Busy season has just wrapped and conversations across public accounting are starting to pick up again.
For some tax and audit professionals – and the firms hiring them – the same question comes up: what does the market actually look like right now?
To answer that, we’ve analysed Distinct’s public accounting placements across North America over the past three years. The dataset covers 400+ placements across 24 US states, the District of Columbia and Ontario, spanning Associate through to Partner and Principal level, across boutique, mid-size and Top 200 CPA firms.
Key insights from 400+ placements
- Entry-level salaries remain tightly grouped
Most Associate salaries cluster between $75,000-$95,000, though by firm size, the range tightens further to ~$81,000-$85,000 – suggesting location and brand matter far less early on.
- Associate to Senior step is often flatter than expected
In several markets, salary growth slows through Senior level. New York rises only marginally from $105,106 at Associate to $108,084 at Senior, while Ontario moves from $59,311 to $61,839.
- Manager is where earnings start to accelerate
Salary ranges widen significantly at Manager level, often bringing a $20,000-$40,000+ increase, with Connecticut ($146,933), Virginia ($140,322) and New York ($138,679) leading the dataset.
- Secondary markets are increasingly competitive for experienced hires
Top-line averages are heavily influenced by senior hire averages (e.g., Nevada $194,810, DC $192,892), but across levels, markets like South Carolina ($131,797) and Colorado ($132,488) continue to compete strongly at Manager and Partner level.
- Partner pay is the most variable
Partner salary ranges widely (~$150,000-$270,000), with Texas reaching $271,273. At this level, compensation is driven far more by firm performance and structure than geography and firm size.
North America: where are public accounting salaries highest?
At a high level, some of the usual major markets still appear near the top of the rankings – but the wider picture is far less predictable than many might expect.
As illustrated above, our dataset ranks Nevada ($182,634), District of Columbia ($178,143), South Carolina ($129,215), Tennessee ($126,512) and New York ($126,341) as the highest-paying markets in public accounting.
This isn’t entirely what you might expect. Data from the U.S. Bureau of Labor Statistics highlights New York, DC, New Jersey, California and Massachusetts as the top-paying states for accountants and auditors.
In our data, Nevada’s position is largely driven by Partner-level placements, while South Carolina’s position is supported by particularly strong Manager-level compensation within the dataset. DC and New York align more closely with expectations – but Tennessee and South Carolina stand out as increasingly competitive markets.
Further, larger markets like Texas ($118,183) and Illinois ($117,562) fall outside the top tier and California ranks lower than expected at $113,859, due to a more junior-heavy placement mix.
Ontario sits lower in the dataset overall, reflecting broader structural differences between the US and Canadian markets – including salary, CPA supply and overall market scale. While US base salaries tend to be higher, Canadian compensation often includes stronger benefits, such as subsidized healthcare and has seen steady growth in recent years.
The takeaway: it’s not just about the traditional top markets anymore – secondary markets are closing the gap, particularly for experienced hires.
Associate salaries by state
As shown in graph 1, the gap between markets at Associate level is narrower than most expect.
New York leads at $105,106, followed by New Hampshire ($99,580), Virginia ($95,392) and New Jersey ($92,164). Most other markets cluster relatively tightly within the mid-$70,000 to high-$80,000 range, including Illinois ($88,810), California ($85,899), Maryland ($85,635) and Massachusetts ($85,275).
At the lower end, Ontario ($59,311), Ohio ($65,504) and North Carolina ($65,566) sit below the wider market average, although these markets often compete differently on progression, cost of living and long-term opportunity.
The takeaway: While location still influences salary, differences at Associate level are narrower than many candidates expect. Early-career decisions are often shaped just as much by training, progression opportunities and team environment as they are by starting compensation.
Senior salaries by state
As shown in graph 2, New Hampshire leads the dataset at $136,451, followed by Virginia ($121,814). Beneath that, most major markets cluster much more tightly, with Illinois ($108,354), New York ($108,084), Indiana ($104,828) and Massachusetts ($100,775) all sitting within a relatively narrow range.
At the lower end, North Carolina ($88,240), Colorado ($88,099) and Wisconsin ($89,973) sit below the wider market average, while Ontario remains further behind at $61,839.
