Salary Hub
Finance and Accounting
National salary ranges for 50 Finance and Accounting roles, organized by function, with context on location, certifications, and industry.
All figures reflect starting compensation benchmarks based on current market data. Ranges show the low, mid, and high levels for each role where low reflects candidates new to the role or still building core skills, mid reflects solid experience meeting most requirements, and high reflects extensive experience and advanced qualifications.
Where the Market Stands Now
Overall finance and accounting salary growth has moderated to 2.1% year over year, down from the 3.6% pace of 2025. That headline number, though, covers a wide range. Roles in public accounting, tax, audit, and assurance are growing at 3.7%, while payroll roles are increasing at 2.9% and corporate tax positions at 2.2%. The accountant shortage is still driving competition at the senior and manager level, particularly in controllers, FP&A directors, and tax managers.
87% of finance and accounting leaders say they offer higher pay to candidates with specialized skills compared to peers in the same role without those skills. The skills commanding the biggest premiums are financial reporting expertise, data analytics, financial modeling, and ERP proficiency.
+2.1%
Average salary growth, all F&A roles (2026)
+3.7%
Salary growth for public accounting, tax, and audit
87%
of F&A leaders pay more for specialized skills
2.0%
Unemployment rate for accountants and auditors
How to Read These Tables
The three levels in every row correspond to how Robert Half defines starting compensation for each role. They are not years-of-experience bands — they are skill and qualification bands. A candidate at the low end is new to the role or building foundational skills. Mid means solid experience, meeting most stated requirements, possibly with relevant certifications. High means extensive experience and specialized or advanced credentials.
These are national averages for starting pay. Actual compensation at any given company will vary based on location, industry, company size, and the specific candidate. The location and sector sections later in this hub explain how those factors shift the numbers.
Low
Mid
High
Accounting Roles
Core accounting encompasses everything from entry-level staff accountants to controllers and the director of accounting. This is where the largest number of open positions sit — in 2025, more than 231,000 accounting job postings focused on general accounting roles including staff accountants, senior accountants, and accounting managers.
| Role | Low | Mid | High | Exp. Level |
|---|---|---|---|---|
| Entry-Level Staff Accountant | $54,750 | $62,000 | $69,000 | 0-1 yr |
| Staff Accountant | $61,000 | $73,750 | $87,750 | 1-3 yrs |
| Senior Accountant | $80,000 | $94,750 | $109,000 | 3-7 yrs |
| Accounting Manager | $96,750 | $113,000 | $127,500 | 5-9 yrs |
| Assistant Controller | $94,000 | $122,500 | $142,000 | 6-10 yrs |
| Plant / Divisional Controller | $111,000 | $143,250 | $176,250 | 7-12 yrs |
| Corporate Controller | $152,000 | $185,000 | $213,250 | 8-14 yrs |
| Director of Accounting | $126,500 | $165,000 | $183,250 | 10-14 yrs |
| Cost Accountant | $71,750 | $79,000 | $93,000 | 2-5 yrs |
| Senior Cost Accountant | $83,500 | $96,250 | $106,500 | 4-8 yrs |
| Cost Accounting Manager | $98,250 | $114,750 | $127,750 | 6-10 yrs |
| Property Accountant | $70,250 | $80,500 | $94,250 | 2-5 yrs |
| Financial Reporting Accountant | $74,250 | $85,250 | $99,250 | 2-5 yrs |
| Sr. Financial Reporting Accnt. | $90,750 | $100,750 | $111,750 | 4-8 yrs |
| Financial Reporting Manager | $111,250 | $135,500 | $159,250 | 7-12 yrs |
| Forensic Accountant | $86,750 | $109,750 | $123,750 | 3-7 yrs |
Finance and Financial Planning & Analysis Roles
FP&A and finance roles carry a different compensation profile than accounting roles at comparable levels. The premium reflects the forward-looking nature of the work — financial modeling, forecasting, and business partnering. The financial analyst midpoint sits at $80,000 nationally; the Director of FP&A midpoint is $161,750. The CFO range ($195,500 to $321,750) reflects how much variation exists based on company size, stage, and complexity.
