143,750 $ 109,500 - $ 150,000 3.9%
Senior Compliance Analyst $ 82,000 - $ 108,250 $ 86,000 - $ 112,000 4.1%
Compliance Analyst $ 64,250 - $ 86,250 $ 67,500 - $ 89,000 4.0%
Compliance – Midsize Companies
b
Chief Compliance Offcer $ 136,500 - $ 189,250 $ 141,750 - $ 197,000 4.0%
Compliance Director $ 116,500 - $ 155,500 $ 120,500 - $ 162,250 4.0%
Compliance Offcer $ 96,250 - $ 127,250 $ 99,750 - $ 132,750 4.0%
Senior Compliance Analyst $ 73,750 - $ 99,000 $ 76,000 - $ 103,750 4.1%
Compliance Analyst $ 60,750 - $ 80,250 $ 62,500 - $ 84,000 3.9%
Compliance – Small Companies
b
Chief Compliance Offcer $ 112,000 - $ 150,250 $ 116,500 - $ 156,000 3.9%
Compliance Director $ 95,500 - $ 128,000 $ 99,000 - $ 133,250 3.9%
Compliance Offcer $ 79,000 - $ 104,750 $ 82,500 - $ 108,500 3.9%
Senior Compliance Analyst $ 64,500 - $ 86,000 $ 67,500 - $ 89,000 4.0%
Compliance Analyst $ 51,750 - $ 69,750 $ 54,750 - $ 71,500 3.9%
Chief Audit Executive/Vice President, Internal Audit/Internal Audit Director –
Company Sales in Millions
$500+ $ 167,500 - $ 257,500 $ 174,750 - $ 266,500 3.8%
$250 to $500 $ 131,750 - $ 191,000 $ 137,250 - $ 198,000 3.9%
$100 to $250 $ 109,000 - $ 152,000 $ 113,500 - $ 157,500 3.8%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
a. Bonuses and incentives reflect an increasingly large
part of overall pay at this level and are not included in
the salary ranges listed above. Advanced degrees or
professional certifications also are assumed at this level.
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
13 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Internal Auditor – Large Companies
b
Manager $ 96,500 - $ 138,000 $ 100,000 - $ 144,250 4.2%
Senior $ 76,500 - $ 102,500 $ 80,000 - $ 106,250 4.1%
1 to 3 Years $ 59,000 - $ 80,250 $ 61,500 - $ 83,250 3.9%
Up to 1 Year $ 50,000 - $ 62,000 $ 52,000 - $ 64,250 3.8%
Internal Auditor – Midsize Companies
b
Manager $ 84,250 - $ 116,000 $ 87,500 - $ 121,250 4.2%
Senior $ 71,500 - $ 90,250 $ 74,000 - $ 94,250 4.0%
1 to 3 Years $ 55,000 - $ 75,250 $ 57,500 - $ 77,750 3.8%
Up to 1 Year $ 47,500 - $ 60,500 $ 49,500 - $ 62,750 3.9%
IT Auditor – Large Companies
b
Manager $ 105,500 - $ 152,500 $ 110,000 - $ 158,500 4.1%
Senior $ 91,000 - $ 120,750 $ 94,750 - $ 125,500 4.0%
1 to 3 Years $ 68,000 - $ 93,250 $ 71,000 - $ 96,250 3.7%
Up to 1 Year $ 57,500 - $ 72,750 $ 59,750 - $ 75,500 3.8%
IT Auditor – Midsize Companies
b
Manager $ 97,750 - $ 136,000 $ 101,750 - $ 141,000 3.9%
Senior $ 82,750 - $ 104,750 $ 86,000 - $ 108,750 3.9%
1 to 3 Years $ 64,500 - $ 85,500 $ 67,000 - $ 88,250 3.5%
Up to 1 Year $ 52,500 - $ 68,500 $ 54,500 - $ 70,750 3.5%
Financial Reporting – Large Companies
b
Manager $ 103,750 - $ 142,250 $ 108,000 - $ 147,250 3.8%
Senior $ 82,500 - $ 104,250 $ 86,500 - $ 107,000 3.6%
1 to 3 Years $ 62,750 - $ 80,250 $ 65,250 - $ 82,500 3.3%
Up to 1 Year $ 50,250 - $ 62,750 $ 52,500 - $ 64,250 3.3%
Financial Reporting – Midsize Companies
b
Manager $ 93,250 - $ 123,500 $ 97,250 - $ 127,500 3.7%
Senior $ 74,500 - $ 94,750 $ 77,000 - $ 98,500 3.7%
1 to 3 Years $ 59,750 - $ 73,750 $ 62,500 - $ 75,500 3.4%
Up to 1 Year $ 47,500 - $ 59,500 $ 50,250 - $ 60,250 3.3%
Financial Reporting – Small Companies
b
Manager $ 85,500 - $ 106,500 $ 88,000 - $ 111,250 3.8%
Senior $ 70,500 - $ 85,000 $ 72,500 - $ 88,500 3.5%
1 to 3 Years $ 58,250 - $ 70,000 $ 59,750 - $ 73,000 3.5%
Up to 1 Year $ 49,250 - $ 58,250 $ 50,500 - $ 60,500 3.3%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
14 ROBERT HALF • 2015 SALARY GUIDE
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
General Accountant – Large Companies
b
Manager $ 80,750 - $ 113,750 $ 84,500 - $ 118,000 4.1%
Senior $ 65,250 - $ 85,250 $ 68,750 - $ 87,750 4.0%
1 to 3 Years $ 51,500 - $ 67,250 $ 53,750 - $ 69,500 3.8%
Up to 1 Year $ 43,250 - $ 53,500 $ 45,250 - $ 55,250 3.9%
General Accountant – Midsize Companies
b
Manager $ 70,750 - $ 94,500 $ 74,500 - $ 97,500 4.1%
Senior $ 58,750 - $ 77,000 $ 61,250 - $ 79,750 3.9%
1 to 3 Years $ 47,500 - $ 62,750 $ 49,250 - $ 65,250 3.9%
Up to 1 Year $ 40,000 - $ 51,500 $ 42,750 - $ 52,250 3.8%
General Accountant – Small Companies
b
Manager $ 63,750 - $ 86,000 $ 67,000 - $ 88,750 4.0%
Senior $ 54,000 - $ 68,750 $ 57,500 - $ 70,000 3.9%
1 to 3 Years $ 42,750 - $ 57,750 $ 45,500 - $ 59,000 4.0%
Up to 1 Year $ 38,000 - $ 46,500 $ 40,500 - $ 47,250 3.8%
Cost Accountant – Large Companies
b
Manager $ 82,500 - $ 113,000 $ 86,500 - $ 116,500 3.8%
Senior $ 66,750 - $ 88,500 $ 69,750 - $ 91,500 3.9%
1 to 3 Years $ 52,500 - $ 68,750 $ 54,750 - $ 71,000 3.7%
Up to 1 Year $ 44,500 - $ 56,250 $ 46,750 - $ 57,750 3.7%
Cost Accountant – Midsize Companies
b
Manager $ 73,250 - $ 97,500 $ 77,250 - $ 100,000 3.8%
Senior $ 60,500 - $ 78,750 $ 64,000 - $ 80,500 3.8%
1 to 3 Years $ 48,500 - $ 65,000 $ 51,000 - $ 66,750 3.7%
Up to 1 Year $ 43,000 - $ 53,000 $ 44,750 - $ 54,750 3.6%
Tax Accountant – Large Companies
b
Manager $ 88,250 - $ 125,250 $ 92,500 - $ 129,250 3.9%
Senior $ 72,500 - $ 93,000 $ 76,000 - $ 96,000 3.9%
1 to 3 Years $ 53,750 - $ 73,000 $ 56,000 - $ 75,500 3.7%
Up to 1 Year $ 45,500 - $ 58,250 $ 47,500 - $ 60,000 3.6%
Tax Accountant – Midsize Companies
b
Manager $ 76,000 - $ 105,500 $ 80,000 - $ 108,500 3.9%
Senior $ 61,000 - $ 83,250 $ 64,000 - $ 85,750 3.8%
1 to 3 Years $ 50,750 - $ 67,250 $ 53,000 - $ 69,500 3.8%
Up to 1 Year $ 44,000 - $ 55,750 $ 46,000 - $ 57,500 3.8%
15 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Financial Analyst – Large Companies
b
Manager $ 90,000 - $ 125,000 $ 94,750 - $ 129,750 4.4%
Senior $ 74,000 - $ 97,000 $ 77,750 - $ 100,750 4.4%
1 to 3 Years $ 56,000 - $ 75,500 $ 58,500 - $ 78,750 4.4%
Up to 1 Year $ 45,250 - $ 59,000 $ 47,500 - $ 61,250 4.3%
Financial Analyst – Midsize Companies
b
Manager $ 79,750 - $ 108,000 $ 83,500 - $ 112,500 4.4%
Senior $ 66,750 - $ 88,500 $ 70,000 - $ 91,750 4.2%
1 to 3 Years $ 52,500 - $ 70,000 $ 55,250 - $ 72,500 4.3%
Up to 1 Year $ 44,000 - $ 54,250 $ 46,000 - $ 56,250 4.1%
Financial Analyst – Small Companies
b
Manager $ 70,000 - $ 91,000 $ 73,500 - $ 94,500 4.3%
Senior $ 57,750 - $ 76,000 $ 60,000 - $ 79,500 4.3%
1 to 3 Years $ 47,250 - $ 62,250 $ 49,250 - $ 65,000 4.3%
Up to 1 Year $ 41,250 - $ 49,500 $ 43,250 - $ 51,250 4.1%
Budget Analyst – Large Companies
b
Manager $ 86,000 - $ 121,000 $ 90,000 - $ 125,500 4.1%
Senior $ 71,000 - $ 93,500 $ 74,500 - $ 96,750 4.1%
1 to 3 Years $ 53,500 - $ 74,250 $ 56,000 - $ 77,000 4.1%
Up to 1 Year $ 44,000 - $ 57,750 $ 46,250 - $ 59,500 3.9%
Budget Analyst – Midsize Companies
b
Manager $ 78,500 - $ 104,750 $ 82,250 - $ 108,500 4.1%
Senior $ 65,500 - $ 85,250 $ 68,500 - $ 88,500 4.1%
1 to 3 Years $ 51,000 - $ 69,000 $ 53,000 - $ 71,750 4.0%
Up to 1 Year $ 42,500 - $ 53,500 $ 44,250 - $ 55,500 3.9%
Budget Analyst – Small Companies
b
Manager $ 66,000 - $ 89,000 $ 68,000 - $ 93,000 3.9%
Senior $ 55,500 - $ 73,750 $ 57,750 - $ 76,500 3.9%
1 to 3 Years $ 45,500 - $ 61,000 $ 47,000 - $ 63,500 3.8%
Up to 1 Year $ 39,000 - $ 49,250 $ 40,500 - $ 51,000 3.7%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
16 ROBERT HALF • 2015 SALARY GUIDE
ACCOUNTI NG AND FI NANCE SALARI ES
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Treasury Analyst – Large Companies
b
Manager $ 86,750 - $ 122,000 $ 89,500 - $ 127,000 3.7%
Senior $ 72,000 - $ 93,500 $ 74,500 - $ 97,000 3.6%
1 to 3 Years $ 54,250 - $ 73,500 $ 56,500 - $ 76,000 3.7%
Up to 1 Year $ 43,750 - $ 57,250 $ 45,500 - $ 59,250 3.7%
Treasury Analyst – Midsize Companies
b
Manager $ 78,250 - $ 104,000 $ 81,500 - $ 107,000 3.4%
Senior $ 65,000 - $ 85,000 $ 67,500 - $ 87,500 3.3%
1 to 3 Years $ 51,250 - $ 67,000 $ 53,500 - $ 69,000 3.6%
Up to 1 Year $ 41,500 - $ 54,000 $ 43,250 - $ 55,500 3.4%
Treasury Analyst – Small Companies
b
Manager $ 66,750 - $ 89,250 $ 69,250 - $ 92,250 3.5%
Senior $ 56,000 - $ 73,250 $ 58,500 - $ 75,000 3.3%
1 to 3 Years $ 45,750 - $ 61,250 $ 48,000 - $ 62,500 3.3%
Up to 1 Year $ 39,250 - $ 48,750 $ 40,750 - $ 50,250 3.4%
Cost Analyst – Large Companies
b
Manager $ 86,250 - $ 121,250 $ 90,000 - $ 124,750 3.5%
Senior $ 71,500 - $ 93,250 $ 74,500 - $ 96,000 3.5%
1 to 3 Years $ 55,000 - $ 73,750 $ 57,500 - $ 75,500 3.3%
Up to 1 Year $ 44,750 - $ 57,000 $ 47,250 - $ 58,000 3.4%
Cost Analyst – Midsize Companies
b
Manager $ 77,750 - $ 103,750 $ 80,750 - $ 107,000 3.4%
Senior $ 64,750 - $ 84,750 $ 67,000 - $ 87,500 3.3%
1 to 3 Years $ 50,000 - $ 68,250 $ 52,000 - $ 70,250 3.4%
Up to 1 Year $ 42,250 - $ 53,250 $ 44,250 - $ 54,500 3.4%
Cost Analyst – Small Companies
b
Manager $ 67,000 - $ 89,500 $ 70,000 - $ 92,000 3.5%
Senior $ 56,250 - $ 73,250 $ 57,500 - $ 76,500 3.5%
1 to 3 Years $ 45,500 - $ 60,750 $ 47,500 - $ 62,500 3.5%
Up to 1 Year $ 39,000 - $ 49,000 $ 41,000 - $ 50,000 3.4%
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
17 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Business Analyst – Large Companies
b
Manager $ 86,000 - $ 119,000 $ 90,250 - $ 123,750 4.4%
Senior $ 73,750 - $ 97,250 $ 78,000 - $ 100,500 4.4%
1 to 3 Years $ 56,500 - $ 78,750 $ 59,500 - $ 81,500 4.3%
Up to 1 Year $ 47,250 - $ 62,000 $ 50,000 - $ 63,750 4.1%
Business Analyst – Midsize Companies
b
Manager $ 86,250 - $ 117,000 $ 89,750 - $ 122,500 4.4%
Senior $ 73,500 - $ 96,500 $ 77,500 - $ 99,500 4.1%
1 to 3 Years $ 56,750 - $ 77,000 $ 59,000 - $ 80,500 4.3%
Up to 1 Year $ 46,750 - $ 62,250 $ 49,750 - $ 63,750 4.1%
Business Intelligence Analyst – Large Companies
b
Manager $ 103,000 - $ 131,000 $ 107,750 - $ 136,000 4.2%
Senior $ 88,000 - $ 107,500 $ 93,750 - $ 110,000 4.2%
1 to 3 Years $ 74,000 - $ 90,500 $ 77,500 - $ 93,750 4.1%
Up to 1 Year $ 64,000 - $ 76,250 $ 67,250 - $ 78,750 4.1%
Business Intelligence Analyst – Midsize Companies
b
Manager $ 101,500 - $ 122,750 $ 105,750 - $ 127,750 4.1%
Senior $ 87,500 - $ 104,750 $ 91,750 - $ 108,500 4.2%
1 to 3 Years $ 73,500 - $ 89,250 $ 77,250 - $ 92,000 4.0%
Up to 1 Year $ 63,250 - $ 74,500 $ 66,250 - $ 77,000 4.0%
Business Systems Analyst – Large Companies
b
Manager $ 93,500 - $ 118,250 $ 97,250 - $ 123,500 4.3%
Senior $ 77,750 - $ 95,250 $ 81,000 - $ 99,250 4.2%
1 to 3 Years $ 62,500 - $ 77,000 $ 65,250 - $ 80,250 4.3%
Up to 1 Year $ 51,250 - $ 63,000 $ 53,750 - $ 65,250 4.2%
Business Systems Analyst – Midsize Companies
b
Manager $ 87,000 - $ 110,250 $ 90,750 - $ 114,750 4.2%
Senior $ 72,000 - $ 88,500 $ 75,000 - $ 92,250 4.2%
1 to 3 Years $ 58,250 - $ 72,000 $ 60,750 - $ 74,750 4.0%
Up to 1 Year $ 48,000 - $ 59,000 $ 50,500 - $ 61,000 4.2%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
18 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Forensic Accountant – All Companies
Forensic Accountant $ 68,500 - $ 108,000 $ 71,500 - $ 111,500 3.7%
Operational Support: Credit & Collections – Large Companies
b
Credit Manager/Supervisor $ 70,250 - $ 103,000 $ 73,000 - $ 106,250 3.5%
Assistant Credit Manager $ 55,250 - $ 76,750 $ 57,500 - $ 79,000 3.4%
Credit/Collections Analyst $ 44,000 - $ 61,000 $ 45,750 - $ 62,750 3.3%
Credit/Collections Clerk $ 35,750 - $ 46,750 $ 36,750 - $ 48,500 3.3%
Operational Support: Credit & Collections – Midsize Companies
