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Strategy
Well-rounded
Collaboration
Negotiation
#
Continuous learning
Growth
Management
Audits
Strategy Pivot tables
Accounting
Connections
74 2
8 793+63
86
Leadership Strategic decision making
Leadership
Year-end
M 3
Spreadsheets
IFRS
Finance
ERP
Regulations
General ledger
Customer service
Continuous
learning
Connections
5
Well-rounded
8
Pivot tables
Negotiation
Tax Management
Ethics
Guidance
+
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Reconciliations Collaboration
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43
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Business acumen
Strategic decision making
Budget
Management Adviser
Guidance Relationships
4
+
7
Reconciliations
6
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3
2
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Relationships
Technology
9
Pivot tablesXBRLFinancial reporting
Presentation skills Connections
Technology
Quarterly close
Accounting
Communication
Management
4
2
Financial reporting
6
Connections Compliance Collaboration
Guidance
Global
5
Tax
7
3
Soft skills
3
Accounting
4
Financial reporting
Financial
reporting
Relationships
Leadership
Management
Relationships
Growth
Technology
Connections
Soft skills
Strategy
Strategy Customer service
Compliance Regulations
IntegrityCommunication
Collaboration
Compliance
Accounting
Leadership General ledger Well-rounded Reconciliations
Business acumen Connections
Business acumen
Guidance
Reconciliations General ledger
Continuous learning
Negotiation
Adviser
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2013
Salary Guide
Accounting and Finance
8
85 + 8=
6
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5 2 5 67
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8
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TEAMS
Guidance
SUCCESS
Leadership
GROWTH
SOLUTIONS
MaRKETS
>
>>
SKILLS
XBRL
TRENDS
Table of Contents
NNECTIONS
PEOPLE
OVERVIEW
TEAMWORK
HNOLOGY
GOAL
1
From the Chairman
2
3
10
23
26
27
28
>>
Using the Guide
The Hiring Environment
Accounting and Finance Salaries
Customizing Salaries for Local Markets
The Advantages of a Flexible Staffing Approach
Robert Half: Your Staffing Expert
Office Locations
Download the Robert Half App
All trademarks contained herein are the property of their respective owners.
From the Chairman
Dear colleague:
Money may not be the sole reason employees choose to
join or stay with your firm, but it’s certainly one of their
key considerations. As the employment market changes,
and accounting and finance professionals’ roles and
skill sets continue to evolve, keeping current with salary
trends can be challenging.
Employers need staff who understand what the firm’s
financial data mean to the organization and how to use
the information to shape business decisions. In addition,
accountants must possess strong interpersonal skills
and be able to build successful business relationships,
connecting with people across the office and, in some
cases, around the world.
To help you with your compensation decisions, we are
pleased to provide the 2013 Salary Guide. Each year,
the guide offers the latest projections on starting salaries
in accounting and finance, as well as insights into current
hiring, retention and staff management trends.
We hope you find the 2013 Salary Guide useful. For
additional compensation and hiring research, please visit
our Salary Center at roberthalf.com/salarycenter.
Sincerely,
Max Messmer
Chairman and CEO
Robert Half International
1 2013 Salary Guide • Robert Half
Using the Guide
The 2013 Salary Guide from Robert Half gives you quick
access to the latest salary data from the people who understand accounting and finance staffing best. Our information
sources include:
• Our recruiting and staffing professionals who specialize
in accounting and finance and make thousands of fulltime and interim placements each year
• Robert Half’s comprehensive analysis of current and
future hiring trends
• Exclusive workplace research we conduct regularly
among chief financial officers (CFOs), senior managers
and employees at organizations throughout the
United States
Our Salary Guide includes projected starting salary
ranges for more than 350 accounting and finance positions. The figures in the guide are national averages but
can be adjusted for more than 135 markets across the
United States using the local variance information
beginning on Page 23.
The salary ranges represent starting compensation only,
because factors such as service time 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.
For more than 60 years, we have published a new guide
annually to ensure our data reflect the most recent employment trends. Employers, job seekers, academic institutions, professional associations and the media rely on
the information in the Salary Guide. In addition, the U.S.
Department of Labor’s Bureau of Labor Statistics has cited
it when compiling the Occupational Outlook Handbook.
Visit the Robert Half Salary Center
and access our Salary Calculator at
roberthalf.com/salarycenter.
2 2013 Salary Guide • Robert Half
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
The Hiring Environment
Firms are looking for
professionals who
can fill roles that complement their teams and,
perhaps most critically,
support expansion.
Still, some businesses are taking a conservative approach
to hiring. While a degree of caution is necessary to avoid
overhiring, companies that do not move quickly enough
are losing out on promising candidates. Already, talent
shortages are emerging for positions such as financial
analyst and senior accountant.
Negotiation
Year-end
Audits
Communication
Strategy
6
Accounting
Relationships
Budget
Management
#
5
6
3
2
Regulations
x
Strategic decision making
5
Pivot tables
Soft skills Regulations
Accounting
XBRL Collaboration
Adviser
Audits
7 3
1
9
8
97 35
Spreadsheets
4
7
Relationships
Soft skills StrategyNegotiation
4
4
8
6 +
4
9
5
#
5
1
6
4 7
3 5
2
#
2 9
+
8
8
2
43
2
Well-rounded
Global
Audits
Relationships
Pivot tables
7
Well-rounded Global
+
Adviser
Customer service
4
7
7
4
7 27
2
ERP
Tax Technology
Reconciliations
ership Soft skills
Negotiation Pivot tables
Collaboration
Compliance
Connections Relationships
3
7
ERP Technology
Connections
2
8
3 2013 Salary Guide • Robert Half
Tax Strategy
Growth
Leadership
Adapt
Connections
Collaboration
Audits
9
#
26
4
Management
Business acumen
6
87
5
7
82 1
2
Compliance
The changing employment landscape frequently comes
as a surprise to businesses looking to add staff. Many are
having difficulty finding people with the specialized talents
they need. They’re realizing there are two job markets at
play: While general unemployment remains high, universitydegreed workers with specialized skills are experiencing
low unemployment. In fact, unemployment rates in areas
such as accounting and auditing and financial analysis
are frequently well below the national average.
4
Tax
A Tale of Two Job Markets:
Recruiting Challenges Intensify
9
43
4
6#
+9
3
5
6
4
43
+8
General ledger
Global
Connections
Accounting Regulations
4
8
XBRLAccounting
Leadership Adviser GAAP
To help address staffing shortfalls and alleviate the workloads of their full-time teams, companies are turning to
temporary and project-based professionals while they ride
out the economic recovery. In addition, a growing number
of employers are using temporary-to-hire arrangements
as a means of evaluating workers for full-time positions.
5
3
972
2
6
Delaying the hiring process too much can also affect the
morale and retention of existing employees who may feel
they’ve waited long enough for reinforcements. Voluntary
turnover is rising as professionals feel more confident
about leaving for other opportunities, and in-demand
professionals often are receiving salary increases when
changing jobs.
ntegrity
Hiring has taken on greater urgency as more firms realize
they need to add staff to achieve growth objectives.
Many employers have reached the limit of what they can
achieve with existing staff. They are looking for professionals who can fill roles that complement their teams
and, perhaps most critically, support expansion.
1
5
The Hiring Environment
Employers must offer competitive salaries to hire top
professionals. Signing bonuses are reappearing in some
markets as a way to secure candidates. Annual and
discretionary bonuses, promotions, training and development opportunities, and flexible schedules also have
proved to be effective tools for attracting and retaining
sought-after talent.
Unemployment rates in
areas such as accounting
and auditing and financial
analysis are frequently
well below the national
average.
To guard against turnover, companies need to reward
their best people now, not after they receive another job
offer. Counteroffers are becoming increasingly common,
but most employers would rather not have to extend one
since this strategy has proved ineffective and damaging
to staff morale.
