Salary Guide. Well-rounded. Financial reporting. Reconciliations GAAP. Integrity + + IFRS. Accounting and Finance. Growth.

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1 Financial reporting Well-rounded Pivot tables Management Presentation skills Technology Negotiation Connections Ethics Compliance Compliance Finance Guidance Business acumen Leadership Soft skills General ledger Spreadsheets Skills XBRL Relationships Regulations Connections Strategic decision making Accounting Technology Collaboration Adviser Regulations Accounting Continuous learning Leadership Forecast Reconciliations Communication Reconciliations ERP Adviser GAAP IFRS Integrity Continuous learning Negotiation Growth Management Connections Strategy Customer service Accounting Collaboration Growth Compliance Guidance Communication Business acumen Leadership Connections Communication ERP Budget Budget Technology IFRS Quarterly close Year-end Financial reporting Pivot tables Management Well-rounded Continuous learning Management Collaboration Negotiation Accounting Customer service Accounting Relationships Tax Adapt Tax IFRS Ethics General ledger Strategy Financial reporting Pivot tables Management Reconciliations Well-rounded Strategic decision making Technology Relationships Collaboration Relationships Integrity Regulations Strategy Guidance Strategy Business acumen Leadership Connections Negotiation Soft Skills Soft skills Spreadsheets Adapt Tax XBRL Audits Global General ledger Regulations Connections Communication Guidance Continuous learning XBRL Growth Reconciliations Financial reporting + = # # # # + # + # Business acumen Compliance Spreadsheets Mentor Managemen Salary Guide Accounting and Finance 0

2 TRENDS TEAMS MaRKETS GROWTH UCCESS SOLUTIONS NECTIONS Table of Contents NOLOGY 0 Leadership From the Chairman Using the Guide The Hiring Environment Guidance > GOAL Accounting and Finance Salaries Customizing Salaries for Local Markets > SKILLS XBRL PEOPLE The Advantages of a Flexible Staffing Approach Robert Half: Your Staffing Expert Office Locations OVERVIEW TEAMWORK > Download the Robert Half App All trademarks contained herein are the property of their respective owners.

3 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 0 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 0 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 0 Salary Guide Robert Half

4 Using the Guide The 0 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 0 accounting and finance positions. The figures in the guide are national averages but can be adjusted for more than markets across the United States using the local variance information beginning on Page. 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 0 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. 0 Salary Guide Robert Half $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

5 Relationships The Hiring Environment 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. 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. 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. 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. A Tale of Two Job Markets: Recruiting Challenges Intensify 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. 0 Salary Guide Robert Half Firms are looking for professionals who can fill roles that complement their teams and, perhaps most critically, support expansion. Tax Accounting Audits XBRL Collaboration Leadership Connections Strategy Leadership + Connections Growth Tax Global Regulations Global Adviser GAAP Management # + # Adviser General ledger Accounting Pivot tables Audits Compliance Technology Business acumen Reconciliations Negotiation Negotiation Year-end Communication Audits Relationships Strategy Well-rounded ERP ership Soft skills Connections Collaboration Compliance Connections Well-rounded Global Audits ERP Technology Spreadsheets Soft skills Strategy Relationships Strategic decision making Negotiation Accounting Regulations Management Adviser XBRL Accounting Budget Soft skills Regulations Relationships Pivot tables Customer service Tax Pivot tables + + ntegrity + Collaboration x Adapt # # #

6 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). 0 Salary Guide Robert Half

7 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 % % Somewhat important Not at all important % Somewhat unimportant % Source: Robert Half survey of more than,00 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. The CPA designation continues to inspire confidence in employers and remains the most frequently requested and versatile credential. 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. 0 Salary Guide Robert Half

8 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. 0 Salary Guide Robert Half

9 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-0 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. > 0 Salary Guide Robert Half

10 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 0 Salary Guide Robert Half

11 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 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. 0 Salary Guide Robert Half