b
Credit Manager/Supervisor $ 55,750 - $ 79,250 $ 57,000 - $ 82,500 3.3%
Assistant Credit Manager $ 45,000 - $ 61,250 $ 46,750 - $ 63,000 3.3%
Credit/Collections Clerk $ 32,000 - $ 43,750 $ 33,000 - $ 45,000 3.0%
Operational Support: Credit & Collections – Small Companies
b
Credit Manager/Supervisor $ 46,750 - $ 66,000 $ 48,000 - $ 68,250 3.1%
Assistant Credit Manager $ 39,750 - $ 52,750 $ 41,250 - $ 54,250 3.2%
Credit/Collections Clerk $ 31,000 - $ 40,500 $ 32,500 - $ 41,250 3.1%
Operational Support: Bookkeepers – All Companies
Full Charge (Financial Statements) $ 44,750 - $ 61,250 $ 46,750 - $ 62,750 3.3%
Full Charge (General Ledger) $ 41,250 - $ 54,000 $ 43,000 - $ 55,500 3.4%
Bookkeeper $ 35,750 - $ 46,750 $ 38,000 - $ 47,250 3.3%
Accounting Clerk $ 30,750 - $ 40,250 $ 31,750 - $ 41,500 3.2%
Operational Support: Payroll & Other – Large Companies
b
AR/AP
c
Manager $ 52,000 - $ 79,500 $ 53,000 - $ 83,000 3.4%
AR/AP
c
Clerk $ 33,250 - $ 45,750 $ 34,500 - $ 47,250 3.5%
Billing Manager/Supervisor $ 48,000 - $ 68,000 $ 49,250 - $ 70,500 3.2%
Billing Clerk $ 32,000 - $ 43,500 $ 33,500 - $ 44,500 3.3%
Payroll Manager/Supervisor $ 55,500 - $ 88,500 $ 58,000 - $ 91,500 3.8%
Payroll Coordinator/Administrator $ 40,750 - $ 56,250 $ 42,500 - $ 57,750 3.4%
Payroll Clerk $ 34,250 - $ 45,250 $ 35,750 - $ 46,500 3.5%
Purchasing Manager $ 50,000 - $ 77,750 $ 52,750 - $ 79,250 3.3%
Inventory Analyst $ 40,000 - $ 53,000 $ 40,500 - $ 55,250 3.0%
Inventory Clerk $ 32,500 - $ 41,250 $ 33,750 - $ 42,250 3.1%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
c. AR/AP = Accounts Receivable/Accounts Payable
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
19 ROBERT HALF • 2015 SALARY GUIDE
ACCOUNTI NG AND FI NANCE SALARI ES
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Operational Support: Payroll & Other – Midsize Companies
b
AR/AP
c
Manager $ 47,000 - $ 65,250 $ 48,500 - $ 67,500 3.3%
AR/AP
c
Clerk $ 32,750 - $ 43,500 $ 34,750 - $ 44,000 3.3%
Billing Manager/Supervisor $ 44,500 - $ 59,500 $ 46,500 - $ 61,250 3.6%
Billing Clerk $ 31,000 - $ 41,500 $ 32,000 - $ 43,000 3.4%
Payroll Manager/Supervisor $ 47,750 - $ 68,500 $ 48,500 - $ 72,000 3.7%
Payroll Clerk $ 32,500 - $ 44,750 $ 34,000 - $ 46,000 3.6%
Purchasing Manager $ 46,750 - $ 64,500 $ 47,750 - $ 67,000 3.1%
Inventory Clerk $ 30,250 - $ 40,500 $ 31,750 - $ 41,250 3.2%
Operational Support: Payroll & Other – Small Companies
b
AR/AP
c
Manager $ 40,250 - $ 56,250 $ 41,750 - $ 58,000 3.4%
AR/AP
c
Clerk $ 30,250 - $ 40,250 $ 31,750 - $ 41,000 3.2%
Payroll Manager/Supervisor $ 40,750 - $ 55,750 $ 41,250 - $ 58,750 3.6%
Payroll Clerk $ 30,500 - $ 39,750 $ 31,750 - $ 40,750 3.2%
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
c. AR/AP = Accounts Receivable/Accounts Payable
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
HEALTHCARE
Title 2014 2015
%
Change
All Companies
Medical Billing Manager/Supervisor $ 52,000 - $ 72,250 $ 53,750 - $ 75,750 4.2%
Medical Biller $ 36,000 - $ 48,000 $ 37,500 - $ 50,000 4.2%
Billing Support Specialist $ 30,500 - $ 38,250 $ 31,750 - $ 39,750 4.0%
Medical Collections Manager/
Supervisor
$ 53,250 - $ 74,750 $ 55,500 - $ 77,750 4.1%
Medical Collections Specialist $ 37,000 - $ 48,250 $ 38,500 - $ 50,250 4.1%
Third-Party Biller $ 39,250 - $ 50,500 $ 41,000 - $ 52,000 3.6%
Payment Poster $ 34,500 - $ 42,750 $ 36,000 - $ 44,500 4.2%
Charge Entry Clerk $ 33,250 - $ 41,250 $ 34,750 - $ 42,500 3.7%
Patient Financial Counselor $ 39,500 - $ 51,500 $ 41,000 - $ 53,500 3.8%
Patient Accountant $ 36,500 - $ 50,250 $ 37,500 - $ 52,500 3.7%
Claims Examiner/Analyst $ 41,000 - $ 51,750 $ 43,000 - $ 53,500 4.0%
Healthcare Claims Processor $ 36,500 - $ 47,250 $ 38,000 - $ 49,000 3.9%
We’ve added the following new positions which are unique to frms within healthcare. You’ll
fnd additional analysis on employment trends within the healthcare sector on Page 9.
20 ROBERT HALF • 2015 SALARY GUIDE
PUBLIC ACCOUNTING
Title/Experience 2014 2015
%
Change
Tax Services – Large Firms
d, e
Senior Manager/Director
a
$ 115,000 - $ 190,750 $ 119,000 - $ 198,000 3.7%
Manager
a
$ 92,750 - $ 134,000 $ 96,000 - $ 139,000 3.6%
Senior $ 76,250 - $ 101,750 $ 78,500 - $ 106,500 3.9%
1 to 3 Years $ 61,500 - $ 80,750 $ 63,250 - $ 83,250 3.0%
Up to 1 Year $ 54,250 - $ 67,750 $ 55,750 - $ 69,750 2.9%
Tax Services – Midsize Firms
d, e
Senior Manager/Director
a
$ 104,000 - $ 161,500 $ 107,750 - $ 167,500 3.7%
Manager
a
$ 86,750 - $ 117,250 $ 88,750 - $ 123,250 3.9%
Senior $ 68,750 - $ 91,750 $ 70,500 - $ 96,000 3.7%
1 to 3 Years $ 55,500 - $ 72,750 $ 56,500 - $ 75,500 2.9%
Up to 1 Year $ 48,000 - $ 60,500 $ 49,250 - $ 62,500 3.0%
Tax Services – Small Firms
d, e
Senior Manager/Director
a
$ 92,500 - $ 131,250 $ 95,500 - $ 136,500 3.7%
Manager
a
$ 77,000 - $ 101,750 $ 79,500 - $ 105,250 3.4%
Senior $ 61,250 - $ 79,500 $ 63,750 - $ 81,500 3.2%
1 to 3 Years $ 50,500 - $ 64,750 $ 51,500 - $ 67,750 3.5%
Up to 1 Year $ 44,500 - $ 55,750 $ 46,500 - $ 56,500 2.7%
Audit/Assurance Services – Large Firms
d, e
Senior Manager/Director
a
$ 114,250 - $ 184,750 $ 118,500 - $ 191,750 3.8%
Manager
a
$ 94,000 - $ 130,250 $ 97,250 - $ 135,500 3.8%
Senior $ 75,500 - $ 98,500 $ 78,250 - $ 101,250 3.2%
1 to 3 Years $ 62,750 - $ 79,000 $ 63,750 - $ 82,000 2.8%
Up to 1 Year $ 54,250 - $ 66,250 $ 56,000 - $ 68,000 2.9%
Audit/Assurance Services – Midsize Firms
d, e
Senior Manager/Director
a
$ 102,500 - $ 159,250 $ 106,000 - $ 164,750 3.4%
Manager
a
$ 85,500 - $ 115,500 $ 88,250 - $ 119,000 3.1%
Senior $ 68,750 - $ 90,000 $ 71,000 - $ 92,750 3.1%
1 to 3 Years $ 55,500 - $ 72,250 $ 56,750 - $ 74,750 2.9%
Up to 1 Year $ 48,000 - $ 60,250 $ 49,500 - $ 61,750 2.8%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
a. Bonuses and incentives reflect an increasingly large
part of overall pay at this level and are not included in
the salary ranges listed above. Advanced degrees or
professional certifications also are assumed at this level.
d. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
e. Salary does not reflect overtime or bonuses, which are
significant portions of compensation for these positions.
21 ROBERT HALF • 2015 SALARY GUIDE
PUBLIC ACCOUNTING
Title/Experience 2014 2015
%
Change
Audit/Assurance Services – Small Firms
d, e
Senior Manager/Director
a
$ 91,250 - $ 129,500 $ 94,250 - $ 134,500 3.6%
Manager
a
$ 77,250 - $ 99,250 $ 79,500 - $ 103,500 3.7%
Senior $ 60,000 - $ 80,000 $ 62,500 - $ 81,750 3.0%
1 to 3 Years $ 50,750 - $ 64,750 $ 52,000 - $ 66,750 2.8%
Up to 1 Year $ 44,500 - $ 55,000 $ 45,750 - $ 56,500 2.8%
Management Services – Large Firms
d, e
Senior Manager/Director
a
$ 115,500 - $ 187,750 $ 118,250 - $ 195,250 3.4%
Manager
a
$ 93,750 - $ 130,500 $ 96,000 - $ 137,000 3.9%
Senior $ 75,750 - $ 100,500 $ 77,500 - $ 104,500 3.3%
1 to 3 Years $ 63,750 - $ 80,000 $ 65,750 - $ 82,500 3.1%
Up to 1 Year $ 54,000 - $ 68,500 $ 54,750 - $ 71,250 2.9%
Management Services – Midsize Firms
d, e
Senior Manager/Director
a
$ 102,000 - $ 158,500 $ 102,500 - $ 167,500 3.6%
Manager
a
$ 86,250 - $ 115,250 $ 88,750 - $ 119,500 3.3%
Senior $ 67,750 - $ 92,250 $ 70,000 - $ 95,250 3.3%
1 to 3 Years $ 56,750 - $ 71,750 $ 58,500 - $ 73,750 2.9%
Up to 1 Year $ 47,750 - $ 61,250 $ 48,750 - $ 63,250 2.8%
Management Services – Small Firms
d, e
Senior Manager/Director
a
$ 92,500 - $ 131,000 $ 95,250 - $ 136,250 3.6%
Manager
a
$ 77,000 - $ 100,250 $ 79,000 - $ 104,500 3.5%
Senior $ 61,000 - $ 80,000 $ 62,500 - $ 82,750 3.0%
1 to 3 Years $ 51,250 - $ 64,750 $ 53,000 - $ 66,250 2.8%
Up to 1 Year $ 45,500 - $ 56,250 $ 46,750 - $ 58,000 2.9%
Paraprofessional/Bookkeeper – All Firms
Paraprofessional/Bookkeeper $ 39,750 - $ 59,250 $ 40,750 - $ 61,250 3.0%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
a. Bonuses and incentives reflect an increasingly large
part of overall pay at this level and are not included in
the salary ranges listed above. Advanced degrees or
professional certifications also are assumed at this level.
d. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
e. Salary does not reflect overtime or bonuses, which are
significant portions of compensation for these positions.
22 ROBERT HALF • 2015 SALARY GUIDE
FINANCIAL SERVICES
Title/Experience 2014 2015
%
Change
Banking and Financial Markets
Managing Director/Partner –
Sell Side
$ 172,250 - $ 276,750 $ 175,250 - $ 284,750 2.4%
Vice President – Sell Side $ 129,750 - $ 191,750 $ 132,750 - $ 196,750 2.5%
Associate – Sell Side $ 80,750 - $ 108,250 $ 82,750 - $ 111,250 2.6%
Analyst – Sell Side $ 67,500 - $ 86,500 $ 68,750 - $ 89,250 2.6%
Managing Director/Partner – Buy Side $ 166,000 - $ 262,000 $ 170,000 - $ 268,500 2.5%
Vice President – Buy Side $ 127,750 - $ 183,250 $ 131,000 - $ 187,750 2.5%
Associate – Buy Side $ 75,500 - $ 101,750 $ 77,750 - $ 104,000 2.5%
Analyst – Buy Side $ 68,000 - $ 88,250 $ 69,750 - $ 90,500 2.6%
Business Development Offcer $ 90,750 - $ 148,000 $ 92,500 - $ 152,250 2.5%
Fund Manager $ 118,250 - $ 172,250 $ 122,000 - $ 178,500 3.4%
Portfolio Manager $ 107,000 - $ 151,500 $ 109,500 - $ 158,000 3.5%
Commercial Lender – 5+ Years $ 89,250 - $ 126,500 $ 91,000 - $ 130,750 2.8%
Commercial Lender – 3 to 5 Years $ 68,500 - $ 107,500 $ 70,000 - $ 110,750 2.7%
Commercial Lender – 1 to 3 Years $ 52,500 - $ 83,750 $ 54,000 - $ 86,000 2.8%
Private Banker – 5+ Years $ 79,250 - $ 112,250 $ 81,500 - $ 115,250 2.7%
Private Banker – 3 to 5 Years $ 61,250 - $ 82,000 $ 62,000 - $ 85,250 2.8%
Private Banker – 1 to 3 Years $ 49,500 - $ 67,500 $ 50,000 - $ 70,250 2.8%
Credit Analyst – 5+ Years $ 69,750 - $ 90,750 $ 71,500 - $ 95,750 4.2%
Credit Analyst – 3 to 5 Years $ 57,750 - $ 73,750 $ 59,500 - $ 76,750 3.6%
Credit Analyst – 1 to 3 Years $ 44,750 - $ 59,250 $ 45,500 - $ 62,250 3.6%
Wholesaler $ 56,750 - $ 77,250 $ 58,250 - $ 79,750 3.0%
Finance and Accounting
Chief Financial Offcer $ 149,500 - $ 265,000 $ 155,000 - $ 275,000 3.7%
Controller – Large Firms
f
$ 146,500 - $ 186,000 $ 151,500 - $ 193,000 3.6%
Controller – Midsize Firms
f
$ 102,500 - $ 154,000 $ 105,250 - $ 160,000 3.4%
Controller – Small Firms
f
$ 89,000 - $ 119,250 $ 92,000 - $ 123,500 3.5%
Accountant – 5+ Years $ 67,000 - $ 87,500 $ 70,500 - $ 89,000 3.2%
Accountant – 3 to 5 Years $ 56,250 - $ 72,250 $ 58,500 - $ 74,000 3.1%
Accountant – 1 to 3 Years $ 44,250 - $ 58,250 $ 46,000 - $ 59,750 3.2%
Product Controller – Manager $ 91,000 - $ 115,750 $ 94,000 - $ 118,500 2.8%
Product Controller – 3 to 5 Years $ 70,750 - $ 92,250 $ 72,250 - $ 95,500 2.9%
Product Controller – 1 to 3 Years $ 55,750 - $ 71,000 $ 57,000 - $ 73,250 2.8%
Financial Planning & Analysis –
Manager
$ 87,750 - $ 116,750 $ 90,000 - $ 120,500 2.9%
Financial Planning & Analysis –
3 to 5 Years
$ 66,500 - $ 84,750 $ 67,500 - $ 88,250 3.0%
Financial Planning & Analysis –
1 to 3 Years
$ 55,250 - $ 72,250 $ 56,250 - $ 75,000 2.9%
ACCOUNTI NG AND FI NANCE SALARI ES
f. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
23 ROBERT HALF • 2015 SALARY GUIDE
FINANCIAL SERVICES
Title/Experience 2014 2015
%
Change
Finance and Accounting (Cont.)