Where the Jobs Are
Employers are shifting their hiring focus toward core
accounting roles and positions that support business
growth. Financial analysts and business systems analysts
are in especially strong demand, as are experienced
accountants who can help companies manage business
expansion opportunities.
Entry-level hiring also is picking up, as firms show renewed
interest in professionals in the early stages of their careers,
hoping these employees will grow with the organization.
When hiring for these roles, employers often seek candidates with previous work experience, either through
internships or part-time jobs during college.
In-Demand Credentials and Skills
The certified public accountant (CPA) designation continues
to inspire confidence in employers and remains the most
frequently requested and versatile credential. CPAs who
have experience with a Big Four accounting firm are in
particularly high demand.
As technology and finance continue to overlap, the
certified information systems auditor (CISA) designation is increasingly sought. Other valued certifications
include the chartered financial analyst (CFA), certified
internal auditor (CIA), certified management accountant
(CMA), chartered global management accountant (CGMA)
and certified payroll professional (CPP).
4 2013 Salary Guide • Robert Half
The Hiring Environment
CFOs were asked, “How important is it for entry-level accounting and finance
professionals to have gained work experience in the field while in college?”
Their responses:
Very important
Not at all important
26%
65%
Somewhat important
3%
Somewhat unimportant
6%
Source: Robert Half survey of more than 1,400 CFOs
A master’s degree in business administration (MBA)
remains valuable for senior finance and analyst roles. For
entry-level accounting positions, a degree in accounting is
more important than ever. Prospective employers also are
taking a closer look at grade point averages and campus
involvement when evaluating early career professionals.
Candidates with technology skills remain in demand.
Advanced knowledge of Microsoft Excel and Access
is valued by employers across the board. Companies
also seek professionals who can assist with upgrades
of the most widely used enterprise resource planning
(ERP) systems. Experience with software packages such
as Microsoft Dynamics GP (formerly Great Plains) and
QuickBooks is often requested by small and midsize
firms. Other sought-after skills include financial reporting
and analysis, forecasting, and budgeting.
Organizations also look for accounting and finance professionals with outstanding interpersonal abilities. Employers
need staff skilled at communicating financial information
using a variety of media for diverse audiences.
5 2013 Salary Guide • Robert Half
The CPA designation
continues to inspire
confidence in employers
and remains the most
frequently requested and
versatile credential.
The Hiring Environment
Positions in Demand
Financial analysts – Demand for financial analysts
exceeds the supply in some cases. Companies place a
premium on business-savvy analysts who can help identify trends in financial data and offer timely input for decision making. Candidates with strong communication skills
and an MBA are highly sought.
Business systems analysts – Employers are working
with business systems analysts to support better decision
making by enhancing their financial systems. As firms
continue to upgrade their information technology (IT)
infrastructures, demand is accelerating for professionals
who are familiar with company-specific ERP systems and
possess finance and technology expertise.
Accountants – Companies seek accountants at the staff,
senior and manager levels. Demand is especially strong
for those with at least three years of experience and a
CPA designation. Many firms that lost midlevel staff in
recent years due to cutbacks or attrition are eager to
groom new hires for future leadership roles.
Compliance officers – With the regulatory environment
constantly evolving, businesses need compliance officers
to oversee activities and report directly to top management.
A law degree is often required for executive positions, as
are strong leadership and communication skills.
Auditors – Demand is growing for auditors in public
accounting and industry. Companies have a need for
auditing services related to compliance and lending
requirements, as well as due diligence reviews.
IT auditors – Individuals who understand the interrelation between IT audit procedures and business process
controls and risks are highly sought.
Cost accountants – Demand is steady for skilled cost
accountants who can help companies minimize costs
by merging accounting and analysis skills in a manufacturing environment.
Controllers – As they rebuild their finance-function
infrastructures, growth-focused companies continue to
hire for this critical role.
6 2013 Salary Guide • Robert Half
>>
The Hiring Environment
Spotlight on Healthcare
A broad set of factors is driving growth in the healthcare field, and employers
are hiring to keep pace with the changes. Organizations need accounting and
finance staff who can help manage and support new technical requirements,
regulatory mandates and growth objectives.
Perhaps the biggest trend driving hiring is the move to the value-based reimbursement model. In particular, facilities need financial professionals with
technology expertise who can manage the resulting changes to their systems.
Another major factor influencing employment is the meaningful use regulation,
a component of the Health Information Technology for Economic and Clinical
Health (HITECH) Act. Healthcare organizations need senior-level finance
professionals to complete operational assessments and determine financing
for electronic medical records systems implementations and upgrades.
The move to ICD-10 also is contributing to employment growth. As healthcare
organizations, health insurance companies and medical practices all shift
to the updated classification system, there will be demand for experienced
finance personnel with expertise in areas such as revenue analysis, chargecapture analysis, and billing and coding compliance.
Throughout the industry, there is demand for compliance professionals who
can help their firms meet evolving mandates and keep the business current
with changes to Medicare and Medicaid. In addition, revenue analysts are
needed to decipher financial data and identify potential problem areas, and
project managers are in increased demand to handle initiatives related to
electronic medical records.
Organizations across the industry will be affected by the Affordable Care Act
and have begun assessing how the resulting requirements affect their businesses. To comply with the provisions of the law, firms will need compliance
specialists, as well as finance professionals who can assess potential tax
penalties and credits.
7 2013 Salary Guide • Robert Half
>
>
The Hiring Environment
Public Accounting Overview
Increased demand from businesses for accounting,
audit and tax services is fueling hiring in public accounting.
Firms of all sizes are looking to expand practice areas
and pursue new market segments.
Demand is especially strong for audit and tax professionals.
Specialty areas seeing more hiring activity include IT
audit, business valuation and forensic accounting. Firms
generally seek candidates with at least three to five years
of experience, but recruiting of entry-level professionals
is not uncommon.
To vie for talent, accounting firms are improving
compensation, but they
may need to further
enhance their efforts.
Although public accounting firms have a growing demand
for staff, they are competing with businesses that also
have a renewed interest in adding people with some of
the same sought-after skills. To vie for talent, accounting
firms are improving compensation, but they may need to
further enhance their efforts.
Retention deserves special attention as experienced
accountants who feel overworked and undercompensated may begin to consider private industry jobs that
can boast higher salaries and better work/life balance.
In addition to offering competitive pay, public accounting
firms are working to attract and retain top performers
by promoting opportunities for career growth and a
team-oriented work environment.
Financial Services Trends
Financial services hiring is showing gradual improvement,
with investment management firms and retail and commercial banks all adding staff. Within investment banking,
firms are shifting their focus to adding personnel in
compliance positions.
Brokerage and investment management institutions
have seen a steady increase in hiring for some time,
with boutique asset-management firms and hedge
funds particularly active. Some of the greatest demand
is for trade support and operations professionals,
predominantly across fixed-income and derivative-asset
classes. When hiring for operations positions, firms seek
8 2013 Salary Guide • Robert Half
The Hiring Environment
candidates who can improve processes and document
and implement the required changes. There is notable
demand for professionals who have obtained the Series
7 license.
Spurred by low interest rates, the retail and commercial
lending environments have improved, which has led
to demand for relationship managers from community,
commercial and private banks. Operations professionals
are needed to support renewed consumer loan activity,
especially mortgage lending and refinancing. Roles related
to loan origination, underwriting and credit processing
are among those steadily being added.
While in many instances investment banking firms are
trying to contain personnel costs, they are nonetheless
hiring for risk and compliance positions. Banks are
expanding their market, credit and regulatory risk teams
to safeguard their businesses from the volatile trading
environment. Compliance-focused professionals are
needed to interpret continuously evolving regulatory
requirements for their firms and implement processes
to ensure these mandates are met. Laws such as the
Dodd-Frank Act and the Foreign Account Tax Compliance
Act are likely to lead to continued compliance-related
hiring. In addition, the adoption of new trading platforms
has fueled demand at banks for business analysts and
product subject-matter experts.
