Académique Documents
Professionnel Documents
Culture Documents
2014
Table of Contents
From the Chairman...................................................................................................................1 Understanding the Salary Guide....................................................................................2 The Hiring Environment.......................................................................................................3 Accounting and Finance Salaries. ..............................................................................10 Customizing Salaries for Local Markets....................................................................23 The Benefits of a Flexible Staffing Plan. ....................................................................26 Robert Half: Your Key to Finding Skilled Professionals................................... 27 Office Locations. ......................................................................................................................28
All trademarks contained herein are the property of their respective owners.
The 2014 Salary Guide from Robert Half is the most comprehensive and authoritative resource on starting compensation and hiring trends in the accounting and finance fields. Included are salary ranges for more than 350 positions in corporate and public accounting, finance, banking, and financial services. The figures contained in the guide are based on the thousands of full-time, interim and project placements made each year by our staffing and recruiting professionals. Our experts work with hiring managers and job seekers every day, which gives them unique insight into compensation trends. The salary range listed for each position reflects starting pay only. Bonuses and other forms of compensation, such as retirement packages, are not taken into account. In addition, the ranges represent national averages. You can adjust them for your market by using the local variances found immediately after the salary tables. Information from the Salary Guide is so well-regarded that the U.S. Department of Labors Bureau of Labor Statistics has used it when compiling the Occupational Outlook Handbook.
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CFOs were asked, How beneficial do you consider the following uses of temporary professionals? Their responses:
76%
To access specialized skills on an as-needed basis
72%
To maintain productivity when not ready to hire full time
72%
To evaluate prospective full-time employees firsthand
64%
To alleviate the workloads of full-time staff
62%
0 10 20 30 40 50 60 70 80
Somewhat beneficial
Very beneficial
Source: Robert Half survey of more than 450 CFOs from U.S. companies that have 20 or more employees and use temporary professionals. Only CFOs who rated items somewhat beneficial or very beneficial are shown.
A long-anticipated upturn in baby-boomer retirements also is likely to have an impact on hiring patterns in the years to come as firms look to replace these experienced workers. Companies will need to prepare now for upcoming retirements, such as by stepping up succession-planning efforts and offering a more gradual path to retirement for employees who desire one.
CFOs were asked, Which one of the following is your greatest staffing concern in the next 12 months? Their responses:
38% Maintaining staff productivity Recruiting new top performers 27% 9% 13% 13%
Retaining valuable staff members Dont know/no answer Improving staff morale and engagement
Source: Robert Half survey of more than 2,100 CFOs in more than 20 of the largest U.S. markets
Positions in Demand
Anti-money laundering (AML) specialists Bookkeepers u Business analysts u Business systems analysts u Financial analysts
u u
Internal auditors Payroll clerks u Risk and compliance professionals u Senior accountants u Staff accountants
u u
Other valued certifications include the certified information systems auditor (CISA), certified internal auditor (CIA), certified management accountant (CMA), chartered financial analyst (CFA), chartered global management accountant (CGMA) and project management professional (PMP). Expanding companies looking to hire payroll professionals are increasingly seeking those with credentials such as the certified payroll professional (CPP) and fundamental payroll certification (FPC). As accounting and finance professionals continue to expand their responsibilities well beyond crunching numbers, they are informing key decisions and serving as business partners across multiple departments. Companies have access to unprecedented amounts of data and are turning to their finance teams to analyze it and provide the story behind the numbers. Financial professionals are using the information to provide strategic recommendations throughout the organization, from identifying ways to manage costs and grow profits to assisting with human resources and operations decisions. As they collaborate more frequently across the business, there is a greater demand for professionals who possess excellent soft skills, especially verbal and written communication abilities. Firms also seek staff with strong business acumen and the ability to apply a broader view of the organization. Once considered nice-to-haves, these nontechnical skills are now indispensable elements of successful finance teams and functions.
