The document provides salary ranges for over 60 administrative positions in the United States for 2016 and 2017. It finds that salaries have increased an average of 3-4% year-over-year. In-demand roles include executive assistants, project managers, and healthcare administrative roles like medical customer service representatives. Employers are seeking candidates with skills like communication, flexibility, and technical proficiency.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
Kelly Services Indonesia Salary Guide 2010/2011xvader
Employment Outlook and Salary Guide 2010/11: A Tool for Workforce Planning: Indonesia, by Kelly Services (http://kellyservices.co.id/).
Dalam buku ini, Anda dapat mengetahui standar gaji yang berlaku di Indonesia per-2010/2011 berdasarkan bidang pekerjaan tertentu, diantaranya: Accounting and Finance (Akuntansi dan Keuangan), Banking (Perbankan), Call Center, Engineering & Technical (Perekayasaan & Teknik), Human Resources (Sumber Daya Manusia), Information Technology/IT (Teknologi Informasi/TI), Humas, Sales, Marketing, Advertising (Periklanan), dsb.
Semoga membantu.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
Kelly Services Indonesia Salary Guide 2010/2011xvader
Employment Outlook and Salary Guide 2010/11: A Tool for Workforce Planning: Indonesia, by Kelly Services (http://kellyservices.co.id/).
Dalam buku ini, Anda dapat mengetahui standar gaji yang berlaku di Indonesia per-2010/2011 berdasarkan bidang pekerjaan tertentu, diantaranya: Accounting and Finance (Akuntansi dan Keuangan), Banking (Perbankan), Call Center, Engineering & Technical (Perekayasaan & Teknik), Human Resources (Sumber Daya Manusia), Information Technology/IT (Teknologi Informasi/TI), Humas, Sales, Marketing, Advertising (Periklanan), dsb.
Semoga membantu.
First Alliances' Vietnam Salary Guide is a compilation of 2016 market salary information provided by our consultants, clients, candidates and other sources across industries in Vietnam.
This document brings together a set
of latest data points and publicly
available information relevant for
Financial Services Industry. We are
very excited to share this content and
believe that readers will benefit from
this periodic publication immensely.
First Alliances' Vietnam Salary Guide is a compilation of 2016 market salary information provided by our consultants, clients, candidates and other sources across industries in Vietnam.
This document brings together a set
of latest data points and publicly
available information relevant for
Financial Services Industry. We are
very excited to share this content and
believe that readers will benefit from
this periodic publication immensely.
The Spanish verbs are classified into three groups, referred to as conjugations, according to their infinitive ending:
-AR, -ER, -IR
Each of the three conjugations uses different endings to produce verb forms in the various tenses.
Executive Employment Trends Report Q3 2017BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group's Executive Employment Trends Report Q3 2017 offers greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we meet the needs of our executive transition clients.
This report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, education level, gender, and age.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Executive Employment Trends Report Q3 2019BPI group
BPI group’s Executive Employment Trends Report offers visibility into the current executive job market. The findings of this report are based on landing data collected on our Executive Transition Services (ETS) clients who completed their job search between Q4 of 2018 and Q3 of 2019, compared to the same relative period a year ago.
Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
The findings of this report are based on landing data collected on our Executive Advisory Services (EAS) clients who completed their job search between Q3 2017 and Q3 2018. The report includes analysis of the following executive employment trends: Average length of the executive job search; How the length of the job search is impacted by various factors, including base salary level, education level, and age.
BPI group Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
BPI group's Executive Employment Trends Report offers visibility into the executive job market. The findings of this report are based on landing data collected on our Executive Transition Services clients who completed their job search between Q3 2017 and Q3 2018.
OneDigital Health and Benefits is the nation’s largest company providing market leading employee benefit solutions for employers of all sizes, and is the only company offering a sophisticated combination of strategic advisory services, analytics, compliance support, technical innovations and HR capital management tools to employers.
Executive Employment Trends Report Q1 2017BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
Communicating Compensation: Gaining Executive SupportPayScale, Inc.
The best way to gain executive support for your compensation design is to develop a comp strategy that is aligned with the business goals of the organization, and then communicate that clearly with your executives.
