2017 compensation report - century-group.com · level and management-level employees across...

FOR FINANCIAL PROFESSIONS

2017COMPENSATION REPORT

WITH CANDIDATE RECRUITMENT INSIGHTS

TABLE OF CONTENTS

Letter from the CEO

Using the Report

High-Demand Professionals & Qualifications

Top Reasons for Choosing a New Position

Accounting & Finance Salary Survey Report

Adjusting Salaries by Location

Bonus Report

Century Group: Identify. Evaluate. Deliver.TM

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2017 COMPENSATION REPORT | 3

DEAR COLLEAGUES,

Century Group has provided compensation

information directly to our clients, candidates

and professional associations for more

than 25 years. For the past few years, we

have shared this information more broadly

by publishing Century Group’s Compensation

Report for Financial Professions – a

comprehensive resource with the latest

data on salaries, bonus compensation

and the differences between markets

to the entire profession.

This has been an interesting time to

research salary details. After producing our

Compensation Report in 2014, salaries went

through a period of growth to catch up with

the economy, following the big post-recession

recovery. However, as with last year, we are

once again seeing more consistent numbers –

more indicative of steady economic conditions

– with an average variance of 2.5 percent.

Even with economic improvement over the

last several years, our research continues

to show that numerous variables remain

more important than compensation when it

comes to career selection. We had previously

seen that growth/opportunity and company

culture went head-to-head as the first and

second factors ahead of compensation. This

year, the opportunity for challenge and growth

has skyrocketed ahead as the top priority

LETTER FROM THE CEO

THIS YEAR, THE OPPORTUNITY

FOR CHALLENGE AND GROWTH

HAS SKYROCKETED AHEAD AS

THE TOP PRIORITY IN TODAY’S

CAREER LANDSCAPE.

“

”

in today’s career landscape. Our respondents

similarly reported the opportunity for growth

and company culture as the top two reasons

for staying with their current company rather

than seeking a new opportunity (see page 15).

Year-after-year, our respondents report that

careers are built on learning, opportunity,

responsibility, visibility, mentors and quality

companies. Weigh these factors as heavily as

compensation and you’ll enjoy greater success

and greater job satisfaction. Investing in

experience will pay greater dividends throughout

your career.

We hope you find the latest edition of Century

Group’s Compensation Report for Financial

Professions useful in salary decisions. We

also invite you to view the details about current

career opportunities, networking events

and career research at century-group.com.

We look forward to working together.

Sincerely,

Ron Proul

Chief Executive Officer

Century Group


USING THE REPORT

Our report was compiled using data

collected from our constituents

and other data sources available to our

wage and compensation analyst.

Our methodology thereby gives the most

current evaluation of the data available.

Along with the salaries, you will find other data in this guide to help you evaluate current and prospective opportunities, including why individuals choose opportunities or stay with their current company, and the bonuses and benefits companies are currently providing.

Accounting and finance departments are

organized in pyramids; this pyramid

serves as the framework for compensating

individuals by title and size of company.

Our report includes the salary ranges for

40 core accounting, finance, tax and audit

positions – from accounting operations

and professional level to senior executive –

covering the 25th to 75th percentile, based

on company size.

Along with the salaries, you will find other

data in this guide to help you evaluate current

and prospective opportunities, including why

individuals choose opportunities or stay

with their current company, and the bonuses

and benefits companies are currently

providing. Other qualitative considerations,

such as service time, work ethic, qualifications,

skills and the quality of employers, will impact

individual compensation decisions, as will

other factors not included in this report, such

as years of experience, size of the organization

and complexity of the work.

Please note that while this compensation report provides

current data to assist you with compensation decisions,

it cannot anticipate the effects that market forces will have

in the coming year.

We’ve provided a separate section covering

cash bonus compensation for various

professional levels in the accounting and

finance function. Other forms of compensation

– stock options, benefits and retirement

programs – are not considered in this report.

