| Competitor / Benchmark | Avg. Salary | Variance | Primary Market Influence Factor & Explanation |
|---|---|---|---|
| Softaid Inc | $91,799 |
+5.1%
|
Reflects structural premiums typical of Softaid Inc's large-cap national operations. |
| Hippo Premium Packaging | $94,995 |
+8.8%
|
Adjusted for higher cost-of-living indices in Hippo Premium Packaging's primary metro hubs. |
| 888 Tower | $101,451 |
+16.2%
|
Influenced by prevailing union wage agreements specific to 888 Tower's sector. |
| Horning | $97,284 |
+11.4%
|
Supported by Horning's high-margin contracts allowing higher overhead. |
| Business Services Industry | $120,931 |
+38.5%
|
Pay variances are driven by organizational scale, specialized skill requirements, or geographic cost-of-living factors. |
$91,799 / year
Salary Range: $80,685 - $103,868
Columbia, MD
$94,995 / year
Salary Range: $83,489 - $107,477
San Diego, CA
$101,451 / year
Salary Range: $89,161 - $114,769
Los Angeles, CA
$97,284 / year
Salary Range: $85,505 - $110,062
Washington, DC
$83,298 / year
Salary Range: $73,217 - $94,247
Two Harbors, MN
$106,050 / year
Salary Range: $93,211 - $119,988
San Mateo, CA
$89,004 / year
Salary Range: $78,229 - $100,697
The Woodlands, TX
$82,833 / year
Salary Range: $72,804 - $93,710
Victoria, TX
$86,894 / year
Salary Range: $76,369 - $98,307
Webster, TX
Get an estimated calculation of how much you should be earning and insight into your career options.
| Expense Category | Estimated Monthly Cost | Key Considerations / Notes |
|---|---|---|
| Housing (1-BR Apt Rent) | $1,600 - $2,500+ | A significant portion of Drew Griffin salary. Location choices impact this heavily. |
| Utilities (Basic) | $130 - $220 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $41.25 (CapMetro monthly pass) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $440 - $650 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $500 - $950+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $400 - $750+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $3,111 - $5,071+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
The average annual total compensation for employees at Drew Griffin is approximately $87,327. However, this is an aggregate figure, actual salaries can range significantly, typically from $76,754 to $98,807, depending on factors like job role, experience, and location.
The average annual salary at Drew Griffin is $87,327, or an hourly wage of $42, in comparison to Softaid Inc which pays $91,799 per year or $44 per hour.
Professional certifications like PMP (for Project Managers), CPA (for Accountants), or another relevant certification for the industry can often lead to higher salaries and better job prospects at Drew Griffin for applicable roles. Certifications demonstrate a verified level of expertise and commitment to a profession, making candidates more competitive.
While some companies offer formal COLA, many, including potentially Drew Griffin, incorporate cost of living considerations into their overall salary structure for different locations rather than as a separate, itemized adjustment. This means their base pay bands for roles in high-cost cities like New York City are generally set higher to account for these local market factors.
Most companies, likely including Drew Griffin, conduct formal salary reviews annually, often tied to performance evaluations. During these reviews, factors like individual performance, meeting goals, company performance, and market adjustments are typically considered for potential salary increases.
The trusted data and intuitive software your organization needs to get pay right.
Explore CompAnalyst ®Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.
Surveys & Data SetsReal-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.
SalaryIQTMIf your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.
Compensation Planning