2012
SALARY GUIDE
ACCOUNTING & FINANCE
Table of Contents
From the Chairman
1
|
Using the Salary Guide
2
|
The Hiring Environment
3
|
Accounting and Finance Salaries
|
Customizing Salaries for Local Markets
10
|
22
Flexible Staffing Approaches Can Help Businesses Save Money
Working With Robert Half
Office Locations
b
|
|
26
28
All trademarks
contained
2012
Salary Guide
• Robertherein
Half are the property of their respective owners.
|
25
From the Chairman
Dear colleague:
Robert Half has published data on starting
compensation levels in accounting and finance
since 1950. In that time, we’ve become the leading
expert on the subject.
Having access to the most up-to-date salary data
can help you set competitive pay levels, allowing
you to attract top professionals to your organization and keep them on board. Offering an attractive
compensation package is often the difference
between welcoming an employee and watching
him or her accept a job offer from someone else.
I hope you find the Salary Guide useful. For additional compensation and staffing
insights, please visit our Salary Center at roberthalf.com/salarycenter.
Sincerely,
Max Messmer
Chairman and CEO
Robert Half International
1
2012 Salary Guide • Robert Half
Using the Salary Guide
Think of the 2012 Salary Guide as a compass for your business.
This valuable resource can help you determine the best course to
take when setting compensation levels for new employees, planning
budgets and navigating the hiring environment.
Our annual Salary Guide includes starting salary ranges for more than 300
accounting, finance and financial services positions. The figures in the guide are
national averages but can be adjusted for more than 130 markets across the
United States using the local variance information beginning on Page 22.
The salary ranges represent starting compensation only, because factors such
as seniority and work ethic make ongoing pay difficult to measure. Bonuses,
incentives and other forms of compensation, such as benefits and retirement
packages, also are not taken into account.
The salary ranges are based on information from various sources, including:
• The thousands of full-time and interim placements made through our
branch locations
• Insights from our expert recruiting and staffing professionals
• Exclusive workplace research we conduct regularly among executives
and workers
• A comprehensive analysis of current and future hiring trends
We publish a new guide every year to ensure our data reflect the most recent
employment trends. Information from the Salary Guide is so well-regarded that
the U.S. Department of Labor’s Bureau of Labor Statistics has used it when
compiling the Occupational Outlook Handbook.
Visit us at roberthalf.com/salarycenter for more
in-depth information about emerging hiring trends.
Also access our Salary Calculator to quickly customize
compensation data for your city.
2
2012 Salary Guide • Robert Half
The Hiring Environment
Companies positioning themselves for growth are hiring accounting and finance
professionals. Employers are refilling positions cut during the recession, adding
new ones, and making replacement hires to address attrition and turnover.
Preparing for Growth: Putting the Right Pieces in Place
Demand is climbing for financial analysts who can help their organizations formulate expansion strategies while continuing to monitor costs. Companies also are
filling core operational accounting positions in areas such as accounts payable,
accounts receivable and collections in reaction to a higher volume of business.
The market for skilled talent is tightening, however, and firms are finding it more
difficult to locate professionals who meet all their requirements. In some specialties,
top performers are receiving multiple offers and counteroffers.
Recruiting challenges may become more pronounced, resulting in lost
productivity and additional burden on existing staff. Already, the hiring cycle
is growing longer, as reflected in a Robert Half survey of chief financial
officers (CFOs).
Average time to fill accounting and finance vacancies
Level
2011
2010
Management
7 weeks
5 weeks
Staff
5 weeks
4 weeks
Source: Robert Half survey of more than 1,400 CFOs
Still, some businesses remain cautious. Many prefer to work with temporary
professionals while assessing their long-term hiring needs and to evaluate
prospective new employees. In addition, interim professionals are being brought
in to provide specialized expertise on critical initiatives and support personnel
during peak workload periods. This staffing model has become increasingly
popular in recent years as companies attempt to meet business objectives
without overhiring.
3
2012 Salary Guide • Robert Half
THE HIRING ENVIRONMENT
Retention Concerns
Morale and retention deserve special attention in a shifting job market. Loyal
employees who put in long hours in recent years without receiving corresponding pay increases and career advancement are indicating they’re ready
to explore jobs at other firms.
Employers need to ensure compensation and benefits are competitive and
that valued team members understand the opportunities available to them.
Many firms are again offering raises, but they also are beginning to realize
it may take more than a moderate pay increase to keep their best people.
Providing perks is another popular retention tool. According to CFOs interviewed
for a Robert Half survey, companies are most commonly offering incentives that
help their employees build new skills and achieve better work/life balance.
Perks companies are offering to attract and retain employees
Subsidized training/education
29%
Flexible work hours or telecommuting
24%
Mentoring programs
24%
13%
Matching gifts programs
Free or subsidized meals
11%
On-site perks (e.g., childcare, dry cleaning)
11%
Subsidized transportation
Subsidized gym memberships
Sabbaticals
Housing/relocation assistance
10%
9%
8%
7%
Source: Robert Half survey of more than 1,400 CFOs; multiple responses allowed
4
2012 Salary Guide • Robert Half
THE HIRING ENVIRONMENT
In-Demand Skills and Credentials
The certified public accountant (CPA) remains the most requested accreditation, while a master’s degree in business administration (MBA) also is a
key qualifier for many senior-level and financial analyst positions. Other highly
regarded credentials include the certified internal auditor (CIA), certified
information systems auditor (CISA), certified management accountant (CMA),
certified payroll professional (CPP) and certified credit executive (CCE)
designations.
Employers seek candidates proficient with the most popular systems and
software applications. Advanced knowledge of Microsoft Excel and Access
remains in demand. In addition, companies want to hire candidates who are
adept at using enterprise resource planning (ERP) systems. Knowledge of
database management and business intelligence software is valued as well.
Soft skills are equally important for accounting and finance professionals.
Interpersonal abilities may be even more critical as companies seek employees
who can assume future leadership roles.
5
2012 Salary Guide • Robert Half
THE HIRING ENVIRONMENT
Positions in Demand
Controllers – Many companies are expanding their controller ranks in
response to business growth. Firms need hands-on controllers and assistant
controllers to plan, direct and coordinate critical activities, such as compiling
financial statements, interacting with outside auditors and overseeing regulatory reporting.
Financial analysts – Companies seek experienced analysts who can help
them understand the story behind their financial data and identify further
expansion opportunities. The most in-demand candidates have strong financial,
technical and communication skills and are comfortable presenting their findings
and recommendations to a variety of audiences.
6
2012 Salary Guide • Robert Half
THE HIRING ENVIRONMENT
Business systems analysts – Businesses need analysts who possess
finance and information technology expertise to optimize their systems and
improve efficiencies. These professionals also are being relied upon to support
new ERP projects and related software initiatives previously placed on hold.
Internal auditors – Companies are hiring internal auditors to help them evaluate
the effectiveness of their financial and information systems, management and
operational procedures, and internal controls. These professionals are needed
to help businesses ensure records are accurate, controls are adequate, and
compliance with corporate policies and government regulations is achieved.