12 Accounting and Finance Salaries Corporate Accounting Title/Experience 0 0 % Change Chief Financial Officer a Company Sales in Millions $00+ $,000 - $,000 $ 0,00 - $ 0,0.% $0 to $00 $,0 - $,0 $,00 - $,0.% $00 to $0 $,0 - $ 0,00 $,0 - $,000.% $0 to $00 $ 0,000 - $,00 $,00 - $ 0,0.% To $0 $,0 - $,000 $,000 - $,000.% (The above category assumes there is a corporate controller who reports to the CFO.) Treasurer a Company Sales in Millions $00+ $,000 - $ 0,0 $,000 - $,000.% $0 to $00 $,00 - $,000 $,00 - $,0.% $00 to $0 $,000 - $,00 $,0 - $ 0,0.% $0 to $00 $ 0,000 - $ 0,0 $,0 - $,00.% To $0 $,00 - $ 0,0 $,0 - $,00.% Vice President of Finance a Company Sales in Millions $00+ $,00 - $ 0,0 $,00 - $,0.% $0 to $00 $,000 - $ 0,0 $,00 - $,000.% $00 to $0 $,00 - $,0 $,000 - $,0.% $0 to $00 $ 0,000 - $,0 $,000 - $,0.% To $0 $,0 - $,000 $,0 - $,00.% Director of Finance a Company Sales in Millions $00+ $,00 - $,00 $,00 - $,0.0% $0 to $00 $,00 - $ 0,00 $,00 - $,000.% $00 to $0 $ 0,0 - $,0 $ 0,0 - $,000.% $0 to $00 $,000 - $,00 $ 0,000 - $,0.% To $0 $,00 - $,0 $ 0,0 - $,00.% Director of Accounting Company Sales in Millions $00+ $,0 - $,000 $ 0,0 - $,0.% $0 to $00 $,0 - $,0 $,000 - $,0.% $00 to $0 $ 0,000 - $,0 $ 0,0 - $,0.% $0 to $00 $,00 - $ 0,000 $,0 - $,0.% To $0 $,0 - $ 0,0 $ 0,000 - $ 0,00.% Director of Financial Reporting Company Sales in Millions $00+ $ 0,000 - $,0 $,00 - $ 0,0.% $0 to $00 $,00 - $,000 $,0 - $,0.% $00 to $0 $,00 - $,0 $ 0,000 - $,0.% $0 to $00 $ 0,000 - $,000 $ 0,000 - $ 0,00.% To $0 $,00 - $,000 $,00 - $,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 -0 percent for graduate degrees or professional certifications. The figures listed on Pages 0- are average national starting salaries. To calculate the appropriate salary range for your market, please refer to the local variance information beginning on Page. 0 0 Salary Guide Robert Half

13 Accounting and Finance Salaries Corporate Accounting Title/Experience 0 0 % Change Corporate Controller a Company Sales in Millions $00+ $,0 - $,000 $,000 - $ 0,0.% $0 to $00 $,000 - $,000 $,0 - $,000.% $00 to $0 $ 0,0 - $,0 $,0 - $ 0,0.% $0 to $00 $,000 - $,00 $,000 - $,0.% To $0 $,0 - $ 0,0 $,0 - $,00.% Controller a Company Sales in Millions $00+ $,0 - $,0 $ 0,00 - $,00.% $0 to $00 $,000 - $,00 $,0 - $ 0,00.0% $00 to $0 $,00 - $,0 $ 00,0 - $,000.0% $0 to $00 $ 0,000 - $ 0,0 $,00 - $,000.% To $0 $,000 - $,000 $,00 - $,0.% Divisional Controller a Company Sales in Millions $00+ $,000 - $,000 $,0 - $,0.0% $0 to $00 $,0 - $,0 $,000 - $,000.% $00 to $0 $ 0,0 - $,00 $ 0,000 - $,0.0% $0 to $00 $,0 - $,0 $,0 - $,00.0% To $0 $,0 - $ 0,000 $,0 - $,0.% Assistant Controller a Company Sales in Millions $00+ $ 0,000 - $,0 $ 0,00 - $,0.0% $0 to $00 $,000 - $,00 $,00 - $,00.% $00 to $0 $,000 - $ 0,0 $,000 - $ 0,000.% $0 to $00 $,000 - $,0 $,00 - $,0.% To $0 $,000 - $,000 $,0 - $,0.% Assistant Treasurer Company Sales in Millions $00+ $ 0,0 - $,0 $ 0,000 - $,0.% $0 to $00 $,00 - $,000 $,000 - $,000.% $00 to $0 $,0 - $ 0,0 $,000 - $ 0,0.0% $0 to $00 $,0 - $,0 $,0 - $,0.% To $0 $,0 - $,0 $,00 - $ 0,0.0% Tax Director a Company Sales in Millions $0+ $,000 - $,00 $,00 - $,0.% $00 to $0 $ 0,00 - $,0 $ 0,0 - $,000.% Tax Manager Company Sales in Millions $0+ $ 00,0 - $,00 $ 0,0 - $,00.% $0 to $0 $,00 - $ 0,0 $,000 - $,0.% (This is a senior management position. The tax manager titles on Page 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 -0 percent for graduate degrees or professional certifications. 0 Salary Guide Robert Half