Hedge Fund Accountant – Manager $ 83,750 - $ 115,500 $ 85,750 - $ 119,250 2.9%
Hedge Fund Accountant – 3 to 5 Years $ 61,000 - $ 78,750 $ 62,500 - $ 81,500 3.0%
Hedge Fund Accountant – 1 to 3 Years $ 49,500 - $ 62,750 $ 51,000 - $ 64,750 3.1%
Mutual Fund Accountant – Manager $ 72,500 - $ 93,750 $ 74,750 - $ 96,250 2.9%
Mutual Fund Accountant – 3 to 5 Years $ 54,500 - $ 69,000 $ 55,500 - $ 71,500 2.8%
Mutual Fund Accountant – 1 to 3 Years $ 44,250 - $ 57,750 $ 45,500 - $ 59,500 2.9%
Internal Auditor – Manager $ 87,500 - $ 121,000 $ 91,000 - $ 126,000 4.1%
Internal Auditor – 3 to 5 Years $ 65,250 - $ 84,250 $ 67,000 - $ 88,750 4.2%
Internal Auditor – 1 to 3 Years $ 51,500 - $ 69,500 $ 53,000 - $ 73,000 4.1%
Regulatory Reporting – Manager $ 89,250 - $ 114,500 $ 92,000 - $ 118,500 3.3%
Regulatory Reporting – 3 to 5 Years $ 68,000 - $ 87,500 $ 70,250 - $ 90,500 3.4%
Regulatory Reporting – 1 to 3 Years $ 53,750 - $ 68,500 $ 54,750 - $ 71,500 3.3%
Financial Analyst $ 52,500 - $ 76,750 $ 54,500 - $ 80,250 4.3%
Tax Accountant $ 55,000 - $ 75,250 $ 57,250 - $ 78,000 3.8%
Risk and Compliance
Chief Risk Offcer $ 148,000 - $ 225,000 $ 152,250 - $ 234,000 3.6%
Market Risk Analyst – Manager $ 92,000 - $ 132,750 $ 95,250 - $ 137,500 3.6%
Market Risk Analyst – 3 to 5 Years $ 69,000 - $ 92,250 $ 72,000 - $ 95,000 3.6%
Credit Risk Analyst – Manager $ 90,000 - $ 116,250 $ 93,000 - $ 120,750 3.6%
Credit Risk Analyst – 3 to 5 Years $ 63,000 - $ 85,250 $ 64,500 - $ 89,250 3.7%
Operational Risk Analyst – Manager $ 88,500 - $ 112,250 $ 91,500 - $ 116,500 3.6%
Operational Risk Analyst –
3 to 5 Years
$ 64,500 - $ 83,500 $ 66,000 - $ 87,500 3.7%
Chief Compliance Offcer –
Large Firms
f
$ 154,500 - $ 229,500 $ 161,000 - $ 238,750 4.1%
Chief Compliance Offcer –
Midsize Firms
f
$ 126,000 - $ 176,000 $ 130,500 - $ 184,000 4.1%
Chief Compliance Offcer –
Small Firms
f
$ 106,500 - $ 138,000 $ 111,000 - $ 143,500 4.1%
Compliance Offcer – Large Firms
f
$ 98,500 - $ 131,500 $ 102,000 - $ 137,500 4.1%
Compliance Offcer – Midsize Firms
f
$ 86,000 - $ 118,500 $ 88,250 - $ 124,750 4.2%
Compliance Offcer – Small Firms
f
$ 72,000 - $ 97,000 $ 73,750 - $ 102,250 4.1%
Compliance Manager – Large Firms
f
$ 83,250 - $ 108,500 $ 86,250 - $ 113,250 4.0%
Compliance Manager – Midsize Firms
f
$ 73,750 - $ 98,000 $ 76,000 - $ 102,750 4.1%
Compliance Manager – Small Firms
f
$ 65,750 - $ 86,000 $ 68,500 - $ 89,250 4.0%
Compliance Analyst $ 52,750 - $ 79,750 $ 53,750 - $ 84,000 4.0%
Anti-Money Laundering Specialist $ 68,500 - $ 92,000 $ 71,500 - $ 95,500 4.0%
Fraud Investigator $ 66,250 - $ 88,000 $ 68,000 - $ 91,750 3.6%
Regulatory Affairs Specialist $ 64,250 - $ 91,000 $ 65,750 - $ 95,250 3.7%
ACCOUNTI NG AND FI NANCE SALARI ES
f. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
24 ROBERT HALF • 2015 SALARY GUIDE
FINANCIAL SERVICES
Title/Experience 2014 2015
%
Change
Operations
Director of Operations $ 93,500 - $ 133,000 $ 95,250 - $ 136,250 2.2%
Operations Manager $ 56,500 - $ 82,000 $ 57,500 - $ 84,250 2.3%
Banking Operations Specialist –
5+ Years
$ 57,750 - $ 74,000 $ 58,000 - $ 77,000 2.5%
Banking Operations Specialist –
3 to 5 Years
$ 48,500 - $ 60,750 $ 49,500 - $ 62,750 2.7%
Banking Operations Specialist –
1 to 3 Years
$ 39,500 - $ 50,750 $ 40,000 - $ 52,750 2.8%
Fund Operations Specialist –
5+ Years
$ 63,000 - $ 76,250 $ 64,750 - $ 78,000 2.5%
Fund Operations Specialist –
3 to 5 Years
$ 52,000 - $ 65,000 $ 53,000 - $ 66,750 2.4%
Fund Operations Specialist –
1 to 3 Years
$ 42,250 - $ 53,500 $ 42,500 - $ 55,500 2.3%
Client Service Representative –
5+ Years
$ 53,000 - $ 65,750 $ 54,000 - $ 67,500 2.3%
Client Service Representative –
3 to 5 Years
$ 45,250 - $ 56,000 $ 46,250 - $ 57,500 2.5%
Client Service Representative –
1 to 3 Years
$ 37,750 - $ 45,500 $ 38,000 - $ 47,000 2.1%
Sales/Trader Assistant $ 38,500 - $ 60,000 $ 39,000 - $ 62,250 2.8%
Performance Analyst $ 52,250 - $ 72,750 $ 54,500 - $ 74,250 3.0%
Loan Processor $ 40,000 - $ 54,500 $ 41,750 - $ 56,000 3.4%
Loan Underwriter $ 46,000 - $ 65,750 $ 47,000 - $ 68,500 3.4%
Loan Administrator $ 38,250 - $ 57,500 $ 39,250 - $ 59,750 3.4%
Mortgage Processor $ 31,500 - $ 43,000 $ 32,500 - $ 44,500 3.4%
Mortgage Underwriter $ 40,500 - $ 59,000 $ 41,500 - $ 61,250 3.3%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
25 ROBERT HALF • 2015 SALARY GUIDE
The national salary ranges can be customized for more than 135 U.S. cities by
using the local variances beginning on Page 26. A number of factors, including
company size, employee benefts, a candidate’s skill set and market trends, may
impact actual compensation.
The information is supported by data from the U.S. Department of Labor’s Bureau
of Labor Statistics and Robert Half’s U.S. offces, independent research, and our
company’s ongoing surveys of CFOs and other senior business leaders. The average
salary index for all U.S. markets is 100.
To determine the estimated salary range for a position in your area, move the decimal
point in the variance number two places to the left, then multiply this fgure by the low
and high ends of the position’s national average.
Salaries can be customized for additional
markets using our Salary Calculator at
roberthalf.com/salary-calculator.
Customizing Salaries for Local Markets
26 ROBERT HALF • 2015 SALARY GUIDE
CUSTOMI ZI NG SALARI ES FOR LOCAL MARKETS
Alabama
Birmingham . . . . . . . . 95.0
Huntsville . . . . . . . . . . 93.0
Mobile . . . . . . . . . . . . 86.0
Arizona
Phoenix . . . . . . . . . . 108.0
Tucson . . . . . . . . . . . 102.0
Arkansas
Fayetteville . . . . . . . . . 95.0
Little Rock. . . . . . . . . . 95.0
California
Fresno . . . . . . . . . . . . 90.0
Irvine . . . . . . . . . . . . 124.5
Los Angeles . . . . . . . 127.0
Oakland . . . . . . . . . 127.0
Ontario . . . . . . . . . . 115.0
Sacramento . . . . . . . 101.5
San Diego . . . . . . . . 118.5
San Francisco. . . . . . 138.0
San Jose. . . . . . . . . . 135.0
Santa Barbara . . . . . 125.0
Santa Rosa. . . . . . . . 118.1
Stockton. . . . . . . . . . . 85.0
Colorado
Boulder . . . . . . . . . . 115.3
Colorado Springs . . . . 90.5
Denver . . . . . . . . . . . 103.7
Fort Collins. . . . . . . . . 94.1
Greeley . . . . . . . . . . . 84.6
Loveland . . . . . . . . . . 91.4
Pueblo . . . . . . . . . . . . 78.0
Connecticut
Hartford . . . . . . . . . 116.5
New Haven . . . . . . . 112.0
Stamford . . . . . . . . . 131.0
Delaware
Wilmington. . . . . . . . 105.0
District of Columbia
Washington . . . . . . . 132.0
Florida
Fort Myers . . . . . . . . . 89.0
Jacksonville . . . . . . . . 94.5
Melbourne . . . . . . . . . 89.5
Miami/
Fort Lauderdale . . . 107.0
Orlando. . . . . . . . . . . 99.0
St. Petersburg . . . . . . . 95.5
Tampa . . . . . . . . . . . . 97.0
West Palm Beach . . . 100.0
Georgia
Atlanta. . . . . . . . . . . 105.0
Macon . . . . . . . . . . . . 84.0
Savannah. . . . . . . . . . 84.0
Hawaii
Honolulu . . . . . . . . . . 94.0
Idaho
Boise . . . . . . . . . . . . . 86.1
Illinois
Chicago. . . . . . . . . . 123.0
Naperville . . . . . . . . 112.0
Rockford. . . . . . . . . . . 80.0
Springfield . . . . . . . . . 91.0
Indiana
Fort Wayne. . . . . . . . . 81.0
Indianapolis . . . . . . . . 94.0
Iowa
Cedar Rapids . . . . . . . 93.0
Davenport . . . . . . . . . 93.0
Des Moines . . . . . . . 100.0
Sioux City. . . . . . . . . . 82.0
Waterloo/Cedar Falls. . 85.0
Kansas
Kansas City . . . . . . . . 97.0
Kentucky
Lexington . . . . . . . . . . 90.5
Louisville . . . . . . . . . . 92.0
Louisiana
Baton Rouge. . . . . . . . 99.0
New Orleans . . . . . . . 99.0
Maine
Portland . . . . . . . . . . . 95.0
Maryland
Baltimore . . . . . . . . . 103.0
Massachusetts
Boston . . . . . . . . . . . 133.0
Springfield . . . . . . . . 104.0
Michigan
Ann Arbor . . . . . . . . 100.5
Detroit . . . . . . . . . . . 100.0
Grand Rapids. . . . . . . 85.5
Lansing . . . . . . . . . . . 84.0
Minnesota
Bloomington. . . . . . . 105.5
Duluth . . . . . . . . . . . . 79.6
Minneapolis . . . . . . . 106.0
Rochester . . . . . . . . . 100.5
St. Cloud . . . . . . . . . . 82.0
St. Paul. . . . . . . . . . . 102.0
Missouri
Kansas City . . . . . . . . 99.2
St. Joseph. . . . . . . . . . 91.0
St. Louis . . . . . . . . . . 100.3
Nebraska
Lincoln . . . . . . . . . . . . 85.0
Omaha . . . . . . . . . . . 96.0
Nevada
Las Vegas. . . . . . . . . . 93.8
Reno . . . . . . . . . . . . . 95.0
27 ROBERT HALF • 2015 SALARY GUIDE
CUSTOMI ZI NG SALARI ES FOR LOCAL MARKETS
Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half. City index figures are reflective of
all industries and are not specific to accounting and finance. For more information on average starting salaries
in your city, please contact the Robert Half office nearest you.
New Hampshire
Manchester/Nashua. . 112.0
New Jersey
Mount Laurel . . . . . . 115.0
Paramus. . . . . . . . . . 130.0
Princeton . . . . . . . . . 125.0
Woodbridge . . . . . . . 126.5
New Mexico
Albuquerque. . . . . . . . 90.5
New York
Albany . . . . . . . . . . . . 97.0
Buffalo . . . . . . . . . . . . 95.0
Long Island . . . . . . . 120.0
New York . . . . . . . . . 139.0
Rochester . . . . . . . . . . 91.7
Syracuse. . . . . . . . . . . 90.3
North Carolina
Charlotte . . . . . . . . . 101.5
Greensboro . . . . . . . 100.0
Raleigh. . . . . . . . . . . 104.0
Ohio
Akron. . . . . . . . . . . . . 89.0
Canton. . . . . . . . . . . . 82.0
Cincinnati. . . . . . . . . . 97.5
Cleveland. . . . . . . . . . 95.5
Columbus . . . . . . . . . 96.5
Dayton. . . . . . . . . . . . 87.0
Toledo . . . . . . . . . . . . 84.5
Youngstown . . . . . . . . 76.0
Oklahoma
Oklahoma City. . . . . . 91.7
Tulsa . . . . . . . . . . . . . 92.0
Oregon
Portland . . . . . . . . . . 106.5
Pennsylvania
Harrisburg . . . . . . . . . 95.0
Philadelphia . . . . . . . 115.0
Pittsburgh. . . . . . . . . . 96.2
Rhode Island
Providence . . . . . . . . . 97.0
South Carolina
Charleston . . . . . . . . . 93.0
Columbia. . . . . . . . . . 93.5
Greenville . . . . . . . . . 91.5
Tennessee
Chattanooga . . . . . . . 89.0
Cool Springs . . . . . . . 99.0
Knoxville. . . . . . . . . . . 88.0
Memphis . . . . . . . . . . 95.0
Nashville . . . . . . . . . . 98.5
Texas
Austin. . . . . . . . . . . . 106.0
Dallas . . . . . . . . . . . 107.5
El Paso. . . . . . . . . . . . 70.0
Fort Worth . . . . . . . . 107.0
Houston . . . . . . . . . . 107.5
Midland/Odessa. . . . 115.0
San Antonio . . . . . . . . 98.0
Utah
Salt Lake City . . . . . . 101.0
Virginia
Norfolk/
Hampton Roads . . . . 94.5
Richmond. . . . . . . . . . 98.0
Tysons Corner. . . . . . 132.0
Washington
Seattle . . . . . . . . . . . 118.9
Spokane. . . . . . . . . . . 82.0
Wisconsin
Appleton . . . . . . . . . . 85.0
Green Bay . . . . . . . . . 86.5
Madison. . . . . . . . . . . 97.5
Milwaukee . . . . . . . . 100.5
Waukesha . . . . . . . . . 98.5
Region-specifc insights on positions in demand
and growing industries are available at
roberthalf.com/salary-center.
28 ROBERT HALF • 2015 SALARY GUIDE
Upon learning a top performer plans to accept a job with another
company, many managers refexively begin preparing a counteroffer. But
it’s important to think long and hard before trying to beat or match a
competing frm’s compensation package.
Here are fve reasons to resist the temptation to counteroffer:
1. It’s not a long-term solution. In a Robert Half survey, 38 percent of
CFOs said it’s common for employees who accept counteroffers to
leave their frms within a year. Providing a competitive salary, excellent
benefts, frequent recognition and clear career paths are effective
employee retention strategies. Offering a counteroffer, on the other
hand, is often just a costly way to delay the inevitable.
2. You set a bad precedent. What happens when word spreads that you
sweetened the pot for one employee? It’s likely other team members
will expect similar treatment in the future. It could even prompt some
employees to explore the job market as a renegotiation tool.
3. Morale can suffer. Fair or not, extending a counteroffer can lead to
claims of favoritism. Tension and resentment also could arise if team
members become jealous of the employee you bent over backward to
keep. Your staff also might interpret your actions as a sign that it takes
a resignation threat — not dedication and hard work — to get your
attention and, ultimately, get ahead.
4. It can be diffcult to re-establish trust. If a bump in salary persuades
the employee to stay with your frm, your frst reaction might be one
of relief. But once you move beyond the initial crisis, doubts about the
employee’s loyalty will likely surface.
5. The employee’s performance won’t likely improve. Paying a person
more won’t necessarily yield better work. If particular employees come
to believe that they are now deemed “indispensable,” there’s little
incentive to step up their game.
5 Reasons You Should Avoid
Making a Counteroffer
29 ROBERT HALF • 2015 SALARY GUIDE
The Benefts of a
Flexible Staffng Structure
Change — and lots of it — is the only
constant today. The companies most poised
for success are those that remain agile in
responding to an ever-evolving business
environment. This is especially true in the
way they staff their operations.
The perennial job of adjusting employee
headcount to match business opportunities
is best handled with a fexible staffng
plan. Creating a dynamic mix of full-time
employees and highly skilled temporary
and project professionals enables frms of all sizes to nimbly staff up or down based
on workload demands.
More companies began embracing fexible staffng structures during the Great
Recession, and the lessons they learned have been lasting ones. This cost-effective
approach to managing personnel resources has become the new normal — a
permanent part of many frms’ human resources plans.
The number of professionals at all levels choosing to work on a temporary or project
basis is also rising. The result? Employers can leverage the wealth of experience and
knowledge these skilled workers possess without taking on the fxed costs of a full-time
hire for every personnel need.
A fexible staffng structure will enable you to:
• Adjust staffng levels quickly and easily, keeping overhead costs under control
year-round.
• Ease the burden on core staff members spread too thin.
• Access a deep talent pool of professionals who possess specialized subject matter
expertise and skills not available in-house — when and for as long as you need
them; knowledge can then be transferred from these individuals to internal staff.
• Avoid the damaging cycle of overstaffng followed by layoffs. As a result, you can
increase the job stability and morale of your full-time employees.
• Reduce recruiting time (and the associated costs) if you identify a longer-term need.
30 ROBERT HALF • 2015 SALARY GUIDE
Robert Half is the
world’s leading
specialized staffng
service.
Robert Half is the world’s leading specialized staffng service. Through our Accountemps,
Robert Half Finance & Accounting and Robert Half Management Resources divisions,
we place highly skilled accounting and fnance professionals on a temporary, full-time
and senior-level project basis, respectively. Robert Half Financial Services specializes
in providing highly skilled fnancial services professionals on a temporary, interim and
full-time basis.
