CROSSCHECK COMPENSATION INSIGHTS

Plan compensation by role, level, and market.

Planning benchmarks across 121 roles in technology, finance, human resources, and supply chain, with currencies and modeled location adjustments labeled before comparison.

Explore salary benchmarks

Planning model, not a live offer feed

Use the ranges to begin planning, then validate role ownership, location, employment type, internal bands, benefits, equity, and current candidate conversations before setting an offer.

Method

Base ranges combine published occupational references, third-party employer-market guides, and Crosscheck search observations. Location factors are Crosscheck planning estimates rather than observed local salary samples. Canadian figures are modeled in CAD, not converted from the displayed US range, and all ranges are rounded to the nearest $1,000.

Reference point

Official releases are checked weekly and reviewed before they change a published range. May 2025 OEWS · 2025 annual employee wages These are planning ranges, not guarantees or total-compensation estimates. Method reviewed August 4, 2026.

121 roles
Accounting

Controller

Oversees all accounting functions and ensures accuracy of financial reporting.

Location
US National baseline
Compensation Range
Entry
N/A
Mid
N/A
Senior
$143K – $158K
95th %
$181K – $200K
$143K$200K
Level Breakdown
LevelRange (USD)Experience
Entry——
Mid——
Senior$143K – $158K7-12 years
95th %$181K – $200K13+ years
Skills by Level
Senior
Strong domain expertiseleadership in reportingbudgetingand internal controls
95th %
Strategic finance leadershiplong-term planninginvestor/stakeholder management

Hiring a Controller? Use this benchmark to start the range, then confirm the role scope, location, and required evidence in the hiring brief.

Build a Hiring Brief

Compensation planning

How should employers use Crosscheck's salary benchmarks?

Use the salary guide as a planning benchmark, then adjust the range to the work. Start with the role's ownership, seniority, employment type, location, and scarce requirements. Crosscheck maps technical titles to published occupation data when an exact government category does not exist, and the page labels that proxy. US figures come from Bureau of Labor Statistics Occupational Employment and Wage Statistics. Canadian market context uses Statistics Canada Census Profile data. These sources describe broad occupations and regions. They do not promise a candidate's pay or measure one narrow specialty. Employers should compare the benchmark with current internal pay bands, the hiring budget, remote-work policy, benefits, equity, and the evidence expected from the person hired.

Sources and methodology

Original Crosscheck visual

Build a defensible compensation range

Published benchmarks provide the starting point. The completed role brief sets the hiring range.

  1. Scope

    Define the role

    Set ownership, level, employment type, location, and required technical evidence.

  2. Benchmark

    Choose the published proxy

    Use the closest BLS occupation or Statistics Canada regional profile and show its limits.

  3. Range

    Apply employer factors

    Account for internal bands, benefits, equity, remote policy, and hard requirements.

  4. Check

    Validate during intake

    Compare the range with qualified candidate conversations and revise the brief if needed.