Tapping the depth of industry knowledge of our team of Executive Recruiters

and Interim Staffing professionals who are experts in accounting and

finance, and who’ve executed nearly 20,000 recruiting and interim assignments

over the last decade

Century Group’s analysis of workplace trends and hiring forecasts

Proprietary research and surveys of CFOs and accounting, finance, tax and

audit professionals and executives from 1,000+ organizations

OUR REPORT WAS DEVELOPED BY

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ABOUT THE COMPANY

2017 COMPENSATION REPORT | 76 | CENTURY GROUP

Manager /

Supervisor Level - 21%

Participants who hold a

license/certification

45%Participants who have earned

a master’s degree or higher

39%

ABOUT THEPARTICIPANT

ABOUT THE PARTICIPANT

30% - Senior / Staff Level

10% - Vice President Level

10% - C-Level

Director Level - 29%

COMPANY BUSINESS STRUCTURE

57% - Privately Held

8% - Non-profit

35% - Publicly Held

COMPANY REVENUE / BUDGET

10% - $501 M – $1 B

30% - $1 B+

29% - $51 – $500 M

31% - $1 – $50 M

EMPLOYEE LOCATION

7% - U.S. Headquarters

21% - Regional

Location

COMPANY LOCATION

68% - Los Angeles County

7% - Ventura County and

other parts of

Southern California

72% - Corporate

Headquarters

25% - Orange County

COMPANY EMPLOYEES ACCOUNTING EMPLOYEES

34% - 11 – 50

23% - 51+

43% - 1 – 10

17% - 1,001 – 4,999

24% - 5,000+

33% - 101 – 1,000

26% - 1 – 100

SURVEY PARTICIPANT PROFILE

HIGH-DEMANDPROFESSIONALS & QUALIFICATIONS

Since 2010, we’ve witnessed a significant

increase in the hiring of professional-

level and management-level employees

across multiple disciplines in accounting,

finance, tax and audit.

The surge in hiring for professionals,

particularly for those with specific skills,

continued to drive down the unemployment

rate nationwide. According to some economists,

we’ve essentially reached full-employment,

particularly for those with college degrees.

The unemployment rate for college graduates

remained at 2.5%, down from 2.9% in 2014,

representing a nearly 14% decline. On top

of that, unemployment is estimated at

1.6% for those with in-demand advanced

credentials, such as CPAs and MBAs.

We see these trends in our daily work with

clients as they seek in-demand qualified

professionals for their teams to execute

growth strategies and take advantage of new

opportunities. We also continue to see a

demand for advanced degrees and credentials,

as well as Big 4 and Fortune 500 experience.


HIGH-DEMAND ROLES IN ACCOUNTING & FINANCE

ACCOUNTANTS

We are seeing the highest demand for

accountants at the senior level. Demand is

especially high for professionals with

a CPA license and 2+ years of experience.

CONTROLLERS AND ACCOUNTING MANAGERS

These continue to be the crucial roles for

expanding companies. The increase in scrutiny

and compliance requirements make these key

management roles.

AUDITORS

Demand for internal auditors remains strong

in private industry as companies deal with

increased regulatory and compliance

requirements. The demand for auditors at CPA

firms has expanded dramatically as these firms

respond to increased client activity. The CPA

designation remains the most in-demand in the

audit profession.


HIGH-DEMAND CREDENTIALS

CPA

We are seeing particularly high demand for

accounting professionals that are also Certified

Public Accountants (CPAs). Achieving a CPA

credential is critical for career advancement

in the accounting, finance, tax and audit

functions. The CPA designation is the most

frequently required credential. CPAs with

Big 4 accounting firm experience are seeing

even higher demand.

MBA

A master’s degree in business administration

(MBA) continues to be the credential most

sought after for senior-level executive and

mid-management roles in corporate finance.

FINANCIAL ANALYSTS

As with the other roles on this list, the demand

for senior financial analysts is greater than the

supply at present. The most in-demand position

is the Senior Financial Analyst with an MBA

and 5+ years’ experience in private industry or

leading management consultancies.

FINANCE MANAGEMENT

As the economy has improved, we’ve noted an

increase in demand for financial management.

Emerging and growing companies are seeking

experienced managers to build out the finance

function and develop the corporate infrastructure.


