Salary progression in public accounting may no longer follow the steady path many professionals expect, according to new placement data from specialist recruitment firm Distinct.
Drawing on more than 400 public accounting placements completed across North America during the past three years, the analysis suggests compensation growth often slows considerably at Senior level before increasing significantly once professionals move into management.
The dataset covers hiring activity from associate through partner across boutique, mid-size and top 200 CPA firms in 24 U.S. states, Washington, D.C. and Ontario, Canada.
While starting salaries remain competitive, the research indicates that moving from Associate to Senior does not always deliver the sizeable increase candidates anticipate.
In New York, for example, average Associate salaries reached $105,106, compared with $108,084 for Senior Tax/Audit professionals. New Jersey showed a similarly modest increase, with average salaries rising from $92,164 at Associate level to $99,637 for Seniors.
Across the wider dataset, Senior Tax/Audit compensation generally remained concentrated between approximately $90,000 and $110,000, regardless of market.
“The assumption is often that compensation in public accounting progresses steadily year after year,” said Arran Jaiswal, Director at Distinct. “But increasingly, the real acceleration happens later – once candidates reach Manager level.”
That acceleration becomes much more apparent at Manager level, where firms appear willing to pay a premium for professionals taking on greater responsibility for client relationships, staff development and business performance.
Average Manager salaries reached $146,933 in Connecticut, $140,322 in Virginia and $138,679 in New York, illustrating a significantly steeper increase than the progression from Associate to Senior.
The findings also point to growing consistency in entry-level pay across the profession. Associate salaries were closely aligned across Boutique, Mid-size and Top 200 CPA firms, averaging between approximately $81,000 and $85,000 regardless of firm size.
For employers, that suggests competition for early-career talent is increasingly being fought on factors beyond starting salary, including development opportunities, culture, flexibility and long-term career progression.
The research also highlights continued changes in regional competition for experienced public accounting professionals.
While major accounting markets continue to command strong salaries, states including South Carolina, Colorado and Tennessee are increasingly offering experienced professionals compensation that rivals more established accounting hubs, particularly at Manager and Partner level.
“Secondary markets have become far more aggressive in how they compete for experienced talent,” Jaiswal said. “Firms outside the traditional major hubs know they have to be competitive once candidates reach leadership-track positions.”
At Partner level, salary variation remained significant, reflecting differences in firm structure, market conditions and leadership responsibilities. Compensation ranged from approximately $148,000 to more than $270,000.
For firm leaders, the data raises important questions about retention during the Senior stage, where salary progression appears comparatively limited. For public accounting professionals, it reinforces the idea that the largest financial rewards may increasingly be tied to developing the leadership, client management and commercial skills required to progress into management.
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