Spotlight on Healthcare
2014: A Pivotal Year for Healthcare, Financial Fields
Its clear 2014 will be a transition year for healthcare in the United States as most of the provisions of the Patient Protection and Affordable Care Act (ACA) take effect Jan. 1. And in 2015, employers with 50 or more full-time and fulltime equivalent (FTE) employees must offer healthcare coverage to full-time employees and their eligible dependents under an employer-sponsored plan that meets ACA standards or face a possible penalty. Accounting and finance departments in all industries are sure to be affected as businesses begin implementing the act. Although penalties and reporting requirements for the employer mandate component of the act have been delayed until 2015, forward-looking companies are taking advantage of the extra time to get a head start on their compliance efforts. As companies make decisions about the ACAs provisions, they will need business analysts and other financial specialists to help them weigh their options. The tax implications could be significant with respect to areas such as flexible spending accounts, W-2 form reporting, the acts tax credit for small businesses and additional taxes on high-cost health plans. There are many other considerations. If a company is subject to ACA stipulations, for example, is it better for the bottom line to offer health insurance coverage to employees or pay the penalty? Does a business need to offer coverage to just its employees or provide family coverage as well? How can a firm determine whether it qualifies for the small business tax credit? And should a company consider controlling healthcare costs by flexibly managing its workforce through the use of temporary workers, who do not count toward the 50-employee threshold if they are retained for legitimate business reasons? For insight into these and other questions that are likely to come up for businesses, download a free copy of Robert Halfs What Every Business Needs to Know About the Patient Protection and Affordable Care Act at roberthalf.com/affordable-care-act. The ACA will not be the only healthcare-driven factor affecting accounting and finance employment in 2014. Healthcare organizations continue to look for seniorlevel finance professionals for help in completing operational assessments and determining financing for the implementation and upgrade of electronic medical records systems. Also spurring hiring is the adoption of the 10th Revision of the International Classification of Diseases (ICD-10), the standard diagnostic tool for epidemiology, health management and clinical purposes maintained by the World Health Organization. Finance specialists in areas such as charge capture, revenue analysis, and billing and coding compliance are all sought. Medicare and Medicaid also are changing, and organizations, both within and outside the healthcare sector, will require analysts and financial specialists to help them interpret laws and data alike.
2014
% Change
$ $ $ $ $
$ $ $ $ $
$ $ $ $ $
$ $ $ $ $
(The above category assumes there is a corporate controller who reports to the CFO.)
Treasurer
$ $ $ $ $
a
278,000 193,500 131,750 111,250 96,250 219,500 178,500 137,000 112,000 89,250 149,500 128,500 110,250 101,000 90,250
$ $ $ $ $ $ $ $ $ $ $ $ $ $ $
422,000 281,250 190,750 155,500 134,500 352,250 268,000 192,250 155,250 125,500 222,750 188,000 153,000 136,250 118,500
$ $ $ $ $ $ $ $ $ $ $ $ $ $ $
283,000 197,750 135,000 114,750 100,750 225,000 182,750 141,000 115,250 92,500 153,750 131,750 113,000 104,000 93,000 -
$ $ $ $ $ $ $ $ $ $ $ $ $ $ $
437,750 291,500 197,500 160,750 137,250 364,000 277,000 199,000 160,750 130,000 229,500 194,250 159,000 140,250 122,750
3.0% 3.1% 3.1% 3.3% 3.1% 3.0% 3.0% 3.3% 3.3% 3.6% 3.0% 3.0% 3.3% 3.0% 3.4% 3.2% 3.3% 3.3% 3.5% 3.6% 3.4% 3.6% 3.7% 3.5% 3.5%
$ $ $ $ $
a
Director of Finance
$500+ $250 to $500 $100 to $250 $50 to $100 To $50 $500+ $250 to $500 $100 to $250 $50 to $100 To $50 $500+ $250 to $500 $100 to $250 $50 to $100 To $50
$ $ $ $ $
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.