We also offer a full spectrum of consulting services through our Protiviti subsidiary,
a global consulting frm that helps companies solve problems in fnance, technology,
operations, governance, risk and internal audit.
Key benefts we offer your business include:
The right talent, right on time — Our staffng professionals excel at making smart
matches from our extensive network of experienced job candidates. We make sure
they’re ready from day one to help keep your business running at full speed.
About Robert Half
31 ROBERT HALF • 2015 SALARY GUIDE
ABOUT ROBERT HALF
Recruitment, from beginning to end — We handle all aspects of the hiring process
for you: Our staffng professionals conduct face-to-face interviews, technical skills
evaluations, select reference checks, soft skills assessments and salary discussions with
our candidates. We evaluate their ft with your work environment so that we’re making
the right placement the frst time.
A personal touch — Technology is no replacement for personal service. While we
use the latest technology tools and our professional networks to quickly fnd you the
best available candidates, we also provide one-on-one service tailored to your hiring
needs. In other words, we don’t rely solely on e-solutions.
Options to ft your needs — Whether you require a temporary professional during
peak workloads, a full-time employee or a team of consultants to assist with a special
project, our staffng professionals can provide you with a range of options. In addition,
we can partner with Protiviti to provide deliverable-based consulting.
Experience and reputation — We’ve been in the staffng business for more than
65 years. In that time, we’ve learned how to read the job market in all economic
climates and developed a reputation for offering sound advice and highly skilled
candidates, no matter the current conditions.
Contact Robert Half at roberthalf.com or 1.800.803.8367 to learn more about
how we can help you with your staffng needs.
For more hiring and management advice, visit our blogs:
• blog.roberthalf.com
• blog.accountemps.com
• blog.roberthalffnance.com
• blog.roberthalfmr.com
32 ROBERT HALF • 2015 SALARY GUIDE
Offce Locations
ALABAMA
Birmingham
ARIZONA
Chandler
Phoenix
Phoenix – West
Tucson
ARKANSAS
Fayetteville
Little Rock
CALIFORNIA
Bakersfield
Burbank
Carlsbad
Cerritos
City of Industry
Fairfield
Fremont
Fresno
Irvine
La Jolla
Laguna Niguel
Long Beach
Los Angeles
Los Angeles – LAX
Modesto
Monterey
Oakland
Ontario
Orange
Oxnard
Palm Springs
Palo Alto
Pasadena
Pleasanton
Rancho Bernardo
Rancho Cordova
Riverside
Sacramento
San Diego
San Francisco
San Jose
San Mateo
Santa Barbara
Santa Clara
Santa Rosa
Stockton
Torrance
Visalia
Walnut Creek
Westlake Village
Westwood
Woodland Hills
COLORADO
Boulder
Colorado Springs
Denver
Englewood
Fort Collins
Lakewood
CONNECTICUT
Danbury
Hartford
New Haven
Shelton
Stamford
DELAWARE
Wilmington
DISTRICT OF
COLUMBIA
Washington
FLORIDA
Boca Raton
Brandon
Coral Gables
Fort Lauderdale
Fort Myers
Heathrow
Jacksonville
Miami – Downtown
Orlando
St. Petersburg
Tampa
West Palm Beach
GEORGIA
Alpharetta
Atlanta – Buckhead
Atlanta – Galleria
Atlanta – South
Gwinnett
Macon
Savannah
HAWAII
Honolulu
IDAHO
Boise
ILLINOIS
Chicago
Gurnee
Hoffman Estates
Naperville
Northbrook
Oakbrook Terrace
Rosemont
Tinley Park
INDIANA
Fishers
Fort Wayne
Indianapolis – Downtown
Indianapolis – West
Merrillville
IOWA
Cedar Rapids
Davenport
Des Moines
West Des Moines
KANSAS
Overland Park
KENTUCKY
Lexington
Louisville
LOUISIANA
Baton Rouge
New Orleans
MAINE
Portland
MARYLAND
Baltimore
Bethesda
Columbia
Greenbelt
Hunt Valley
MASSACHUSETTS
Boston
Braintree
Burlington
Cambridge
Danvers
Framingham
Springfield
Westborough
MICHIGAN
Ann Arbor
Dearborn
Grand Rapids
Kalamazoo
Lansing
Southfield
Troy
MINNESOTA
Bloomington
Burnsville
Minneapolis
Minnetonka
St. Cloud
St. Paul
MISSOURI
Creve Coeur
Kansas City
St. Louis
NEBRASKA
Omaha
NEVADA
Las Vegas
Reno
NEW HAMPSHIRE
Manchester
Nashua
Portsmouth
NEW JERSEY
Bridgewater
Jersey City
Mount Laurel
Paramus
Parsippany
Princeton
Red Bank
Rutherford
Woodbridge
NEW MEXICO
Albuquerque
Las Cruces
NEW YORK
Albany
Brooklyn
Buffalo
Hauppauge
New York – Midtown
New York – Wall Street
Queens
Rochester
Syracuse
Union Square
Uniondale
White Plains
NORTH CAROLINA
Chapel Hill
Charlotte
Charlotte – South
Greensboro
Raleigh
OHIO
Akron
Beachwood
Blue Ash
Canton
Cincinnati
Cleveland
Columbus
Dayton
Call 1.800.803.8367 or visit roberthalf.com/locations to contact the offce nearest you.
UNITED STATES
33 ROBERT HALF • 2015 SALARY GUIDE
Dublin
Easton
North Olmsted
Toledo
West Chester
Youngstown
OKLAHOMA
Oklahoma City
Tulsa
OREGON
Beaverton
Eugene
Portland
PENNSYLVANIA
Harrisburg
Hermitage
King of Prussia
Lehigh Valley
Moon
Philadelphia
Pittsburgh
Reading
Trevose
Wexford
RHODE ISLAND
Providence
SOUTH CAROLINA
Charleston
Columbia
Greenville
Spartanburg
TENNESSEE
Chattanooga
Knoxville
Memphis – Downtown
Memphis – East
Nashville – Cool Springs
Nashville – Downtown
TEXAS
Austin
Dallas – Downtown
Dallas – Galleria
El Paso
Fort Worth
Houston – Clear Lake
Houston – Downtown
Houston – Galleria
Houston – Northwest
Houston – Westchase
Houston – The Woodlands
Irving
Midland/Odessa
Plano
San Antonio – Alamo
Heights
San Antonio – Colonnade
UTAH
Salt Lake City
Thanksgiving Point
VIRGINIA
Alexandria
Dulles
Norfolk
Richmond – Downtown
Richmond – West
Tysons Corner
WASHINGTON
Bellevue
Federal Way
Lynnwood
Seattle
Spokane
WISCONSIN
Appleton
Madison
Milwaukee
Waukesha
OFFI CE LOCATI ONS
INTERNATIONAL OFFICES
AUSTRALIA
Brisbane
Melbourne
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Vienna
BELGIUM
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Brussels
Charleroi
Ghent
Groot-Bijgaarden
Hasselt
Herentals
Liège
Roeselare
Wavre
Zaventem
BRAZIL
Barra
Belo Horizonte
Campinas
Rio de Janeiro
São Paulo
CANADA
Alberta
Calgary – Downtown
Calgary – Suburban
Edmonton
British Columbia
Burnaby/Richmond
Fraser Valley
Vancouver
Manitoba
Winnipeg
Ontario
Brampton
Burlington
Kitchener-Waterloo
Markham
Mississauga
North York
Ottawa
Toronto
Vaughan
Quebec
Laval
Montreal
Quebec City
West Island
CHILE
Santiago
CHINA
Hong Kong (SAR)
Shanghai
FRANCE
Aix-en-Provence
Lille
Lyon
Massy
Nantes
Paris
Paris – La Défense
Stade de France
Versailles
GERMANY
Berlin
Bonn
Cologne
Düsseldorf
Essen
Frankfurt
Hamburg
Mannheim
Munich
Stuttgart
Wiesbaden
JAPAN
Osaka
Tokyo
LUXEMBOURG
Luxembourg
THE NETHERLANDS
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Eindhoven
Rotterdam
Utrecht
NEW ZEALAND
Auckland
SINGAPORE
Singapore
SWITZERLAND
Zurich
UNITED ARAB
EMIRATES
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Dubai
UNITED KINGDOM
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Bristol
Cambridge
Cardiff
East Midlands
Edinburgh
Guildford
Leeds
London Central
London City
London West
Manchester
Milton Keynes
Reading
South Coast
Swindon
Watford
Windsor
CORPORATE OFFICE
Robert Half
2884 Sand Hill Road
Menlo Park, CA 94025
650.234.6000
roberthalf.com
© 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/D/V.
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doc_714839484.pdf
Accounting and finance professionals who can turn business intelligence into business strategy are in high demand.
2015 Salary Guide
Accounting & Finance
All trademarks contained herein are the property of their respective owners.
Table of Contents
1 From the Chairman
2 Understanding the Salary Guide
3 The Hiring Environment
10 Accounting and Finance Salaries
25 Customizing Salaries for Local Markets
28 5 Reasons You Should Avoid Making a Counteroffer
29 The Benefts of a Flexible Staffng Structure
30 About Robert Half
32 Offce Locations
1 ROBERT HALF • 2015 SALARY GUIDE
From the Chairman
Dear colleague:
Salary may not be the only thing that determines
your employees’ satisfaction on the job. But
it’s certainly one of the most important factors
when it comes to recruiting the best people and
convincing them to stay on board.
It’s crucial to ensure the compensation you offer is
competitive with that of other frms in your industry
and region. For that reason, every organization
should periodically benchmark its salaries. To help
our clients do just that, Robert Half releases the
Salary Guide every year, complete with the most up-to-date information and advice on
starting compensation, workplace issues and the current hiring outlook.
We are pleased to present the 2015 Salary Guide, which forecasts compensation
trends across a wide array of positions in the accounting and fnance felds, based on
our research and experience. As you grow and build your workforce this year, I hope
you’ll fnd the information in this guide useful.
For more about compensation and staffng, please visit our Salary Center at
roberthalf.com/salary-center.
Sincerely,
Max Messmer
Chairman and CEO
2 ROBERT HALF • 2015 SALARY GUIDE
Understanding the Salary Guide
For decades, companies have used the Salary Guide to set compensation levels
for new employees, plan budgets and better understand the hiring environment. In
addition, the Salary Guide is so highly regarded that the U.S. Department of Labor’s
Bureau of Labor Statistics has used it when compiling its Occupational Outlook
Handbook. Findings from the Salary Guide have also been included in The Wall
Street Journal, USA Today and other respected news outlets.
The salary fgures are based on a range of sources, most notably the thousands of full-
time, temporary and project placements that our staffng and recruiting professionals
make each year. Our experts work with hiring managers and job seekers daily, which
gives us unique, real-world insight into the latest compensation trends.
Other sources include:
• Our frequent surveys of U.S. chief fnancial offcers (CFOs) and hiring managers
• An in-depth analysis of the hiring environment and an extrapolation of current
trends into 2015
• Local insights from our staffng and recruiting teams across the country
The projected salary ranges for each position refect starting pay only. Bonuses,
incentives and other forms of compensation are not taken into account. The ranges
represent national averages. You can adjust these fgures for your market by using
the local variances found immediately after the salary tables.
The 2015 Salary Guide from Robert Half is the most comprehensive
and authoritative resource on starting salary and hiring trends in the
accounting and fnance felds. It features salary ranges for more than
375 positions in corporate and public accounting, fnance, banking,
and fnancial services.
Visit our Salary Center at
roberthalf.com/salary-center for
more information and resources.
3 ROBERT HALF • 2015 SALARY GUIDE
The hiring environment continues to improve in accounting and fnance, which is
placing pressure on employers to recruit and retain top talent. New jobs are being
created to support business growth, and vacated positions are being flled more
rapidly. Once-lean departments are now expanding to relieve the burden on current
staff and maintain the morale and productivity of the entire team.
Two additional factors driving accounting and fnance hiring are regulatory compliance
mandates that call for new skill sets and the gradual but steady wave of baby boomer
retirements. According to the Bureau of Labor Statistics, one-ffth of the U.S. workforce
has entered or is nearing retirement age.
In addition to full-time hiring, businesses are bringing in skilled interim and project
professionals, who frequently possess subject matter expertise not available internally.
Contingent workers are available at all experience levels and can supplement a
company’s core team when and for as long as needed. Employers also frequently use
interim assignments as a way to evaluate potential hires.
In a Robert Half
survey, 68 percent
of CFOs interviewed
said it is challenging
fnding skilled
candidates for
professional-level
positions today.
The Hiring Environment
4 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
0 10 20 30 40 50 60
VERY CHALLENGING
15%
31%
53%
SOMEWHAT
CHALLENGING
NOT CHALLENGING
2% — DON’T KNOW/NOT LOOKING
CFOs were asked, “In general, how challenging is it for your
company to fnd skilled candidates for professional-level
positions today?” Their responses:
Source: Robert Half survey of more than 2,100 CFOs in more than 20 of the largest U.S. markets.
Responses do not total 100 percent due to rounding.
Talent shortages for key roles
Hiring demand is placing pressure on the supply of skilled workers in many specialties.
In areas such as accounting and auditing, fnancial analysis, compliance, and
business systems, talent shortages are emerging. Many employers continue to operate
under the misperception that an employment market that is still recovering overall
should translate into easy hiring and only modest pay increases. This is not the case,
however, for accounting and fnance positions, many of which are characterized
by unemployment rates signifcantly below the overall unemployment rate in the
United States.
Available candidates with hard-to-fnd skills aren’t on the market long, and
companies must act quickly to land top prospects. To attract and retain top performers
with sought-after skills, employers are offering competitive compensation and
other incentives.
5 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
Where the jobs are
Accounting and fnance professionals who can turn business intelligence into business
strategy are in high demand. Business leaders desire professionals who can delve into
the numbers and explain their implications for top-line growth trends and possible merger
and acquisition (M&A) activity. Financial analysts and business systems analysts also are
seeing strong demand as frms look for ways to boost effciencies, control costs, and
wring the most out of existing and new information systems.
Across all sectors, the continued evolution of the regulatory environment is driving
hiring for risk, compliance and internal audit professionals. Firms facing highly
specialized regulatory pressures, such as those in fnancial services, healthcare and
energy, commonly seek job candidates with industry-specifc experience.
The perennial competition between businesses and public accounting frms for
top accountants is creating demand for professionals in accounting operations.
Companies also are recruiting entry-level professionals. More frms are open to
hiring recent graduates with internship or volunteer experience whom they can train
for their specifc needs.
6 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
Skills in demand
Businesses seek technology expertise as more fnance departments move from a
reporting-focused to an analytics-centric function. Big data is a trend impacting
businesses of all sizes. Companies want individuals with:
• Advanced Excel skills
• Knowledge of large enterprise resource planning systems
• Expertise in data analytics, advanced modeling techniques and the use of SQL
• Knowledge of business intelligence software such as IBM Cognos and MicroStrategy
• Aptitude with Hyperion (for analyst and fnancial reporting roles)
• Knowledge of QuickBooks (for positions with small and midsize frms)
Other in-demand skills include regulatory and compliance expertise because frms
have more mandates to comply with, including the Patient Protection and Affordable
Care Act (ACA), capital requirements, consumer protection and anti-money
laundering regulations. Knowledge of Securities and Exchange requirements and
generally accepted accounting principles remain mandatory for corporate and public
accounting roles.
As businesses expand into new countries and markets, they need staff who can
ensure the company is compliant with country-specifc reporting mandates. Global
employers value knowledge of International Financial Reporting Standards and
multilingual abilities.
In terms of nontechnical, or soft, skills, employers are clamoring for strong verbal
and written communication and presentation skills in new hires. Companies also seek
individuals who are collaborative, team-oriented and able to demonstrate initiative.
POSITIONS IN DEMAND
• Accounts receivable/payable professionals
• Auditors
• Business and business systems analysts
• Compliance professionals
• Controllers
• Cost accountants
• Financial analysts
• Payroll professionals
• Senior accountants
• Staff accountants
7 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
PUBLIC ACCOUNTING OVERVIEW
Much of the public accounting hiring activity stems from catch-up hiring
following the Great Recession. Many frms have a dearth of talent at the senior
accountant level as a result of the hiring downturn. Candidates with three-
plus years of experience are sought for tax and audit roles, although these
professionals are increasingly diffcult to fnd, and the competition to hire them
has intensifed. Firms are also recruiting entry-level professionals.
Public accounting frms are facing the same talent-pool challenges other
organizations are encountering as they attempt to add to their ranks. Top accounting
students are being recruited actively while still in college, and many have job offers
well before graduation.
Although many professionals start their careers in public accounting, CPA frms
face competition from the corporate sector when it comes to hiring and retention.
Accounting professionals with a Big-Four background are always in demand.
To hire and retain employees, public accounting frms are increasing salaries
and addressing work-life balance issues. Telecommuting options and additional
vacation time are common perks as a result.