Among financial institutions, the competition for skilled
accounting and finance staff has intensified. Accountants
are sought to manage finance transformation, regulatory accounting and cost-control efforts. As the internal
finance function has taken on a more strategic and
consultative role within financial services, employers need
professionals with commercial accounting skills to assist
with budgeting, forecasting and business planning.
Salaries in the financial sector are rebounding, and top
candidates in high-demand specialties are receiving multiple
job offers. Employers are seeing the need to be more flexible in negotiations and are increasingly willing to sweeten
their compensation packages to land the most in-demand
candidates, who are in short supply in many markets.
9 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
Chief Financial Officer
a
2013
% Change
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
275,000
189,750
132,750
110,000
96,750
-
$
$
$
$
$
411,000
275,250
190,500
154,500
136,000
$
$
$
$
$
280,500 194,500 137,250 113,500 99,000 -
$
$
$
$
$
430,250
287,250
198,000
160,750
142,000
3.6%
3.6%
3.7%
3.7%
3.5%
(The above category assumes there is a corporate controller who reports to the CFO.)
Treasurer
a
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
a
Vice President of Finance
$
$
$
$
$
407,250
272,000
184,500
150,750
130,250
$
$
$
$
$
278,000
193,500
131,750
111,250
96,250
-
$
$
$
$
$
422,000
281,250
190,750
155,500
134,500
2.9%
2.9%
2.9%
2.7%
2.7%
$
$
$
$
$
340,750
260,250
185,750
149,750
121,000
$
$
$
$
$
219,500
178,500
137,000
112,000
89,250
-
$
$
$
$
$
352,250
268,000
192,250
155,250
125,500
2.8%
2.6%
3.1%
3.3%
3.4%
$ 144,500 - $ 213,500
$ 124,500 - $ 180,500
$ 106,250 - $ 147,750
$ 98,000 - $ 131,500
$ 87,500 - $ 114,250
$
$
$
$
$
149,500
128,500
110,250
101,000
90,250
-
$
$
$
$
$
222,750
188,000
153,000
136,250
118,500
4.0%
3.8%
3.6%
3.4%
3.5%
$ 140,250 - $ 199,250
$ 125,000 - $ 174,250
$ 105,250 - $ 139,250
$ 92,250 - $ 124,750
$ 80,000 - $ 109,500
3.3%
3.4%
3.3%
3.6%
3.6%
$
$
$
$
$
3.3%
3.5%
3.5%
3.6%
3.4%
$
$
$
$
$
a
-
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
Director of Finance
273,000
189,500
129,000
109,000
94,500
215,500
175,000
133,500
109,000
86,750
-
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
Director of Accounting – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$ 136,750 - $ 192,000
$ 121,250 - $ 168,250
$ 102,000 - $ 134,750
$ 89,500 - $ 120,000
$ 77,750 - $ 105,250
Director of Financial Reporting – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
140,000
129,500
116,500
103,000
89,500
-
$
$
$
$
$
196,750
169,000
152,250
135,000
118,000
143,500
133,250
120,000
106,000
92,500
-
$
$
$
$
$
204,250
175,750
158,250
140,500
122,000
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.
The figures listed on Pages 10-22 are average national starting salaries. To calculate the appropriate salary range for your market,
please refer to the local variance information beginning on Page 23.
10 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
a
Corporate Controller
a
% Change
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
Controller
2013
$
$
$
$
$
142,750
128,000
110,750
95,000
82,750
-
$
$
$
$
$
199,000
169,000
144,750
126,500
110,250
$
$
$
$
$
147,000
131,750
114,250
98,000
85,750
-
$
$
$
$
$
207,750
176,000
150,250
131,750
114,500
3.8%
3.6%
3.5%
3.7%
3.8%
$
$
$
$
$
135,750
113,000
97,500
80,000
69,000
-
$
$
$
$
$
183,250
153,500
129,250
110,250
95,000
$
$
$
$
$
140,500
116,750
100,750
82,500
71,500
-
$
$
$
$
$
192,500
160,500
135,000
116,000
99,750
4.4%
4.0%
4.0%
4.3%
4.4%
-
$
$
$
$
$
171,000
152,750
132,500
117,250
106,000
$
$
$
$
$
132,750
121,000
107,000
94,250
82,250
-
$
$
$
$
$
179,250
159,000
138,250
122,500
111,250
4.0%
3.7%
4.0%
4.0%
4.2%
-
$
$
$
$
$
142,250
123,500
102,250
88,750
78,000
$
$
$
$
$
108,500
98,500
82,000
69,500
58,250
-
$ 148,750
$ 129,500
$ 107,000
$ 92,750
$ 81,750
4.0%
4.3%
4.3%
4.2%
4.5%
-
$
$
$
$
$
142,750
123,000
102,250
88,750
77,250
$
$
$
$
$
106,000
96,000
82,000
68,250
57,500
-
$ 148,250
$ 128,000
$ 106,750
$ 92,750
$ 80,250
3.6%
3.9%
4.0%
4.2%
4.0%
$ 142,000 - $ 233,500
$ 104,500 - $ 156,750
$ 146,500 - $ 241,750
$ 107,750 - $ 163,000
3.4%
3.6%
$ 100,250 - $ 142,500
$ 79,500 - $ 110,750
$ 103,250 - $ 148,500
$ 82,000 - $ 115,750
3.7%
3.9%
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
a
Divisional Controller
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
a
Assistant Controller
129,000
117,250
103,250
91,250
79,750
– Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
$
$
$
$
$
105,000
95,000
79,000
67,000
56,000
Assistant Treasurer – Company Sales in Millions
$500+
$250 to $500
$100 to $250
$50 to $100
To $50
a
Tax Director
$
$
$
$
$
102,750
92,500
79,250
65,750
55,250
– Company Sales in Millions
$250+
$100 to $250
Tax Manager – Company Sales in Millions
$250+
$50 to $250
(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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
2013
% Change
Compliance – Large Companies b
Chief Compliance Officer
Compliance Director
Compliance Officer
Senior Compliance Analyst
Compliance Analyst
$ 153,750
$ 125,250
$ 100,000
$ 77,250
$ 60,250
-
$
$
$
$
$
214,250
170,750
132,500
99,750
79,750
$
$
$
$
$
157,750
129,500
102,750
79,500
62,000
-
$
$
$
$
$
223,250
177,750
138,250
104,000
83,000
3.5%
3.8%
3.7%
3.7%
3.6%
$ 128,500
$ 108,750
$ 89,250
$ 68,750
$ 56,250
-
$
$
$
$
$
174,250
143,750
118,500
91,000
74,750
$
$
$
$
$
132,250
112,250
92,250
71,250
58,250
-
$ 182,250
$ 150,000
$ 123,500
$ 95,250
$ 77,750
3.9%
3.9%
3.9%
4.2%
3.8%
$ 105,000
$ 89,750
$ 74,000
$ 60,500
$ 48,500
-
$
$
$
$
$
139,250
117,750
96,250
79,000
64,500
$
$
$
$
$
108,000
92,750
76,500
62,500
50,000
-