TOP REASONS FORCHOOSING A NEW POSITION

The hiring environment for accounting

and finance professionals has continued

to improve over the past few years,

and this change is no longer a surprise

to most companies. The general public is largely unaware of the

talent shortage facing certain professions. The

national unemployment rate remains below

5.0% – a nine-year low – and as noted earlier,

the national unemployment rate for college

graduates is 2.5%.

The low unemployment rate for accounting

and finance professionals has left companies

struggling to find the right talent with

the credentials and experience to meet the

challenges of an expanding economy.

Companies often turn to us for insights

on how top talent makes career decisions.

As companies compete for highly sought

after accounting and finance talent, they are

revisiting how they attract key professionals.

As you will see on the next page,

Growth/Challenge/Role became the top

priority for professionals choosing a new

position, followed by compensation and

company culture. To attract the best talent,

employers need to present opportunities in

terms of GROWTH potential, the CHALLENGE

of assignments and the contribution of an

individual ROLE.

They also need to be ready to compensate

professionals at a market rate. The market for

talent is tightening and it’s leading to multiple

competitive offers for leading professionals.

A great company culture, challenging

assignment or interesting role won’t make

up for a lower than market offer.

Even though compensation edged ahead of

culture to the number two spot this year, when

top performers have multiple offers providing

growth and challenge, we consistently

see them consider the company’s culture as

a reason to accept the role. This is also the

main reason these professionals choose to

remain at their current company. Competitive

compensation still remains a powerful tool for

attracting and rewarding top performers, but

fit with the culture and management is critical

for these professionals.

The market for talent is tightening and it’s leading to multiple competitive offers for leading professionals. A great company culture, challenging assignment or interesting role won’t make up for a lower than market offer.


► PROMOTION OPPORTUNITIES

AND CLEARLY DEFINED CAREER PATHS

► CONTINUING PROFESSIONAL

DEVELOPMENT AND TRAINING

► PERFORMANCE BONUSES

► FLEXIBLE SCHEDULES

► LOCATION / COMMUTE

40%

9%

19%

7%

2%

16%

5%

In addition to offering competitive compensation,

the most effective tools for attracting top

accounting and finance talent are:

Not only are these tools effective in attracting

top talent, they also help companies guard

against the departure of high performers.

Although the average variance in data for

this past year was 2.5%, 73% of those surveyed

earned an increase with their last review,

promotion or job change.

Average variance in data from 2016 to 2017

Average percentage increase reported from

a promotion or job change last year

2.5%

12.25%30%

13%

27%

5%

2%

15%

4%

Our annual survey has revealed the top reasons accounting and finance

professionals give for selecting their current company.

TOP REASONS FOR CHOOSING A NEW POSITION

GROWTH OPPORTUNITY / CAREER

CHALLENGE / POSITION OR ROLE

COMPENSATION & BENEFITS PACKAGE

COMPANY CULTURE / FIT WITH

MANAGEMENT & TEAM

WORK / LIFE BALANCE & FLEXIBILITY

COMMUTE / LOCATION

COMPANY STABILITY

JOB STABILITY

1.

4.

2.

5.

7.

3.

6.

Our annual survey has revealed the top reasons accounting and finance

professionals give for staying at their current company.

TOP REASONS FOR STAYING AT A COMPANY

COMPANY CULTURE / FIT WITH

MANAGEMENT & TEAM

GROWTH OPPORTUNITY / CAREER

CHALLENGE / POSITION OR ROLE

COMPENSATION & BENEFITS PACKAGE

WORK / LIFE BALANCE & FLEXIBILITY

COMPANY STABILITY

JOB STABILITY

COMMUTE / LOCATION

1.

4.

2.

5.

7.

3.

6.

ACCOUNTING & FINANCESALARY SURVEY REPORT

Divided into two categories –

Corporate Finance & Accounting and

Public Accounting – our report covers

salary ranges for 40 positions, from

accounting operations and professional

level to senior executive.