2. All trademarks contained herein are the property of their respective owners.
1 Welcome to the OfficeTeam
2017 Salary Guide
2 About the Data in
the Guide
4 Hiring Trends in the
United States
8 Spotlight: Healthcare
Hiring Trends
10 Administrative Salaries:
United States
13 Local Market Variances:
United States
16 Hiring Trends in Canada
18 Administrative Salaries:
Canada
20 Local Market Variances:
Canada
22 A Hiring Checklist —
The 12 Basic Steps
24 The Career City Index:
Making the Most of Location
26 About OfficeTeam
28 Worldwide Locations
TABLE OF CONTENTS
officeteam.com/salary-center
For the latest news on
compensation and hiring trends,
visit our Salary Center.
3. 1
WELCOME TO THE OFFICETEAM
2017 SALARY GUIDE
Competitive compensation
is critical in the tug-of-war
companies are waging over
skilled professionals today.
It’s also a firm’s best line of
defense against losing top talent.
To recruit and retain the best
people, more employers are willing
to negotiate compensation. But
to succeed, hiring managers must
keep up with the most current pay
rates for these professionals.
That’s why, for decades, we have
published our annual OfficeTeam
Salary Guide to help employers
evaluate compensation trends and
develop a talent strategy.
We’ve tapped our deep networks to
identify the latest salary ranges in the
administrative field, as well as the most
recent hiring and workplace trends.
The result is the OfficeTeam 2017
Salary Guide, which you can use
to ensure your offer is competitive.
We also understand that each
hiring situation is different. That’s
where the personal expertise of our
OfficeTeam staffing and recruiting
professionals across the country
comes in. Let us be your resource
as you set compensation levels for
new hires, plan budgets and try
to better understand the
hiring environment.
2017 SALARY GUIDE | OFFICETEAM
4. NEED HELP WITH YOUR
JOB DESCRIPTIONS?
Access our list of administrative
job descriptions. Use them as a
starting point and customize to
fit your positions.
2
The OfficeTeam 2017 Salary
Guide features salary ranges
for more than 60 positions in
the administrative field, including
executive and administrative
assistant, receptionist, customer
service representative, and
human resources (HR) assistant.
Our salary data are based chiefly
on input from our North American
recruiting and staffing professionals,
who make thousands of full-time
and temporary placements each
year. The projected salaries for each
position reflect starting pay only.
Bonuses, incentives and other forms
of compensation are not taken into
account. Because professionals
joining a company may enter at
a variety of experience levels,
we report salaries in ranges. The
ranges represent national averages
and can be adjusted for your
market by using the local variance
numbers on Pages 14-15 for the
United States and Page 20 for
Canada. Hiring trends and other
information in the guide are based
on our surveys of executives and
hiring managers.
ABOUT THE DATA
IN THE GUIDE
officeteam.com/salary-center
2017 SALARY GUIDE | OFFICETEAM
5. 3
The U.S. Department of Labor’s
Bureau of Labor Statistics projects
there will be more than 5.6 million
total job openings in office and
administrative support positions
between 2014 and 2024.
2017 SALARY GUIDE | OFFICETEAM
6. 4
HIRING TRENDS
IN THE UNITED STATES
As businesses capitalize on new
opportunities, hiring administrative
staff has become ever more
competitive. These are the top
trends affecting hiring in 2017:
EXPERIENCED CANDIDATES
IN DEMAND
Administrative professionals
with around two to five years
of experience are at the top of
hiring managers’ wish lists. These
candidates require less training
than those starting out and remain
open to adapting and growing with
the company.
Firms are looking for employees who
have a combination of experience,
technical abilities and interpersonal
skills, and are a good fit with the
workplace culture. A college degree
can make a candidate more desirable.
BUSINESSES COMPETING FOR
TOP CANDIDATES
Talent shortages mean the most
skilled professionals often receive
multiple offers and have a strong
hand when negotiating their starting
salaries. Experienced administrative
employees can be selective, and
many are opting to join companies
that offer flexible schedules and
other work-life balance perks.
Firms hoping to recruit and retain
the best talent need to offer
competitive pay and incentives.
PROJECT STAFFING AND
TEMP-TO-HIRE ON THE RISE
Project-based staffing is increasing
as companies bring in extra resources
to handle new business. Temp-to-hire
arrangements are also on the upswing
because they give organizations
the chance to evaluate on-the-job
aptitude and performance before
offering a full-time position.