$ 145,250
$ 123,000
$ 101,000
$ 82,750
$ 67,250
3.7%
4.0%
4.3%
4.1%
3.8%
Compliance – Midsize Companies b
Chief Compliance Officer
Compliance Director
Compliance Officer
Senior Compliance Analyst
Compliance Analyst
Compliance – Small Companies b
Chief Compliance Officer
Compliance Director
Compliance Officer
Senior Compliance Analyst
Compliance Analyst
Chief Audit Executive/Vice President, Internal Audit/Internal Audit Director –
Company Sales in Millions
$500+
$250 to $500
$100 to $250
$ 156,750 - $ 241,000
$ 123,500 - $ 177,750
$ 102,500 - $ 141,000
$ 161,500 - $ 249,750
$ 127,500 - $ 184,500
$ 105,500 - $ 146,750
3.4%
3.6%
3.6%
$
$
$
$
90,000
71,750
55,000
46,000
-
$
$
$
$
127,000
94,000
73,500
57,750
$
$
$
$
93,000
73,750
56,750
47,500
-
$ 132,250
$ 98,500
$ 77,000
$ 60,250
3.8%
3.9%
4.1%
3.9%
$
$
$
$
78,750
65,000
51,000
44,000
-
$
$
$
$
106,250
84,250
69,000
55,750
$
$
$
$
81,500
67,500
52,750
45,500
-
$ 111,000
$ 88,250
$ 72,250
$ 58,250
4.1%
4.4%
4.2%
4.0%
Internal Auditor – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Internal Auditor – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
2013
% Change
IT Auditor – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
99,000
85,750
64,000
53,500
-
$
$
$
$
140,250
111,750
85,750
68,000
$
$
$
$
102,000
88,250
65,750
55,250
-
$ 146,250
$ 116,250
$ 89,500
$ 70,500
3.8%
3.5%
3.7%
3.5%
$
$
$
$
91,750
76,250
60,250
49,250
-
$
$
$
$
124,000
97,750
78,500
63,250
$
$
$
$
94,750
79,000
62,250
50,750
-
$ 130,000
$ 101,750
$ 82,000
$ 65,750
4.2%
3.9%
4.0%
3.6%
$
$
$
$
98,750
77,750
59,000
47,500
-
$
$
$
$
131,000
97,250
74,750
58,500
$
$
$
$
100,750
79,500
60,500
48,500
-
$ 136,750
$ 101,250
$ 77,750
$ 60,750
3.4%
3.3%
3.4%
3.1%
$
$
$
$
89,000
70,750
56,000
45,000
-
$
$
$
$
113,250
87,750
68,750
55,250
$
$
$
$
91,000
72,250
57,500
46,000
-
$ 118,250
$ 91,500
$ 71,500
$ 57,250
3.5%
3.3%
3.4%
3.0%
$
$
$
$
75,500
60,250
47,250
39,750
-
$
$
$
$
104,250
79,250
62,000
49,500
$
$
$
$
77,750
62,250
49,000
41,000
-
$ 109,250
$ 82,750
$ 65,000
$ 51,750
4.0%
3.9%
4.3%
3.9%
$
$
$
$
65,500
54,250
43,250
37,500
-
$
$
$
$
87,000
71,250
58,000
47,000
$
$
$
$
68,000
56,250
45,000
38,500
-
$
$
$
$
90,750
74,250
60,750
49,250
4.1%
4.0%
4.4%
3.8%
$
$
$
$
59,500
49,500
39,750
35,250
-
$
$
$
$
78,500
63,750
52,750
42,750
$
$
$
$
61,500
51,250
41,000
36,250
-
$
$
$
$
82,500
66,750
55,500
44,750
4.3%
4.2%
4.3%
3.8%
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
Financial Reporting – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
General Accountant – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
General Accountant – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
General Accountant – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
2013
% Change
Cost Accountant – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
76,750
62,000
48,750
41,750
-
$ 103,750
$ 81,250
$ 63,000
$ 51,500
$
$
$
$
79,250
64,250
50,500
43,000
-
$ 108,500
$ 85,000
$ 66,000
$ 53,750
4.0%
4.2%
4.3%
3.8%
$
$
$
$
67,750
56,250
45,000
40,000
-
$
$
$
$
89,750
72,750
59,500
49,000
$
$
$
$
70,500
58,250
46,750
41,250
-
$
$
$
$
93,500
75,750
62,250
51,250
4.1%
3.9%
4.3%
3.9%
$
$
$
$
83,250
67,250
50,000
42,750
-
$ 114,750
$ 86,000
$ 67,250
$ 53,500
$
$
$
$
85,750
69,750
51,500
44,000
-
$ 120,000
$ 90,000
$ 70,750
$ 56,000
3.9%
4.2%
4.3%
3.9%
$
$
$
$
71,750
56,750
47,500
41,500
-
$
$
$
$
96,750
76,750
61,750
51,000
$
$
$
$
73,750
58,750
49,000
42,750
-
$ 101,000
$ 80,000
$ 64,500
$ 53,250
3.7%
3.9%
3.9%
3.8%
$
$
$
$
84,250
68,500
51,750
42,500
-
$ 114,500
$ 89,000
$ 69,500
$ 53,750
$
$
$
$
86,750
70,500
53,500
43,750
-
$ 119,750
$ 93,750
$ 72,750
$ 56,250
3.9%
4.3%
4.1%
3.9%
$
$
$
$
74,750
62,500
48,500
40,750
-
$
$
$
$
99,000
81,250
64,500
50,000
$
$
$
$
77,000
64,500
50,250
42,000
-
$ 103,500
$ 84,750
$ 67,250
$ 52,250
3.9%
3.8%
4.0%
3.9%
$
$
$
$
64,750
53,750
44,000
38,000
-
$
$
$
$
83,750
70,000
56,750
45,750
$
$
$
$
67,250
55,500
45,500
39,250
-
$
$
$
$
4.0%
3.8%
4.2%
3.9%
Cost Accountant – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Tax Accountant – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Tax Accountant – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Financial Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Financial Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Financial Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
87,250
73,000
59,500
47,750
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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
2013
% Change
Budget Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
81,250 67,000 50,500 41,250 -
$
$
$
$
111,750
85,750
68,250
53,250
$
$
$
$
83,250 68,750 51,750 42,500 -
$ 116,500
$ 89,500
$ 71,250
$ 55,250
3.5%
3.6%
3.6%
3.4%
$
$
$
$
73,500 61,000 47,750 40,250 -
$
$
$
$
96,750
78,750
63,500
49,250
$
$
$
$
75,750 63,000 49,250 41,250 -
$ 100,750
$ 82,250
$ 66,250
$ 51,250
3.7%
3.9%
3.8%
3.4%
$
$
$
$
62,250 52,000 42,250 36,750 -
$
$
$
$
82,500
68,500
56,750
45,500
$
$
$
$
64,000 53,750 43,750 37,750 -
$ 85,750
$ 71,000
$ 58,750
$ 47,250
3.5%
3.5%
3.5%
3.3%
$
$
$
$
82,250 67,750 50,750 41,750 -
$
$
$
$
112,500
86,750
68,750
53,000
$
$
$
$
84,750 69,500 52,250 42,750 -
$ 117,000
$ 90,500
$ 71,250
$ 55,000
3.6%
3.6%
3.3%
3.2%
$
$
$
$
73,750 61,250 48,250 40,000 -
$
$
$
$
96,750
79,000
62,500
49,500
$
$
$
$
75,750 63,000 49,750 41,000 -
$ 100,750
$ 82,000
$ 64,750
$ 51,250
3.5%
3.4%
3.4%
3.1%
$
$
$
$
62,750 52,250 43,000 36,750 -
$
$
$
$
82,750
68,750
57,250
46,000
$
$
$
$
64,500 53,750 44,250 37,500 -
$ 86,250
$ 71,500
$ 59,500
$ 47,750
3.6%
3.5%
3.5%
3.0%
$
$
$
$
81,250 67,000 51,250 41,750 -
$
$
$
$
111,250
86,500
68,500
53,500
$
$
$
$
83,250 69,000 53,000 42,750 -
$ 116,750
$ 90,250
$ 71,000
$ 55,500
3.9%
3.7%
3.5%
3.1%