Accountants – Demand is increasing for staff, senior and managerial-level
accountants. Degreed CPAs are seeing renewed hiring in industry and
public accounting.
Tax accountants – Opportunities are expanding for tax accountants in both
public and corporate accounting who can help companies navigate complex and
continually changing corporate tax laws, including issues relating to Financial
Accounting Standard (FAS) 109, foreign tax credits and transfer pricing.
Cost accountants – As manufacturing activity has increased, the need for
skilled cost accountants has picked up as well. Professionals who can merge
cost accounting with financial planning and analysis skills in a manufacturing
context are in demand.
Auditors – Public accounting firms are adding auditors as business conditions
shift and client companies have a greater need for auditing services, ranging
from compliance-related requirements and due diligence reviews associated
with mergers and acquisitions to public offering readiness.
Accounting operations – Demand for professionals to fill core operational
roles in accounts payable, accounts receivable, payroll and collections is
growing. Companies needing to pay more workers and collect or pay accounts
at a faster rate are adding to their teams.
7
2012 Salary Guide • Robert Half
THE HIRING ENVIRONMENT
Public Accounting Overview
After a significant pullback in hiring in recent years, large and regional public
accounting firms have started expanding their ranks again. Hiring is picking up
for positions at all levels as business needs become more complex and global.
There is particular competition for professionals at the senior accountant level.
Some practitioners are starting to be tempted by opportunities in corporate
accounting, exacerbating existing recruiting challenges for these positions.
In an effort to stem turnover, many public accounting firms are carefully
reviewing their compensation packages. Raises remain modest, however, and
some employers may have a difficult time attracting the talent they need to
meet their hiring goals.
Hiring is taking place at many of the largest firms. Big Four firms, in particular,
are starting to do more campus recruiting to bring new accountants into
the pipeline.
In addition to senior-level accountants, demand is strong for tax professionals
who can help businesses navigate complexities in tax laws and expanded
financial statement disclosure related to income taxes. With business
becoming ever more global, firms increasingly seek employees with international tax backgrounds.
Financial Services Trends
Employment in financial services has improved in some
sectors. Investment firms, retail brokerages, commercial banks,
private equity firms and hedge funds have added highly skilled
staff in certain specialties.
Large investment banks are rebuilding their global workforces in some areas while
boutique firms and foreign banks are expanding their presence through new
hires. Trading positions in fixed income and equities are among those being
added. Demand also is stronger for specialist positions related to managing
credit and operational risks, due diligence, mergers and acquisitions, foreign
exchange, compliance, and operations.
On the retail front, firms are once again focused on capturing a greater share
of the aging baby boomer market. The brokerage and wealth-management
industries seek candidates adept at advising clients on retirement and wealthmanagement strategies.
8
2012 Salary Guide • Robert Half
THE HIRING ENVIRONMENT
The Dodd-Frank Act is another factor fueling financial services hiring in some
areas. Banks, financial institutions and regulatory agencies are hiring financial
professionals with expertise in specialties such as derivatives, hedge funds,
data analytics and credit ratings.
Compensation has begun to improve in some parts of the financial sector.
Investment firms are putting greater emphasis on base compensation, however,
and less on awarding large annual cash bonuses. Signing bonuses and relocation
packages are more common for candidates with high-demand skills.
9
2012 Salary Guide • Robert Half
Accounting and Finance Salaries
CORPORATE ACCOUNTING
Title
Chief Financial Officer
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
2011
a
2012
% Change
– Company Sales in Millions
$
$
$
$
$
271,250
187,750
129,500
107,500
94,250
-
$
$
$
$
$
395,500
265,250
182,250
148,250
130,500
$
$
$
$
$
275,000
189,750
132,750
110,000
96,750
-
$
$
$
$
$
411,000
275,250
190,500
154,500
136,000
2.9%
2.6%
3.7%
3.4%
3.6%
(The above category assumes there is a corporate controller who reports to the CFO.)
Treasurera – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
268,000
185,500
126,250
107,500
93,250
-
$
$
$
$
$
392,250
262,250
179,250
145,750
126,500
$
$
$
$
$
273,000
189,500
129,000
109,000
94,500
-
$
$
$
$
$
407,250
272,000
184,500
150,750
130,250
3.0%
3.1%
2.6%
2.6%
2.3%
$
$
$
$
$
215,500
175,000
133,500
109,000
86,750
-
$
$
$
$
$
340,750
260,250
185,750
149,750
121,000
2.9%
2.7%
2.3%
2.5%
3.2%
$ 144,500 - $ 213,500
$ 124,500 - $ 180,500
$ 106,250 - $ 147,750
$ 98,000 - $ 131,500
$ 87,500 - $ 114,250
3.1%
3.4%
3.4%
2.9%
3.6%
$ 136,750 - $ 192,000
$ 121,250 - $ 168,250
$ 102,000 - $ 134,750
$ 89,500 - $ 120,000
$ 77,750 - $ 105,250
3.8%
3.5%
3.3%
3.6%
3.7%
Vice President of Financea – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
212,000
172,250
131,750
107,250
84,500
-
$
$
$
$
$
328,750
251,750
180,250
145,250
116,750
Director of Financea – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
140,500
121,250
103,500
95,750
85,250
-
$
$
$
$
$
206,750
173,750
142,250
127,250
109,500
Director of Accounting – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
133,500
118,000
99,250
87,250
75,500
-
$
$
$
$
$
183,250
161,750
130,000
115,000
101,000
Director of Financial Reporting – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
137,000
127,000
114,500
100,750
88,000
-
$
$
$
$
$
189,500
163,250
147,250
130,250
113,750
$
$
$
$
$
140,000
129,500
116,500
103,000
89,500
-
$
$
$
$
$
196,750
169,000
152,250
135,000
118,000
3.1%
2.8%
2.7%
3.0%
2.9%
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 5-10 percent for graduate degrees or professional certifications.