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2014
% Change
Corporate Controller
$500+ $250 to $500 $100 to $250 $50 to $100 To $50
$ 147,000 - $ 207,750 $ 131,750 - $ 176,000 $ 114,250 - $ 150,250 $ 98,000 - $ 131,750 $ 85,750 - $ 114,500 $ 140,500 - $ 192,500 $ 116,750 - $ 160,500 $ 100,750 - $ 135,000 $ 82,500 - $ 116,000 $ 71,500 - $ 99,750
a
$ $ $ $ $
$ $ $ $ $
3.9% 3.7% 3.7% 3.6% 3.9% 4.3% 4.3% 4.3% 4.3% 4.5% 3.7% 3.5% 3.5% 3.5% 3.5% 4.0% 3.9% 4.0% 4.2% 4.3% 3.4% 3.6% 3.6% 3.7% 3.8% 3.4% 3.5% 3.6% 3.7%
Controller
$ 145,750 - $ 201,500 $ 123,500 - $ 165,750 $ 103,250 - $ 142,750 $ 85,000 - $ 122,000 $ 74,500 - $ 104,500 $ 135,500 - $ 188,000 $ 123,750 - $ 166,000 $ 108,500 - $ 145,250 $ 97,500 - $ 126,750 $ 85,250 - $ 115,000 $ 113,500 - $ 154,000 $ 102,000 - $ 135,000 $ 85,000 - $ 111,500 $ 72,750 - $ 96,250 $ 60,500 - $ 85,500 $ 109,500 - $ 153,500 $ 99,750 - $ 132,250 $ 84,500 - $ 111,000 $ 71,000 - $ 96,000 $ 59,750 - $ 83,250 $ 152,000 - $ 249,500 $ 110,500 - $ 169,750 $ 106,750 - $ 154,000 $ 85,000 - $ 120,000
Divisional Controller
$500+ $250 to $500 $100 to $250 $50 to $100 To $50
$ 132,750 - $ 179,250 $ 121,000 - $ 159,000 $ 107,000 - $ 138,250 $ 94,250 - $ 122,500 $ 82,250 - $ 111,250
a
Assistant Controller
$500+ $250 to $500 $100 to $250 $50 to $100 To $50 $500+ $250 to $500 $100 to $250 $50 to $100 To $50
$ 108,500 - $ 148,750 $ 98,500 - $ 129,500 $ 82,000 - $ 107,000 $ 69,500 - $ 92,750 $ 58,250 - $ 81,750 $ 106,000 - $ 148,250 $ 96,000 - $ 128,000 $ 82,000 - $ 106,750 $ 68,250 - $ 92,750 $ 57,500 - $ 80,250
Company Sales in Millions
Tax Director
(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.
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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
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
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
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
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
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.
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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.
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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.
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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
$ 121,750 - $ 168,750 $ $ $ $ $ $ $ $ $ $ $ 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
$ 126,000 - $ 176,000 $ $ $ $ $ $ $ $ $ $ $ 106,500 98,500 86,000 72,000 83,250 73,750 65,750 52,750 68,500 66,250 64,250 $ $ $ $ $ $ $ $ $ $ $ 138,000 131,500 118,500 97,000 108,500 98,000 86,000 79,750 92,000 88,000 91,000
Chief Compliance Ofcer Small Firms Compliance Ofcer Large Firms f Compliance Ofcer Midsize Firms f Compliance Ofcer Small Firms f Compliance Manager Large Firms f Compliance Manager Midsize Firms f Compliance Manager Small Firms f Compliance Analyst Anti-Money Laundering Specialist Fraud Investigator Regulatory Affairs Specialist
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.