Desirable credentials
Employers value the following designations
because they demonstrate a candidate’s
skills or knowledge in a particular
discipline:
• CPA (certifed public accountant) —
still the most sought-after designation
for accounting and fnance roles
• MBA (master of business
administration) — for senior-level
fnance and analytical roles
• CFA (chartered fnancial analyst)
• CGMA (chartered global management
accountant)
• CIA (certifed internal auditor)
• CISA (certifed information systems
auditor)
• CMA (certifed management accountant)
• CPP (certifed payroll professional)
• PMP (project management professional)
8 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
FINANCIAL SERVICES TRENDS
The fnancial services sector has
undergone a transformation in its
accountability and transparency to
investors, governments and the
population at large. The more
complex regulatory environment
means businesses must balance
revenue-generating activities with
the need to meet regulatory
directives, implement new capital
structures and manage institutional
risk. This transformation has fueled the demand for anti-money laundering and
know-your-customer professionals, internal auditors, and risk analysts.
Regulatory complexity has necessitated increased workloads and additional
spending, as well as the introduction of integrated governance, risk and compliance
programs. Businesses are challenged in fnding the skilled professionals they need.
Private equity and hedge fund management frms are hiring. In addition to risk
and compliance roles, asset management frms need senior-level talent to help
steer portfolio companies. Hedge fund frms seek trade support and middle-
offce professionals to handle increased business activity. These organizations
also need individuals with expertise in accounting and fnance for fund
accounting, taxation, and investment and valuation analyses.
The improved environment and renewed M&A activity have kept hiring steady
within investment banking — and not just on Wall Street. A furry of deals has
taken place in the commercial and regional banking sector. Banks are either
staying small or increasing their assets well beyond $10 billion to absorb the
costs of regulatory and capital planning requirements triggered at this level.
Salaries are rising, particularly in risk and compliance, and many frms are
offering sign-on bonuses and other incentives.
9 ROBERT HALF • 2015 SALARY GUIDE
THE HI RI NG ENVI RONMENT
For the latest on provisions of the ACA, download a free
copy of Robert Half’s What Every Business Needs to Know
About the Patient Protection and Affordable Care Act at
roberthalf.com/affordable-care-act.
DEMAND GROWS FOR FINANCIAL STAFF IN HEALTHCARE
The provisions of the ACA will continue to affect businesses and the
need for fnance and accounting staff in 2015. The law is complex, and
fnancial professionals are needed to help employers understand and
comply with its new tax provisions, coverage mandates, information-
reporting requirements and other stipulations.
Also driving a need for additional staff in 2015 at healthcare
organizations is the postponement of the 10th revision of the World
Health Organization’s International Classifcation of Diseases (ICD-10).
In March 2014, Congress delayed the original deadline for conversion
until 2015, making this a big focus throughout the year.
In addition, continued consolidation of nonproft and for-proft hospital
operators will boost demand for accountants who can offer expertise on
partnership creation, fnancial processes integration, cost accounting
and access to capital these mergers require. The transition to electronic
medical records and the increase in technical systems upgrades
have given healthcare organizations large amounts of data. Business
intelligence analysts are needed to turn this data into strategic guidance.
The aging baby boomer demographic with its greater life expectancy
is prompting organizations to add accountants skilled in creating
fnancial plans to help clients prepare for future ongoing healthcare
costs. The increasing number of patients with health insurance will
further drive the need for fnance managers, revenue cycle professionals
and compliance specialists.
9 ROBERT HALF • 2015 SALARY GUIDE
10 ROBERT HALF • 2015 SALARY GUIDE
Accounting and Finance Salaries
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Chief Financial Officer
a
– Company Sales in Millions
$500+ $ 284,000 - $ 449,000 $ 291,250 - $ 465,750 3.3%
$250 to $500 $ 199,000 - $ 297,500 $ 207,000 - $ 306,500 3.4%
$100 to $250 $ 142,000 - $ 204,000 $ 148,750 - $ 208,750 3.3%
$50 to $100 $ 116,500 - $ 167,000 $ 121,750 - $ 171,000 3.3%
To $50 $ 101,000 - $ 148,000 $ 105,250 - $ 151,750 3.2%
(The above category assumes there is a corporate controller who reports to the CFO.)
Treasurer
a
– Company Sales in Millions
$500+ $ 283,000 - $ 437,750 $ 291,000 - $ 453,750 3.3%
$250 to $500 $ 197,750 - $ 291,500 $ 204,500 - $ 301,750 3.5%
$100 to $250 $ 135,000 - $ 197,500 $ 140,250 - $ 203,750 3.5%
$50 to $100 $ 114,750 - $ 160,750 $ 119,250 - $ 165,250 3.3%
To $50 $ 100,750 - $ 137,250 $ 103,250 - $ 141,750 2.9%
Vice President of Finance
a
– Company Sales in Millions
$500+ $ 225,000 - $ 364,000 $ 231,750 - $ 375,750 3.1%
$250 to $500 $ 182,750 - $ 277,000 $ 188,750 - $ 285,500 3.2%
$100 to $250 $ 141,000 - $ 199,000 $ 146,000 - $ 204,750 3.2%
$50 to $100 $ 115,250 - $ 160,750 $ 119,000 - $ 165,750 3.2%
To $50 $ 92,500 - $ 130,000 $ 96,250 - $ 133,250 3.1%
Director of Finance
a
– Company Sales in Millions
$500+ $ 153,750 - $ 229,500 $ 159,250 - $ 236,500 3.3%
$250 to $500 $ 131,750 - $ 194,250 $ 138,250 - $ 198,500 3.3%
$100 to $250 $ 113,000 - $ 159,000 $ 117,500 - $ 163,500 3.3%
$50 to $100 $ 104,000 - $ 140,250 $ 108,500 - $ 143,500 3.2%
To $50 $ 93,000 - $ 122,750 $ 97,250 - $ 125,500 3.2%
Director of Accounting – Company Sales in Millions
$500+ $ 145,000 - $ 205,250 $ 152,500 - $ 209,000 3.2%
$250 to $500 $ 129,750 - $ 179,250 $ 134,500 - $ 184,500 3.2%
$100 to $250 $ 108,750 - $ 143,750 $ 112,000 - $ 148,500 3.2%
$50 to $100 $ 95,750 - $ 128,750 $ 99,250 - $ 132,250 3.1%
To $50 $ 82,500 - $ 113,750 $ 85,500 - $ 116,750 3.1%
a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the
salary ranges listed above. Advanced degrees or professional certifications also are assumed at this level.
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
The figures listed on Pages 10-24 are average national starting salaries. To calculate the appropriate salary range for
your market, please refer to the local variance information beginning on Page 25.
11 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Director of Financial Reporting – Company Sales in Millions
$500+ $ 147,500 - $ 212,000 $ 154,000 - $ 217,500 3.3%
$250 to $500 $ 137,250 - $ 183,000 $ 142,750 - $ 188,000 3.3%
$100 to $250 $ 123,750 - $ 164,750 $ 128,250 - $ 169,750 3.3%
$50 to $100 $ 109,000 - $ 146,250 $ 111,750 - $ 151,750 3.2%
To $50 $ 95,500 - $ 126,500 $ 99,750 - $ 129,250 3.2%
Corporate Controller
a
– Company Sales in Millions
$500+ $ 152,750 - $ 216,000 $ 159,000 - $ 224,750 4.1%
$250 to $500 $ 135,500 - $ 183,750 $ 140,000 - $ 192,000 4.0%
$100 to $250 $ 118,250 - $ 156,000 $ 123,500 - $ 161,250 3.8%
$50 to $100 $ 102,000 - $ 136,000 $ 105,000 - $ 141,250 3.5%
To $50 $ 89,000 - $ 119,000 $ 92,000 - $ 123,000 3.4%
Controller
a
– Company Sales in Millions
$500+ $ 145,750 - $ 201,500 $ 153,000 - $ 209,000 4.2%
$250 to $500 $ 123,500 - $ 165,750 $ 129,500 - $ 172,250 4.3%
$100 to $250 $ 103,250 - $ 142,750 $ 108,250 - $ 148,250 4.3%
$50 to $100 $ 85,000 - $ 122,000 $ 90,000 - $ 124,750 3.7%
To $50 $ 74,500 - $ 104,500 $ 79,250 - $ 106,000 3.5%
Divisional Controller
a
– Company Sales in Millions
$500+ $ 135,500 - $ 188,000 $ 141,750 - $ 194,500 3.9%
$250 to $500 $ 123,750 - $ 166,000 $ 129,000 - $ 171,750 3.8%
$100 to $250 $ 108,500 - $ 145,250 $ 112,500 - $ 151,000 3.8%
$50 to $100 $ 97,500 - $ 126,750 $ 101,500 - $ 130,500 3.5%
To $50 $ 85,250 - $ 115,000 $ 89,500 - $ 117,750 3.5%
Assistant Controller
a
– Company Sales in Millions
$500+ $ 113,500 - $ 154,000 $ 118,500 - $ 160,000 4.1%
$250 to $500 $ 102,000 - $ 135,000 $ 107,000 - $ 139,500 4.0%
$100 to $250 $ 85,000 - $ 111,500 $ 89,000 - $ 115,500 4.1%
$50 to $100 $ 72,750 - $ 96,250 $ 75,250 - $ 99,500 3.4%
To $50 $ 60,500 - $ 85,500 $ 63,500 - $ 87,750 3.6%
Assistant Treasurer – Company Sales in Millions
$500+ $ 109,500 - $ 153,500 $ 114,000 - $ 159,000 3.8%
$250 to $500 $ 99,750 - $ 132,250 $ 104,000 - $ 137,000 3.9%
$100 to $250 $ 84,500 - $ 111,000 $ 89,000 - $ 113,750 3.7%
$50 to $100 $ 71,000 - $ 96,000 $ 74,500 - $ 98,000 3.3%
To $50 $ 59,750 - $ 83,250 $ 62,500 - $ 85,000 3.1%
ACCOUNTI NG AND FI NANCE SALARI ES
a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the
salary ranges listed above. Advanced degrees or professional certifications also are assumed at this level.
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
12 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Tax Director
a
– Company Sales in Millions
$250+ $ 152,000 - $ 249,500 $ 158,500 - $ 257,750 3.7%
$100 to $250 $ 110,500 - $ 169,750 $ 114,500 - $ 176,250 3.7%
Tax Manager – Company Sales in Millions
$250+ $ 106,750 - $ 154,000 $ 112,000 - $ 158,250 3.6%
$50 to $250 $ 85,000 - $ 120,000 $ 88,000 - $ 124,750 3.8%
(The title above is a senior management position. The tax manager titles on Page 14 are line-manager positions.)
Compliance – Large Companies
b
Chief Compliance Offcer $ 162,250 - $ 232,000 $ 169,500 - $ 240,750 4.1%
Compliance Director $ 134,500 - $ 184,500 $ 140,000 - $ 191,750 4.0%
Compliance Offcer $ 106,000 - $ 143,750 $ 109,500 - $ 150,000 3.9%
Senior Compliance Analyst $ 82,000 - $ 108,250 $ 86,000 - $ 112,000 4.1%
Compliance Analyst $ 64,250 - $ 86,250 $ 67,500 - $ 89,000 4.0%
Compliance – Midsize Companies
b
Chief Compliance Offcer $ 136,500 - $ 189,250 $ 141,750 - $ 197,000 4.0%
Compliance Director $ 116,500 - $ 155,500 $ 120,500 - $ 162,250 4.0%
Compliance Offcer $ 96,250 - $ 127,250 $ 99,750 - $ 132,750 4.0%
Senior Compliance Analyst $ 73,750 - $ 99,000 $ 76,000 - $ 103,750 4.1%
Compliance Analyst $ 60,750 - $ 80,250 $ 62,500 - $ 84,000 3.9%
Compliance – Small Companies
b
Chief Compliance Offcer $ 112,000 - $ 150,250 $ 116,500 - $ 156,000 3.9%
Compliance Director $ 95,500 - $ 128,000 $ 99,000 - $ 133,250 3.9%
Compliance Offcer $ 79,000 - $ 104,750 $ 82,500 - $ 108,500 3.9%
Senior Compliance Analyst $ 64,500 - $ 86,000 $ 67,500 - $ 89,000 4.0%
Compliance Analyst $ 51,750 - $ 69,750 $ 54,750 - $ 71,500 3.9%
Chief Audit Executive/Vice President, Internal Audit/Internal Audit Director –
Company Sales in Millions
$500+ $ 167,500 - $ 257,500 $ 174,750 - $ 266,500 3.8%
$250 to $500 $ 131,750 - $ 191,000 $ 137,250 - $ 198,000 3.9%
$100 to $250 $ 109,000 - $ 152,000 $ 113,500 - $ 157,500 3.8%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
a. Bonuses and incentives reflect an increasingly large
part of overall pay at this level and are not included in
the salary ranges listed above. Advanced degrees or
professional certifications also are assumed at this level.
