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Glscpa Salary

Glscpa Salary

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As of October 2026, the average annual salary for employees at Glscpa in the United States is $82,095. This translates to an approximate hourly wage of $39. Salaries at Glscpa typically range from $72,208 to $93,051 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Glscpa Pay for Different Roles?

Explore detailed salary information for specific jobs at Glscpa. Based on our data, the highest paying job is the Human Resources Director - Virtual, with an annual salary of $188,834. The table below outlines the annual salary ranges for most popular roles within the company.

Bookkeeper and Administrative Specialist

$56,217 / year

Salary Range: $50,341 - $63,223

Accounts Payable

FT - Family Law Paralegal Marietta (2219)

$89,988 / year

Salary Range: $80,932 - $100,162

Legal

FT Accountant (2224)

$84,890 / year

Salary Range: $76,579 - $94,062

Finance and Accounting

FT Administrative Assistant/Research Assistant - Perimeter Area (2202)

$66,604 / year

Salary Range: $59,838 - $74,153

Administrative Assistant IV

FT Corporate Recruiter (2210)

$170,860 / year

Salary Range: $144,913 - $197,805

Sales

FT Family Law Paralegal Buckhead (2218)

$94,236 / year

Salary Range: $84,938 - $104,490

Legal

Turn Insight into Opportunity: Current Job Openings

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

Website
www.fhassoc.com
Founded In
1985
Employees
100 - 200 employees
Industry
Business Services
Headquarter Location
HOMEWOOD
Revenue
$10 Million - $50 Million
Phone Number
-
Social Media
About GLSCPA
Friedman & Huey Associates LLP is full-service CPA Accounting Firm founded in 1985. With clients located throughout the United States, Friedman & Huey offers "large firm" Accountant expertise coupled with small CPA Firm responsiveness and fee structure. Featuring a staff of experienced Accountants and Tax Experts, the firm augments the financial knowledge and talents of their clients to help them

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

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Glscpa's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
The company is socially responsible and active in the community. I am proud to work for a company that prioritizes doing the right thing, as it builds a foundation of trust with everyone we interact with. It was a generous acknowledgment of our hard work and the company's success. The thoughtful office design directly contributes to a more pleasant and productive work experience for everyone on th...
Commented in April 22, 2025
27
3
What I love most is the emphasis on open communication. Organized structure and open culture. The compensation package is very competitive and is regularly reviewed to ensure it stays that way.
Commented in March 20, 2025
28
0
They genuinely seem to care about employee well-being, offering wellness programs and support. The people here are brilliant and kind. There’s a strong emphasis on continuous improvement and innovation, which keeps the work stimulating. The leadership team checks in often, and no concern goes unheard.
Commented in March 18, 2025
10
2
There's a strong focus on continuous improvement, not just for individuals but for the company as a whole. Overall, it’s a well-rounded organization that supports both professional development and personal work-life balance. Hackathons and innovation challenges happen regularly across departments.
Commented in January 12, 2024
12
3

How Glscpa's Salaries Compare to Similar Companies?

The data below provides a snapshot of what comparable firms are paying, offering crucial context for evaluating Glscpa’s pay competitiveness. Click on a company for a deeper dive.

Is Glscpa’s Pay Competitive? Salary Benchmarking Analysis

How does Glscpa's compensation stack up against the industry and its key competitors? Our salary benchmarking analysis provides a clear comparison. The chart below visualizes this comparison alongside select peer companies.
Competitor / Benchmark Avg. Salary Variance Primary Market Influence Factor & Explanation
GO-SB $77,606
-5.5%
GO-SB operates with a leaner overhead structure, impacting base wage offers.
GOLDENBERG & BARASCH PC $81,180
-1.1%
Indicates identical technical requirements and experience levels between the two firms.
GERSTLE, ROSEN & GOLDENBERG P.A. $79,074
-3.7%
GERSTLE, ROSEN & GOLDENBERG P.A. likely leverages performance bonuses over the high base salary shown here.
GTM PAYROLL SERVICES INC. $81,581
-0.6%
Suggests GTM PAYROLL SERVICES INC. utilizes a highly similar base-plus-benefits compensation model.
Business Services Industry $120,931
+47.3%
Pay variances are driven by organizational scale, specialized skill requirements, or geographic cost-of-living factors.
Need More Granular Data? The analysis above provides a high-level market overview. To benchmark specific job codes, adjust for real-time cost-of-living changes, or access verified HR-reported datasets, upgrade to Salary.com for Business. Precision matters when building your compensation strategy.

What Is the Cost of Living Near Chicago?

Understanding the cost of living near Chicago is key to truly evaluating a salary offer or your current compensation at Glscpa.
Chicago's Cost of Living Index is approximately 106.9 (6.9% more expensive than US average; 14.0% more than IL average). Major US city, housing varies greatly by neighborhood but can be high, extensive CTA transit. When planning your budget based on a salary from Glscpa, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,700 - $2,600+ A significant portion of Glscpa salary. Location choices impact this heavily.
Utilities (Basic) $140 - $230 Electricity, Heating, Cooling, Water etc.
Public Transportation $105 (CTA 30-day pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $430 - $640 Can be higher with more dining out or specialty stores.
Personal & Leisure $450 - $800+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $400 - $750+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $3,225 - $5,025+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Glscpa

FAQ 1: What is the typical salary range (low to high) for most roles at Glscpa?
The typical annual salary range for most roles at Glscpa is approximately from $72,208 to $93,051. 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: How much does Glscpa pay compared to GO-SB?
The average annual salary at Glscpa is $82,095, or an hourly wage of $39, in comparison to GO-SB which pays $77,605 per year or $37 per hour.
FAQ 3: How does experience level affect salary at Glscpa?
Experience level is a significant factor in determining salary at Glscpa, as it is with most employers. Generally, employees with more years of relevant experience and a proven track record can command higher salaries. For example, a senior-level role will typically have a higher pay band than an entry-level or mid-career position within the same job family.
FAQ 4: How can I determine if a salary offer from Glscpa in Chicago is fair given the local cost of living?
To determine if a salary offer from Glscpa in Chicago is fair, first compare the gross salary to our data for similar roles at Glscpa and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Chicago" to understand its purchasing power.
FAQ 5: Why might an individual's actual salary at Glscpa differ from the ranges shown here?
An individual's actual salary at Glscpa 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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