Budget Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Budget Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Treasury Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Treasury Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Treasury Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Cost Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
2013
% Change
Cost Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
73,250
60,250
47,500
40,000
-
$
$
$
$
96,000
79,500
63,250
49,500
$
$
$
$
75,000
62,250
48,500
41,000
-
$ 100,250
$ 82,250
$ 66,000
$ 51,250
3.5%
3.4%
3.4%
3.1%
$
$
$
$
63,000
52,750
42,750
37,000
-
$
$
$
$
83,000
68,500
56,750
45,750
$
$
$
$
64,750
54,000
44,000
37,750
-
$
$
$
$
86,750
71,500
59,000
47,500
3.8%
3.5%
3.5%
3.0%
$
$
$
$
81,000
68,500
52,500
44,250
-
$ 107,250
$ 89,250
$ 72,000
$ 57,250
$
$
$
$
83,500
70,750
54,250
45,500
-
$ 113,000
$ 93,250
$ 75,500
$ 59,500
4.4%
4.0%
4.2%
3.4%
$
$
$
$
80,750
68,500
52,750
44,250
-
$ 106,750
$ 89,250
$ 71,500
$ 57,250
$
$
$
$
83,250
70,750
54,500
45,500
-
$ 112,000
$ 92,750
$ 74,000
$ 59,500
4.1%
3.6%
3.4%
3.4%
$ 64,500 - $ 106,000
3.3%
$
$
$
$
Cost Analyst – Small Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Business Analyst – Large Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Business Analyst – Midsize Companies b
Manager
Senior
1 to 3 Years
Up to 1 Year
Forensic Accountant – All Companies
Forensic Accountant
$ 63,000 - $ 102,000
Operational Support: Credit & Collections – Large Companies
Credit Manager/Supervisor
Assistant Credit Manager
Credit/Collections Analyst
Credit/Collections Clerk
$
$
$
$
66,500
51,500
41,250
33,250
-
$
$
$
$
b
94,750
71,750
57,000
44,250
68,250
53,000
42,250
34,250
-
$
$
$
$
99,000
74,750
59,250
45,750
3.7%
3.7%
3.3%
3.2%
$ 54,000 - $
$ 43,500 - $
$ 31,000 - $
77,000
59,500
42,500
3.8%
3.8%
3.2%
$ 45,250 - $
$ 38,500 - $
$ 29,750 - $
64,000
51,250
39,750
3.6%
3.8%
3.3%
Operational Support: Credit & Collections – Midsize Companies b
Credit Manager/Supervisor
Assistant Credit Manager
Credit/Collections Clerk
$ 52,750 - $ 73,500
$ 42,500 - $ 56,750
$ 30,250 - $ 41,000
Operational Support: Credit & Collections – Small Companies b
Credit Manager/Supervisor
Assistant Credit Manager
Credit/Collections Clerk
$ 44,000 - $ 61,500
$ 37,250 - $ 49,250
$ 28,750 - $ 38,500
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.
16 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Corporate Accounting
2012
Title/Experience
2013
% Change
Operational Support: Bookkeepers – All Companies
Full Charge (Financial Statements)
Full Charge (General Ledger)
Bookkeeper
Accounting Clerk
$
$
$
$
42,250 38,500 33,250 28,500 -
$
$
$
$
57,250
51,000
43,750
38,000
$
$
$
$
43,500 39,750 34,000 29,250 -
$
$
$
$
59,250
52,500
45,500
39,500
3.3%
3.1%
3.2%
3.4%
73,000
42,750
63,000
40,500
81,000
52,250
42,250
71,750
49,750
39,000
$
$
$
$
$
$
$
$
$
$
50,500 32,000 46,500 31,000 53,000 39,500 32,750 48,250 38,500 31,000 -
$
$
$
$
$
$
$
$
$
$
76,500
44,250
66,000
42,250
85,500
54,500
43,750
75,500
51,750
40,750
3.7%
3.7%
3.7%
3.5%
3.6%
3.6%
3.4%
3.8%
3.7%
3.6%
60,000
40,750
55,000
39,000
63,000
41,250
60,000
38,000
$
$
$
$
$
$
$
$
45,500 31,250 43,000 30,000 46,500 31,750 45,250 29,000 -
$
$
$
$
$
$
$
$
63,000
42,500
57,500
40,250
65,750
42,750
62,750
39,750
3.8%
3.9%
3.6%
3.3%
3.7%
3.5%
3.6%
3.4%
52,250
38,000
51,500
37,250
$
$
$
$
39,250
29,000
39,500
29,250
$
$
$
$
54,250
39,250
53,750
38,750
3.3%
3.4%
3.6%
3.4%
$ 34,500 - $ 46,750
$ 34,750 - $ 49,000
4.2%
3.7%
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
$
$
$
$
$
$
$
$
$
$
49,500 30,750 45,500 30,250 52,750 38,500 31,750 47,500 37,250 30,250 -
$
$
$
$
$
$
$
$
$
$
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
$
$
$
$
$
$
$
$
44,500 30,250 42,000 29,000 45,250 30,750 44,250 28,500 -
$
$
$
$
$
$
$
$
Operational Support: Payroll & Other – Small Companies b
AR/AP Manager c
AR/AP Clerk c
Payroll Manager/Supervisor
Payroll Clerk
$
$
$
$
38,250
28,000
38,500
28,500
-
$
$
$
$
-
Healthcare – All Companies
Medical Biller
Patient Accountant
$ 33,000 - $ 45,000
$ 34,000 - $ 46,750
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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Public Accounting
2012
Title/Experience
2013
% Change
Tax Services – Large Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
$
109,750
89,000
72,000
58,000
51,500
-
$ 175,000
$ 122,750
$ 94,250
$ 75,250
$ 63,500
$
$
$
$
$
112,000
90,750
74,000
59,750
52,750
-
$
$
$
$
$
183,000
128,500
98,000
78,000
65,750
3.6%
3.5%
3.5%
3.4%
3.0%
$
$
$
$
$
99,000
82,500
65,000
53,000
45,250
-
$ 149,000
$ 108,250
$ 85,500
$ 67,250
$ 56,750
$
$
$
$
$
101,500
84,250
67,000
54,250
46,500
-
$
$
$
$
$
155,250
113,250
88,750
70,000
58,750
3.5%
3.5%
3.5%
3.3%
3.2%
$
$
$
$
$
87,500
72,500
57,250
47,750
42,500
-
$ 121,750
$ 94,500
$ 74,500
$ 60,500
$ 52,250
$
$
$
$
$
89,750
74,750
59,000
49,000
43,250
-
$
$
$
$
$
126,750
98,000
77,250
62,750
54,250
3.5%
3.4%
3.4%
3.2%
2.9%
108,000
88,750
71,000
58,750
51,500
-
$ 171,750
$ 121,500
$ 92,250
$ 74,250
$ 62,500
$
$
$
$
$
110,750
91,000
73,000
60,500
52,750
-
$
$
$
$
$
178,750
126,500
96,000
77,000
64,500
3.5%
3.4%
3.5%
3.4%
2.9%
-
$ 147,000
$ 106,500
$ 84,500
$ 66,750
$ 56,750
$
$
$
$
$
100,750
83,500
66,500
54,250
46,500
-
$
$
$
$
$
153,000
111,250
87,500
69,750
58,750
3.4%
3.5%
3.5%
3.3%
3.2%
Tax Services – Midsize Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
Tax Services – Small Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
Audit/Assurance Services – Large Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
$
Audit/Assurance Services – Midsize Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
$
98,500
81,750
64,250
53,250
45,250
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.