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
13 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Internal Auditor – Large Companies
b
Manager $ 96,500 - $ 138,000 $ 100,000 - $ 144,250 4.2%
Senior $ 76,500 - $ 102,500 $ 80,000 - $ 106,250 4.1%
1 to 3 Years $ 59,000 - $ 80,250 $ 61,500 - $ 83,250 3.9%
Up to 1 Year $ 50,000 - $ 62,000 $ 52,000 - $ 64,250 3.8%
Internal Auditor – Midsize Companies
b
Manager $ 84,250 - $ 116,000 $ 87,500 - $ 121,250 4.2%
Senior $ 71,500 - $ 90,250 $ 74,000 - $ 94,250 4.0%
1 to 3 Years $ 55,000 - $ 75,250 $ 57,500 - $ 77,750 3.8%
Up to 1 Year $ 47,500 - $ 60,500 $ 49,500 - $ 62,750 3.9%
IT Auditor – Large Companies
b
Manager $ 105,500 - $ 152,500 $ 110,000 - $ 158,500 4.1%
Senior $ 91,000 - $ 120,750 $ 94,750 - $ 125,500 4.0%
1 to 3 Years $ 68,000 - $ 93,250 $ 71,000 - $ 96,250 3.7%
Up to 1 Year $ 57,500 - $ 72,750 $ 59,750 - $ 75,500 3.8%
IT Auditor – Midsize Companies
b
Manager $ 97,750 - $ 136,000 $ 101,750 - $ 141,000 3.9%
Senior $ 82,750 - $ 104,750 $ 86,000 - $ 108,750 3.9%
1 to 3 Years $ 64,500 - $ 85,500 $ 67,000 - $ 88,250 3.5%
Up to 1 Year $ 52,500 - $ 68,500 $ 54,500 - $ 70,750 3.5%
Financial Reporting – Large Companies
b
Manager $ 103,750 - $ 142,250 $ 108,000 - $ 147,250 3.8%
Senior $ 82,500 - $ 104,250 $ 86,500 - $ 107,000 3.6%
1 to 3 Years $ 62,750 - $ 80,250 $ 65,250 - $ 82,500 3.3%
Up to 1 Year $ 50,250 - $ 62,750 $ 52,500 - $ 64,250 3.3%
Financial Reporting – Midsize Companies
b
Manager $ 93,250 - $ 123,500 $ 97,250 - $ 127,500 3.7%
Senior $ 74,500 - $ 94,750 $ 77,000 - $ 98,500 3.7%
1 to 3 Years $ 59,750 - $ 73,750 $ 62,500 - $ 75,500 3.4%
Up to 1 Year $ 47,500 - $ 59,500 $ 50,250 - $ 60,250 3.3%
Financial Reporting – Small Companies
b
Manager $ 85,500 - $ 106,500 $ 88,000 - $ 111,250 3.8%
Senior $ 70,500 - $ 85,000 $ 72,500 - $ 88,500 3.5%
1 to 3 Years $ 58,250 - $ 70,000 $ 59,750 - $ 73,000 3.5%
Up to 1 Year $ 49,250 - $ 58,250 $ 50,500 - $ 60,500 3.3%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
14 ROBERT HALF • 2015 SALARY GUIDE
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
General Accountant – Large Companies
b
Manager $ 80,750 - $ 113,750 $ 84,500 - $ 118,000 4.1%
Senior $ 65,250 - $ 85,250 $ 68,750 - $ 87,750 4.0%
1 to 3 Years $ 51,500 - $ 67,250 $ 53,750 - $ 69,500 3.8%
Up to 1 Year $ 43,250 - $ 53,500 $ 45,250 - $ 55,250 3.9%
General Accountant – Midsize Companies
b
Manager $ 70,750 - $ 94,500 $ 74,500 - $ 97,500 4.1%
Senior $ 58,750 - $ 77,000 $ 61,250 - $ 79,750 3.9%
1 to 3 Years $ 47,500 - $ 62,750 $ 49,250 - $ 65,250 3.9%
Up to 1 Year $ 40,000 - $ 51,500 $ 42,750 - $ 52,250 3.8%
General Accountant – Small Companies
b
Manager $ 63,750 - $ 86,000 $ 67,000 - $ 88,750 4.0%
Senior $ 54,000 - $ 68,750 $ 57,500 - $ 70,000 3.9%
1 to 3 Years $ 42,750 - $ 57,750 $ 45,500 - $ 59,000 4.0%
Up to 1 Year $ 38,000 - $ 46,500 $ 40,500 - $ 47,250 3.8%
Cost Accountant – Large Companies
b
Manager $ 82,500 - $ 113,000 $ 86,500 - $ 116,500 3.8%
Senior $ 66,750 - $ 88,500 $ 69,750 - $ 91,500 3.9%
1 to 3 Years $ 52,500 - $ 68,750 $ 54,750 - $ 71,000 3.7%
Up to 1 Year $ 44,500 - $ 56,250 $ 46,750 - $ 57,750 3.7%
Cost Accountant – Midsize Companies
b
Manager $ 73,250 - $ 97,500 $ 77,250 - $ 100,000 3.8%
Senior $ 60,500 - $ 78,750 $ 64,000 - $ 80,500 3.8%
1 to 3 Years $ 48,500 - $ 65,000 $ 51,000 - $ 66,750 3.7%
Up to 1 Year $ 43,000 - $ 53,000 $ 44,750 - $ 54,750 3.6%
Tax Accountant – Large Companies
b
Manager $ 88,250 - $ 125,250 $ 92,500 - $ 129,250 3.9%
Senior $ 72,500 - $ 93,000 $ 76,000 - $ 96,000 3.9%
1 to 3 Years $ 53,750 - $ 73,000 $ 56,000 - $ 75,500 3.7%
Up to 1 Year $ 45,500 - $ 58,250 $ 47,500 - $ 60,000 3.6%
Tax Accountant – Midsize Companies
b
Manager $ 76,000 - $ 105,500 $ 80,000 - $ 108,500 3.9%
Senior $ 61,000 - $ 83,250 $ 64,000 - $ 85,750 3.8%
1 to 3 Years $ 50,750 - $ 67,250 $ 53,000 - $ 69,500 3.8%
Up to 1 Year $ 44,000 - $ 55,750 $ 46,000 - $ 57,500 3.8%
15 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Financial Analyst – Large Companies
b
Manager $ 90,000 - $ 125,000 $ 94,750 - $ 129,750 4.4%
Senior $ 74,000 - $ 97,000 $ 77,750 - $ 100,750 4.4%
1 to 3 Years $ 56,000 - $ 75,500 $ 58,500 - $ 78,750 4.4%
Up to 1 Year $ 45,250 - $ 59,000 $ 47,500 - $ 61,250 4.3%
Financial Analyst – Midsize Companies
b
Manager $ 79,750 - $ 108,000 $ 83,500 - $ 112,500 4.4%
Senior $ 66,750 - $ 88,500 $ 70,000 - $ 91,750 4.2%
1 to 3 Years $ 52,500 - $ 70,000 $ 55,250 - $ 72,500 4.3%
Up to 1 Year $ 44,000 - $ 54,250 $ 46,000 - $ 56,250 4.1%
Financial Analyst – Small Companies
b
Manager $ 70,000 - $ 91,000 $ 73,500 - $ 94,500 4.3%
Senior $ 57,750 - $ 76,000 $ 60,000 - $ 79,500 4.3%
1 to 3 Years $ 47,250 - $ 62,250 $ 49,250 - $ 65,000 4.3%
Up to 1 Year $ 41,250 - $ 49,500 $ 43,250 - $ 51,250 4.1%
Budget Analyst – Large Companies
b
Manager $ 86,000 - $ 121,000 $ 90,000 - $ 125,500 4.1%
Senior $ 71,000 - $ 93,500 $ 74,500 - $ 96,750 4.1%
1 to 3 Years $ 53,500 - $ 74,250 $ 56,000 - $ 77,000 4.1%
Up to 1 Year $ 44,000 - $ 57,750 $ 46,250 - $ 59,500 3.9%
Budget Analyst – Midsize Companies
b
Manager $ 78,500 - $ 104,750 $ 82,250 - $ 108,500 4.1%
Senior $ 65,500 - $ 85,250 $ 68,500 - $ 88,500 4.1%
1 to 3 Years $ 51,000 - $ 69,000 $ 53,000 - $ 71,750 4.0%
Up to 1 Year $ 42,500 - $ 53,500 $ 44,250 - $ 55,500 3.9%
Budget Analyst – Small Companies
b
Manager $ 66,000 - $ 89,000 $ 68,000 - $ 93,000 3.9%
Senior $ 55,500 - $ 73,750 $ 57,750 - $ 76,500 3.9%
1 to 3 Years $ 45,500 - $ 61,000 $ 47,000 - $ 63,500 3.8%
Up to 1 Year $ 39,000 - $ 49,250 $ 40,500 - $ 51,000 3.7%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
16 ROBERT HALF • 2015 SALARY GUIDE
ACCOUNTI NG AND FI NANCE SALARI ES
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Treasury Analyst – Large Companies
b
Manager $ 86,750 - $ 122,000 $ 89,500 - $ 127,000 3.7%
Senior $ 72,000 - $ 93,500 $ 74,500 - $ 97,000 3.6%
1 to 3 Years $ 54,250 - $ 73,500 $ 56,500 - $ 76,000 3.7%
Up to 1 Year $ 43,750 - $ 57,250 $ 45,500 - $ 59,250 3.7%
Treasury Analyst – Midsize Companies
b
Manager $ 78,250 - $ 104,000 $ 81,500 - $ 107,000 3.4%
Senior $ 65,000 - $ 85,000 $ 67,500 - $ 87,500 3.3%
1 to 3 Years $ 51,250 - $ 67,000 $ 53,500 - $ 69,000 3.6%
Up to 1 Year $ 41,500 - $ 54,000 $ 43,250 - $ 55,500 3.4%
Treasury Analyst – Small Companies
b
Manager $ 66,750 - $ 89,250 $ 69,250 - $ 92,250 3.5%
Senior $ 56,000 - $ 73,250 $ 58,500 - $ 75,000 3.3%
1 to 3 Years $ 45,750 - $ 61,250 $ 48,000 - $ 62,500 3.3%
Up to 1 Year $ 39,250 - $ 48,750 $ 40,750 - $ 50,250 3.4%
Cost Analyst – Large Companies
b
Manager $ 86,250 - $ 121,250 $ 90,000 - $ 124,750 3.5%
Senior $ 71,500 - $ 93,250 $ 74,500 - $ 96,000 3.5%
1 to 3 Years $ 55,000 - $ 73,750 $ 57,500 - $ 75,500 3.3%
Up to 1 Year $ 44,750 - $ 57,000 $ 47,250 - $ 58,000 3.4%
Cost Analyst – Midsize Companies
b
Manager $ 77,750 - $ 103,750 $ 80,750 - $ 107,000 3.4%
Senior $ 64,750 - $ 84,750 $ 67,000 - $ 87,500 3.3%
1 to 3 Years $ 50,000 - $ 68,250 $ 52,000 - $ 70,250 3.4%
Up to 1 Year $ 42,250 - $ 53,250 $ 44,250 - $ 54,500 3.4%
Cost Analyst – Small Companies
b
Manager $ 67,000 - $ 89,500 $ 70,000 - $ 92,000 3.5%
Senior $ 56,250 - $ 73,250 $ 57,500 - $ 76,500 3.5%
1 to 3 Years $ 45,500 - $ 60,750 $ 47,500 - $ 62,500 3.5%
Up to 1 Year $ 39,000 - $ 49,000 $ 41,000 - $ 50,000 3.4%
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
17 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title/Experience 2014 2015
%
Change
Business Analyst – Large Companies
b
Manager $ 86,000 - $ 119,000 $ 90,250 - $ 123,750 4.4%
Senior $ 73,750 - $ 97,250 $ 78,000 - $ 100,500 4.4%
1 to 3 Years $ 56,500 - $ 78,750 $ 59,500 - $ 81,500 4.3%
Up to 1 Year $ 47,250 - $ 62,000 $ 50,000 - $ 63,750 4.1%
Business Analyst – Midsize Companies
b
Manager $ 86,250 - $ 117,000 $ 89,750 - $ 122,500 4.4%
Senior $ 73,500 - $ 96,500 $ 77,500 - $ 99,500 4.1%
1 to 3 Years $ 56,750 - $ 77,000 $ 59,000 - $ 80,500 4.3%
Up to 1 Year $ 46,750 - $ 62,250 $ 49,750 - $ 63,750 4.1%
Business Intelligence Analyst – Large Companies
b
Manager $ 103,000 - $ 131,000 $ 107,750 - $ 136,000 4.2%
Senior $ 88,000 - $ 107,500 $ 93,750 - $ 110,000 4.2%
1 to 3 Years $ 74,000 - $ 90,500 $ 77,500 - $ 93,750 4.1%
Up to 1 Year $ 64,000 - $ 76,250 $ 67,250 - $ 78,750 4.1%
Business Intelligence Analyst – Midsize Companies
b
Manager $ 101,500 - $ 122,750 $ 105,750 - $ 127,750 4.1%
Senior $ 87,500 - $ 104,750 $ 91,750 - $ 108,500 4.2%
1 to 3 Years $ 73,500 - $ 89,250 $ 77,250 - $ 92,000 4.0%
Up to 1 Year $ 63,250 - $ 74,500 $ 66,250 - $ 77,000 4.0%
Business Systems Analyst – Large Companies
b
Manager $ 93,500 - $ 118,250 $ 97,250 - $ 123,500 4.3%
Senior $ 77,750 - $ 95,250 $ 81,000 - $ 99,250 4.2%
1 to 3 Years $ 62,500 - $ 77,000 $ 65,250 - $ 80,250 4.3%
Up to 1 Year $ 51,250 - $ 63,000 $ 53,750 - $ 65,250 4.2%
Business Systems Analyst – Midsize Companies
b
Manager $ 87,000 - $ 110,250 $ 90,750 - $ 114,750 4.2%
Senior $ 72,000 - $ 88,500 $ 75,000 - $ 92,250 4.2%
1 to 3 Years $ 58,250 - $ 72,000 $ 60,750 - $ 74,750 4.0%
Up to 1 Year $ 48,000 - $ 59,000 $ 50,500 - $ 61,000 4.2%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
18 ROBERT HALF • 2015 SALARY GUIDE
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Forensic Accountant – All Companies
Forensic Accountant $ 68,500 - $ 108,000 $ 71,500 - $ 111,500 3.7%
Operational Support: Credit & Collections – Large Companies
b
Credit Manager/Supervisor $ 70,250 - $ 103,000 $ 73,000 - $ 106,250 3.5%
Assistant Credit Manager $ 55,250 - $ 76,750 $ 57,500 - $ 79,000 3.4%
Credit/Collections Analyst $ 44,000 - $ 61,000 $ 45,750 - $ 62,750 3.3%
Credit/Collections Clerk $ 35,750 - $ 46,750 $ 36,750 - $ 48,500 3.3%
Operational Support: Credit & Collections – Midsize Companies
b
Credit Manager/Supervisor $ 55,750 - $ 79,250 $ 57,000 - $ 82,500 3.3%
Assistant Credit Manager $ 45,000 - $ 61,250 $ 46,750 - $ 63,000 3.3%
Credit/Collections Clerk $ 32,000 - $ 43,750 $ 33,000 - $ 45,000 3.0%
Operational Support: Credit & Collections – Small Companies
b
Credit Manager/Supervisor $ 46,750 - $ 66,000 $ 48,000 - $ 68,250 3.1%
Assistant Credit Manager $ 39,750 - $ 52,750 $ 41,250 - $ 54,250 3.2%
Credit/Collections Clerk $ 31,000 - $ 40,500 $ 32,500 - $ 41,250 3.1%
Operational Support: Bookkeepers – All Companies
Full Charge (Financial Statements) $ 44,750 - $ 61,250 $ 46,750 - $ 62,750 3.3%
Full Charge (General Ledger) $ 41,250 - $ 54,000 $ 43,000 - $ 55,500 3.4%
Bookkeeper $ 35,750 - $ 46,750 $ 38,000 - $ 47,250 3.3%
Accounting Clerk $ 30,750 - $ 40,250 $ 31,750 - $ 41,500 3.2%
Operational Support: Payroll & Other – Large Companies
b
AR/AP
c
Manager $ 52,000 - $ 79,500 $ 53,000 - $ 83,000 3.4%
AR/AP
c
Clerk $ 33,250 - $ 45,750 $ 34,500 - $ 47,250 3.5%
Billing Manager/Supervisor $ 48,000 - $ 68,000 $ 49,250 - $ 70,500 3.2%
Billing Clerk $ 32,000 - $ 43,500 $ 33,500 - $ 44,500 3.3%
Payroll Manager/Supervisor $ 55,500 - $ 88,500 $ 58,000 - $ 91,500 3.8%
Payroll Coordinator/Administrator $ 40,750 - $ 56,250 $ 42,500 - $ 57,750 3.4%
Payroll Clerk $ 34,250 - $ 45,250 $ 35,750 - $ 46,500 3.5%
Purchasing Manager $ 50,000 - $ 77,750 $ 52,750 - $ 79,250 3.3%
Inventory Analyst $ 40,000 - $ 53,000 $ 40,500 - $ 55,250 3.0%
Inventory Clerk $ 32,500 - $ 41,250 $ 33,750 - $ 42,250 3.1%
ACCOUNTI NG AND FI NANCE SALARI ES
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
c. AR/AP = Accounts Receivable/Accounts Payable
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
19 ROBERT HALF • 2015 SALARY GUIDE
ACCOUNTI NG AND FI NANCE SALARI ES
CORPORATE ACCOUNTING
Title 2014 2015
%
Change
Operational Support: Payroll & Other – Midsize Companies
b
AR/AP
c
Manager $ 47,000 - $ 65,250 $ 48,500 - $ 67,500 3.3%
AR/AP
c
Clerk $ 32,750 - $ 43,500 $ 34,750 - $ 44,000 3.3%
Billing Manager/Supervisor $ 44,500 - $ 59,500 $ 46,500 - $ 61,250 3.6%
Billing Clerk $ 31,000 - $ 41,500 $ 32,000 - $ 43,000 3.4%
Payroll Manager/Supervisor $ 47,750 - $ 68,500 $ 48,500 - $ 72,000 3.7%
Payroll Clerk $ 32,500 - $ 44,750 $ 34,000 - $ 46,000 3.6%
Purchasing Manager $ 46,750 - $ 64,500 $ 47,750 - $ 67,000 3.1%
Inventory Clerk $ 30,250 - $ 40,500 $ 31,750 - $ 41,250 3.2%
Operational Support: Payroll & Other – Small Companies
b
AR/AP
c
Manager $ 40,250 - $ 56,250 $ 41,750 - $ 58,000 3.4%
AR/AP
c
Clerk $ 30,250 - $ 40,250 $ 31,750 - $ 41,000 3.2%
Payroll Manager/Supervisor $ 40,750 - $ 55,750 $ 41,250 - $ 58,750 3.6%
Payroll Clerk $ 30,500 - $ 39,750 $ 31,750 - $ 40,750 3.2%
b. Large companies = $250+ million in sales
Midsize companies = $25 million to $250 million in sales
Small companies = up to $25 million in sales
c. AR/AP = Accounts Receivable/Accounts Payable
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
HEALTHCARE
Title 2014 2015
%
Change
All Companies
Medical Billing Manager/Supervisor $ 52,000 - $ 72,250 $ 53,750 - $ 75,750 4.2%
Medical Biller $ 36,000 - $ 48,000 $ 37,500 - $ 50,000 4.2%
Billing Support Specialist $ 30,500 - $ 38,250 $ 31,750 - $ 39,750 4.0%
Medical Collections Manager/
Supervisor
$ 53,250 - $ 74,750 $ 55,500 - $ 77,750 4.1%
Medical Collections Specialist $ 37,000 - $ 48,250 $ 38,500 - $ 50,250 4.1%
Third-Party Biller $ 39,250 - $ 50,500 $ 41,000 - $ 52,000 3.6%
Payment Poster $ 34,500 - $ 42,750 $ 36,000 - $ 44,500 4.2%
Charge Entry Clerk $ 33,250 - $ 41,250 $ 34,750 - $ 42,500 3.7%
Patient Financial Counselor $ 39,500 - $ 51,500 $ 41,000 - $ 53,500 3.8%
Patient Accountant $ 36,500 - $ 50,250 $ 37,500 - $ 52,500 3.7%
Claims Examiner/Analyst $ 41,000 - $ 51,750 $ 43,000 - $ 53,500 4.0%
Healthcare Claims Processor $ 36,500 - $ 47,250 $ 38,000 - $ 49,000 3.9%
We’ve added the following new positions which are unique to frms within healthcare. You’ll
fnd additional analysis on employment trends within the healthcare sector on Page 9.