IN-DEMAND POSITIONS
• Executive and
administrative assistants
• Management roles
• Customer service/call center
representatives and managers
• Administrative healthcare roles
• HR assistants and specialists
2017 SALARY GUIDE | OFFICETEAM
7. 5
Firms are looking for employees
who have a combination of
experience, technical abilities
and interpersonal skills, and
are a good fit with the
workplace culture.
2017 SALARY GUIDE | OFFICETEAM
8. 6
SKILLS IN DEMAND
COMMUNICATION SKILLS
Whether interacting with the
public, writing all-company
memos or delivering crucial
details to executives, administrative
professionals need top-notch
communication skills. Companies
want support staff who are articulate
and organize information well.
MULTILINGUAL ABILITY
Businesses value bilingual
or multilingual candidates,
especially for public-facing
positions. Spanish is by far
the most requested language
for a bilingual administrative
professional, but, depending on
the firm’s location, fluency in other
languages may be requested.
FLEXIBILITY
More and more, the job
description of today’s administrative
professionals is being stretched.
The sheer variety of projects
they are asked to tackle calls for
adaptability, a willingness to
learn and the ability to multitask.
RESOURCEFULNESS
Being able to work independently
requires a deep knowledge of
the organization and available
resources. Administrative
workers who fully understand the
business they support will always
be in demand.
• Microsoft Office suite
• Social media tools
• Enterprise resource
planning (ERP) software
• Database
management tools
• Customer relationship
management (CRM)
software
MOST-WANTED
TECH SKILLS
2017 SALARY GUIDE | OFFICETEAM
10. ROLES TO WATCH
8
With patient and membership
populations increasing and
the overall healthcare industry
growing, many organizations are
focused on initiatives that will
improve the quality of care and
customer experience. Following
are the top trends influencing
administrative healthcare hiring:
AFFORDABLE CARE ACT
As more people enter into the
healthcare system, payers and
providers are having to manage
a higher volume of work than in
years past. Because of the uptick
in activity, there’s an increased
need for administrative staff with
strong communication skills to
help with enrollment, membership
and customer service, registration,
scheduling, and insurance
verification, among other functions.
FOCUS ON THE
CONSUMER EXPERIENCE
Potential members and patients
have many payer and provider
options to pick from. As a result,
healthcare organizations are
becoming more consumer-friendly
by providing additional insurance
options, convenient ways to access
services, and new technology that
allows individuals to easily manage
their own care. Administrative
professionals are needed to help
with this shift and answer questions.
ADOPTION OF TECHNOLOGY
Healthcare organizations need
support staff as they continue to
implement or upgrade technology
systems to better track, manage and
treat customers. Candidates with
electronic medical/health records
and practice management software
experience are most in demand.
SPOTLIGHT: HEALTHCARE
HIRING TRENDS
• Patient registration/intake/
admissions clerk
• Medical customer service
representative
• Certified professional coder
• Credentialing specialist
• Customer service/member
services representative/
enrollment specialist
2017 SALARY GUIDE | OFFICETEAM
14. 12
ADMINISTRATIVE SALARIES: UNITED STATES
Notes for salary figures on Pages 10-12:
Add up to 12 percent for expert multilingual abilities.
Add up to 8 percent for Microsoft Office Specialist certification.
* Add up to 15 percent for senior executive assistants supporting C-level executives in large companies.
** Add up to 15 percent for receptionists in large companies who have more than five years of experience.
*** Add up to 20 percent for customer service managers or call center managers overseeing more than
20 people.
Figures listed on Pages 10-12 are average national starting salaries. To calculate the appropriate salary
range for your local market, please refer to Pages 13-15 or contact an OfficeTeam staffing manager.