14 Accounting and Finance Salaries Corporate Accounting Title/Experience 0 0 % Change Compliance Large Companies b Chief Compliance Officer $,0 - $,0 $,0 - $,0.% Compliance Director $,0 - $ 0,0 $,00 - $,0.% Compliance Officer $ 00,000 - $,00 $ 0,0 - $,0.% Senior Compliance Analyst $,0 - $,0 $,00 - $ 0,000.% Compliance Analyst $ 0,0 - $,0 $,000 - $,000.% Compliance Midsize Companies b Chief Compliance Officer $,00 - $,0 $,0 - $,0.% Compliance Director $ 0,0 - $,0 $,0 - $ 0,000.% Compliance Officer $,0 - $,00 $,0 - $,00.% Senior Compliance Analyst $,0 - $,000 $,0 - $,0.% Compliance Analyst $,0 - $,0 $,0 - $,0.% Compliance Small Companies b Chief Compliance Officer $ 0,000 - $,0 $ 0,000 - $,0.% Compliance Director $,0 - $,0 $,0 - $,000.0% Compliance Officer $,000 - $,0 $,00 - $ 0,000.% Senior Compliance Analyst $ 0,00 - $,000 $,00 - $,0.% Compliance Analyst $,00 - $,00 $ 0,000 - $,0.% Chief Audit Executive/Vice President, Internal Audit/Internal Audit Director Company Sales in Millions $00+ $,0 - $,000 $,00 - $,0.% $0 to $00 $,00 - $,0 $,00 - $,00.% $00 to $0 $ 0,00 - $,000 $ 0,00 - $,0.% Internal Auditor Large Companies b Manager $ 0,000 - $,000 $,000 - $,0.% Senior $,0 - $,000 $,0 - $,00.% to Years $,000 - $,00 $,0 - $,000.% Up to Year $,000 - $,0 $,00 - $ 0,0.% Internal Auditor Midsize Companies b Manager $,0 - $ 0,0 $,00 - $,000.% Senior $,000 - $,0 $,00 - $,0.% to Years $,000 - $,000 $,0 - $,0.% Up to Year $,000 - $,0 $,00 - $,0.0% b. Large companies = $0+ million in sales Midsize companies = $ million to $0 million in sales Small companies = up to $ million in sales Unless otherwise noted (see footnote a ), add -0 percent for graduate degrees or professional certifications. 0 Salary Guide Robert Half

15 Accounting and Finance Salaries Corporate Accounting Title/Experience 0 0 % Change IT Auditor Large Companies b Manager $,000 - $ 0,0 $ 0,000 - $,0.% Senior $,0 - $,0 $,0 - $,0.% to Years $,000 - $,0 $,0 - $,00.% Up to Year $,00 - $,000 $,0 - $ 0,00.% IT Auditor Midsize Companies b Manager $,0 - $,000 $,0 - $ 0,000.% Senior $,0 - $,0 $,000 - $ 0,0.% to Years $ 0,0 - $,00 $,0 - $,000.0% Up to Year $,0 - $,0 $ 0,0 - $,0.% Financial Reporting Large Companies b Manager $,0 - $,000 $ 00,0 - $,0.% Senior $,0 - $,0 $,00 - $ 0,0.% to Years $,000 - $,0 $ 0,00 - $,0.% Up to Year $,00 - $,00 $,00 - $ 0,0.% Financial Reporting Midsize Companies b Manager $,000 - $,0 $,000 - $,0.% Senior $ 0,0 - $,0 $,0 - $,00.% to Years $,000 - $,0 $,00 - $,00.% Up to Year $,000 - $,0 $,000 - $,0.0% General Accountant Large Companies b Manager $,00 - $ 0,0 $,0 - $ 0,0.0% Senior $ 0,0 - $,0 $,0 - $,0.% to Years $,0 - $,000 $,000 - $,000.% Up to Year $,0 - $,00 $,000 - $,0.% General Accountant Midsize Companies b Manager $,00 - $,000 $,000 - $ 0,0.% Senior $,0 - $,0 $,0 - $,0.0% to Years $,0 - $,000 $,000 - $ 0,0.% Up to Year $,00 - $,000 $,00 - $,0.% General Accountant Small Companies b Manager $,00 - $,00 $,00 - $,00.% Senior $,00 - $,0 $,0 - $,0.% to Years $,0 - $,0 $,000 - $,00.% Up to Year $,0 - $,0 $,0 - $,0.% b. Large companies = $0+ million in sales Midsize companies = $ million to $0 million in sales Small companies = up to $ million in sales Unless otherwise noted (see footnote a ), add -0 percent for graduate degrees or professional certifications. 0 Salary Guide Robert Half