25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

18 | CENTURY GROUP

CORPORATE FINANCE & ACCOUNTING

ASSISTANT CONTROLLER / ACCOUNTING MANAGER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

CONTROLLER (CORPORATE & REGIONAL)

$1 – $50 million

$51 – $500 million


$1 billion+

SENIOR ACCOUNTANT

$1 – $50 million

$51 – $500 million


$1 billion+

CHIEF ACCOUNTING OFFICER

$1 – $50 million

$51 – $500 million


$1 billion+

STAFF ACCOUNTANT

$1 – $50 million

$51 – $500 million


$1 billion+

CHIEF FINANCIAL OFFICER

$1 – $50 million

$51 – $500 million


$1 billion+

$155,462

$237,343

$305,054

$372,765

$47,402

$56,292

$57,561

$57,044

$101,479

$154,239

$144,763

$176,859

$ 96,274

$103,808

$108,183

$107,558

$63,636

$65,591

$65,916

$67,100

$204,110

$310,178

$395,063

$479,948

$54,273

$59,555

$59,329

$61,599

$137,261

$184,940

$192,173

$236,413

$145,643

$183,301

$206,473

$233,862

$107,862

$114,399

$118,149

$118,399

$72,259

$73,052

$75,391

$76,215

$257,369

$384,509

$490,313

$596,117

$61,288

$64,765

$64,445

$67,399

$180,827

$216,119

$255,029

$313,950

$184,752

$225,870

$258,645

$303,469

$119,321

$126,486

$132,111

$135,486

$81,400

$82,228

$83,381

$83,284

$112,688

$144,318

$164,569

$184,433

DIRECTOR OF FINANCIAL REPORTING

$1 – $50 million

$51 – $500 million


$1 billion+

MANAGER OF FINANCIAL REPORTING

$1 – $50 million

$51 – $500 million


$1 billion+

FINANCE MANAGER

$1 – $50 million

$51 – $500 million


$1 billion+

DIRECTOR OF FINANCE

$1 – $50 million

$51 – $500 million


$1 billion+

SENIOR FINANCIAL ANALYST

$1 – $50 million

$51 – $500 million


$1 billion+

VP FINANCE

$1 – $50 million

$51 – $500 million


$1 billion+

TREASURER

$1 – $50 million

$51 – $500 million


$1 billion+

$161,026

$219,489

$243,508

$302,658

$75,394

$79,006

$82,241

$79,738

$151,512

$171,209

$184,792

$222,496

$128,813

$137,416

$148,876

$154,237

$ 99,244

$110,774

$115,185

$112,657

$102,585

$111,996

$118,033

$115,121

$186,567

$255,844

$283,881

$352,890

$85,488

$88,314

$89,218

$88,956

$166,476

$200,415

$212,433

$253,405

$149,108

$157,370

$164,562

$171,143

$ 94,468

$140,481

$151,294

$165,573

$113,618

$124,531

$131,185

$128,246

$113,450

$120,989

$125,989

$128,489

$220,847

$303,082

$336,324

$418,130

$97,063

$96,516

$97,152

$97,847

$189,943

$230,463

$239,495

$293,527

$182,379

$177,860

$183,676

$187,147

$ 98,992

$167,522

$175,568

$185,662

$123,501

$136,124

$142,218

$138,842

$130,901

$137,693

$142,568

$140,943

$ 91,286

$132,534

$135,139

$138,482



20 | CENTURY GROUP

TAX STAFF

$1 – $50 million

$51 – $500 million


$1 billion+

PAYROLL MANAGER

$1 – $50 million

$51 – $500 million


$1 billion+

ACCOUNTS RECEIVABLE MANAGER

$1 – $50 million

$51 – $500 million


$1 billion+

TAX SENIOR

$1 – $50 million

$51 – $500 million


$1 billion+

CREDIT & COLLECTION MANAGER