20 ROBERT HALF • 2015 SALARY GUIDE
PUBLIC ACCOUNTING
Title/Experience 2014 2015
%
Change
Tax Services – Large Firms
d, e
Senior Manager/Director
a
$ 115,000 - $ 190,750 $ 119,000 - $ 198,000 3.7%
Manager
a
$ 92,750 - $ 134,000 $ 96,000 - $ 139,000 3.6%
Senior $ 76,250 - $ 101,750 $ 78,500 - $ 106,500 3.9%
1 to 3 Years $ 61,500 - $ 80,750 $ 63,250 - $ 83,250 3.0%
Up to 1 Year $ 54,250 - $ 67,750 $ 55,750 - $ 69,750 2.9%
Tax Services – Midsize Firms
d, e
Senior Manager/Director
a
$ 104,000 - $ 161,500 $ 107,750 - $ 167,500 3.7%
Manager
a
$ 86,750 - $ 117,250 $ 88,750 - $ 123,250 3.9%
Senior $ 68,750 - $ 91,750 $ 70,500 - $ 96,000 3.7%
1 to 3 Years $ 55,500 - $ 72,750 $ 56,500 - $ 75,500 2.9%
Up to 1 Year $ 48,000 - $ 60,500 $ 49,250 - $ 62,500 3.0%
Tax Services – Small Firms
d, e
Senior Manager/Director
a
$ 92,500 - $ 131,250 $ 95,500 - $ 136,500 3.7%
Manager
a
$ 77,000 - $ 101,750 $ 79,500 - $ 105,250 3.4%
Senior $ 61,250 - $ 79,500 $ 63,750 - $ 81,500 3.2%
1 to 3 Years $ 50,500 - $ 64,750 $ 51,500 - $ 67,750 3.5%
Up to 1 Year $ 44,500 - $ 55,750 $ 46,500 - $ 56,500 2.7%
Audit/Assurance Services – Large Firms
d, e
Senior Manager/Director
a
$ 114,250 - $ 184,750 $ 118,500 - $ 191,750 3.8%
Manager
a
$ 94,000 - $ 130,250 $ 97,250 - $ 135,500 3.8%
Senior $ 75,500 - $ 98,500 $ 78,250 - $ 101,250 3.2%
1 to 3 Years $ 62,750 - $ 79,000 $ 63,750 - $ 82,000 2.8%
Up to 1 Year $ 54,250 - $ 66,250 $ 56,000 - $ 68,000 2.9%
Audit/Assurance Services – Midsize Firms
d, e
Senior Manager/Director
a
$ 102,500 - $ 159,250 $ 106,000 - $ 164,750 3.4%
Manager
a
$ 85,500 - $ 115,500 $ 88,250 - $ 119,000 3.1%
Senior $ 68,750 - $ 90,000 $ 71,000 - $ 92,750 3.1%
1 to 3 Years $ 55,500 - $ 72,250 $ 56,750 - $ 74,750 2.9%
Up to 1 Year $ 48,000 - $ 60,250 $ 49,500 - $ 61,750 2.8%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
a. Bonuses and incentives reflect an increasingly large
part of overall pay at this level and are not included in
the salary ranges listed above. Advanced degrees or
professional certifications also are assumed at this level.
d. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
e. Salary does not reflect overtime or bonuses, which are
significant portions of compensation for these positions.
21 ROBERT HALF • 2015 SALARY GUIDE
PUBLIC ACCOUNTING
Title/Experience 2014 2015
%
Change
Audit/Assurance Services – Small Firms
d, e
Senior Manager/Director
a
$ 91,250 - $ 129,500 $ 94,250 - $ 134,500 3.6%
Manager
a
$ 77,250 - $ 99,250 $ 79,500 - $ 103,500 3.7%
Senior $ 60,000 - $ 80,000 $ 62,500 - $ 81,750 3.0%
1 to 3 Years $ 50,750 - $ 64,750 $ 52,000 - $ 66,750 2.8%
Up to 1 Year $ 44,500 - $ 55,000 $ 45,750 - $ 56,500 2.8%
Management Services – Large Firms
d, e
Senior Manager/Director
a
$ 115,500 - $ 187,750 $ 118,250 - $ 195,250 3.4%
Manager
a
$ 93,750 - $ 130,500 $ 96,000 - $ 137,000 3.9%
Senior $ 75,750 - $ 100,500 $ 77,500 - $ 104,500 3.3%
1 to 3 Years $ 63,750 - $ 80,000 $ 65,750 - $ 82,500 3.1%
Up to 1 Year $ 54,000 - $ 68,500 $ 54,750 - $ 71,250 2.9%
Management Services – Midsize Firms
d, e
Senior Manager/Director
a
$ 102,000 - $ 158,500 $ 102,500 - $ 167,500 3.6%
Manager
a
$ 86,250 - $ 115,250 $ 88,750 - $ 119,500 3.3%
Senior $ 67,750 - $ 92,250 $ 70,000 - $ 95,250 3.3%
1 to 3 Years $ 56,750 - $ 71,750 $ 58,500 - $ 73,750 2.9%
Up to 1 Year $ 47,750 - $ 61,250 $ 48,750 - $ 63,250 2.8%
Management Services – Small Firms
d, e
Senior Manager/Director
a
$ 92,500 - $ 131,000 $ 95,250 - $ 136,250 3.6%
Manager
a
$ 77,000 - $ 100,250 $ 79,000 - $ 104,500 3.5%
Senior $ 61,000 - $ 80,000 $ 62,500 - $ 82,750 3.0%
1 to 3 Years $ 51,250 - $ 64,750 $ 53,000 - $ 66,250 2.8%
Up to 1 Year $ 45,500 - $ 56,250 $ 46,750 - $ 58,000 2.9%
Paraprofessional/Bookkeeper – All Firms
Paraprofessional/Bookkeeper $ 39,750 - $ 59,250 $ 40,750 - $ 61,250 3.0%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
a. Bonuses and incentives reflect an increasingly large
part of overall pay at this level and are not included in
the salary ranges listed above. Advanced degrees or
professional certifications also are assumed at this level.
d. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
e. Salary does not reflect overtime or bonuses, which are
significant portions of compensation for these positions.
22 ROBERT HALF • 2015 SALARY GUIDE
FINANCIAL SERVICES
Title/Experience 2014 2015
%
Change
Banking and Financial Markets
Managing Director/Partner –
Sell Side
$ 172,250 - $ 276,750 $ 175,250 - $ 284,750 2.4%
Vice President – Sell Side $ 129,750 - $ 191,750 $ 132,750 - $ 196,750 2.5%
Associate – Sell Side $ 80,750 - $ 108,250 $ 82,750 - $ 111,250 2.6%
Analyst – Sell Side $ 67,500 - $ 86,500 $ 68,750 - $ 89,250 2.6%
Managing Director/Partner – Buy Side $ 166,000 - $ 262,000 $ 170,000 - $ 268,500 2.5%
Vice President – Buy Side $ 127,750 - $ 183,250 $ 131,000 - $ 187,750 2.5%
Associate – Buy Side $ 75,500 - $ 101,750 $ 77,750 - $ 104,000 2.5%
Analyst – Buy Side $ 68,000 - $ 88,250 $ 69,750 - $ 90,500 2.6%
Business Development Offcer $ 90,750 - $ 148,000 $ 92,500 - $ 152,250 2.5%
Fund Manager $ 118,250 - $ 172,250 $ 122,000 - $ 178,500 3.4%
Portfolio Manager $ 107,000 - $ 151,500 $ 109,500 - $ 158,000 3.5%
Commercial Lender – 5+ Years $ 89,250 - $ 126,500 $ 91,000 - $ 130,750 2.8%
Commercial Lender – 3 to 5 Years $ 68,500 - $ 107,500 $ 70,000 - $ 110,750 2.7%
Commercial Lender – 1 to 3 Years $ 52,500 - $ 83,750 $ 54,000 - $ 86,000 2.8%
Private Banker – 5+ Years $ 79,250 - $ 112,250 $ 81,500 - $ 115,250 2.7%
Private Banker – 3 to 5 Years $ 61,250 - $ 82,000 $ 62,000 - $ 85,250 2.8%
Private Banker – 1 to 3 Years $ 49,500 - $ 67,500 $ 50,000 - $ 70,250 2.8%
Credit Analyst – 5+ Years $ 69,750 - $ 90,750 $ 71,500 - $ 95,750 4.2%
Credit Analyst – 3 to 5 Years $ 57,750 - $ 73,750 $ 59,500 - $ 76,750 3.6%
Credit Analyst – 1 to 3 Years $ 44,750 - $ 59,250 $ 45,500 - $ 62,250 3.6%
Wholesaler $ 56,750 - $ 77,250 $ 58,250 - $ 79,750 3.0%
Finance and Accounting
Chief Financial Offcer $ 149,500 - $ 265,000 $ 155,000 - $ 275,000 3.7%
Controller – Large Firms
f
$ 146,500 - $ 186,000 $ 151,500 - $ 193,000 3.6%
Controller – Midsize Firms
f
$ 102,500 - $ 154,000 $ 105,250 - $ 160,000 3.4%
Controller – Small Firms
f
$ 89,000 - $ 119,250 $ 92,000 - $ 123,500 3.5%
Accountant – 5+ Years $ 67,000 - $ 87,500 $ 70,500 - $ 89,000 3.2%
Accountant – 3 to 5 Years $ 56,250 - $ 72,250 $ 58,500 - $ 74,000 3.1%
Accountant – 1 to 3 Years $ 44,250 - $ 58,250 $ 46,000 - $ 59,750 3.2%
Product Controller – Manager $ 91,000 - $ 115,750 $ 94,000 - $ 118,500 2.8%
Product Controller – 3 to 5 Years $ 70,750 - $ 92,250 $ 72,250 - $ 95,500 2.9%
Product Controller – 1 to 3 Years $ 55,750 - $ 71,000 $ 57,000 - $ 73,250 2.8%
Financial Planning & Analysis –
Manager
$ 87,750 - $ 116,750 $ 90,000 - $ 120,500 2.9%
Financial Planning & Analysis –
3 to 5 Years
$ 66,500 - $ 84,750 $ 67,500 - $ 88,250 3.0%
Financial Planning & Analysis –
1 to 3 Years
$ 55,250 - $ 72,250 $ 56,250 - $ 75,000 2.9%
ACCOUNTI NG AND FI NANCE SALARI ES
f. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
23 ROBERT HALF • 2015 SALARY GUIDE
FINANCIAL SERVICES
Title/Experience 2014 2015
%
Change
Finance and Accounting (Cont.)
Hedge Fund Accountant – Manager $ 83,750 - $ 115,500 $ 85,750 - $ 119,250 2.9%
Hedge Fund Accountant – 3 to 5 Years $ 61,000 - $ 78,750 $ 62,500 - $ 81,500 3.0%
Hedge Fund Accountant – 1 to 3 Years $ 49,500 - $ 62,750 $ 51,000 - $ 64,750 3.1%
Mutual Fund Accountant – Manager $ 72,500 - $ 93,750 $ 74,750 - $ 96,250 2.9%
Mutual Fund Accountant – 3 to 5 Years $ 54,500 - $ 69,000 $ 55,500 - $ 71,500 2.8%
Mutual Fund Accountant – 1 to 3 Years $ 44,250 - $ 57,750 $ 45,500 - $ 59,500 2.9%
Internal Auditor – Manager $ 87,500 - $ 121,000 $ 91,000 - $ 126,000 4.1%
Internal Auditor – 3 to 5 Years $ 65,250 - $ 84,250 $ 67,000 - $ 88,750 4.2%
Internal Auditor – 1 to 3 Years $ 51,500 - $ 69,500 $ 53,000 - $ 73,000 4.1%
Regulatory Reporting – Manager $ 89,250 - $ 114,500 $ 92,000 - $ 118,500 3.3%
Regulatory Reporting – 3 to 5 Years $ 68,000 - $ 87,500 $ 70,250 - $ 90,500 3.4%
Regulatory Reporting – 1 to 3 Years $ 53,750 - $ 68,500 $ 54,750 - $ 71,500 3.3%
Financial Analyst $ 52,500 - $ 76,750 $ 54,500 - $ 80,250 4.3%
Tax Accountant $ 55,000 - $ 75,250 $ 57,250 - $ 78,000 3.8%
Risk and Compliance
Chief Risk Offcer $ 148,000 - $ 225,000 $ 152,250 - $ 234,000 3.6%
Market Risk Analyst – Manager $ 92,000 - $ 132,750 $ 95,250 - $ 137,500 3.6%
Market Risk Analyst – 3 to 5 Years $ 69,000 - $ 92,250 $ 72,000 - $ 95,000 3.6%
Credit Risk Analyst – Manager $ 90,000 - $ 116,250 $ 93,000 - $ 120,750 3.6%
Credit Risk Analyst – 3 to 5 Years $ 63,000 - $ 85,250 $ 64,500 - $ 89,250 3.7%
Operational Risk Analyst – Manager $ 88,500 - $ 112,250 $ 91,500 - $ 116,500 3.6%
Operational Risk Analyst –
3 to 5 Years
$ 64,500 - $ 83,500 $ 66,000 - $ 87,500 3.7%
Chief Compliance Offcer –
Large Firms
f
$ 154,500 - $ 229,500 $ 161,000 - $ 238,750 4.1%
Chief Compliance Offcer –
Midsize Firms
f
$ 126,000 - $ 176,000 $ 130,500 - $ 184,000 4.1%
Chief Compliance Offcer –
Small Firms
f
$ 106,500 - $ 138,000 $ 111,000 - $ 143,500 4.1%
Compliance Offcer – Large Firms
f
$ 98,500 - $ 131,500 $ 102,000 - $ 137,500 4.1%
Compliance Offcer – Midsize Firms
f
$ 86,000 - $ 118,500 $ 88,250 - $ 124,750 4.2%
Compliance Offcer – Small Firms
f
$ 72,000 - $ 97,000 $ 73,750 - $ 102,250 4.1%
Compliance Manager – Large Firms
f
$ 83,250 - $ 108,500 $ 86,250 - $ 113,250 4.0%
Compliance Manager – Midsize Firms
f
$ 73,750 - $ 98,000 $ 76,000 - $ 102,750 4.1%
Compliance Manager – Small Firms
f
$ 65,750 - $ 86,000 $ 68,500 - $ 89,250 4.0%
Compliance Analyst $ 52,750 - $ 79,750 $ 53,750 - $ 84,000 4.0%
Anti-Money Laundering Specialist $ 68,500 - $ 92,000 $ 71,500 - $ 95,500 4.0%
Fraud Investigator $ 66,250 - $ 88,000 $ 68,000 - $ 91,750 3.6%
Regulatory Affairs Specialist $ 64,250 - $ 91,000 $ 65,750 - $ 95,250 3.7%
ACCOUNTI NG AND FI NANCE SALARI ES
f. Large firms = $250+ million in sales
Midsize firms = $25 million to $250 million in sales
Small firms = up to $25 million in sales
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
24 ROBERT HALF • 2015 SALARY GUIDE
FINANCIAL SERVICES
Title/Experience 2014 2015
%
Change
Operations
Director of Operations $ 93,500 - $ 133,000 $ 95,250 - $ 136,250 2.2%
Operations Manager $ 56,500 - $ 82,000 $ 57,500 - $ 84,250 2.3%
Banking Operations Specialist –
5+ Years
$ 57,750 - $ 74,000 $ 58,000 - $ 77,000 2.5%
Banking Operations Specialist –
3 to 5 Years
$ 48,500 - $ 60,750 $ 49,500 - $ 62,750 2.7%
Banking Operations Specialist –
1 to 3 Years
$ 39,500 - $ 50,750 $ 40,000 - $ 52,750 2.8%
Fund Operations Specialist –
5+ Years
$ 63,000 - $ 76,250 $ 64,750 - $ 78,000 2.5%
Fund Operations Specialist –
3 to 5 Years
$ 52,000 - $ 65,000 $ 53,000 - $ 66,750 2.4%
Fund Operations Specialist –
1 to 3 Years
$ 42,250 - $ 53,500 $ 42,500 - $ 55,500 2.3%
Client Service Representative –
5+ Years
$ 53,000 - $ 65,750 $ 54,000 - $ 67,500 2.3%
Client Service Representative –
3 to 5 Years
$ 45,250 - $ 56,000 $ 46,250 - $ 57,500 2.5%
Client Service Representative –
1 to 3 Years
$ 37,750 - $ 45,500 $ 38,000 - $ 47,000 2.1%
Sales/Trader Assistant $ 38,500 - $ 60,000 $ 39,000 - $ 62,250 2.8%
Performance Analyst $ 52,250 - $ 72,750 $ 54,500 - $ 74,250 3.0%
Loan Processor $ 40,000 - $ 54,500 $ 41,750 - $ 56,000 3.4%
Loan Underwriter $ 46,000 - $ 65,750 $ 47,000 - $ 68,500 3.4%
Loan Administrator $ 38,250 - $ 57,500 $ 39,250 - $ 59,750 3.4%
Mortgage Processor $ 31,500 - $ 43,000 $ 32,500 - $ 44,500 3.4%
Mortgage Underwriter $ 40,500 - $ 59,000 $ 41,500 - $ 61,250 3.3%
ACCOUNTI NG AND FI NANCE SALARI ES
Unless otherwise noted (see footnote “a”), add 5-15 percent for graduate degrees or professional certifications.
25 ROBERT HALF • 2015 SALARY GUIDE
The national salary ranges can be customized for more than 135 U.S. cities by
using the local variances beginning on Page 26. A number of factors, including
company size, employee benefts, a candidate’s skill set and market trends, may
impact actual compensation.