Title 2016 2017 %Change
ADMINISTRATIVE HEALTHCARE (CONTINUED)
Electronic Medical Records (EMR)
Abstractor/Auditor
$32,750 - $41,750 $34,000 - $43,250 3.7%
EMR Quality Assurance Specialist $31,250 - $38,750 $32,250 - $40,500 3.9%
EMR Clerk $27,750 - $36,500 $28,250 - $38,250 3.5%
Medical Records Scanner $25,500 - $32,250 $26,250 - $33,500 3.5%
Medical Data Entry Specialist $27,500 - $34,500 $28,500 - $35,500 3.2%
Senior Medical Customer Service
Representative
$35,750 - $45,000 $36,750 - $47,250 4.0%
Medical Customer Service
Representative
$30,750 - $38,500 $31,500 - $40,500 4.0%
Member Services/Enrollment Manager $58,750 - $78,250 $61,000 - $81,250 3.8%
Customer Service/Member Services
Representative/Enrollment Specialist
$33,500 - $45,250 $34,750 - $47,000 3.8%
Medical Scheduler $32,500 - $43,750 $33,750 - $45,250 3.6%
Dental Scheduler/Receptionist $29,500 - $38,750 $30,500 - $40,250 3.7%
Credentialing Specialist $35,500 - $45,250 $36,750 - $47,250 4.0%
Certified Medical Coding Manager $72,750 - $96,250 $75,750 - $99,750 3.8%
Certified Coding Specialist $54,250 - $71,500 $56,250 - $74,500 4.0%
Certified Professional Coder $54,000 - $71,250 $56,000 - $74,250 4.0%
Provider Relations Specialist $42,500 - $55,250 $43,750 - $57,250 3.3%
2017 SALARY GUIDE | OFFICETEAM
15. officeteam.com/salary-calculator
Get a personalized
salary calculation.
13
The starting salary ranges
provided on the previous
pages reflect the national
averages for each position.
To determine the estimated salary
range for a position in your area:
Locate your city’s
variance number on
Pages 14-15.
Move the decimal point
in the variance number
two places to the left.
Multiply this figure by the low
and high ends of the position’s
national salary range.
LOCAL MARKET VARIANCES:
UNITED STATES
1
2
3
Source of information on Pages 14-15:
U.S. Department of Labor’s Bureau
of Labor Statistics and OfficeTeam.
City index figures are reflective of all
industries and are not specific to the
administrative field. For more information
on average salaries in your city, contact
the OfficeTeam location nearest you.
2017 SALARY GUIDE | OFFICETEAM
18. 16
Although some companies are
still cautious about hiring, demand
for administrative professionals
in Canada is expected to increase
in 2017 after some lean years.
These are the employment
trends to watch for:
HOT POSITIONS
Just as in the United States,
Canadian organizations often seek
midlevel professionals with two
to five years of experience. Front
desk staff, project coordinators
and executive assistants are
all in demand, as are versatile
workers who can take on hybrid
administrative roles to address
company needs. Experienced
candidates are likely to be
snapped up quickly, and benefits
such as additional vacation time
and bonuses are showing up
more frequently in compensation
packages. Industries hiring
administrative professionals
in Canada include property
management and construction.
TEMPORARY HIRING FILLS GAPS
Clients are bringing in temporary
workers to staff short-term projects
and meet growing demands.
Temp-to-hire arrangements are
also popular with businesses that
recognize the value of assessing
candidates’ fit for the job and
company before deciding to offer
them a full-time position.
HIRING TRENDS IN CANADA
officeteam.ca/salary-centre
Check out more
Canadian hiring and
compensation resources.
2017 SALARY GUIDE | OFFICETEAM
21. 19
Title 2016 2017 %Change
DATA ENTRY
Senior Data Entry Specialist $35,250 - $42,000 $35,750 - $43,500 2.6%
Data Entry Specialist $31,000 - $36,750 $31,500 - $38,000 2.6%
Senior Order Entry Specialist $36,500 - $45,500 $37,500 - $46,250 2.1%
Order Entry Specialist $34,000 - $39,750 $34,500 - $40,750 2.0%
RECEPTION
Front Desk Coordinator $35,500 - $43,250 $36,750 - $44,500 3.2%
Receptionist** $33,000 - $40,500 $34,250 - $41,750 3.4%
CUSTOMER SERVICE/CALL CENTER
Customer Service Manager*** $51,000 - $67,000 $53,250 - $69,000 3.6%
Senior Customer Service Representative $44,500 - $54,750 $45,500 - $57,250 3.5%
Customer Service Representative $35,500 - $44,500 $36,250 - $46,500 3.4%
Call Center Manager*** $54,750 - $76,500 $56,500 - $79,500 3.6%
Senior Call Center Representative $42,000 - $52,250 $43,250 - $54,250 3.4%
Call Center Representative $32,750 - $41,250 $33,500 - $43,000 3.4%
HUMAN RESOURCES (HR)
HR Assistant $40,750 - $53,500 $41,750 - $55,000 2.7%
HR Recruiting Specialist/Coordinator $43,750 - $58,000 $44,750 - $59,750 2.7%
HR Benefits Specialist/Coordinator $45,000 - $58,500 $46,000 - $60,250 2.7%
ADMINISTRATIVE HEALTHCARE
Medical Secretary/
Administrative Assistant
$41,750 - $54,250 $43,000 - $55,750 2.9%
Medical Receptionist $35,500 - $45,250 $36,500 - $46,500 2.8%
Electronic Medical Records (EMR) Clerk $36,750 - $44,500 $37,750 - $46,250 3.4%
Medical Data Entry Specialist $34,500 - $42,250 $35,500 - $43,250 2.6%
ADMINISTRATIVE SALARIES: CANADA
Notes for salary figures on Pages 18-19:
Add up to 15 percent for expert multilingual abilities.