18 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Public Accounting
2012
Title/Experience
2013
% Change
Audit/Assurance Services – Small Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
$
$
$
$
$
86,750 72,500 57,000 48,000 42,500 -
$ 120,250
$ 92,750
$ 74,000
$ 60,500
$ 52,000
$
$
$
$
$
89,000
74,750
58,750
49,500
43,250
-
$ 125,000
$ 96,500
$ 77,000
$ 62,500
$ 53,750
3.4%
3.6%
3.6%
3.2%
2.6%
$
$
$
$
$
109,500 88,750 71,000 60,000 51,500 -
$ 173,500
$ 122,000
$ 93,750
$ 75,250
$ 64,250
$
$
$
$
$
112,250 90,750 73,250 61,500 52,750 -
$ 181,000
$ 126,750
$ 97,500
$ 77,750
$ 66,250
3.6%
3.2%
3.6%
3.0%
2.8%
$
$
$
$
$
96,500 82,000 64,000 53,250 45,000 -
$ 148,250
$ 107,250
$ 86,000
$ 67,250
$ 57,250
$
$
$
$
$
99,250 84,000 65,750 54,750 46,250 -
$ 153,250
$ 111,500
$ 89,500
$ 69,750
$ 59,250
3.2%
3.3%
3.5%
3.3%
3.2%
$
$
$
$
$
87,750 72,500 57,500 48,250 43,000 -
$ 121,000
$ 93,750
$ 74,750
$ 60,500
$ 52,750
$
$
$
$
$
89,750 74,500 59,500 49,750 44,250 -
$ 126,500
$ 97,250
$ 77,250
$ 62,500
$ 54,500
3.6%
3.3%
3.4%
3.2%
3.1%
$ 38,500 - $ 57,250
3.0%
Management Services – Large Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
Management Services – Midsize Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
Management Services – Small Firms d,e
Senior Manager/Director a
Manager a
Senior
1 to 3 Years
Up to 1 Year
Paraprofessional/Bookkeeper – All Firms
Paraprofessional/Bookkeeper
$ 37,500 - $ 55,500
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 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Financial Services
2012
Title/Experience
2013
% Change
Finance and Accounting
Chief Financial Officer
Controller – Large Firm f
Controller – Midsize Firm f
Controller – Small Firm f
Accountant – 5+ Years
Accountant – 3 to 5 Years
Accountant – 1 to 3 Years
Product Controller – Manager
Product Controller – 3 to 5 Years
Product Controller – 1 to 3 Years
Financial Planning & Analysis – Manager
Financial Planning & Analysis –
3 to 5 Years
Financial Planning & Analysis –
1 to 3 Years
Hedge Fund Accountant – Manager
Hedge Fund Accountant – 3 to 5 Years
Hedge Fund Accountant – 1 to 3 Years
Mutual Fund Accountant – Manager
Mutual Fund Accountant – 3 to 5 Years
Mutual Fund Accountant – 1 to 3 Years
Internal Auditor – Manager
Internal Auditor – 3 to 5 Years
Internal Auditor – 1 to 3 Years
Regulatory Reporting – Manager
Regulatory Reporting – 3 to 5 Years
Regulatory Reporting – 1 to 3 Years
Financial Analyst
Tax Accountant
$
$
$
$
$
$
$
$
$
$
$
146,500 134,000 96,500 82,000 64,250 52,750 42,250 88,750 68,750 54,750 84,500 -
$ 240,500
$ 175,000
$ 142,750
$ 112,000
$ 80,750
$ 68,500
$ 54,250
$ 113,250
$ 90,500
$ 69,250
$ 109,750
$ 63,500 - $ 79,500
$
$
$
$
$
$
$
$
$
$
$
148,250 140,750 99,000 84,750 65,750 54,250 43,250 89,750 69,750 55,000 85,750 -
$
$
$
$
$
$
$
$
$
$
$
252,500
180,250
149,000
116,500
84,250
70,500
56,000
114,500
91,250
70,250
113,500
3.6%
3.9%
3.7%
3.7%
3.4%
2.9%
2.8%
1.1%
1.1%
1.0%
2.6%
$ 65,000 - $
82,000
2.8%
$ 52,750 - $ 68,500
$ 54,000 - $
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
70,250
2.5%
113,000
77,000
61,250
92,000
67,750
56,500
117,250
80,500
66,500
110,750
84,750
66,500
73,500
72,500
3.7%
3.4%
3.1%
1.7%
2.1%
2.0%
3.5%
3.6%
3.1%
3.0%
2.9%
2.6%
3.5%
3.5%
$ 90,000 - $ 129,000
$ 54,000 - $ 78,750
$ 91,500 - $ 130,750
$ 55,250 - $ 80,250
1.5%
2.1%
$ 55,000 - $ 70,250
$ 56,500 - $
72,500
3.0%
$ 47,250 - $ 58,500
$ 47,500 - $
59,750
1.4%
$ 38,500 - $ 49,250
$ 38,750 - $
49,750
0.9%
79,250 57,500 46,750 69,500 52,500 42,750 79,500 61,500 48,500 84,000 64,000 51,000 48,500 51,000 -
$ 108,000
$ 74,250
$ 59,250
$ 90,500
$ 66,000
$ 55,250
$ 114,500
$ 77,000
$ 64,250
$ 107,750
$ 82,500
$ 64,500
$ 71,250
$ 70,250
81,250 59,250 48,000 70,750 53,250 43,500 83,500 63,000 49,750 86,750 66,000 52,000 50,500 53,000 -
$
$
$
$
$
$
$
$
$
$
$
$
$
$
Operations
Director of Operations
Operations Manager
Banking Operations Specialist –
5+ Years
Banking Operations Specialist –
3 to 5 Years
Banking Operations Specialist –
1 to 3 Years
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 5-10 percent for graduate degrees or professional certifications.
20 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Financial Services
2012
Title/Experience
2013
% Change
Operations (Cont.)
Fund Operations Specialist – 5+ Years
Fund Operations Specialist –
3 to 5 Years
Fund Operations Specialist –
1 to 3 Years
Client Service Representative –
5+ Years
Client Service Representative –
3 to 5 Years
Client Service Representative –
1 to 3 Years
Sales/Trader Assistant
Performance Analyst
Loan Processor
Loan Underwriter
Loan Administrator
Mortgage Processor
Mortgage Underwriter
$ 60,500 - $
74,000
$ 61,500 - $
75,000
1.5%
$ 50,250 - $
61,750
$ 51,000 - $
63,500
2.2%
$ 41,000 - $
51,500
$ 41,250 - $
52,500
1.4%
$ 51,500 - $
64,000
$ 52,000 - $
64,500
0.9%
$ 44,000 - $
54,250
$ 44,250 - $
55,000
1.0%
$ 36,750 - $
44,250
$ 37,000 - $
44,500
0.6%
$
$
$
$
$
$
$
36,250
49,500
38,500
43,000
35,500
29,750
38,000
-
$
$
$
$
$
$
$
57,500
69,250
52,250
62,000
55,500
39,750
54,750
$
$
$
$
$
$
$
37,250
50,750
38,750
44,250
36,500
30,250
38,750
-
$
$
$
$
$
$
$
58,750
71,000
53,000
64,000
56,500
42,000
57,750
2.4%
2.5%
1.1%
3.1%
2.2%
4.0%
4.0%
$
$
$
$
$
$
$
$
138,750
90,500
66,750
84,250
60,250
82,750
61,250
145,500
-
$
$
$
$
$
$
$
$
213,000
120,250
84,750
109,250
78,250
106,000
78,000
215,500
$
$
$
$
$
$
$
$
142,500
90,250
67,250
86,500
61,000
85,000
62,500
149,250
-
$
$
$
$
$
$
$
$
218,000
126,750
88,500
112,750
82,250
109,000
80,500
220,500
2.5%
3.0%
2.8%
3.0%
3.4%
2.8%
2.7%
2.4%
$ 118,750 - $ 164,750
$ 121,750 - $ 168,750
2.5%
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
2.8%
2.4%
2.6%
2.8%
2.4%
2.5%
2.6%
3.4%
3.2%
2.6%
1.0%
Risk and Compliance
Chief Risk Officer
Market Risk Analyst – Manager
Market Risk Analyst – 3 to 5 Years
Credit Risk Analyst – Manager
Credit Risk Analyst – 3 to 5 Years
Operational Risk Analyst – Manager
Operational Risk Analyst – 3 to 5 Years
Chief Compliance Officer – Large Firm f
Chief Compliance Officer –
Midsize Firm f
Chief Compliance Officer – Small Firm f
Compliance Officer – Large Firm f
Compliance Officer – Midsize Firm f
Compliance Officer – Small Firm f
Compliance Manager – Large Firm f
Compliance Manager – Midsize Firm f
Compliance Manager – Small Firm f
Compliance Analyst
Anti-Money Laundering Specialist
Fraud Investigator
Regulatory Affairs Specialist
99,500
92,000
82,250
68,500
79,500
70,750
62,750
48,000
63,500
62,000
62,750
-
$
$
$
$
$
$
$
$
$
$
$
129,250
124,000
109,500
89,500
101,000
90,500
79,500
75,250
85,750
83,750
87,500
102,500
94,500
83,750
69,750
80,750
71,500
63,500
50,250
65,500
64,000
63,250
-
$
$
$
$
$
$
$
$
$
$
$
132,750
126,750
113,000
92,750
104,000
93,750
82,500
77,250
88,500
85,500
88,500
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 5-10 percent for graduate degrees or professional certifications.