| Role | Low | Mid | High | Exp. Level |
|---|---|---|---|---|
| Financial Analyst | $65,250 | $80,000 | $92,250 | 2-5 yrs |
| Senior Financial Analyst | $86,250 | $106,000 | $117,750 | 4-8 yrs |
| FP&A Analyst | $71,250 | $80,500 | $88,000 | 2-5 yrs |
| Senior FP&A Analyst | $74,500 | $92,750 | $107,250 | 4-7 yrs |
| FP&A Manager | $105,250 | $138,000 | $158,000 | 6-10 yrs |
| Director of FP&A | $138,500 | $161,750 | $179,000 | 8-13 yrs |
| Director of Finance | $139,250 | $170,250 | $195,250 | 10-14 yrs |
| Vice President of Finance | $167,750 | $208,750 | $250,500 | 12-18 yrs |
| Chief Financial Officer | $195,500 | $269,750 | $321,750 | 15+ yrs |
| Dir. of Financial Reporting | $129,000 | $160,750 | $184,750 | 10-14 yrs |
| Dir. of SEC Financial Reporting | $162,500 | $179,250 | $200,250 | 10-15 yrs |
Accounting Operations: AP, AR, Payroll, and Bookkeeping
Accounting operations roles are the most transaction-intensive positions in the function. Compensation tends to track closely with volume and compliance complexity. Payroll roles have seen above-average growth (2.9% in 2026) due to multi-state compliance demands and HRIS integration requirements. AP and AR management roles pay meaningfully more than specialist roles — the jump from AP Specialist to AP Manager is roughly $20,000 at the midpoint.
| Role | Low | Mid | High | Exp. Level |
|---|---|---|---|---|
| Bookkeeper | $55,000 | $62,750 | $70,000 | 0-3 yrs |
| Full Charge Bookkeeper | $63,000 | $71,000 | $82,500 | 3-6 yrs |
| Accounts Payable Clerk | $43,250 | $49,250 | $54,750 | 0-2 yrs |
| Accounts Payable Specialist | $51,750 | $56,500 | $63,250 | 1-4 yrs |
| Accounts Payable Manager | $66,000 | $79,500 | $93,000 | 5-9 yrs |
| Accounts Receivable Clerk | $44,000 | $51,500 | $58,000 | 0-2 yrs |
| Accounts Receivable Specialist | $54,750 | $60,250 | $65,750 | 1-4 yrs |
| Accounts Receivable Manager | $71,750 | $82,000 | $101,500 | 5-9 yrs |
| Billing Specialist | $44,000 | $50,750 | $59,000 | 1-3 yrs |
| Billing Manager | $59,500 | $72,000 | $89,500 | 5-9 yrs |
| Credit and Collections Analyst | $58,000 | $66,750 | $75,500 | 2-5 yrs |
| Payroll Specialist/Admin. | $53,000 | $61,250 | $77,250 | 1-4 yrs |
| Payroll Manager | $78,000 | $97,500 | $116,000 | 5-9 yrs |
| Payroll Director | $118,000 | $148,500 | $185,000 | 8-14 yrs |
Tax Roles
Tax compensation is rising faster than most areas of finance and accounting. Public accounting tax roles are growing at 3.7% year over year, and corporate tax positions at 2.2% — both above the 2.1% overall average. The driver is regulatory complexity; companies need professionals who stay current on changes that directly affect their tax position. The Tax Manager range ($110,000 to $147,500) reflects both the technical depth required and the consistent shortage of experienced candidates.
| Role | Low | Mid | High | Exp. Level |
|---|---|---|---|---|
| Tax Accountant | $65,000 | $79,500 | $95,000 | 2-5 yrs |
| Senior Tax Accountant | $83,000 | $98,000 | $114,000 | 4-8 yrs |
| Tax Manager | $110,000 | $128,750 | $147,500 | 5-10 yrs |
| Tax Director | $139,500 | $174,750 | $213,250 | 10-15 yrs |
Internal Audit Roles
The Audit and Assurance Services Manager midpoint grew 3.7% year over year, making it one of the fastest-growing roles in the field. Internal audit is being elevated from a compliance function to a strategic advisory function in many organizations, and compensation is following. The CIA certification is increasingly expected at the senior auditor level and above, and it carries a meaningful salary premium.
| Role | Low | Mid | High | Exp. Level |
|---|---|---|---|---|
| Internal Auditor | $66,000 | $79,000 | $92,500 | 1-4 yrs |
| Senior Internal Auditor | $82,000 | $96,500 | $112,000 | 4-8 yrs |
| Audit Manager | $102,000 | $121,500 | $140,000 | 6-10 yrs |
| Director of Internal Audit | $130,000 | $156,750 | $184,000 | 10-15 yrs |
Treasury and Compliance Roles
Treasury roles have strong salary growth momentum — the Treasury Analyst Manager midpoint rose 3.6% in 2026, third highest among all tracked finance and accounting roles. Cash management expertise and Certified Treasury Professional (CTP) credentials drive the premium. Compliance Director was the sixth fastest-growing role in the guide, with a 2026 midpoint of $164,750, reflecting both regulatory complexity and the difficulty of finding senior compliance talent.
| Role | Low | Mid | High | Exp. Level |
|---|---|---|---|---|
| Treasury Analyst | $62,000 | $77,000 | $93,000 | 1-4 yrs |
| Treasury Manager | $99,000 | $121,250 | $143,000 | 6-10 yrs |
| Treasury Analyst Manager | $102,000 | $121,250 | $143,500 | 6-11 yrs |
| Compliance Analyst | $64,000 | $80,000 | $99,000 | 2-5 yrs |
| Compliance Manager | $102,000 | $126,000 | $151,000 | 5-10 yrs |
| Compliance Director | $136,000 | $164,750 | $196,000 | 10-15 yrs |
Location Adjustments: What Your Market Pays
The national averages in this hub are a starting point. Where you live and work changes the numbers significantly. A Staff Accountant at the national midpoint of $73,750 earns closer to $105,000 in San Francisco and around $69,000 in Nashville. The table below shows approximate multipliers for major U.S. markets based on current market data.