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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 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 $ 91,500 - $ 130,750 $ 55,250 - $ 80,250 $ 56,500 - $ $ 47,500 - $ $ 38,750 - $ $ 61,500 - $ $ 51,000 - $ $ 41,250 - $ $ 52,000 - $ $ 44,250 - $ $ 37,000 - $ $ $ $ $ $ $ $ 37,250 50,750 38,750 44,250 36,500 30,250 38,750 $ $ $ $ $ $ $ 72,500 59,750 49,750 75,000 63,500 52,500 64,500 55,000 44,500 58,750 71,000 53,000 64,000 56,500 42,000 57,750 $ 93,500 - $ 133,000 $ 56,500 - $ 82,000 $ 57,750 - $ $ 48,500 - $ $ 39,500 - $ $ 63,000 - $ $ 52,000 - $ $ 42,250 - $ 74,000 60,750 50,750 76,250 65,000 53,500 1.9% 2.2% 2.1% 1.9% 2.0% 2.0% 2.2% 2.1% 1.9% 2.0% 2.1% 2.6% 2.7% 3.0% 3.2% 3.0% 3.1% 3.1%
$ 53,000 - $ 65,750 $ 45,250 - $ $ 37,750 - $ $ $ $ $ $ $ $ 38,500 52,250 40,000 46,000 38,250 31,500 40,500 $ $ $ $ $ $ $ 56,000 45,500 60,000 72,750 54,500 65,750 57,500 43,000 59,000
Unless otherwise noted (see footnote a), add 5-10 percent for graduate degrees or professional certifications.
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The national salary ranges can be customized for more than 135 U.S. cities by using the local variances beginning on Page 24. A number of factors, including company size, employee benefits, the candidates skill set and market trends, may impact actual compensation. The information is supported by data from the U.S. Department of Labors Bureau of Labor Statistics and Robert Halfs U.S. offices, independent research, and our companys ongoing surveys of chief financial officers and other senior business leaders. The average salary index for all U.S. markets is 100. To determine the estimated salary range for a position in your area, move the decimal point in the variance number two places to the left. Then, multiply this figure by the low and high ends of the positions national salary range.
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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 . . . . . . . . . . . . . . . 115.0 Sacramento . . . . . . . . . . . 101.5 San Diego . . . . . . . . . . . . 118.5 San Francisco . . . . . . . . 135.5 San Jose . . . . . . . . . . . . . . 133.0 Santa Barbara . . . . . . . . 121.0 Santa Rosa . . . . . . . . . . . . 110.0 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 . . . . . . . . . . . .105.0
District of Columbia Washington . . . . . . . . . . . 130.5 Florida Fort Myers . . . . . . . . . . . . . . 88.0 Jacksonville . . . . . . . . . . . . 93.5 Melbourne . . . . . . . . . . . . . 89.0 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 . . . . . . . . . . . . . . . . . 84.0 Savannah . . . . . . . . . . . . . . 84.0 Hawaii Honolulu . . . . . . . . . . . . . . . 91.0 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 . . . . . . . . . . 90.0 Davenport . . . . . . . . . . . . . 90.0 Des Moines . . . . . . . . . . . 100.0 Sioux City . . . . . . . . . . . . . . 79.1 Waterloo/Cedar Falls . . . 81.7 Kansas Kansas City . . . . . . . . . . . 97.0
Kentucky Lexington . . . . . . . . . . . . . . . 88.5 Louisville . . . . . . . . . . . . . . . 91.5 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 . . . . . . . . . . . . . . 82.0 St. Paul . . . . . . . . . . . . . . . 102.0 Missouri Kansas City . . . . . . . . . . . 97.2 St. Joseph . . . . . . . . . . . . . 91.0 St. Louis . . . . . . . . . . . . . 100.3 Nebraska Lincoln . . . . . . . . . . . . . . . . . 79.2 Omaha . . . . . . . . . . . . . . . . 95.0 Nevada Las Vegas . . . . . . . . . . . . . 94.0 Reno . . . . . . . . . . . . . . . . . . 94.0
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New Hampshire Manchester/Nashua . . . . 112.0 New Jersey Mount Laurel . . . . . . . . . . 115.0 Paramus . . . . . . . . . . . . . . . 130.0 Princeton . . . . . . . . . . . . . . 127.0 Woodbridge . . . . . . . . . . . 126.0 New Mexico Albuquerque . . . . . . . . . . . . 89.7 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 . . . . . . . . . . . . . 101.0 Greensboro . . . . . . . . . . 100.0 Raleigh . . . . . . . . . . . . . . . . 104.0 Ohio Akron . . . . . . . . . . . . . . . . . . . 89.0 Canton . . . . . . . . . . . . . . . . 82.0 Cincinnati . . . . . . . . . . . . . . 97.5 Cleveland . . . . . . . . . . . . . . 95.5