10
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title
2011
2012
% Change
Corporate Controllera – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
139,000
125,000
109,000
94,000
81,750
-
$
$
$
$
$
190,000
162,750
138,750
121,750
106,500
$ 142,750 - $ 199,000
$ 128,000 - $ 169,000
$ 110,750 - $ 144,750
$ 95,000 - $ 126,500
$ 82,750 - $ 110,250
3.9%
3.2%
3.1%
2.7%
2.5%
-
$
$
$
$
$
175,250
147,500
124,750
105,750
91,000
$ 135,750 - $ 183,250
$ 113,000 - $ 153,500
$ 97,500 - $ 129,250
$ 80,000 - $ 110,250
$ 69,000 - $ 95,000
3.6%
3.5%
3.5%
3.7%
3.8%
$ 129,000 - $ 171,000
$ 117,250 - $ 152,750
$ 103,250 - $ 132,500
$ 91,250 - $ 117,250
$ 79,750 - $ 106,000
3.8%
3.7%
3.7%
3.6%
3.5%
$ 105,000 - $ 142,250
$ 95,000 - $ 123,500
$ 79,000 - $ 102,250
$ 67,000 - $ 88,750
$ 56,000 - $ 78,000
4.1%
4.0%
3.9%
4.2%
4.3%
137,250
118,500
98,000
85,250
74,000
$ 102,750 - $ 142,750
$ 92,500 - $ 123,000
$ 79,250 - $ 102,250
$ 65,750 - $ 88,750
$ 55,250 - $ 77,250
3.3%
3.1%
3.7%
3.7%
3.9%
$ 138,250 - $ 224,500
$ 101,750 - $ 150,250
$ 142,000 - $ 233,500
$ 104,500 - $ 156,750
3.5%
3.7%
$ 100,250 - $ 142,500
$ 79,500 - $ 110,750
3.9%
4.0%
Controllera – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
132,750
110,000
94,250
77,750
67,000
Divisional Controllera – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
125,500
113,750
100,000
88,750
77,750
-
$
$
$
$
$
163,500
146,500
127,250
112,500
101,750
Assistant Controllera – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
101,750
91,750
76,750
64,750
54,000
-
$
$
$
$
$
135,750
118,250
97,750
84,750
74,500
Assistant Treasurer – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
100,500
90,500
77,000
63,750
53,500
-
$
$
$
$
$
Tax Directora – Company Sales in Millions
$250+
$100 to $250
Tax Manager – Company Sales in Millions
$250+
$50 to $250
$ 97,750 - $ 136,000
$ 77,000 - $ 106,000
(This is a senior management position. The tax manager titles on Page 14 are line-manager positions.)
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 5-10 percent for graduate degrees or professional certifications.
11
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title/Experience
2011
2012
% Change
Compliance – Large Companies b
Chief Compliance Officer
Compliance Director
Compliance Officer
Senior Compliance Analyst
Compliance Analyst
$
$
$
$
$
149,500
121,750
97,250
75,000
58,250
-
$
$
$
$
$
205,500
164,000
126,750
95,750
76,500
$ 153,750 - $ 214,250
$ 125,250 - $ 170,750
$ 100,000 - $ 132,500
$ 77,250 - $ 99,750
$ 60,250 - $ 79,750
3.7%
3.6%
3.8%
3.7%
3.9%
-
$
$
$
$
$
167,500
137,750
113,500
86,750
71,500
$ 128,500 - $ 174,250
$ 108,750 - $ 143,750
$ 89,250 - $ 118,500
$ 68,750 - $ 91,000
$ 56,250 - $ 74,750
3.5%
3.7%
3.7%
4.1%
3.8%
-
$
$
$
$
$
133,750
113,000
92,250
75,250
61,750
$ 105,000 - $ 139,250
$ 89,750 - $ 117,750
$ 74,000 - $ 96,250
$ 60,500 - $ 79,000
$ 48,500 - $ 64,500
3.7%
3.8%
3.8%
4.1%
3.9%
Compliance – Midsize Companies b
Chief Compliance Officer
Compliance Director
Compliance Officer
Senior Compliance Analyst
Compliance Analyst
$
$
$
$
$
125,000
105,750
86,750
66,750
54,750
Compliance – Small Companies b
Chief Compliance Officer
Compliance Director
Compliance Officer
Senior Compliance Analyst
Compliance Analyst
$
$
$
$
$
101,750
87,000
71,750
58,750
47,000
Chief Audit Executive/Vice President, Internal Audit/Internal Audit Director –
Company Sales in Millions
$500+
$250 to $500
$100 to $250
$ 152,750 - $ 231,000
$ 120,250 - $ 170,750
$ 99,500 - $ 135,000
$ 156,750 - $ 241,000
$ 123,500 - $ 177,750
$ 102,500 - $ 141,000
3.6%
3.5%
3.8%
Internal Auditor – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
87,750
69,750
53,250
44,500
-
$
$
$
$
121,000
90,250
70,750
55,500
$
$
$
$
90,000
71,750
55,000
46,000
-
$
$
$
$
127,000
94,000
73,500
57,750
4.0%
3.6%
3.6%
3.8%
-
$
$
$
$
101,500
80,750
65,500
53,250
$
$
$
$
78,750
65,000
51,000
44,000
-
$
$
$
$
106,250
84,250
69,000
55,750
4.1%
4.0%
4.3%
4.2%
Internal Auditor – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
76,250
62,750
49,500
42,500
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 5-10 percent for graduate degrees or professional certifications.
12
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title/Experience
2011
2012
% Change
IT Auditor – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
96,000
83,250
62,000
51,750
-
$
$
$
$
134,000
107,250
81,750
65,500
$
$
$
$
99,000
85,750
64,000
53,500
-
$
$
$
$
140,250
111,750
85,750
68,000
4.0%
3.7%
4.2%
3.6%
89,000
74,250
58,500
48,000
-
$
$
$
$
118,750
93,750
74,750
60,750
$
$
$
$
91,750
76,250
60,250
49,250
-
$
$
$
$
124,000
97,750
78,500
63,250
3.9%
3.6%
4.1%
3.4%
$
$
$
$
127,250
94,000
72,000
56,250
$
$
$
$
98,750
77,750
59,000
47,500
-
$
$
$
$
131,000
97,250
74,750
58,500
2.9%
3.4%
3.3%
2.9%
$
$
$
$
110,500
85,250
66,750
53,250
$
$
$
$
89,000
70,750
56,000
45,000
-
$
$
$
$
113,250
87,750
68,750
55,250
2.7%
2.9%
3.1%
2.8%
$
$
$
$
100,000
76,250
59,500
47,750
$
$
$
$
75,500
60,250
47,250
39,750
-
$
$
$
$
104,250
79,250
62,000
49,500
3.5%
3.7%
3.8%
3.5%
$
$
$
$
83,500
68,500
55,500
45,250
$
$
$
$
65,500
54,250
43,250
37,500
-
$
$
$
$
87,000
71,250
58,000
47,000
3.7%
3.5%
3.8%
3.4%
$
$
$
$
75,500
61,250
50,500
41,250
$
$
$
$
59,500
49,500
39,750
35,250
-
$
$
$
$
78,500
63,750
52,750
42,750
3.6%
3.9%
3.6%
3.7%
IT Auditor – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
Financial Reporting – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
96,000
75,250
57,500
46,750
-
Financial Reporting – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
86,500
68,750
54,250
44,250
-
General Accountant – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
73,750
58,250
45,750
38,500
-
General Accountant – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
63,500
52,750
42,000
36,500
-
General Accountant – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
57,750
47,750
38,750
34,000
-
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 5-10 percent for graduate degrees or professional certifications.