$1 – $50 million

$51 – $500 million


$1 billion+

VP TAX

$1 – $50 million

$51 – $500 million


$1 billion+

DIRECTOR OF TAX

$1 – $50 million

$51 – $500 million


$1 billion+

MANAGER OF TAX

$1 – $50 million

$51 – $500 million


$1 billion+

NA

$123,156

$119,077

$126,952

$79,312

$81,717

$86,467

$91,235

NA

$213,556

$232,535

$238,903

$122,439

$145,540

$162,550

$179,561

NA

$80,188

$80,229

$77,615

$76,892

$85,629

$88,941

$92,946

$76,214

$78,118

$87,176

$96,235

NA

$131,564

$127,156

$134,783

$93,030

$91,562

$95,187

$98,818

NA

$252,012

$274,449

$338,678

$139,623

$163,836

$182,113

$200,389

NA

$88,261

$88,306

$82,903

NA

$90,882

$83,391

$83,156

$ 81,340

$ 91,682

$100,298

$106,253

$ 85,333

$ 88,364

$ 97,046

$105,728

NA

$140,125

$137,956

$145,315

$104,592

$103,753

$105,690

$107,628

NA

$301,982

$328,894

$405,919

VP INTERNAL AUDIT / CHIEF AUDIT EXECUTIVE

$1 – $50 million

$51 – $500 million


$1 billion+

DIRECTOR OF INTERNAL AUDIT

$1 – $50 million

$51 – $500 million


$1 billion+

MANAGER OF INTERNAL AUDIT

$1 – $50 million

$51 – $500 million


$1 billion+

STAFF FINANCIAL ANALYST

$1 – $50 million

$51 – $500 million


$1 billion+

INTERNAL AUDIT SENIOR

$1 – $50 million

$51 – $500 million


$1 billion+

$74,131

$81,729

$86,284

$84,267

$53,284

$58,312

$58,704

$61,053

NA

$141,209

$151,913

$185,174

$105,138

$113,479

$114,069

$114,660

$82,804

$88,795

$94,377

$93,070

$59,796

$68,097

$66,899

$68,921

$164,066

$204,703

$214,410

$263,375

NA

$161,222

$172,763

$211,850

$118,681

$126,383

$126,713

$127,043

$ 96,347

$ 95,868

$104,624

$106,062

$70,382

$76,730

$77,841

$76,874

$190,376

$228,567

$249,541

$306,608

NA

$186,719

$200,871

$246,591

$125,096

$137,370

$138,596

$139,822

$144,062

$192,213

$187,426

$230,098

INTERNAL AUDIT STAFF

$1 – $50 million

$51 – $500 million


$1 billion+

$52,510

$61,808

$71,106

$64,618

$62,132

$68,441

$74,751

$75,967

$70,567

$79,691

$88,816

$93,466

$161,221

$186,666

$205,948

$225,230

NA

$98,513

$98,562

$93,031

NA

$92,426

$93,218

$93,132

$ 93,469

$103,514

$115,625

$118,513

$ 93,845

$101,379

$109,569

$117,758

NA

$89,338

$75,939

$75,546



22 | CENTURY GROUP

BILLING SPECIALIST

$1 – $50 million

$51 – $500 million


$1 billion+

ACCOUNTS PAYABLE SPECIALIST

$1 – $50 million

$51 – $500 million


$1 billion+

ACCOUNTS RECEIVABLE SPECIALIST

$1 – $50 million

$51 – $500 million


$1 billion+

ACCOUNTS PAYABLE MANAGER

$1 – $50 million

$51 – $500 million


$1 billion+

PAYROLL SPECIALIST

$1 – $50 million

$51 – $500 million


$1 billion+

$48,563

$51,287

$50,846

$52,309

$73,339

$72,118

$84,176

$96,235

$36,085

$37,245

$37,560

$37,198

$36,201

$37,278

$37,638

$37,255

$55,644

$57,638

$56,192

$59,747

$ 81,083

$ 84,714

$ 95,221

$105,728

$40,455

$41,867

$41,630

$41,857

$36,000

$43,600

