Salary AI Book a Demo
Jones & Anderson CPA Group Salary

Jones & Anderson CPA Group Salary

Salaries

Job Openings

Similar Company

Reviews

Overview

FAQ

Recommended HR Topics
Global Market Data Hot Insights on Your Competitors' PayNew Compensation Planning Hot Develop a Job Description Pay Equlity Benefits Consulting
As of August 2026, the average annual salary for employees at Jones & Anderson CPA Group in the United States is $84,416. This translates to an approximate hourly wage of $41. Salaries at Jones & Anderson CPA Group typically range from $74,188 to $95,503 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Jones & Anderson CPA Group Pay for Different Roles?

Explore detailed salary information for specific jobs at Jones & Anderson CPA Group. Based on our data, the highest paying job is the Director, Operations & Marketing, with an annual salary of $145,178. The table below outlines the annual salary ranges for most popular roles within the company.
How accurate does the salary look to you?

Is Jones & Anderson CPA Group’s Pay Competitive? Salary Benchmarking Analysis

How does Jones & Anderson CPA Group'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
Archambault and Associates $98,360
+16.5%
Data suggests Archambault and Associates's workforce skews heavily towards veteran, high-tenure roles.
Whitewater Tax & Consulting Inc $85,281
+1.0%
Aligns perfectly with prevailing regional benchmarks for this specific job family.
Joseph A Schilz $87,327
+3.4%
Adjusted for higher cost-of-living indices in Joseph A Schilz's primary metro hubs.
Absolute Numbers LLC $105,712
+25.2%
Reflects structural premiums typical of Absolute Numbers LLC's large-cap national operations.
Business Services Industry $120,931
+43.3%
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.

How Jones & Anderson CPA Group's Salaries Compare to Similar Companies?

Explore companies in the same industry to compare average salaries, benefits, and career opportunities with those at Jones & Anderson CPA Group. Click a company name to learn more.

Employee Reviews: Working at Jones & Anderson CPA Group

Considering a career at Jones & Anderson CPA Group? Explore authentic employee reviews to learn about the work environment, career growth opportunities, pay transparency and benefits. These first-hand insights can help you set realistic compensation expectations and make informed career decisions.
It was a generous acknowledgment of our hard work and the company's success. From specialized financial workshops to support for industry certifications, the company ensures we stay ahead in a dynamic market. It's refreshing to work for a company that truly values employee wellbeing. Overall a competent environment with reasonable expectations. The leadership team is approachable and listens to em...
Commented in May 10, 2025
16
1
It’s a good fit if you prefer predictability over dynamic challenges. Everyone is genuinely happy to help each other succeed. From day one, their responsiveness and attention to detail stood out. The diversity and inclusion initiatives are more than just talk; they're put into practice. Organized structure and open culture. Employees are given room to grow, and cross-departmental moves are encoura...
Commented in December 28, 2024
12
1
Benefits and compensation are competitive, but the overall work lacks inspiration. Leadership stays accessible, and progress is measured fairly. It’s a fine place to work if you prefer structure and routine.
Commented in February 25, 2024
15
0

Jones & Anderson CPA Group Overview

Website
www.franklinincpa.com
Founded In
2002
Employees
<25 employees
Industry
Business Services
Headquarter Address
198 N Main St Franklin Indiana IN 46131
Revenue
<$5 Million
Phone Number
+1 3177366500
Social Media
About Jones & Anderson CPA Group
Jones & Anderson CPA Group has been serving our clients since 1984. Our experienced staff is dedicated to providing timely, accurate, relevant and cost effective services. We take pride in our long successful relationships with the businesses, families and individuals we serve. We would like to work for you and provide quality: Tax preparation and planning Financial statement audits, reviews and c

What Benefits Does Jones & Anderson CPA Group Offer Beyond Salary?

A competitive compensation package is more than just a salary. Jones & Anderson CPA Group offers a comprehensive benefits package designed to support your health, financial future, and overall well-being. Below are the most common key benefits:
Social Security
401(K)
Disability
Healthcare
Pension
Time Off (days)
Work at Jones & Anderson CPA Group?
Share your experience
How Much Should You Be Earning?

Get an estimated calculation of how much you should be earning and insight into your career options.

Get estimated pay range See more details
illustration

What Is the Cost of Living Near Indianapolis?

Understanding the cost of living near Indianapolis is key to truly evaluating a salary offer or your current compensation at Jones & Anderson CPA Group.
Indianapolis' Cost of Living Index is approximately 83.5 (16.5% less expensive than US average; 7.8% less than IN average). State capital, affordable housing, growing downtown. IndyGo bus. When planning your budget based on a salary from Jones & Anderson CPA Group, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $950 - $1,400+ A significant portion of Jones & Anderson CPA Group salary. Location choices impact this heavily.
Utilities (Basic) $140 - $230 Electricity, Heating, Cooling, Water etc.
Public Transportation $60 (IndyGo monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $380 - $560 Can be higher with more dining out or specialty stores.
Personal & Leisure $350 - $650+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $360 - $670+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,240 - $3,510+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

FAQs of Jones & Anderson CPA Group

1. What is the typical salary range (low to high) for most roles at Jones & Anderson CPA Group?

The typical annual salary range for most roles at Jones & Anderson CPA Group is approximately from $74,188 to $95,503. 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.

2. How much does Jones & Anderson CPA Group pay compared to Archambault and Associates?

The average annual salary at Jones & Anderson CPA Group is $84,416, or an hourly wage of $41, in comparison to Archambault and Associates which pays $98,360 per year or $47 per hour.

3. Do salaries differ significantly between departments at Jones & Anderson CPA Group?

Yes, salaries often differ between departments at Jones & Anderson CPA Group 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.

4. How does experience level affect salary at Jones & Anderson CPA Group?

Experience level is a significant factor in determining salary at Jones & Anderson CPA Group, 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.

5. How can I determine if a salary offer from Jones & Anderson CPA Group in Indianapolis is fair given the local cost of living?

To determine if a salary offer from Jones & Anderson CPA Group in Indianapolis is fair, first compare the gross salary to our data for similar roles at Jones & Anderson CPA Group and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Indianapolis" to understand its purchasing power.

6. What are the key factors that influence salary levels at Jones & Anderson CPA Group?

Several key factors influence salary levels at Jones & Anderson CPA Group. These primarily include: 1. Job Role & Responsibilities: More complex roles with greater impact typically command higher pay. 2. Experience & Skills: Your years of relevant experience and specific in-demand skills are critical. 3. Performance: Strong performance can lead to higher raises and bonuses. 4. Location: Office location impacts pay due to varying local market rates and cost of living. 5. Industry Benchmarks: Jones & Anderson CPA Group likely benchmarks its salaries against other companies in the Business Services sector. You can explore how these factors play out in our detailed salary data.

For Employer

What Should I Pay?

The trusted data and intuitive software your organization needs to get pay right.

Explore CompAnalyst ®
Looking for Accurate Salary Data?

Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.

Surveys & Data Sets
Unlock Intelligence on Your Competitors' Salaries Across 35 Countries

Real-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.

SalaryIQTM
The Only Compensation System That Helps You EXCEL.

If your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.

Compensation Planning