13
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title/Experience
2011
2012
% Change
Cost Accountant – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
74,250
60,000
47,500
40,500
-
$
$
$
$
99,500
78,000
60,000
49,500
$
$
$
$
76,750
62,000
48,750
41,750
-
$
$
$
$
103,750
81,250
63,000
51,500
3.9%
3.8%
4.0%
3.6%
-
$
$
$
$
86,000
69,750
56,750
47,000
$
$
$
$
67,750
56,250
45,000
40,000
-
$
$
$
$
89,750
72,750
59,500
49,000
3.8%
3.8%
4.2%
3.5%
-
$
$
$
$
108,750
82,500
64,250
51,250
$
$
$
$
83,250
67,250
50,000
42,750
-
$
$
$
$
114,750
86,000
67,250
53,500
4.2%
3.7%
4.0%
3.8%
-
$
$
$
$
92,500
73,500
59,250
49,000
$
$
$
$
71,750
56,750
47,500
41,500
-
$
$
$
$
96,750
76,750
61,750
51,000
4.0%
4.1%
3.8%
3.6%
-
$
$
$
$
109,750
85,250
66,250
51,750
$
$
$
$
84,250
68,500
51,750
42,500
-
$
$
$
$
114,500
89,000
69,500
53,750
3.9%
4.1%
4.3%
3.8%
-
$
$
$
$
95,000
78,000
61,500
48,000
$
$
$
$
74,750
62,500
48,500
40,750
-
$
$
$
$
99,000
81,250
64,500
50,000
3.6%
4.2%
4.4%
3.7%
-
$
$
$
$
80,000
67,000
54,500
44,250
$
$
$
$
64,750
53,750
44,000
38,000
-
$
$
$
$
83,750
70,000
56,750
45,750
4.2%
4.0%
3.9%
3.7%
Cost Accountant – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
65,750
54,500
43,500
39,000
Tax Accountant – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
81,250
65,250
48,500
41,500
Tax Accountant – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
69,500
54,750
46,000
40,250
Financial Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
81,500
66,000
50,000
41,000
Financial Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
72,750
60,000
46,750
39,500
Financial Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
62,500
52,000
42,500
36,500
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 5-10 percent for graduate degrees or professional certifications.
14
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title/Experience
2011
2012
% Change
Budget Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
78,750
65,000
49,000
40,250
-
$
$
$
$
106,750
82,000
65,500
51,000
$
$
$
$
81,250
67,000
50,500
41,250
-
$
$
$
$
111,750
85,750
68,250
53,250
4.0%
3.9%
3.7%
3.6%
-
$
$
$
$
92,500
75,250
60,750
47,250
$
$
$
$
73,500
61,000
47,750
40,250
-
$
$
$
$
96,750
78,750
63,500
49,250
4.0%
3.9%
4.2%
3.8%
-
$
$
$
$
79,000
65,750
54,500
43,750
$
$
$
$
62,250
52,000
42,250
36,750
-
$
$
$
$
82,500
68,500
56,750
45,500
3.9%
3.7%
3.7%
3.5%
-
$
$
$
$
107,750
83,250
66,000
51,000
$
$
$
$
82,250
67,750
50,750
41,750
-
$
$
$
$
112,500
86,750
68,750
53,000
3.9%
3.7%
3.7%
3.6%
-
$
$
$
$
93,000
75,750
60,000
47,500
$
$
$
$
73,750
61,250
48,250
40,000
-
$
$
$
$
96,750
79,000
62,500
49,500
3.6%
3.9%
3.7%
3.8%
-
$
$
$
$
79,500
66,000
54,750
44,000
$
$
$
$
62,750
52,250
43,000
36,750
-
$
$
$
$
82,750
68,750
57,250
46,000
3.7%
3.9%
3.9%
3.8%
-
$
$
$
$
106,750
83,250
66,000
51,500
$
$
$
$
81,250
67,000
51,250
41,750
-
$
$
$
$
111,250
86,500
68,500
53,500
3.6%
3.7%
3.7%
3.5%
Budget Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
71,250
59,250
46,000
39,000
Budget Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
60,250
50,500
41,000
35,750
Treasury Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
79,750
65,750
49,250
40,500
Treasury Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
71,500
59,250
46,750
38,750
Treasury Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
60,750
50,500
41,750
35,750
Cost Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
79,000
64,750
49,500
40,500
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 5-10 percent for graduate degrees or professional certifications.
15
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title/Experience
2011
2012
% Change
Cost Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
71,250
58,500
46,000
39,000
-
$
$
$
$
92,250
76,000
60,750
47,500
$
$
$
$
73,250
60,250
47,500
40,000
-
$
$
$
$
96,000
79,500
63,250
49,500
3.5%
3.9%
3.7%
3.5%
-
$
$
$
$
79,750
66,000
54,500
44,000
$
$
$
$
63,000
52,750
42,750
37,000
-
$
$
$
$
83,000
68,500
56,750
45,750
3.5%
3.6%
3.6%
3.4%
$ 61,250 - $ 98,000
$
63,000 - $ 102,000
3.6%
Cost Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
61,250
51,000
41,500
36,000
Forensic Accountant – All Companies
Forensic Accountant
Business Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
78,250
66,500
51,000
43,000
-
$
$
$
$
102,500
85,500
68,750
55,000
$
$
$
$
81,000
68,500
52,500
44,250
-
$
$
$
$
107,250
89,250
72,000
57,250
4.1%
3.8%
4.0%
3.6%
$
$
$
$
102,500
85,500
68,750
55,000
$
$
$
$
80,750
68,500
52,750
44,250
-
$
$
$
$
106,750
89,250
71,500
57,250
3.7%
3.8%
3.8%
3.6%
-
$
$
$
$
94,750
71,750
57,000
44,250
3.7%
3.8%
3.7%
3.7%
52,750 - $ 73,500
42,500 - $ 56,750
30,250 - $ 41,000
3.7%
3.7%
3.6%
Business Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
78,250
66,500
51,000
43,000
-
Operational Support: Credit & Collections – Large Companies b
Credit Manager/Supervisor
Assistant Credit Manager
Credit/Collections Analyst
Credit/Collections Clerk
$
$
$
$
64,500
50,000
40,000
32,250
-
$
$
$
$
91,000
68,750
54,750
42,500
$
$
$
$
66,500
51,500
41,250
33,250
Operational Support: Credit & Collections – Midsize Companies b
Credit Manager/Supervisor $ 51,000 - $ 70,750
Assistant Credit Manager $ 41,250 - $ 54,500
Credit/Collections Clerk
$ 29,500 - $ 39,250
$
$
$
Operational Support: Credit & Collections – Small Companies b
Credit Manager/Supervisor $ 42,750 - $ 59,000
Assistant Credit Manager $ 36,250 - $ 47,250
Credit/Collections Clerk
$ 28,000 - $ 36,750
$
$
$
44,000 - $ 61,500
37,250 - $ 49,250
28,750 - $ 38,500
3.7%
3.6%
3.9%
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 5-10 percent for graduate degrees or professional certifications.