21 2013 Salary Guide • Robert Half
Accounting and Finance Salaries
Financial Services
2012
Title/Experience
2013
% Change
Banking and Financial Markets
Managing Director/Partner – Sell Side
Vice President – Sell Side
Associate – Sell Side
Analyst – Sell Side
Managing Director/Partner – Buy Side
Vice President – Buy Side
Associate – Buy Side
Analyst – Buy Side
Business Development Officer
Fund Manager
Portfolio Manager
Commercial Lender – 5+ Years
Commercial Lender – 3 to 5 Years
Commercial Lender – 1 to 3 Years
Private Banker – 5+ Years
Private Banker – 3 to 5 Years
Private Banker – 1 to 3 Years
Credit Analyst – 5+ Years
Credit Analyst – 3 to 5 Years
Credit Analyst – 1 to 3 Years
Wholesaler
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
167,000 124,500 78,000 64,250 160,750 121,750 73,750 65,500 86,750 110,250 99,250 86,000 65,750 50,500 76,750 58,500 47,750 66,000 54,000 42,500 53,750 -
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
266,500
186,000
104,500
83,250
251,750
178,500
97,750
83,250
142,750
161,250
142,750
120,750
103,250
80,000
108,250
78,500
64,250
84,250
69,250
55,250
73,000
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
168,750 126,750 78,500 65,250 162,750 124,000 74,000 66,750 88,750 114,750 103,250 87,000 66,750 51,250 77,250 59,500 48,500 67,500 55,500 43,500 55,000 -
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
271,000
188,500
106,500
85,250
256,750
181,000
99,500
86,000
145,250
166,000
146,750
124,000
105,500
82,000
109,750
80,250
65,500
88,000
71,750
57,250
75,750
Unless otherwise noted (see footnote “a”), add 5-10 percent for graduate degrees or professional certifications.
22 2013 Salary Guide • Robert Half
1.4%
1.5%
1.4%
2.0%
1.7%
1.6%
1.2%
2.7%
2.0%
3.4%
3.3%
2.1%
1.9%
2.1%
1.1%
2.0%
1.8%
3.5%
3.2%
3.1%
3.2%
Customizing Salaries for
Local Markets
The national salary ranges can be customized for more
than 135 U.S. cities using the local variances beginning
on Page 24. This information is intended to serve as a
guide for determining average starting salaries. 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.
>> Salaries also can
Follow the steps below to calculate the approximate
salary range for a specific position in your area:
be customized
using our Salary
Calculator at
roberthalf.com/
salarycenter.
Example: Senior business analyst at a midsize
company in St. Louis
1. Locate the position and national salary range on Page 16
for a senior business analyst at a midsize company.
(The salary range is $70,750 to $92,750.)
2. Locate the index number for St. Louis on Page 24.
(The index number for St. Louis is 100.3.)
3. Move the decimal point in the index number two places to the left (1.003).
4. Multiply the low end of the national salary range ($70,750) by the index
number as a percentage (from step 3).
$70,750 x 1.003 = $70,962
5. Repeat step 4 using the high end of the salary range ($92,750).
$92,750 x 1.003 = $93,028
6. The approximate starting salary range for a senior business analyst at a
midsize company in St. Louis is $70,962 to $93,028.
23 2013 Salary Guide • Robert Half
>
>
Customizing Salaries for Local Markets
Alabama
Birmingham . . . . . . . . . . . 95.0
Huntsville . . . . . . . . . . . . . . . 93.0
Mobile . . . . . . . . . . . . . . . . . . 86.0
Arizona
Phoenix . . . . . . . . . . . . . . . 108.0
Tucson . . . . . . . . . . . . . . . . 100.0
Arkansas
Fayetteville . . . . . . . . . . . . . 95.0
Little Rock . . . . . . . . . . . . . . 95.0
California
Fresno . . . . . . . . . . . . . . . . . . 90.0
Irvine . . . . . . . . . . . . . . . . . 124.5
Los Angeles . . . . . . . . . . . 125.0
Oakland . . . . . . . . . . . . . . . . 125.0
Ontario . . . . . . . . . . . . . . . 111.0
Sacramento . . . . . . . . . . . 101.5
San Diego . . . . . . . . . . . . 118.5
San Francisco . . . . . . . . .135.5
San Jose . . . . . . . . . . . . . . . 133.0
Santa Barbara . . . . . . . . 121.0
Santa Rosa . . . . . . . . . . . . . 98.0
Stockton . . . . . . . . . . . . . . . 85.0
Colorado
Boulder . . . . . . . . . . . . . . . 113.3
Colorado Springs . . . . . . 90.5
Denver . . . . . . . . . . . . . . . . 102.8
Fort Collins . . . . . . . . . . . . . 92.8
Greeley . . . . . . . . . . . . . . . . . 83.8
Loveland . . . . . . . . . . . . . . . 90.5
Pueblo . . . . . . . . . . . . . . . . . 76.0
Connecticut
Hartford . . . . . . . . . . . . . . 116.5
New Haven . . . . . . . . . . . 112.0
Stamford . . . . . . . . . . . . . . 131.0
Delaware
Wilmington . . . . . . . . . . . . 102.0
District of Columbia
Washington . . . . . . . . . . . 130.0
Florida
Fort Myers . . . . . . . . . . . . . . 87.5
Jacksonville . . . . . . . . . . . . . 93.0
Melbourne . . . . . . . . . . . . . . 89.5
Miami/
Fort Lauderdale . . . . . . 106.7
Orlando . . . . . . . . . . . . . . . . 98.5
St. Petersburg . . . . . . . . . . 94.0
Tampa . . . . . . . . . . . . . . . . . . 96.5
West Palm Beach . . . . . . 99.5
Georgia
Atlanta . . . . . . . . . . . . . . . . 105.0
Macon . . . . . . . . . . . . . . . . . . 82.5
Savannah . . . . . . . . . . . . . . . 82.5
Hawaii
Honolulu . . . . . . . . . . . . . . . . 92.0
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 . . . . . . . . . . 89.0
Davenport . . . . . . . . . . . . . . . 89.0
Des Moines . . . . . . . . . . . . 97.0
Sioux City . . . . . . . . . . . . . . 78.1
Waterloo/Cedar Falls . . . 80.7
Kansas
Kansas City . . . . . . . . . . . . 97.0
24 2013 Salary Guide • Robert Half
Kentucky
Lexington . . . . . . . . . . . . . . . 87.5
Louisville . . . . . . . . . . . . . . . 90.5
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 . . . . . . . . . . 85.0
Lansing . . . . . . . . . . . . . . . . . 84.0
Minnesota
Bloomington . . . . . . . . . . 105.5
Duluth . . . . . . . . . . . . . . . . . 79.6
Minneapolis . . . . . . . . . . . 105.5
Rochester . . . . . . . . . . . . . . 100.5
St. Cloud . . . . . . . . . . . . . . . 80.0
St. Paul . . . . . . . . . . . . . . . . 102.0
Missouri
Kansas City . . . . . . . . . . . . 97.2
St. Joseph . . . . . . . . . . . . . . 91.0
St. Louis . . . . . . . . . . . . . . 100.3
Nebraska
Lincoln . . . . . . . . . . . . . . . . . 78.2
Omaha . . . . . . . . . . . . . . . . . . 94.0
Nevada
Las Vegas . . . . . . . . . . . . . . . 94.0
Reno . . . . . . . . . . . . . . . . . . . 94.0
Customizing Salaries for Local Markets
New Hampshire
Manchester/Nashua . . . . 112.0
New Jersey
Mount Laurel . . . . . . . . . 115.0
Paramus . . . . . . . . . . . . . . 130.0
Princeton . . . . . . . . . . . . . 126.0
Woodbridge . . . . . . . . . . 126.0
Oklahoma
Oklahoma City . . . . . . . . . . 89.7
Tulsa . . . . . . . . . . . . . . . . . . . 92.0
Texas
Austin . . . . . . . . . . . . . . . . 103.5
Dallas . . . . . . . . . . . . . . . . . 105.5