What stands out most at Senior level is how compressed the market remains overall. Despite the increase in responsibility, most salaries still cluster between roughly $90,000 and $110,000.
One of the clearest themes in the dataset is how flat progression from Associate to Senior can be. In New York, for example, salaries rise only modestly from $105,106 at Associate level to $108,084 at Senior, while California moves from $85,899 to $96,758.
The takeaway: A promotion to Senior doesn’t always bring a meaningful increase in base salary.
Manager salaries by state
Graph 3 shows where the market begins to spread out.
Connecticut leads the dataset at $146,933, followed closely by Virginia ($140,322) and New York ($138,679). A second cluster of markets – including Colorado ($132,488), South Carolina ($131,797), New Jersey ($131,799) and Massachusetts ($131,563) – sits not far behind, reinforcing how competitive several smaller and mid-sized markets have become for experienced hires.
That’s one of the clearest themes emerging from the wider dataset: by Manager level, geography begins to influence earnings far more significantly than it does earlier in a public accounting career.
Some traditionally lower-profile markets now compete closely with – and in some cases outperform – larger accounting hubs. South Carolina, for example, sits ahead of California ($125,764), Florida ($125,090) and Texas ($121,359) at Manager level.
At the lower end, Ontario ($97,449), Indiana ($112,253) and Wisconsin ($113,045) remain more measured, although Ontario still shows one of the sharper increases relative to earlier career stages.
At this stage, salary ranges widen considerably (often $20,000-$40,000) and location begins to play a much larger role in earnings.
Partner salaries by state
Graph 4 illustrates Partner compensation has the widest variation of any level, ranging from roughly $150,000 to $270,000.
Texas stands out at $271,273, well ahead of the rest of our dataset. Beneath that, Partner salaries cluster much more tightly, with Nevada ($194,810), Illinois ($194,520), DC ($192,892), Colorado ($190,147) and New York ($187,935) all sitting within a relatively similar range.
That narrower grouping reinforces one of the key themes from the wider dataset: once professionals reach Partner level, compensation becomes less tied to geography alone and more influenced by firm structure, ownership model and client mix.
South Carolina records the lowest Partner average at $147,914, while markets like Massachusetts ($181,774), Florida ($175,684) and New Hampshire ($179,784) remain competitive despite significant differences in size and cost of living.
The takeaway: At Partner level, compensation is driven far less by geography alone and far more by firm structure, ownership model and overall revenue performance.
How public accounting salaries vary by firm size
As shown above, salary differences between Boutique, Mid-size and Top 200 CPA firms are far narrower than many professionals might expect – particularly in the early stages of a career.
Associate salaries are almost identical across firm sizes, averaging $81,754 within Boutique firms, $84,696 within Mid-size firms and $84,711 within Top 200 firms.
That pattern continues at Senior level, where salaries remain tightly grouped between roughly $98,000-$100,000.
The gap becomes more noticeable at Manager level, with Top 200 firms averaging $135,914 compared to $130,496 within Mid-size firms and $126,693 within Boutique firms.
At Partner level, Top 200 firms move further ahead at $200,777. However, Boutique and Mid-size firms still remain highly competitive, both averaging around $185,000.
The broader trend is clear: firm size has less influence on salary early in a career than many candidates assume. Larger firms tend to accelerate compensation slightly faster at Manager and Partner level – but the differences are far from dramatic.
That challenges one of the more persistent assumptions in public accounting recruitment: that bigger firms automatically mean significantly better pay.
In reality, candidates are often weighing a much broader set of factors – including progression, flexibility, client exposure and long-term career path – particularly when salary differences at junior and mid-level are relatively modest.
Overall, our data challenges a few common assumptions:
- Entry-level pay is more uniform than expected
- Salary progression flattens before it accelerates
- Manager level is the key turning point for earnings growth
- Secondary markets are more competitive than many assume
- Larger firms don’t pay dramatically more – they simply pull ahead later in a career.
If you’re benchmarking a hire or considering your next move, understanding these nuances is key.
This is just part of a broader dataset and we’ll be sharing more insights – including deeper regional and market breakdowns – over the coming weeks.
In the meantime, if you want a clearer, real-world view of where you sit in today’s market – whether you’re hiring or considering a move – our public accounting team is always happy to have a transparent, no pressure conversation. Contact us today.