16
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
CORPORATE ACCOUNTING
Title
2011
2012
% Change
Operational Support: Bookkeepers – All Companies
Full Charge
(Financial Statements)
Full Charge
(General Ledger)
Bookkeeper
Accounting Clerk
$ 41,000 - $ 55,000
$
42,250 - $ 57,250
3.6%
$ 37,250 - $ 49,250
$
38,500 - $ 51,000
3.5%
$ 32,250 - $ 42,000
$ 27,750 - $ 36,500
$
$
33,250 - $ 43,750
28,500 - $ 38,000
3.7%
3.5%
Operational Support: Payroll & Other – Large Companies b
AR/AP Manager c
AR/AP Clerk c
Billing Manager/Supervisor
Billing Clerk
Payroll Manager/Supervisor
Payroll Coordinator/
Administrator
Payroll Clerk
Purchasing Manager
Inventory Analyst
Inventory Clerk
$
$
$
$
$
48,250
30,000
44,500
29,500
51,500
70,250
41,000
60,750
39,000
78,000
$
$
$
$
$
49,500
30,750
45,500
30,250
52,750
73,000
42,750
63,000
40,500
81,000
3.4%
3.5%
3.1%
3.3%
3.3%
$ 37,500 - $ 50,500
$
38,500 - $ 52,250
3.1%
$
$
$
$
$
$
$
$
31,750
47,500
37,250
30,250
31,250
46,500
36,500
29,500
-
-
$
$
$
$
$
$
$
$
$
40,500
69,000
47,750
37,750
-
$
$
$
$
$
-
$
$
$
$
42,250
71,750
49,750
39,000
3.1%
3.2%
3.3%
3.0%
44,500
30,250
42,000
29,000
45,250
30,750
44,250
28,500
-
$
$
$
$
$
$
$
$
60,000
40,750
55,000
39,000
63,000
41,250
60,000
38,000
3.5%
3.3%
3.2%
3.0%
3.3%
2.9%
3.2%
3.1%
-
$
$
$
$
Operational Support: Payroll & Other – Midsize Companies b
AR/AP Manager c
AR/AP Clerk c
Billing Manager/Supervisor
Billing Clerk
Payroll Manager/Supervisor
Payroll Clerk
Purchasing Manager
Inventory Clerk
$
$
$
$
$
$
$
$
43,250
29,500
41,000
28,500
44,250
30,250
43,500
28,000
-
$
$
$
$
$
$
$
$
57,750
39,250
53,000
37,500
60,500
39,750
57,500
36,500
$
$
$
$
$
$
$
$
Operational Support: Payroll & Other – Small Companies b
AR/AP Manager c
AR/AP Clerk c
Payroll Manager/Supervisor
Payroll Clerk
$
$
$
$
37,250
27,500
37,750
28,000
-
$
$
$
$
50,250
36,250
49,500
35,750
$
$
$
$
38,250
28,000
38,500
28,500
52,250
38,000
51,500
37,250
3.4%
3.5%
3.2%
3.1%
$ 32,500 - $ 43,750
$ 33,000 - $ 45,000
$
$
33,000 - $ 45,000
34,000 - $ 46,750
2.3%
3.5%
Healthcare – All Companies
Medical Biller
Patient Accountant
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 5-10 percent for graduate degrees or professional certifications.
17
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
PUBLIC ACCOUNTING
Title/Experience
2011
2012
% Change
Senior Manager/Director a
$ 107,500 - $ 167,250
$ 109,750 - $ 175,000
3.6%
Manager a
Senior
$ 86,750 - $ 117,500
$
89,000 - $ 122,750
3.7%
$ 69,750 - $ 90,500
$
72,000 - $ 94,250
3.7%
1 to 3 Years
$ 56,250 - $ 72,500
$
58,000 - $ 75,250
3.5%
Up to 1 Year
$ 50,000 - $ 61,250
$
51,500 - $ 63,500
3.4%
Tax Services – Large Firms d,e
Tax Services – Midsize Firms d,e
Senior Manager/Director a
$ 96,500 - $ 143,000
$
99,000 - $ 149,000
3.5%
Manager a
Senior
$ 80,000 - $ 104,000
$
82,500 - $ 108,250
3.7%
$ 63,000 - $ 82,250
$
65,000 - $ 85,500
3.6%
1 to 3 Years
$ 51,500 - $ 64,500
$
53,000 - $ 67,250
3.7%
Up to 1 Year
$ 44,250 - $ 54,500
$
45,250 - $ 56,750
3.3%
Tax Services – Small Firms d,e
Senior Manager/Director a
$ 85,500 - $ 116,500
$
87,500 - $ 121,750
3.6%
Manager a
Senior
$ 70,750 - $ 90,250
$
72,500 - $ 94,500
3.7%
$ 55,500 - $ 71,500
$
57,250 - $ 74,500
3.7%
1 to 3 Years
$ 46,250 - $ 58,250
$
47,750 - $ 60,500
3.6%
Up to 1 Year
$ 41,500 - $ 50,250
$
42,500 - $ 52,250
3.3%
Audit/Assurance Services – Large Firms d,e
Senior Manager/Director a
$ 105,250 - $ 165,000
$ 108,000 - $ 171,750
3.5%
Manager a
Senior
$ 86,000 - $ 117,000
$
88,750 - $ 121,500
3.6%
$ 68,500 - $ 88,750
$
71,000 - $ 92,250
3.8%
1 to 3 Years
$ 57,000 - $ 71,500
$
58,750 - $ 74,250
3.5%
Up to 1 Year
$ 50,000 - $ 60,500
$
51,500 - $ 62,500
3.2%
Audit/Assurance Services – Midsize Firms d,e
Senior Manager/Director a
$ 96,000 - $ 141,500
$
98,500 - $ 147,000
3.4%
Manager a
Senior
$ 79,500 - $ 102,500
$
81,750 - $ 106,500
3.4%
$ 62,000 - $ 81,750
$
64,250 - $ 84,500
3.5%
1 to 3 Years
$ 51,750 - $ 64,250
$
53,250 - $ 66,750
3.4%
Up to 1 Year
$ 44,000 - $ 54,750
$
45,250 - $ 56,750
3.3%
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.
Unless otherwise noted (see footnote “a”), add 5-10 percent for graduate degrees or professional certifications.
18
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
PUBLIC ACCOUNTING
Title/Experience
2011
2012
% Change
Audit/Assurance Services – Small Firms d,e
Senior Manager/Director a
$ 85,250 - $ 114,750
$
86,750 - $ 120,250
3.5%
Manager a
Senior
$ 70,500 - $ 89,250
$
72,500 - $ 92,750
3.4%
$ 55,250 - $ 71,500
$
57,000 - $ 74,000
3.4%
1 to 3 Years
$ 46,750 - $ 58,000
$
48,000 - $ 60,500
3.6%
Up to 1 Year
$ 41,500 - $ 50,000
$
42,500 - $ 52,000
3.3%
Management Services – Large Firms d,e
Senior Manager/Director a
$ 107,000 - $ 166,250
$ 109,500 - $ 173,500
3.6%
Manager a
Senior
$ 86,250 - $ 117,250
$
88,750 - $ 122,000
3.6%
$ 69,000 - $ 90,250
$
71,000 - $ 93,750
3.5%
1 to 3 Years
$ 58,250 - $ 72,250
$
60,000 - $ 75,250
3.6%
Up to 1 Year
$ 50,250 - $ 62,000
$
51,500 - $ 64,250
3.1%
Management Services – Midsize Firms d,e
Senior Manager/Director a
$ 94,500 - $ 142,000
$
96,500 - $ 148,250
3.5%
Manager a
Senior
$ 79,750 - $ 103,250
$
82,000 - $ 107,250
3.4%
$ 62,000 - $ 83,000
$
64,000 - $ 86,000
3.4%
1 to 3 Years
$ 51,750 - $ 64,750
$
53,250 - $ 67,250
3.4%
Up to 1 Year
$ 44,000 - $ 55,000
$
45,000 - $ 57,250
3.3%
Management Services – Small Firms d,e
Senior Manager/Director a
$ 85,500 - $ 116,000
$
87,750 - $ 121,000
3.6%
Manager a
Senior
$ 70,750 - $ 90,000
$
72,500 - $ 93,750
3.4%
$ 55,750 - $ 72,000
$
57,500 - $ 74,750
3.5%
1 to 3 Years
$ 47,000 - $ 58,250
$
48,250 - $ 60,500
3.3%
Up to 1 Year
$ 42,000 - $ 50,750
$
43,000 - $ 52,750
3.2%
$
37,500 - $ 55,500
3.3%
Paraprofessional/Bookkeeper – All Firms
Paraprofessional/
Bookkeeper
$ 36,750 - $ 53,250
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.