The information is supported by data from the U.S. Department of Labor’s Bureau
of Labor Statistics and Robert Half’s U.S. offces, independent research, and our
company’s ongoing surveys of CFOs and other senior business leaders. The average
salary index for all U.S. markets is 100.
To determine the estimated salary range for a position in your area, move the decimal
point in the variance number two places to the left, then multiply this fgure by the low
and high ends of the position’s national average.
Salaries can be customized for additional
markets using our Salary Calculator at
roberthalf.com/salary-calculator.
Customizing Salaries for Local Markets
26 ROBERT HALF • 2015 SALARY GUIDE
CUSTOMI ZI NG SALARI ES FOR LOCAL MARKETS
Alabama
Birmingham . . . . . . . . 95.0
Huntsville . . . . . . . . . . 93.0
Mobile . . . . . . . . . . . . 86.0
Arizona
Phoenix . . . . . . . . . . 108.0
Tucson . . . . . . . . . . . 102.0
Arkansas
Fayetteville . . . . . . . . . 95.0
Little Rock. . . . . . . . . . 95.0
California
Fresno . . . . . . . . . . . . 90.0
Irvine . . . . . . . . . . . . 124.5
Los Angeles . . . . . . . 127.0
Oakland . . . . . . . . . 127.0
Ontario . . . . . . . . . . 115.0
Sacramento . . . . . . . 101.5
San Diego . . . . . . . . 118.5
San Francisco. . . . . . 138.0
San Jose. . . . . . . . . . 135.0
Santa Barbara . . . . . 125.0
Santa Rosa. . . . . . . . 118.1
Stockton. . . . . . . . . . . 85.0
Colorado
Boulder . . . . . . . . . . 115.3
Colorado Springs . . . . 90.5
Denver . . . . . . . . . . . 103.7
Fort Collins. . . . . . . . . 94.1
Greeley . . . . . . . . . . . 84.6
Loveland . . . . . . . . . . 91.4
Pueblo . . . . . . . . . . . . 78.0
Connecticut
Hartford . . . . . . . . . 116.5
New Haven . . . . . . . 112.0
Stamford . . . . . . . . . 131.0
Delaware
Wilmington. . . . . . . . 105.0
District of Columbia
Washington . . . . . . . 132.0
Florida
Fort Myers . . . . . . . . . 89.0
Jacksonville . . . . . . . . 94.5
Melbourne . . . . . . . . . 89.5
Miami/
Fort Lauderdale . . . 107.0
Orlando. . . . . . . . . . . 99.0
St. Petersburg . . . . . . . 95.5
Tampa . . . . . . . . . . . . 97.0
West Palm Beach . . . 100.0
Georgia
Atlanta. . . . . . . . . . . 105.0
Macon . . . . . . . . . . . . 84.0
Savannah. . . . . . . . . . 84.0
Hawaii
Honolulu . . . . . . . . . . 94.0
Idaho
Boise . . . . . . . . . . . . . 86.1
Illinois
Chicago. . . . . . . . . . 123.0
Naperville . . . . . . . . 112.0
Rockford. . . . . . . . . . . 80.0
Springfield . . . . . . . . . 91.0
Indiana
Fort Wayne. . . . . . . . . 81.0
Indianapolis . . . . . . . . 94.0
Iowa
Cedar Rapids . . . . . . . 93.0
Davenport . . . . . . . . . 93.0
Des Moines . . . . . . . 100.0
Sioux City. . . . . . . . . . 82.0
Waterloo/Cedar Falls. . 85.0
Kansas
Kansas City . . . . . . . . 97.0
Kentucky
Lexington . . . . . . . . . . 90.5
Louisville . . . . . . . . . . 92.0
Louisiana
Baton Rouge. . . . . . . . 99.0
New Orleans . . . . . . . 99.0
Maine
Portland . . . . . . . . . . . 95.0
Maryland
Baltimore . . . . . . . . . 103.0
Massachusetts
Boston . . . . . . . . . . . 133.0
Springfield . . . . . . . . 104.0
Michigan
Ann Arbor . . . . . . . . 100.5
Detroit . . . . . . . . . . . 100.0
Grand Rapids. . . . . . . 85.5
Lansing . . . . . . . . . . . 84.0
Minnesota
Bloomington. . . . . . . 105.5
Duluth . . . . . . . . . . . . 79.6
Minneapolis . . . . . . . 106.0
Rochester . . . . . . . . . 100.5
St. Cloud . . . . . . . . . . 82.0
St. Paul. . . . . . . . . . . 102.0
Missouri
Kansas City . . . . . . . . 99.2
St. Joseph. . . . . . . . . . 91.0
St. Louis . . . . . . . . . . 100.3
Nebraska
Lincoln . . . . . . . . . . . . 85.0
Omaha . . . . . . . . . . . 96.0
Nevada
Las Vegas. . . . . . . . . . 93.8
Reno . . . . . . . . . . . . . 95.0
27 ROBERT HALF • 2015 SALARY GUIDE
CUSTOMI ZI NG SALARI ES FOR LOCAL MARKETS
Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half. City index figures are reflective of
all industries and are not specific to accounting and finance. For more information on average starting salaries
in your city, please contact the Robert Half office nearest you.
New Hampshire
Manchester/Nashua. . 112.0
New Jersey
Mount Laurel . . . . . . 115.0
Paramus. . . . . . . . . . 130.0
Princeton . . . . . . . . . 125.0
Woodbridge . . . . . . . 126.5
New Mexico
Albuquerque. . . . . . . . 90.5
New York
Albany . . . . . . . . . . . . 97.0
Buffalo . . . . . . . . . . . . 95.0
Long Island . . . . . . . 120.0
New York . . . . . . . . . 139.0
Rochester . . . . . . . . . . 91.7
Syracuse. . . . . . . . . . . 90.3
North Carolina
Charlotte . . . . . . . . . 101.5
Greensboro . . . . . . . 100.0
Raleigh. . . . . . . . . . . 104.0
Ohio
Akron. . . . . . . . . . . . . 89.0
Canton. . . . . . . . . . . . 82.0
Cincinnati. . . . . . . . . . 97.5
Cleveland. . . . . . . . . . 95.5
Columbus . . . . . . . . . 96.5
Dayton. . . . . . . . . . . . 87.0
Toledo . . . . . . . . . . . . 84.5
Youngstown . . . . . . . . 76.0
Oklahoma
Oklahoma City. . . . . . 91.7
Tulsa . . . . . . . . . . . . . 92.0
Oregon
Portland . . . . . . . . . . 106.5
Pennsylvania
Harrisburg . . . . . . . . . 95.0
Philadelphia . . . . . . . 115.0
Pittsburgh. . . . . . . . . . 96.2
Rhode Island
Providence . . . . . . . . . 97.0
South Carolina
Charleston . . . . . . . . . 93.0
Columbia. . . . . . . . . . 93.5
Greenville . . . . . . . . . 91.5
Tennessee
Chattanooga . . . . . . . 89.0
Cool Springs . . . . . . . 99.0
Knoxville. . . . . . . . . . . 88.0
Memphis . . . . . . . . . . 95.0
Nashville . . . . . . . . . . 98.5
Texas
Austin. . . . . . . . . . . . 106.0
Dallas . . . . . . . . . . . 107.5
El Paso. . . . . . . . . . . . 70.0
Fort Worth . . . . . . . . 107.0
Houston . . . . . . . . . . 107.5
Midland/Odessa. . . . 115.0
San Antonio . . . . . . . . 98.0
Utah
Salt Lake City . . . . . . 101.0
Virginia
Norfolk/
Hampton Roads . . . . 94.5
Richmond. . . . . . . . . . 98.0
Tysons Corner. . . . . . 132.0
Washington
Seattle . . . . . . . . . . . 118.9
Spokane. . . . . . . . . . . 82.0
Wisconsin
Appleton . . . . . . . . . . 85.0
Green Bay . . . . . . . . . 86.5
Madison. . . . . . . . . . . 97.5
Milwaukee . . . . . . . . 100.5
Waukesha . . . . . . . . . 98.5
Region-specifc insights on positions in demand
and growing industries are available at
roberthalf.com/salary-center.
28 ROBERT HALF • 2015 SALARY GUIDE
Upon learning a top performer plans to accept a job with another
company, many managers refexively begin preparing a counteroffer. But
it’s important to think long and hard before trying to beat or match a
competing frm’s compensation package.
Here are fve reasons to resist the temptation to counteroffer:
1. It’s not a long-term solution. In a Robert Half survey, 38 percent of
CFOs said it’s common for employees who accept counteroffers to
leave their frms within a year. Providing a competitive salary, excellent
benefts, frequent recognition and clear career paths are effective
employee retention strategies. Offering a counteroffer, on the other
hand, is often just a costly way to delay the inevitable.
2. You set a bad precedent. What happens when word spreads that you
sweetened the pot for one employee? It’s likely other team members
will expect similar treatment in the future. It could even prompt some
employees to explore the job market as a renegotiation tool.
3. Morale can suffer. Fair or not, extending a counteroffer can lead to
claims of favoritism. Tension and resentment also could arise if team
members become jealous of the employee you bent over backward to
keep. Your staff also might interpret your actions as a sign that it takes
a resignation threat — not dedication and hard work — to get your
attention and, ultimately, get ahead.
4. It can be diffcult to re-establish trust. If a bump in salary persuades
the employee to stay with your frm, your frst reaction might be one
of relief. But once you move beyond the initial crisis, doubts about the
employee’s loyalty will likely surface.
5. The employee’s performance won’t likely improve. Paying a person
more won’t necessarily yield better work. If particular employees come
to believe that they are now deemed “indispensable,” there’s little
incentive to step up their game.
5 Reasons You Should Avoid
Making a Counteroffer
29 ROBERT HALF • 2015 SALARY GUIDE
The Benefts of a
Flexible Staffng Structure
Change — and lots of it — is the only
constant today. The companies most poised
for success are those that remain agile in
responding to an ever-evolving business
environment. This is especially true in the
way they staff their operations.
The perennial job of adjusting employee
headcount to match business opportunities
is best handled with a fexible staffng
plan. Creating a dynamic mix of full-time
employees and highly skilled temporary
and project professionals enables frms of all sizes to nimbly staff up or down based
on workload demands.
More companies began embracing fexible staffng structures during the Great
Recession, and the lessons they learned have been lasting ones. This cost-effective
approach to managing personnel resources has become the new normal — a
permanent part of many frms’ human resources plans.
The number of professionals at all levels choosing to work on a temporary or project
basis is also rising. The result? Employers can leverage the wealth of experience and
knowledge these skilled workers possess without taking on the fxed costs of a full-time
hire for every personnel need.
A fexible staffng structure will enable you to:
• Adjust staffng levels quickly and easily, keeping overhead costs under control
year-round.
• Ease the burden on core staff members spread too thin.
• Access a deep talent pool of professionals who possess specialized subject matter
expertise and skills not available in-house — when and for as long as you need
them; knowledge can then be transferred from these individuals to internal staff.
• Avoid the damaging cycle of overstaffng followed by layoffs. As a result, you can
increase the job stability and morale of your full-time employees.
• Reduce recruiting time (and the associated costs) if you identify a longer-term need.
30 ROBERT HALF • 2015 SALARY GUIDE
Robert Half is the
world’s leading
specialized staffng
service.
Robert Half is the world’s leading specialized staffng service. Through our Accountemps,
Robert Half Finance & Accounting and Robert Half Management Resources divisions,
we place highly skilled accounting and fnance professionals on a temporary, full-time
and senior-level project basis, respectively. Robert Half Financial Services specializes
in providing highly skilled fnancial services professionals on a temporary, interim and
full-time basis.
We also offer a full spectrum of consulting services through our Protiviti subsidiary,
a global consulting frm that helps companies solve problems in fnance, technology,
operations, governance, risk and internal audit.
Key benefts we offer your business include:
The right talent, right on time — Our staffng professionals excel at making smart
matches from our extensive network of experienced job candidates. We make sure
they’re ready from day one to help keep your business running at full speed.
About Robert Half
31 ROBERT HALF • 2015 SALARY GUIDE
ABOUT ROBERT HALF
Recruitment, from beginning to end — We handle all aspects of the hiring process
for you: Our staffng professionals conduct face-to-face interviews, technical skills
evaluations, select reference checks, soft skills assessments and salary discussions with
our candidates. We evaluate their ft with your work environment so that we’re making
the right placement the frst time.
A personal touch — Technology is no replacement for personal service. While we
use the latest technology tools and our professional networks to quickly fnd you the
best available candidates, we also provide one-on-one service tailored to your hiring
needs. In other words, we don’t rely solely on e-solutions.
Options to ft your needs — Whether you require a temporary professional during
peak workloads, a full-time employee or a team of consultants to assist with a special
project, our staffng professionals can provide you with a range of options. In addition,
we can partner with Protiviti to provide deliverable-based consulting.
Experience and reputation — We’ve been in the staffng business for more than
65 years. In that time, we’ve learned how to read the job market in all economic
climates and developed a reputation for offering sound advice and highly skilled
candidates, no matter the current conditions.
Contact Robert Half at roberthalf.com or 1.800.803.8367 to learn more about
how we can help you with your staffng needs.
For more hiring and management advice, visit our blogs:
• blog.roberthalf.com
• blog.accountemps.com
• blog.roberthalffnance.com
• blog.roberthalfmr.com
32 ROBERT HALF • 2015 SALARY GUIDE
Offce Locations
ALABAMA
Birmingham
ARIZONA
Chandler
Phoenix
Phoenix – West
Tucson
ARKANSAS
Fayetteville
Little Rock
CALIFORNIA
Bakersfield
Burbank
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Cerritos
City of Industry
Fairfield
Fremont
Fresno
Irvine
La Jolla
Laguna Niguel
Long Beach
Los Angeles
Los Angeles – LAX
Modesto
Monterey
Oakland
Ontario
Orange
Oxnard
Palm Springs
Palo Alto
Pasadena
Pleasanton
Rancho Bernardo
Rancho Cordova
Riverside
Sacramento
San Diego
San Francisco
San Jose
San Mateo
Santa Barbara
Santa Clara
Santa Rosa
Stockton
Torrance
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Walnut Creek
Westlake Village
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Woodland Hills
COLORADO
Boulder
Colorado Springs
Denver
Englewood
Fort Collins
Lakewood
CONNECTICUT
Danbury
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New Haven
Shelton
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DELAWARE
Wilmington
DISTRICT OF
COLUMBIA
Washington
FLORIDA
Boca Raton
Brandon
Coral Gables
Fort Lauderdale
Fort Myers
Heathrow
Jacksonville
Miami – Downtown
Orlando
St. Petersburg
Tampa
West Palm Beach
GEORGIA
Alpharetta
Atlanta – Buckhead
Atlanta – Galleria
Atlanta – South
Gwinnett
Macon
Savannah
HAWAII
Honolulu
IDAHO
Boise
ILLINOIS
Chicago
Gurnee
Hoffman Estates
Naperville
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Rosemont
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Indianapolis – Downtown
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Merrillville
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Davenport
Des Moines
West Des Moines
KANSAS
Overland Park
KENTUCKY
Lexington
Louisville
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New Orleans
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Portland
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Baltimore
Bethesda
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MASSACHUSETTS
Boston
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Burlington
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Springfield
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MICHIGAN
Ann Arbor
Dearborn
Grand Rapids
Kalamazoo
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MINNESOTA
Bloomington
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Minnetonka
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St. Paul
MISSOURI
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St. Louis
NEBRASKA
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Las Vegas
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Nashua
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Albany
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New York – Midtown
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NORTH CAROLINA
Chapel Hill
Charlotte
Charlotte – South
Greensboro
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OHIO
Akron
Beachwood
Blue Ash
Canton
Cincinnati
Cleveland
Columbus
Dayton
Call 1.800.803.8367 or visit roberthalf.com/locations to contact the offce nearest you.
UNITED STATES
33 ROBERT HALF • 2015 SALARY GUIDE
Dublin
Easton
North Olmsted
Toledo
West Chester
Youngstown
OKLAHOMA
Oklahoma City
Tulsa
OREGON
Beaverton
Eugene
Portland
PENNSYLVANIA
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Trevose
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RHODE ISLAND
Providence
SOUTH CAROLINA
Charleston
Columbia
Greenville
Spartanburg
TENNESSEE
Chattanooga
Knoxville
Memphis – Downtown
Memphis – East
Nashville – Cool Springs
Nashville – Downtown
TEXAS
Austin
Dallas – Downtown
Dallas – Galleria
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Houston – Clear Lake
Houston – Downtown
Houston – Galleria
Houston – Northwest
Houston – Westchase
Houston – The Woodlands
Irving
Midland/Odessa
Plano
San Antonio – Alamo
Heights
San Antonio – Colonnade
UTAH
Salt Lake City
Thanksgiving Point
VIRGINIA
Alexandria
Dulles
Norfolk
Richmond – Downtown
Richmond – West
Tysons Corner
WASHINGTON
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INTERNATIONAL OFFICES
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CORPORATE OFFICE
Robert Half
2884 Sand Hill Road
Menlo Park, CA 94025
650.234.6000
roberthalf.com
© 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/D/V.
ATFAMR-1014-1681
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doc_714839484.pdf