Oklahoma Oklahoma City . . . . . . . . . 89.7 Tulsa . . . . . . . . . . . . . . . . . . . 92.0 Oregon Portland . . . . . . . . . . . . . . 104.5 Pennsylvania Harrisburg . . . . . . . . . . . . . 95.0 Philadelphia . . . . . . . . . . . 115.0 Pittsburgh . . . . . . . . . . . . . . 96.2 Rhode Island Providence . . . . . . . . . . . . . 97.0 South Carolina Charleston . . . . . . . . . . . . 92.0 Columbia . . . . . . . . . . . . . . 93.0 Greenville . . . . . . . . . . . . . . 90.0 Tennessee Chattanooga . . . . . . . . . . . 88.0 Cool Springs . . . . . . . . . . . 99.0 Knoxville . . . . . . . . . . . . . . . . 87.0 Memphis . . . . . . . . . . . . . . . 95.0 Nashville . . . . . . . . . . . . . . . 98.5
Texas Austin . . . . . . . . . . . . . . . . 104.0 Dallas . . . . . . . . . . . . . . . . . 105.5 El Paso . . . . . . . . . . . . . . . . 70.0 Fort Worth . . . . . . . . . . . 105.5 Houston . . . . . . . . . . . . . . 106.0 Midland/Odessa . . . . . . . . 96.0 San Antonio . . . . . . . . . . . 98.0 Utah Salt Lake City . . . . . . . . . 99.0 Virginia Norfolk/ Hampton Roads . . . . . . 93.5 Richmond . . . . . . . . . . . . . . 98.0 Tysons Corner . . . . . . . . 130.0 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-specic insights on positions in demand and growing industries are available at roberthalf.com/salary-center.
Source: U.S. Department of Labors 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 Robert Half office nearest you.
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Here are some of the advantages of making temporary and project professionals a permanent part of your staffing mix:
u
You can adjust staffing levels to the ebb and flow of business cycles, keeping overhead costs under control. You can ease the work burden on employees who may already be spread too thin because of rising business demands or additional duties. You can handle projects outside the expertise of current staff members. You can engage high-level specialists with skills not available in-house. You can increase job stability for full-time employees. You can reduce recruiting time if you identify a longer-term need.
u u
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The right people, right now Few things are as costly for companies as discovering too late that theyve hired the wrong person. Time is money. Our staffing specialists, who commonly possess accounting and finance experience, are trained to make strong matches with professionals who can start right away. The complete job Companies, especially small businesses, dont always have the time and resources it takes to locate and attract the best talent. Despite what many think, even the Internet is just a starting point in an effective recruiting process.
Our staffing professionals have the expertise to make the hiring process easier and do it all for our clients: personal interviews, technical skills evaluations, reference checks, soft skills assessments, job offer preparation and determination of the suitability of our candidates fit with your work environment.
u
High-tech, high-touch approach We use the latest technology to rapidly present a choice of candidates with the right skills to clients. But we arent limited to e-solutions. We believe personalized, tailored service is a key ingredient to successful recruiting. Choices We provide a number of options to meet different needs, whether its a full-time hire, temporary professionals to assist with peak workloads or a team of consultants to help manage a special project from beginning to end.
Contact Robert Half at roberthalf.com or 1.800.803.8367 to learn more about how we can assist you with your staffing needs.
Our network is enhanced by our alliances with premier professional associations, including:
u u u u
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Accounting and Financial Womens Alliance ALPFA American Institute of Certified Public Accountants American Payroll Association Financial Executives International The Institute of Internal Auditors
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