$41,105

$42,412

$40,628

$41,875

$41,646

$42,175

$64,660

$64,417

$65,934

$68,222

$ 94,720

$ 96,692

$107,225

$117,758

$46,166

$46,649

$46,875

$47,402

$39,500

$51,013

$49,658

$45,144

$46,407

$46,506

$46,988

$47,649

$31,500

$40,630

$39,679

$38,491

PUBLIC ACCOUNTING

TAX PARTNER

Small Firm

Mid-Size Firm

Large Firm

Total Compensation*

AUDIT PARTNER

Small Firm

Mid-Size Firm

Large Firm

Total Compensation*

AUDIT SENIOR

Small Firm

Mid-Size Firm

Large Firm

AUDIT MANAGER

Small Firm

Mid-Size Firm

Large Firm

TAX SENIOR

Small Firm

Mid-Size Firm

Large Firm

TAX MANAGER

Small Firm

Mid-Size Firm

Large Firm

TAX SENIOR MANAGER

All Firms

AUDIT SENIOR MANAGER

All Firms

$69,379

$73,418

$78,126

$117,270

$141,917

$149,958

$110,000

$138,600

$69,379

$72,610

$78,087

$117,292

$120,132

$143,460

$76,745

$85,061

$87,038

$130,332

$158,033

$166,620

$116,000

$175,200

$76,745

$83,551

$87,037

$130,368

$133,689

$158,787

$218,238

$227,875

$242,961

$650,363

$215,978

$225,007

$239,738

$588,862

$85,655

$92,070

$95,706

$148,522

$179,220

$189,947

$191,000

$177,600

$85,655

$90,138

$95,534

$148,629

$152,339

$180,001

$ 244,468

$ 247,835

$ 251,886

$1,398,462

$ 240,689

$ 244,134

$ 243,540

$1,437,556

$198,565

$192,877

$216,126

$249,232

$192,694

$216,810

$223,225

$245,476

*The total compensation line reflects

the average all cash compensation for

the Partner level

95.3%PHILADELPHIA

101.4%WASHINGTON DC

& SURROUNDINGME TRO ARE A

87.1%CHARLOTTE88.0%

ATLANTA

90.6%DALLAS

92.1%HOUSTON

99.6%SEATTLE

83.5%SALT LAKE

111.4%SAN FRANCISCO

111.4%SAN JOSE

100.0%LOS ANGELES

96.7%SAN DIEGO

85.2%PHOENIX

92.6%DENVER

96.7%CHICAGO

88.0%ST LOUIS

103.7%BOSTON

108.2%NEW YORK

Use this graphic to calculate the

estimated salary range for a position

in the desired region.


ADJUSTING SALARIES BY LOCATION The regional salary ranges provided in this report can be modified

for 18 major metropolitan areas. The geographic adjustments

provided in our Location Modifier will provide general guidance for

determining salaries in each location.

LOCATION MODIFIER


BONUS REPORT

Bonuses have become an increasing

part of the overall compensation

offer. Positioned as incentives for

performance, they also include other

factors such as company performance,

individual performance and overall

market conditions.

Our research shows that bonus compensation

is currently the second most common form of

non-salary compensation, behind only Medical,

Dental, Life and Vision Insurance.

Once again, company size played a significant

role in bonus structures, as the more

aggressive bonus rates were used by mid-

market companies to beat out Fortune 1000

companies in the competition for top talent.

The more aggressive bonus rates were used by mid-market companies to beat out Fortune 1000 companies in the competition for top talent.