Unless otherwise noted (see footnote “a”), add 5-10 percent for graduate degrees or professional certifications.
19
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
FINANCIAL SERVICES
Title/Experience
2011
2012
% Change
Banking
Commercial Lender
5+ Years
Commercial Lender
3 to 5 Years
Commercial Lender
1 to 3 Years
Commercial Credit Analyst
3+ Years
Commercial Credit Analyst
1 to 3 Years
Personal Banker
3+ Years
Personal Banker
1 to 3 Years
Loan Administrator
Mortgage Originator f
Mortgage Processor
Mortgage Underwriter
Mortgage Closer
Operations Manager
Financial Analyst
Corporate Finance Analyst
Private Banker
Business Analyst
Risk Manager
$ 84,500 - $ 115,500
$
86,000 - $ 120,750
3.4%
$ 64,250 - $ 99,500
$
65,750 - $ 103,250
3.2%
$ 49,250 - $ 77,250
$
50,500 - $ 80,000
3.2%
$ 52,500 - $ 82,250
$
54,250 - $ 85,250
3.5%
$ 41,000 - $ 58,000
$
42,000 - $ 60,500
3.5%
$ 38,500 - $ 57,000
$
39,250 - $ 59,000
2.9%
$ 32,500 - $ 41,250
$
33,000 - $ 42,750
2.7%
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
35,500
32,500
29,750
38,000
32,250
54,000
48,500
53,250
47,750
51,000
60,750
2.5%
2.8%
2.2%
2.2%
2.3%
3.3%
3.7%
3.4%
3.2%
3.6%
3.5%
35,000
32,250
29,250
37,500
31,750
52,750
47,000
51,750
46,750
49,500
59,250
-
$
$
$
$
$
$
$
$
$
$
$
53,750
39,750
38,750
53,250
43,500
75,750
68,500
71,750
69,500
69,750
82,750
-
$
$
$
$
$
$
$
$
$
$
$
55,500
41,500
39,750
54,750
44,750
78,750
71,250
74,500
72,250
72,500
86,250
f. Salary does not reflect commission-based compensation, which is a significant portion of pay for this
position.
Unless otherwise noted (see footnote “a”), add 5-10 percent for graduate degrees or professional certifications.
20
2012 Salary Guide • Robert Half
ACCOUNTING AND FINANCE SALARIES
FINANCIAL SERVICES
Title
2011
2012
% Change
Financial Services
Portfolio Administrator
Trade Settlement/
Reconciliation Specialist
Sales/Trader Assistant
$ 46,750 - $ 67,500
$
48,000 - $ 70,750
3.9%
$ 41,250 - $ 59,500
$
42,250 - $ 62,250
3.7%
$ 35,500 - $ 55,000
$
36,250 - $ 57,500
3.6%
Margin/Dividend Clerk
Shareholder/Client
Service Representative
Stock Record/
Transfer Specialist
Trust Accountant
Credit Analyst
Research Analyst
Investment Analyst
Investment Accountant
Mutual Fund Accountant
Risk Analyst
Compliance Manager
Compliance Analyst
Derivative Analyst
Fixed Income Analyst
Hedge Fund Accountant
Performance Analyst
Profit & Loss Analyst
Investment Banking
Associate
Client Manager
Client Associate
$ 34,750 - $ 56,500
$
35,500 - $ 59,000
3.6%
$ 29,250 - $ 38,500
$
29,750 - $ 40,250
3.3%
$ 34,500 - $ 44,250
$
35,250 - $ 46,000
3.2%
$
$
$
$
$
$
$
$
$
$
$
$
$
$
58,750
57,250
62,750
64,250
61,500
60,000
65,000
89,000
72,250
73,250
70,750
70,250
66,750
68,000
$
$
$
$
$
$
$
$
$
$
$
$
$
$
43,750
42,750
48,500
45,250
44,000
42,750
46,250
66,000
48,000
55,500
51,750
50,750
49,500
50,250
61,000
59,500
65,250
67,000
63,750
62,500
67,750
93,000
75,250
76,000
73,500
73,000
69,250
70,500
3.2%
3.5%
3.4%
3.5%
3.4%
3.4%
3.6%
3.6%
3.6%
3.1%
3.1%
3.3%
3.3%
3.2%
$ 50,000 - $ 73,750
$
51,250 - $ 76,500
3.2%
$ 50,000 - $ 72,500
$ 45,750 - $ 63,250
$
$
51,250 - $ 75,000
46,500 - $ 65,500
3.1%
2.8%
42,750
41,500
47,250
44,250
42,750
41,750
45,000
64,500
46,750
54,250
50,750
49,500
48,250
49,000
-
$
$
$
$
$
$
$
$
$
$
$
$
$
$
-
$
$
$
$
$
$
$
$
$
$
$
$
$
$
Unless otherwise noted (see footnote “a”), add 5-10 percent for graduate degrees or professional certifications.
21
2012 Salary Guide • Robert Half
Customizing Salaries
for Local Markets
The national salary ranges can be customized for more than 130 U.S. cities
using the local variances listed on Pages 23 and 24. The index figures listed are
intended to serve as a guide for determining average starting salaries in select
U.S. cities. A number of factors, including company size, employee benefits,
candidate skill sets 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. offices, the expertise of our
local staffing and recruiting managers, 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.
Follow the steps below to calculate the approximate salary range for a specific
position in your area:
Example: Senior internal auditor at a midsize company in Dallas
1. Locate the position and national salary range for a senior internal auditor at
a midsize company on Page 12.
(The salary range is $65,000 to $84,250.)
2. Locate the index number for Dallas on Page 24.
(The index number for Dallas is 105.5.)
3. Move the decimal point in the index number two places to the left (1.055).
4. Multiply the low end of the national salary range ($65,000) by the index
number as a percentage (from step 3).