These multipliers are approximate guides, not precise formulas. Actual compensation also depends on the employer’s industry, the company’s size and revenue, and the specific candidate’s skills. For a customized figure for your market and role, the VALiNTRY team can run a current market analysis.
| City / Metro | Multiplier | vs. National | What It Means |
|---|---|---|---|
| San Francisco / Bay Area | 1.42 | +42% | Highest cost market; finance roles consistently pay well above national average |
| New York City | 1.35 | +35% | Wall Street premium extends across finance and accounting; competitive for all levels |
| Boston | 1.22 | +22% | Strong demand from financial services, biotech, and healthcare finance roles |
| Seattle | 1.20 | +20% | Tech-sector finance roles push compensation above national average |
| Washington D.C. | 1.18 | +18% | Government contractor and association finance roles boost the market |
| Los Angeles | 1.17 | +17% | Entertainment, real estate, and media finance create strong demand |
| Chicago | 1.12 | +12% | Financial services and manufacturing finance roles at or above national average |
| Austin | 1.08 | +8% | Rapid growth market; tech sector finance roles driving salary increases |
| Denver | 1.06 | +6% | Energy, healthcare, and tech finance all active; trending upward |
| Dallas / Fort Worth | 1.05 | +5% | Corporate headquarters market; broad demand across industries and levels |
| Phoenix | 1.02 | +2% | Near national average; growing market with strong demand at entry and mid levels |
| Atlanta | 1.02 | +2% | Finance sector growing; compensation close to national average with pockets above |
| National Average | 1 | Baseline | The figures in the salary tables throughout this hub reflect national averages |
| Charlotte | 0.98 | -2% | Banking sector strong; salaries slightly below national average outside financial services |
| Orlando | 0.96 | -4% | Hospitality and healthcare finance active; generally below national average |
| Nashville | 0.95 | -5% | Growing market; healthcare finance strong but overall salaries slightly below average |
| Tampa / St. Petersburg | 0.94 | -6% | Healthcare and insurance finance active; below national average but trending up |
| Columbus | 0.92 | -8% | Retail and insurance finance anchor the market; below national average overall |
Certification Premiums: What Each Credential Adds
Certifications are one of the most reliable ways to shift your position within a salary band — or from one band to the next. 87% of finance and accounting leaders report paying more for specialized credentials. The premiums below reflect what the 2026 market is showing across VALiNTRY placements and industry data.
| Certification | What It Is | Salary Impact | Best Roles for It |
|---|---|---|---|
| CPA | Certified Public Accountant — issued by AICPA after passing four-part exam plus experience hours | +10 to 25% at manager level and above; required for most controller and above roles | Controller, Accounting Manager, Senior Accountant, Tax Manager, CFO |
| CMA | Certified Management Accountant — issued by IMA; focuses on management accounting and FP&A | +8 to 15% in corporate finance, FP&A, and operations finance roles | FP&A Analyst, Finance Manager, Cost Accountant, VP of Finance |
| CFA | Chartered Financial Analyst — three-level exam series; heavy focus on investment analysis | +15 to 25% in FP&A, treasury, and financial services roles | FP&A Director, Treasury Analyst, Financial Analyst, CFO in PE-backed companies |
| CFP | Certified Financial Planner — focus on personal financial planning and wealth management | Premium in financial services and wealth management roles specifically | Financial Analyst in wealth management, Financial Services Accountant |
| CPP | Certified Payroll Professional — issued by APA; validates advanced payroll compliance knowledge | +10 to 20% for payroll manager and director roles; stands out in multi-state environments | Payroll Manager, Payroll Director, Payroll Specialist |
| FPC | Fundamental Payroll Certification — entry-level APA credential for payroll professionals | +5 to 8% in payroll specialist roles; stepping stone to CPP | Payroll Specialist, Payroll Coordinator |
| CTP | Certified Treasury Professional — issued by AFP; validates cash management and treasury expertise | +10 to 20% for treasury roles specifically; increasingly valuable in tech and growth companies | Treasury Analyst, Treasury Manager, Cash Manager |
| CIA | Certified Internal Auditor — issued by IIA; required or strongly preferred for senior audit roles | +10 to 15% for internal audit roles; often required for audit manager positions | Internal Auditor, Senior Internal Auditor, Audit Manager |
| FPAC | Financial Planning and Analysis Certification — issued by AFP; validates FP&A methodology expertise | +5 to 12% for FP&A analyst and manager roles | FP&A Analyst, FP&A Manager, Director of FP&A |
Industry Differences: Where Pay Runs Higher
Industry matters. A Controller in financial services typically earns 12 to 20% more than a Controller in a small manufacturing company — even at the same experience level. The table below captures which industries pay above national average and why, based on current hiring market activity.