Add up to 10 percent for Microsoft Office Specialist certification.
* Add up to 15 percent for senior executive assistants supporting C-level executives in large companies.
** Add up to 15 percent for receptionists in large companies who have more than five years of experience.
*** Add up to 20 percent for customer service managers or call center managers overseeing more than
20 people.
Figures listed on Pages 18-19 are average national starting salaries. To calculate the appropriate salary
range for your local market, please refer to Page 20 or contact an OfficeTeam staffing manager.
All salaries listed on Pages 18-19 are in Canadian dollars.
2017 SALARY GUIDE | OFFICETEAM
22. officeteam.ca/salary-calculator
Get a personalized
salary calculation.
20
The starting salary ranges
provided on the previous
pages reflect the national
averages for each position.
To determine the estimated
salary range for a position in
your area:
Locate your city’s
variance number
on this page.
Move the decimal point
in the variance number
two places to the left.
Multiply this figure by
the low and high ends
of the position’s national
salary range.
ALBERTA
Calgary . . . . . . . . . . . . . . . . 102.9
Edmonton . . . . . . . . . . . . . . 101.8
BRITISH COLUMBIA
Fraser Valley . . . . . . . . . . . 100.2
Vancouver . . . . . . . . . . . . . 104.9
Victoria . . . . . . . . . . . . . . . . . 96.8
MANITOBA
Winnipeg . . . . . . . . . . . . . . . 91.0
ONTARIO
Kitchener-Waterloo . . . . . 96.3
Ottawa . . . . . . . . . . . . . . . . 100.2
Toronto . . . . . . . . . . . . . . . . 104.9
QUEBEC
Montreal . . . . . . . . . . . . . . . 102.9
Quebec City . . . . . . . . . . . . 90.0
SASKATCHEWAN
Regina . . . . . . . . . . . . . . . . . . 93.9
Saskatoon . . . . . . . . . . . . . . 95.5
LOCAL MARKET VARIANCES:
CANADA
1
2
3
2017 SALARY GUIDE | OFFICETEAM
24. 22
1
2
3
4
A HIRING CHECKLIST —
THE 12 BASIC STEPS
5
Adding first-rate performers to your team will continue to be
challenging in 2017. With top talent in demand in the
administrative field, much of your success will depend on the
effectiveness of your hiring process.
To assist you in your staffing efforts, we’ve created a list of what
experience has taught us are the most pivotal steps:
Decide how you want to staff a vacant or new
position, bearing in mind that not all jobs require
a full-time employee.
If a new full-time hire makes the most sense, carefully
update or create a job description to reflect current
needs accurately.
Set a salary range that is on par with — or slightly
above — what competitors offer.
Using the job description as a basis, create the
job ad or posting.
Choose a combination of candidate-sourcing
strategies, including online job boards and recruiters.
2017 SALARY GUIDE | OFFICETEAM
25. 23
12
11
10
9
8
7
6Evaluate resumes, watching for technical and soft
skills that best fit your needs and workplace culture.
Narrow the field by having preliminary conversations
with the most promising candidates, either by phone
or video conference.
Conduct one-on-one interviews with your top
candidates, using questions that can help you
understand their attitudes and motivation.
Use consistent criteria to make your final selection.