El Paso . . . . . . . . . . . . . . . . . 70.0
Fort Worth . . . . . . . . . . . . 105.5
Houston . . . . . . . . . . . . . . 106.0
Midland/Odessa . . . . . . . . 96.0
San Antonio . . . . . . . . . . . . 95.0
New Mexico
Albuquerque . . . . . . . . . . . . 89.7
Oregon
Portland . . . . . . . . . . . . . . 103.0
Utah
Salt Lake City . . . . . . . . . 100.0
New York
Albany . . . . . . . . . . . . . . . . . . 97.0
Buffalo . . . . . . . . . . . . . . . . . 95.0
Long Island . . . . . . . . . . . 135.0
New York . . . . . . . . . . . . . 141.0
Rochester . . . . . . . . . . . . . . 91.7
Syracuse . . . . . . . . . . . . . . . . 90.3
Pennsylvania
Harrisburg . . . . . . . . . . . . . . 95.0
Philadelphia . . . . . . . . . . . 115.0
Pittsburgh . . . . . . . . . . . . . . 96.2
Virginia
Norfolk/
Hampton Roads . . . . . . . 92.0
Richmond . . . . . . . . . . . . . . 98.0
Tysons Corner . . . . . . . . . 130.0
North Carolina
Charlotte . . . . . . . . . . . . . 101.0
Greensboro . . . . . . . . . . . . 99.0
Raleigh . . . . . . . . . . . . . . . 104.0
South Carolina
Charleston . . . . . . . . . . . . . 92.0
Columbia . . . . . . . . . . . . . . . 93.0
Greenville . . . . . . . . . . . . . . 90.0
Ohio
Akron . . . . . . . . . . . . . . . . . . . 89.0
Canton . . . . . . . . . . . . . . . . 82.0
Cincinnati . . . . . . . . . . . . . . 97.5
Cleveland . . . . . . . . . . . . . . 95.0
Tennessee
Chattanooga . . . . . . . . . . . 87.0
Cool Springs . . . . . . . . . . . 98.0
Knoxville . . . . . . . . . . . . . . . . 86.0
Memphis . . . . . . . . . . . . . . . 95.0
Nashville . . . . . . . . . . . . . . . . 97.5
Columbus . . . . . . . . . . . . . . 96.5
Dayton . . . . . . . . . . . . . . . . . 87.0
Toledo . . . . . . . . . . . . . . . . . 84.5
Youngstown . . . . . . . . . . . . 76.0
Rhode Island
Providence . . . . . . . . . . . . . 97.0
Washington
Seattle . . . . . . . . . . . . . . . . 118.9
Spokane . . . . . . . . . . . . . . . . 82.0
Wisconsin
Appleton . . . . . . . . . . . . . . . 85.0
Green Bay . . . . . . . . . . . . . . 86.5
Madison . . . . . . . . . . . . . . . . 96.0
Milwaukee . . . . . . . . . . . . . . 99.0
Waukesha . . . . . . . . . . . . . . 98.5
Region-specific insights on positions in
demand and growing industries are available
at roberthalf.com/salarycenter.
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.
25 2013 Salary Guide • Robert Half
The Advantages of a
Flexible Staffing Approach
There’s a change taking place in the way businesses staff
their operations. Firms are increasingly attracted to the
flexibility they gain by employing a combination of full-time,
temporary and project professionals. When asked in what
ways their workforce would change in the next five years,
58 percent of employers polled in a McKinsey Global
Institute report said they will hire more temporary and
part-time workers.*
This approach gives firms greater control over their human
resources budgets and access to skilled talent when
and for as long as they need it. As companies continually
rebalance their workforces in good and difficult times,
many are discovering that a year-round mix of core fulltime employees and interim workers is the best way to
stay nimble and react to business needs.
Here are five advantages you gain by using temporary and
project workers as part of your workforce mix. You can:
1. Adjust staffing levels to the ebbs and flows of business demands, helping you keep costs under control
2. Ease the burden on employees who may already be
spread too thin
3. Handle special projects outside the expertise of
current staff – more professionals are drawn to interim
work because of the flexibility and opportunities it
provides, giving you access to a deeper talent pool
4. Ease the concerns of full-time workers, who may
otherwise be subject to nerve-racking cycles of hiring
and layoffs
5. Assess prospective full-time employees firsthand
*An economy that works: Job creation and America’s future, McKinsey Global
Institute, June 2011.
26 2013 Salary Guide • Robert Half
Robert Half:
Your Staffing Expert
Robert Half is the world’s leading specialized staffing
firm. Through our Accountemps, Robert Half Finance &
Accounting and Robert Half Management Resources
divisions, we place highly skilled accounting and finance
professionals on a temporary, full-time and senior-level
project basis, respectively. Our Robert Half Financial
Services division is the premier provider of staffing
solutions to financial institutions in top markets around
the world. We also offer a full spectrum of consulting
services through our in-house access to the proven
methodologies of Protiviti, a global consulting firm that
helps companies solve problems in finance, technology,
operations, governance, risk and internal audit.
The many benefits we offer your business include:
• The right match – We can help you locate even the
most hard-to-find professionals. Our network includes
hundreds of thousands of talented professionals who
are pre-evaluated and available to work.
Our network is enhanced
by alliances with premier
professional associations,
including:
• American Institute
of Certified Public
Accountants
• Quick results – Our staffing experts, who commonly
possess accounting and finance experience, understand your unique business needs and use the latest
technologies to make faster matches.
• American Payroll
Association
• A range of candidates – We offer a selection of
professionals at various experience levels to meet your
budget, skills and experience requirements.
• ALPFA
• Exceptional service – The hiring process is more
complex than ever. We handle the most challenging
aspects for you and can guide you every step of the
way. Communication is our specialty.
• The Institute of Internal
Auditors
• Choices – We provide a number of options to meet
different needs, whether it’s a full-time hire, temporary
professionals to assist with peak workloads or a team of
experienced consultants to help manage a special initiative from start to finish.
• Reliability – Nine out of 10 of our clients and candidates would recommend our service to a colleague.
Contact Robert Half at roberthalf.com or 1.800.803.8367
to learn more about how we can assist you.
27 2013 Salary Guide • Robert Half
• American Society of
Women Accountants
• Financial Executives
International
• National Association of
Credit Management
Office Locations
Call 1.800.803.8367 or visit roberthalf.com/locations to contact the office nearest you.
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28 2013 Salary Guide • Robert Half
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650.234.6000 • rhi.com
29 2013 Salary Guide • Robert Half
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