16 Accounting and Finance Salaries Corporate Accounting Title/Experience 0 0 % Change Cost Accountant Large Companies b Manager $,0 - $ 0,0 $,0 - $ 0,00.0% Senior $,000 - $,0 $,0 - $,000.% to Years $,0 - $,000 $ 0,00 - $,000.% Up to Year $,0 - $,00 $,000 - $,0.% Cost Accountant Midsize Companies b Manager $,0 - $,0 $ 0,00 - $,00.% Senior $,0 - $,0 $,0 - $,0.% to Years $,000 - $,00 $,0 - $,0.% Up to Year $ 0,000 - $,000 $,0 - $,0.% Tax Accountant Large Companies b Manager $,0 - $,0 $,0 - $ 0,000.% Senior $,0 - $,000 $,0 - $ 0,000.% to Years $ 0,000 - $,0 $,00 - $ 0,0.% Up to Year $,0 - $,00 $,000 - $,000.% Tax Accountant Midsize Companies b Manager $,0 - $,0 $,0 - $ 0,000.% Senior $,0 - $,0 $,0 - $ 0,000.% to Years $,00 - $,0 $,000 - $,00.% Up to Year $,00 - $,000 $,0 - $,0.% Financial Analyst Large Companies b Manager $,0 - $,00 $,0 - $,0.% Senior $,00 - $,000 $ 0,00 - $,0.% to Years $,0 - $,00 $,00 - $,0.% Up to Year $,00 - $,0 $,0 - $,0.% Financial Analyst Midsize Companies b Manager $,0 - $,000 $,000 - $ 0,00.% Senior $,00 - $,0 $,00 - $,0.% to Years $,00 - $,00 $ 0,0 - $,0.0% Up to Year $ 0,0 - $ 0,000 $,000 - $,0.% Financial Analyst Small Companies b Manager $,0 - $,0 $,0 - $,0.0% Senior $,0 - $ 0,000 $,00 - $,000.% to Years $,000 - $,0 $,00 - $,00.% Up to Year $,000 - $,0 $,0 - $,0.% b. Large companies = $0+ million in sales Midsize companies = $ million to $0 million in sales Small companies = up to $ million in sales Unless otherwise noted (see footnote a ), add -0 percent for graduate degrees or professional certifications. 0 Salary Guide Robert Half

17 Accounting and Finance Salaries Corporate Accounting Title/Experience 0 0 % Change Budget Analyst Large Companies b Manager $,0 - $,0 $,0 - $,00.% Senior $,000 - $,0 $,0 - $,00.% to Years $ 0,00 - $,0 $,0 - $,0.% Up to Year $,0 - $,0 $,00 - $,0.% Budget Analyst Midsize Companies b Manager $,00 - $,0 $,0 - $ 00,0.% Senior $,000 - $,0 $,000 - $,0.% to Years $,0 - $,00 $,0 - $,0.% Up to Year $ 0,0 - $,0 $,0 - $,0.% Budget Analyst Small Companies b Manager $,0 - $,00 $,000 - $,0.% Senior $,000 - $,00 $,0 - $,000.% to Years $,0 - $,0 $,0 - $,0.% Up to Year $,0 - $,00 $,0 - $,0.% Treasury Analyst Large Companies b Manager $,0 - $,00 $,0 - $,000.% Senior $,0 - $,0 $,00 - $ 0,00.% to Years $ 0,0 - $,0 $,0 - $,0.% Up to Year $,0 - $,000 $,0 - $,000.% Treasury Analyst Midsize Companies b Manager $,0 - $,0 $,0 - $ 00,0.% Senior $,0 - $,000 $,000 - $,000.% to Years $,0 - $,00 $,0 - $,0.% Up to Year $ 0,000 - $,00 $,000 - $,0.% Treasury Analyst Small Companies b Manager $,0 - $,0 $,00 - $,0.% Senior $,0 - $,0 $,0 - $,00.% to Years $,000 - $,0 $,0 - $,00.% Up to Year $,0 - $,000 $,00 - $,0.0% Cost Analyst Large Companies b Manager $,0 - $,0 $,0 - $,0.% Senior $,000 - $,00 $,000 - $ 0,0.% to Years $,0 - $,00 $,000 - $,000.% Up to Year $,0 - $,00 $,0 - $,00.% b. Large companies = $0+ million in sales Midsize companies = $ million to $0 million in sales Small companies = up to $ million in sales Unless otherwise noted (see footnote a ), add -0 percent for graduate degrees or professional certifications. 0 Salary Guide Robert Half

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