Competition for accounting talent has driven significant salary increases across all experience levels. Firms that haven't updated their compensation strategies risk losing candidates to competitors with more attractive offers.
Entry-level staff accountant positions now command $55,000-75,000 depending on market and firm type, up meaningfully from pre-pandemic levels. Big Four firms in major metros often exceed $70,000 for new graduates, setting benchmarks that regional firms must consider.
Senior accountant and manager roles have seen the steepest increases. With 3-7 years of experience and CPA credentials, professionals can command $80,000-120,000 or more. The shortage of mid-career CPAs—many left the profession during the pandemic—has made this experience band particularly competitive.
Compensation extends beyond base salary. Sign-on bonuses have become common, ranging from $5,000-20,000 depending on role and market. Firms are getting creative with retention bonuses tied to busy season completion or anniversary milestones.
Benefits packages have evolved to differentiate offers. Student loan assistance, CPA exam support (including paid study time and bonus upon passing), enhanced parental leave, and mental health resources all factor into candidate decisions. Remote work flexibility carries implicit compensation value as well.
Geographic differentials are blurring. As remote work expands, candidates compare offers across markets. A firm paying local market rates may lose candidates to remote-friendly competitors offering metro-level compensation.
The most effective compensation strategies balance competitiveness with sustainability. This means regular market benchmarking, transparent pay structures, and equity across similar roles. Firms that underpay and then match counter-offers create morale problems among existing staff who learn colleagues negotiated better deals.