| Industry | Why Pay Is Higher | Roles Most Affected |
|---|---|---|
| Financial Services and Banking | Regulatory complexity, SEC reporting requirements, and competition from banks and investment firms all push salaries higher across the function | Controllers, Senior Accountants, Compliance Roles, Financial Analysts, CFO |
| Technology and SaaS | Revenue recognition complexity, stock-based compensation accounting, and rapid growth create premium demand for tech-savvy accountants and FP&A professionals | Senior Accountant, Financial Analyst, FP&A Analyst, Technical Accounting Manager |
| Healthcare | HIPAA compliance, cost accounting complexity, and government reimbursement rules require specialized knowledge that commands a premium | Healthcare Controller, Cost Accountant, Reimbursement Analyst, VP of Finance |
| Private Equity and Investment Management | Deal complexity, fund accounting, and investor reporting requirements elevate pay across finance and accounting functions | Fund Accountant, Controller, FP&A Director, CFO |
| Manufacturing | Cost accounting, inventory management, and plant finance roles require specialized knowledge; premium for experienced candidates | Plant Controller, Cost Accounting Manager, Senior Cost Accountant, VP of Finance |
| Real Estate | Complex entity structures, joint ventures, and fund accounting create demand for specialized finance professionals | Property Accountant, Real Estate Controller, Asset Manager, CFO |
| Nonprofit | Below-market base pay on average, but fund accounting, grant compliance, and Form 990 expertise can command premiums in larger organizations | Fund Accountant, CFO, Controller, Grant Accountant |
- Start with the midpoint as your anchor. The mid column in these tables represents a fully qualified, experienced candidate for the role. If you have the experience and credentials of a mid-level candidate, that is your floor, not your ceiling.
- Certifications are negotiating leverage. If you have a CPA, CMA, or CTP and the employer shows the role at low, the certification justifies moving to mid or high. Be specific: ‘I hold an active CPA and have 6 years owning the close independently.’
- Location math works both ways. If you are relocating from a higher-cost market to a lower-cost one, you can often negotiate a number closer to your previous market, especially for senior roles.
- Benefits are real compensation. If base pay is at its ceiling, look at what the total package includes: bonus structure, 401(k) match, professional development funding, remote flexibility, and additional PTO. Some of these have dollar value that closes the gap.
- Know the range before the first call. Asking for a salary before knowing the range puts you at a disadvantage. Your VALiNTRY recruiter will tell you the budget before you interview — so you walk into the offer conversation already knowing where the floor and ceiling sit.
Negotiating Your Offer
88% of finance and accounting professionals say they feel confident negotiating salary but 41% say their challenge is knowing what is actually negotiable, 36% struggle to justify their ask, and 29% have trouble determining their real market value. Here is how to approach it:
What VALiNTRY tells you before you negotiate
When you interview through VALiNTRY, you know the salary budget before the first round. No guessing, no lowball surprises at offer. Your recruiter gives you the range, explains how to position yourself within it, and handles the negotiation directly with the hiring manager so you can focus on getting the role.
A Word on Salary History
Several states now prohibit employers from asking about salary history, and many others are moving in that direction. Even where it is legal, you are generally not obligated to share it. What matters in 2026 is market rate for the role, not what you earned before.
If you are asked about salary history or current compensation, you can redirect professionally: ‘Based on the scope of this role and my experience, I am targeting the $X to $Y range. Does that work for your budget?’ This anchors the conversation to market rate without disclosing personal information you are not required to share.
If you are currently underpaid relative to market — which is common after several years at a single employer — this hub gives you the data to make the case. The numbers are here. The argument is straightforward.
Work with VALiNTRY
The salary ranges in this hub reflect what the national market is paying in 2026. But VALiNTRY has access to what specific clients in your city and industry are offering right now — and that is often more valuable than a national benchmark.
When you work with our Finance and Accounting team, you get the current budget for every role before you interview, a recruiter who knows the client and what they really want, and direct support through the offer and negotiation. There is no cost to candidates.
Ready to find your next Finance and Accounting role?
VALiNTRY.com | 800-360-1407 | 100% U.S.-Based Talent