OTHER FORMS OF COMPENSATION

401(k) with Company Match71%

Wellness Benefits35%

Tuition Reimbursement41%

Flextime21%

Pension11%

Disability65%

Stock Options / ESPP22%

Profit Sharing13%

Employee Assistance Program38%

Exercise Facilities19%

Day Care4%


25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

28 | CENTURY GROUP

ACCOUNTING & FINANCE CASH BONUS SURVEY REPORT

CONTROLLER LEVEL

$1 – $50 million

$51 – $500 million


$1 billion+

DIRECTOR LEVEL

$1 – $50 million

$51 – $500 million


$1 billion+

MANAGER / SUPERVISOR LEVEL

$1 – $50 million

$51 – $500 million


$1 billion+

VICE PRESIDENT LEVEL

$1 – $50 million

$51 – $500 million


$1 billion+

SENIOR / STAFF LEVEL

$1 – $50 million

$51 – $500 million


$1 billion+

C-LEVEL

$1 – $50 million

$51 – $500 million


$1 billion+

20.0%

25.0%

45.0%

35.0%

19.8%

22.5%

21.3%

25.0%

10.0%

17.0%

20.0%

20.0%

20.0%

15.0%

22.5%

15.8%

10.0%

10.0%

10.0%

10.0%

10.0%

5.8%

8.0%

7.5%

27.5%

35.0%

50.0%

40.0%

27.5%

25.0%

27.5%

35.0%

20.0%

20.0%

20.0%

25.0%

25.0%

16.0%

25.0%

20.0%

10.0%

10.0%

10.0%

15.0%

10.0%

9.0%

8.0%

10.0%

50.0%

42.5%

57.5%

45.0%

33.8%

37.5%

45.0%

50.0%

20.0%

20.0%

25.0%

25.0%

30.0%

20.0%

27.5%

25.0%

25.0%

12.3%

20.0%

20.0%

20.0%

10.0%

10.0%

10.0%

IN OUR INDEPENDENT RESEARCH, WE NOTED THAT:

Of the companies surveyed had a bonus compensation program

Of those surveyed at these companies were awarded bonuses

Of the bonus target was awarded on average

72%

90%

47%

Our clients are leading private and public

organizations – ranging from start-up to emerging

mid-market to global Fortune 1000 enterprises.

IDENTIFY. EVALUATE. DELIVER.TM

CENTURY GROUP:

Century Group connects top tier finance

and accounting professionals to the

companies that need them. That’s it.

No operations directors or marketing

VPs or CIOs. Just finance and

accounting, professional to executive

level, on a project, interim or direct

placement basis. It’s what we know.

And what we’re known for.

Our scale and expertise enable us to identify, evaluate and deliver professional and executive talent that no one else can.

32 | CENTURY GROUP

1 PROCESS3 PHASESEVERY BOX TICKED

Learn more at www.century-group.com

IDENTIFY EVALUATE DELIVER

1PHASE

3PHASE

2PHASE

From on-demand project staffing to time-sensitive executive searches, our solutions

are individually designed to meet each company’s specific needs and goals. All by way

of the same process:

Our scale and expertise enable us to identify,

evaluate and deliver professional and executive

talent that no one else can. Over the years, we

have developed extensive functional and industry

expertise and an unrivaled external network.

EXECUTIVE SEARCH

& PROFESSIONAL RECRUITMENT

Unlike other recruitment firms, we don’t

specialize in finance and accounting.

We’re experts in it. So we have an intimate

understanding of the level of insight, expertise

and finely honed talent companies need to

mitigate risk, boost performance and drive

growth. We’ve been developing relationships

with candidates who bring precisely that

for more than 25 years. With our dedicated

focus and insider access to prime candidates,

Century Group delivers the best of the best.

More swiftly and surely than the rest.

INTERIM & PROJECT SERVICES

Whether you’ve suddenly lost your CFO or a

new project demands more expertise than you

have in-house, our senior-level professionals

are ready and able to bridge the gap. Using

our proven executive search methodology,

we’ve hired some of the field’s leading talent

as our own. Their sophisticated skill sets and

seasoned business acumen make these Big 4

and Fortune 500 veterans an asset to your team

and ours. With Century Group, when the need

is immediate, so is the solution.

POSITIONS FILLED

In the last decade, we’ve conducted nearly

20,000 search and interim assignments for

leading Southern California-based companies

in a growing range of industries, successfully

filling positions such as:

ACCOUNTING

FINANCE

AUDIT & TAX

Chief Accounting Officer

Vice President, Accounting

Controller

Assistant Controller

Director of Accounting

Accounting Manager

Senior Accountant

Chief Financial Officer

Treasurer

Vice President, Finance

Director of Finance

Finance Manager

Senior Analyst

Partner (CPA Firm)

Vice President, Tax

Director of Internal Audit / Risk

Tax Manager

Audit Manager

Senior Professional, Tax or Audit

EL SEGUNDO COSTA MESA GLENDALE WESTLAKE VILLAGE

www.century-group.com800.337.9675

2017 compensation report - century-group.com · level and management-level employees across...

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