$65,000 x 1.055 = $68,575
5. Repeat step 4 using the high end of the salary range ($84,250).
$84,250 x 1.055 = $88,884
6. The approximate starting salary range for a senior internal auditor at a
midsize company in Dallas is $68,575 to $88,884.
22
2012 Salary Guide • Robert Half
CUSTOMIZING SALARIES FOR LOCAL MARKETS
Alabama
Delaware
Kansas
Birmingham . . . . . . . . . . . . 95.0
Mobile . . . . . . . . . . . . . . . . . 86.0
Wilmington . . . . . . . . . . 102.0
Kansas City . . . . . . . . . . . . 97.0
District of Columbia
Kentucky
Arizona
Washington . . . . . . . . . . 130.0
Phoenix . . . . . . . . . . . . . . 105.0
Tucson . . . . . . . . . . . . . . . 100.0
Florida
Lexington . . . . . . . . . . . . . . 87.5
Louisville . . . . . . . . . . . . . . . 90.5
Arkansas
Fayetteville . . . . . . . . . . . . . 95.0
Little Rock . . . . . . . . . . . . . 95.0
California
Fresno . . . . . . . . . . . . . . . . . 85.0
Irvine . . . . . . . . . . . . . . . . . 124.5
Los Angeles . . . . . . . . . 124.5
Oakland . . . . . . . . . . . . . . 127.0
Ontario . . . . . . . . . . . . . . . 110.0
Sacramento . . . . . . . . . . 101.5
San Diego . . . . . . . . . . . 115.0
San Francisco . . . . . . . 135.5
San Jose . . . . . . . . . . . . . 133.0
Santa Barbara . . . . . . . 121.0
Santa Rosa . . . . . . . . . . . . 98.0
Stockton . . . . . . . . . . . . . . . 85.0
Fort Myers . . . . . . . . . . . . . 86.0
Jacksonville . . . . . . . . . . . . 93.0
Melbourne . . . . . . . . . . . . . 93.0
Miami/Fort
Lauderdale . . . . . . . . 106.7
Orlando . . . . . . . . . . . . . . . . 98.5
St. Petersburg . . . . . . . . . 94.0
Tampa . . . . . . . . . . . . . . . . . 96.0
Louisiana
Georgia
Boston . . . . . . . . . . . . . . . 132.0
Springfield . . . . . . . . . . . 104.0
Atlanta . . . . . . . . . . . . . . . 105.0
Macon . . . . . . . . . . . . . . . . . 80.0
Savannah . . . . . . . . . . . . . . 80.0
Hawaii
Honolulu . . . . . . . . . . . . . . . 92.0
Idaho
Boise . . . . . . . . . . . . . . . . . . 86.1
Colorado
Illinois
Boulder . . . . . . . . . . . . . . 113.3
Colorado Springs . . . . . . 90.1
Denver . . . . . . . . . . . . . . . 102.8
Fort Collins . . . . . . . . . . . . 92.8
Greeley . . . . . . . . . . . . . . . . 83.8
Loveland . . . . . . . . . . . . . . . 90.5
Pueblo . . . . . . . . . . . . . . . . . 76.0
Chicago . . . . . . . . . . . . . 122.7
Naperville . . . . . . . . . . . . 112.0
Rockford . . . . . . . . . . . . . . . 85.6
Springfield . . . . . . . . . . . . . 91.0
Connecticut
Hartford . . . . . . . . . . . . . 116.5
New Haven . . . . . . . . . . 112.0
Stamford . . . . . . . . . . . . . 131.0
Indiana
Fort Wayne . . . . . . . . . . . . 80.5
Indianapolis . . . . . . . . . . . . 94.0
Iowa
Cedar Falls/Waterloo . . . 80.7
Cedar Rapids . . . . . . . . . . 90.0
Davenport . . . . . . . . . . . . . . 86.0
Des Moines . . . . . . . . . . . . 97.0
Sioux City . . . . . . . . . . . . . . 78.1
New Orleans . . . . . . . . . . 99.0
Maine
Portland . . . . . . . . . . . . . . . . 95.0
Maryland
Baltimore . . . . . . . . . . . . 103.0
Massachusetts
Michigan
Ann Arbor . . . . . . . . . . . . . . 99.5
Detroit . . . . . . . . . . . . . . . . . 98.7
Grand Rapids . . . . . . . . . . 84.5
Lansing . . . . . . . . . . . . . . . . 83.5
Minnesota
Bloomington . . . . . . . . . 105.5
Duluth . . . . . . . . . . . . . . . . . . 79.6
Minneapolis . . . . . . . . . . 105.3
Rochester . . . . . . . . . . . . 100.5
St. Cloud . . . . . . . . . . . . . . 77.5
St. Paul . . . . . . . . . . . . . . . . 99.5
Missouri
Kansas City . . . . . . . . . . . . 97.2
St. Joseph . . . . . . . . . . . . . 91.0
St. Louis . . . . . . . . . . . . . 100.3
Nebraska
Lincoln . . . . . . . . . . . . . . . . . 78.2
Omaha . . . . . . . . . . . . . . . . . 94.0
Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half. City index figures are reflective
of all industries and not specific to accounting and finance. For more information on average starting salaries
in your city, please contact the office nearest you.
For regional information on in-demand positions and growing industries, as well as our Salary Calculator,
please visit roberthalf.com/salarycenter.
