Crt2 Salary

Crt2 Salary

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As of July 2026, the average annual salary for employees at Crt2 in the United States is $69,037. This translates to an approximate hourly wage of $33. Salaries at Crt2 typically range from $60,655 to $78,546 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Crt2 Pay for Different Roles?

Explore detailed salary information for specific jobs at Crt2. Based on our data, the highest paying job is the Site Survey Coordinator, with an annual salary of $140,808. The table below outlines the annual salary ranges for most popular roles within the company.

Scheduler / Office Manager

$115,062 / year

Salary Range: $99,418 - $130,388

Technical Sales

Industrial Measurement Technician - Field Service

$68,296 / year

Salary Range: $59,125 - $79,233

Resident Care

Account Support Representative

$56,189 / year

Salary Range: $49,283 - $63,117

Sales

Business Development Associate

$84,781 / year

Salary Range: $74,710 - $96,460

Business Development

Account Support Representative (Inside Sales)

$75,043 / year

Salary Range: $64,123 - $86,244

Technical Sales

Inside Sales Representative

$57,569 / year

Salary Range: $48,688 - $67,279

Sales

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Crt2.
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About Crt2: Company Profile

Website
www.crt2.com
Founded In
Data pending, update soon.
Employees
50 - 100 employees
Industry
Retail & Wholesale
Headquarter Location
CLAY
Revenue
$10 Million - $50 Million
Phone Number
-
Social Media

Employee Reviews: Insights on Salary, Culture & Work-Life

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Crt2's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
Career growth is possible if you take initiative, and internal promotions are common. Training is provided, and the team maintains a professional atmosphere. If you’re looking for stability, growth, and a positive workplace, this is a great choice. The company maintains a professional work setting.
Commented in April 14, 2025
47
0
Leadership is transparent and approachable. The company provides a structured work environment with fair policies. Company values work-life balance. There are regular team-building activities, which make work enjoyable. Managers trust employees, fostering autonomy. This company is an excellent place to grow in the retail sector. The workplace is structured and organized.
Commented in February 26, 2025
16
1
I enjoy the fast-paced nature of this job. While the role doesn’t offer many surprises, it provides stability and a predictable workflow. The work environment is dynamic, and no two days are the same.
Commented in May 05, 2024
28
0
The team is dependable, and management is fair. Always learning something new. Coworkers are easy to work with, and management is organized.
Commented in February 07, 2024
17
2

Is Crt2’s Pay Competitive? Salary Benchmarking Analysis

How does Crt2’s compensation stack up against the market? This analysis visualizes their average salary compared to its industry benchmark and key peer companies.
Peer Company & Industry Benchmarking
180k
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90k
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0
Average Salary ($/year)
Crt2
Retail & Wholesale
Company 1
Company 2
Industry Comparison
Our data shows that, on average, compensation at Crt2 is below the average for the U.S. Retail & Wholesale industry by approximately 44%. This positioning suggests their pay is below the market average within their sector.
See Your True Competitors
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What Is the Cost of Living Near Clay?

Understanding the cost of living near Clay is key to truly evaluating a salary offer or your current compensation at Crt2.
Clay (Syracuse suburb) Cost of Living is approx. 85-90. Affordable housing. Centro bus access. When planning your budget based on a salary from Crt2, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,000 - $1,500+ A significant portion of Crt2 salary. Location choices impact this heavily.
Utilities (Basic) $170 - $280 (Heating) Electricity, Heating, Cooling, Water etc.
Public Transportation Centro bus (varies) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $390 - $570 Can be higher with more dining out or specialty stores.
Personal & Leisure $330 - $630+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $370 - $690+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,260 - $3,670+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Crt2

FAQ 1: What is the typical salary range (low to high) for most roles at Crt2?
The typical annual salary range for most roles at Crt2 is approximately from $60,655 to $78,546. It's important to remember that these are overall averages, actual salaries vary significantly based on specific job titles, years of experience, skills, and location.
FAQ 2: Do salaries differ significantly between departments at Crt2?
Yes, salaries often differ between departments at Crt2 due to varying market demand for specific skill sets and the nature of the roles. For example, technical roles in Engineering or IT may command different salary ranges compared to roles in Marketing or Human Resources.
FAQ 3: How can I determine if a salary offer from Crt2 in Clay is fair given the local cost of living?
To determine if a salary offer from Crt2 in Clay is fair, first compare the gross salary to our data for similar roles at Crt2 and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Clay" to understand its purchasing power.
FAQ 4: Why might an individual's actual salary at Crt2 differ from the ranges shown here?
An individual's actual salary at Crt2 can differ from our estimated ranges due to various factors. These include their specific years of experience in the role, unique skills or certifications, educational background, performance record, the specific team or department they join, negotiation outcomes, and even the precise timing of when they were hired relative to market fluctuations. Our ranges represent typical compensation.

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