Don’t delay the offer. The most talented professionals
may already be weighing other offers.
After a candidate accepts your offer, agree on a
prompt start date that doesn’t leave him or her
waiting — or with time to have second thoughts.
Check references personally.
Visit officeteam.com/employers for additional
hiring advice.
2017 SALARY GUIDE | OFFICETEAM
26. 24
2
Boston
1
Seattle
TOP 5
CITIES
TO LIVE
AND
WORK IN
To career-minded professionals,
what makes one city more
attractive than another?
The answer may help hiring
managers develop and refine
their recruitment strategies.
The Career City Index — a
result of a study conducted by
The Economist Intelligence Unit for
Robert Half — examines key
factors influencing livability and
career opportunities in various
U.S. cities across four categories:
• Career prospects
• Quality of life
• Cost of living
• Cultural diversity
THE CAREER CITY INDEX:
MAKING THE MOST OF LOCATION
2017 SALARY GUIDE | OFFICETEAM
27. 25
These factors include employment
outlook, average commute time,
median monthly rent and internet
connectivity, among others.
Seattle took the overall No.1
position as the top career city in
the United States, buoyed by strong
rankings in the cost-of-living (first)
and career-prospects (second)
categories. Boston, the San
Francisco Bay Area, the District
of Columbia, and Raleigh, North
Carolina, rounded out the top five.
From sunshine in Phoenix and
Sacramento, California, to the
wide variety of restaurants in Los
Angeles and New York to shorter
commute times in Salt Lake City
and Des Moines, Iowa, each of
the top 25 cities has unique selling
points. The Career City Index helps
companies highlight these local
and regional factors to pique the
interest of prospective employees.
3
San Francisco
4
Washington, D.C.
5
Raleigh
For the full report, visit roberthalf.com/career-city-index.
2017 SALARY GUIDE | OFFICETEAM
28. 26
OfficeTeam is a division of
Robert Half, the world’s first and
largest specialized staffing firm.
OfficeTeam matches the staffing
needs of growing companies with
skilled administrative professionals
who seek exceptional career
opportunities. We provide tailored
short- and long-term staffing
solutions by placing our job
candidates on a temporary and
temporary-to-full-time basis.
Our staffing experts are available
for personal consultation to help
you locate top administrative
professionals who are motivated
to perform and well-suited to your
workplace culture. We also offer a
wealth of management and career
advice at blog.officeteam.com.
ABOUT OFFICETEAM
2017 SALARY GUIDE | OFFICETEAM
29. 27
TOP 8 REASONS COMPANIES USE
SPECIALIZED STAFFING FIRMS
To vastly expand their
recruiting networks
To reach job seekers not
actively looking for new
positions but open to a change
To bring in critical talent
on short notice
To get help when they don’t
have the time to conduct
a rigorous search and
evaluation of their own
To lighten the load
on overworked staff
To staff limited-duration
projects that don’t require
a full-time employee
To reduce overtime expenses
caused by understaffing
To provide help for core
employees temporarily
assigned to special projects
Contact OfficeTeam at officeteam.com
or 1.855.560.0625 to learn more
about salaries in your market, or
how we can help you find the right
talent for your organization.
1 5
2 6
3 7
4 8
2017 SALARY GUIDE | OFFICETEAM
30. 28
WORLDWIDE LOCATIONS
UNITED STATES OFFICES
Alabama
Birmingham
Arizona
Chandler
Phoenix
Phoenix – West
Tucson
Arkansas
Fayetteville
Little Rock
California
Bakersfield
Burbank
Carlsbad
Cerritos
City of Industry
Fairfield
Fremont
Fresno
Irvine
La Jolla
Laguna Niguel
Long Beach
Los Angeles
Los Angeles – LAX
Modesto
Monterey
Oakland
Ontario
Orange
Oxnard
Palm Springs
Palo Alto
Pasadena
Pleasanton
Rancho Bernardo
Rancho Cordova
Riverside
Sacramento
San Diego
San Francisco
San Jose
San Mateo
Santa Barbara
Santa Clara
Santa Rosa
Stockton
Torrance
Visalia
Walnut Creek
Westlake Village
Westwood
Woodland Hills
Colorado
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31. 29
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2017 SALARY GUIDE | OFFICETEAM