23
2012 Salary Guide • Robert Half
CUSTOMIZING SALARIES FOR LOCAL MARKETS
Nevada
Oklahoma
Utah
Las Vegas . . . . . . . . . . . . . 94.0
Reno . . . . . . . . . . . . . . . . . . . 94.0
Oklahoma City . . . . . . . . . 89.7
Tulsa . . . . . . . . . . . . . . . . . . . 92.0
Salt Lake City . . . . . . . . 100.0
New Hampshire
Oregon
Manchester/Nashua . . . 110.0
Portland . . . . . . . . . . . . . . 100.0
New Jersey
Pennsylvania
Mount Laurel . . . . . . . . . 115.0
Paramus . . . . . . . . . . . . . 130.0
Princeton . . . . . . . . . . . . 126.0
Woodbridge . . . . . . . . . 126.0
Harrisburg . . . . . . . . . . . . . 95.0
Philadelphia . . . . . . . . . . 115.0
Pittsburgh . . . . . . . . . . . . . . 96.2
Norfolk/
Hampton Roads . . . . . 92.0
Richmond . . . . . . . . . . . . . . 97.0
Tysons Corner . . . . . . . 130.0
New Mexico
Providence . . . . . . . . . . . . . 97.0
Albuquerque . . . . . . . . . . . 86.9
New York
Albany . . . . . . . . . . . . . . . . . 97.0
Buffalo . . . . . . . . . . . . . . . . . 95.0
Long Island . . . . . . . . . . 135.0
New York . . . . . . . . . . . . 141.0
Rochester . . . . . . . . . . . . . . 91.7
Syracuse . . . . . . . . . . . . . . . 90.3
North Carolina
Charlotte . . . . . . . . . . . . . 102.0
Greensboro . . . . . . . . . . . . 97.0
Raleigh . . . . . . . . . . . . . . . 104.0
Ohio
Akron . . . . . . . . . . . . . . . . . . 89.0
Canton . . . . . . . . . . . . . . . . . 82.0
Cincinnati . . . . . . . . . . . . . . 97.5
Cleveland . . . . . . . . . . . . . . 95.0
Columbus . . . . . . . . . . . . . . 96.5
Dayton . . . . . . . . . . . . . . . . . 87.5
Toledo . . . . . . . . . . . . . . . . . 85.4
Youngstown . . . . . . . . . . . 76.0
Rhode Island
South Carolina
Charleston . . . . . . . . . . . . . 92.0
Columbia . . . . . . . . . . . . . . 93.0
Greenville . . . . . . . . . . . . . . 90.0
Virginia
Washington
Seattle . . . . . . . . . . . . . . . 118.9
Spokane . . . . . . . . . . . . . . . 82.0
Wisconsin
Appleton . . . . . . . . . . . . . . . 83.5
Green Bay . . . . . . . . . . . . . 86.5
Madison . . . . . . . . . . . . . . . 94.0
Milwaukee . . . . . . . . . . . . . 97.0
Waukesha . . . . . . . . . . . . . 96.5
Tennessee
Chattanooga . . . . . . . . . . . 87.0
Cool Springs . . . . . . . . . . 98.0
Knoxville . . . . . . . . . . . . . . . 86.0
Memphis . . . . . . . . . . . . . . . 95.0
Nashville . . . . . . . . . . . . . . . 97.5
Texas
Austin . . . . . . . . . . . . . . . . 103.5
Dallas . . . . . . . . . . . . . . . . 105.5
El Paso . . . . . . . . . . . . . . . . 70.0
Fort Worth . . . . . . . . . . . 100.2
Houston . . . . . . . . . . . . . 104.0
Midland/Odessa . . . . . . . 96.0
San Antonio . . . . . . . . . . . 94.0
Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half. City index figures are reflective
of all industries and not specific to accounting and finance. For more information on average starting salaries
in your city, please contact the office nearest you.
For regional information on in-demand positions and growing industries, as well as our Salary Calculator,
please visit roberthalf.com/salarycenter.
24
2012 Salary Guide • Robert Half
Flexible Staffing Approaches
Can Help Businesses Save Money
As companies attempt to control costs, one of the first places they commonly
look to cut is the size of their workforce. However, staff reductions often leave
firms under-resourced once conditions improve and workloads begin to rise.
Flexible staffing models that supplement a core full-time workforce with skilled
temporary workers have proved to be the ideal solution for businesses hoping to
avoid the cycle of hiring and firing that often results from a changing economy.
Using this approach, companies can convert a portion of their fixed staffing
costs into a variable expense tied to workload highs and lows.
Increasingly, firms recognize that bringing in talented interim professionals can
be a key component of their comprehensive staffing strategy in good times
and bad. Full-time employees form the core of the workforce, and interim staff
augment their efforts on an as-needed basis. Project professionals also can
provide access to skills unavailable in-house or not needed year-round.
The bottom line: Flexible staffing gives a company resource- and cost-control
options it wouldn’t otherwise have.
25
2012 Salary Guide • Robert Half
Working With Robert Half
Robert Half is the world’s leading specialized staffing service. Our Accountemps,
Robert Half Finance & Accounting and Robert Half Management Resources
divisions specialize in placing accounting and finance professionals on a temporary, full-time and senior-level project basis, respectively.
There is no substitute for the personal touch when hiring. While any number of
technology tools can identify potential hires, they can’t tell you about the person
behind the profile. We take time to understand the unique needs and corporate
cultures of the businesses we serve. Then, we select professionals with skills,
work styles and career goals that align with those organizations.
How else is Robert Half different from other staffing firms and hiring resources?
• We can find a skilled professional to match your needs. We have one
of the largest networks of skilled talent in the staffing industry, as well as
access to job candidates that other sources don’t. Among other distinctions,
our status as the exclusive Career Partner of The Wall Street Journal allows
us frequent exposure to highly skilled professionals who are dedicated to
their careers.
Our recruiting and staffing professionals, many of whom have prior experience in accounting and finance, possess unique insight into who will excel
at your firm.
• We can lead you through the process. We guide you through every step
of the hiring process: We can help you determine your staffing needs, set
compensation levels and handle hurdles along the way, such as addressing
a potential hire’s counteroffer. Communication is our specialty.
• We can provide immediate assistance. The hiring process can be long
and drawn out, and you likely need help right away. We use the staffing
industry’s most advanced technology and our extensive professional
network to quickly identify job seekers who meet your requirements.
• We can meet any need. Robert Half can provide you with a choice of
skilled candidates at varying bill rates based on their specific expertise and
experience. No matter your budget or requirements, we can locate a skilled
professional who can assist your firm.
For more information about Robert Half’s financial staffing divisions and the ways
in which we can help meet your personnel needs, please call 1.800.803.8367
or visit roberthalf.com.
26
2012 Salary Guide • Robert Half
WORKING WITH ROBERT HALF
More Tools for Your Business
In addition to our annual Salary Guide, Robert Half offers the
following resources:
• Robert Half Salary Center – At roberthalf.com/salarycenter,
you can find a detailed analysis of hiring and compensation
trends and access our Salary Calculator.
• Robert Half Financial Hiring Index – This ongoing study
gauges CFOs’ optimism and staffing plans for each quarter.
More information, including historical data, is available at
rhfa.mediaroom.com/financialhiringindex.
• Small Business Resource Center – This site,
roberthalf.us/smallbusinesscenter, offers guidance
specific to small business owners and managers on
recruitment and retention, as well as access to free
advice booklets and articles.
• Social media – Follow us on Twitter, Facebook
and LinkedIn for more management, career and
workplace news and advice. Check out our YouTube
channel for informative and entertaining videos about
hiring and the workplace.
Prestigious Relationships
One of the reasons we are able to offer businesses we work with
access to job seekers and expertise other staffing firms can’t is our
relationships with top professional associations. Our alliances include:
•
•
•
•
•
•
•
•
27
American Institute of Certified Public Accountants
American Payroll Association
American Society of Women Accountants
Association of Latino Professionals in Finance and Accounting
Financial Executives International
Institute of Financial Operations
The Institute of Internal Auditors
National Association of Credit Management
2012 Salary Guide • Robert Half
Office Locations
Call 1.800.803.8367 or visit roberthalf.com/locations to contact the
office nearest you.
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28
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2012 Salary Guide • Robert Half
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CORPORATE OFFICE
Robert Half International Inc.
2884 Sand Hill Road, Menlo Park, California 94025 U.S.A.
650.234.6000 • rhi.com
20122012
SalarySalary
GuideGuide
• Robert
• Robert
Half Half
29 29
accountemps.com
1.800.803.8367
roberthalf.com
1.800.474.4253
roberthalfmr.com
1.888.400.7474
2884 Sand Hill Road
Menlo Park, CA 94025
2012
Salary
Guide • An
Robert
Half
Robert
Half International.
Equal Opportunity
Employer. ATFAMR-1011
30©2011
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