Second-61 LLC Salary

Second-61 LLC Salary

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As of June 2026, the average annual salary for employees at Second-61 LLC in the United States is $84,827. This translates to an approximate hourly wage of $41. Salaries at Second-61 LLC typically range from $74,554 to $95,966 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Second-61 LLC Pay for Different Roles?

Explore detailed salary information for specific jobs at Second-61 LLC. Based on our data, the highest paying job is the Service Desk Analyst, with an annual salary of $45,130. The table below outlines the annual salary ranges for most popular roles within the company.
How accurate does the salary look to you?

Current Job Openings at Second-61 LLC

Ready for your next career move? Explore current job openings at Second-61 LLC. Use the search tool below to find available positions by title and location and apply directly to start your career.

Is Second-61 LLC’s Pay Competitive? Salary Benchmarking Analysis

How does Second-61 LLC'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
Logan Financial Services Corp $94,436
+11.3%
Reflects a supply-demand imbalance for the specific talent Logan Financial Services Corp targets.
Bold Line Design $82,475
-2.8%
Aligns perfectly with prevailing regional benchmarks for this specific job family.
FbBusiness $88,012
+3.8%
Reflects structural premiums typical of FbBusiness's large-cap national operations.
Kirsten Kelli LLC $88,624
+4.5%
Adjusted for higher cost-of-living indices in Kirsten Kelli LLC's primary metro hubs.
Business Services Industry $120,931
+42.6%
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 Second-61 LLC's Salaries Compare to Similar Companies?

Explore companies in the same industry to compare average salaries, benefits, and career opportunities with those at Second-61 LLC. Click a company name to learn more.

Employee Reviews: Working at Second-61 LLC

Considering a career at Second-61 LLC? 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's rare to find an organization this large that still makes every employee feel valued and heard. The work environment is professional, though not particularly social. The company values structure and compliance, making it a dependable environment. While the company offers stability and job security, opportunities for upward movement are limited unless you're in specific departments. Every team ...
Commented in May 20, 2025
49
2
Everyone is genuinely happy to help each other succeed. Benefits are adequate, and work hours are generally reasonable. It’s a modern approach that I really value. This commitment to providing the right resources shows that they value our time and want to empower us to work as productively as possible. Open-door policy works well. The transition to a new project or team is always handled smoothly....
Commented in February 09, 2025
40
0
This structured approach helps maintain quality and efficiency across different client engagements. Advancement seems affect a creative contributions aren't always encouraged or recognized. Advancement is possible but generally performance-based. Leadership encourages transparency and regular check-ins, which makes you feel seen and valued.
Commented in January 04, 2024
39
3

Second-61 LLC Overview

Website
www.second-61.com
Founded In
2018
Employees
<25 employees
Industry
Business Services
Headquarter Address
215 Maple St Florence Colorado CO 81226
Revenue
<$5 Million
Phone Number
+1 7192425761
Social Media
About Second-61 LLC
Our teams deliver fractional to full outsource IT services, security, procedural, and technology organizational consulting and managed solutions. Technology is a business tool, it should be available, reliable, secure, and performance driven to make your business thrive. Technology should support the business, not the other way around. What's with the Name? Second-61 was founded in Canon City, CO

What Benefits Does Second-61 LLC Offer Beyond Salary?

A competitive compensation package is more than just a salary. Second-61 LLC 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)
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What Is the Cost of Living Near Colorado Springs?

Understanding the cost of living near Colorado Springs is key to truly evaluating a salary offer or your current compensation at Second-61 LLC.
Colorado Springs' Cost of Living Index is approximately 100.9 (0.9% more expensive than US average; 4.2% less than CO average). Military presence (Air Force Academy, Fort Carson), housing near US avg, scenic. When planning your budget based on a salary from Second-61 LLC, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,300 - $1,900+ A significant portion of Second-61 LLC salary. Location choices impact this heavily.
Utilities (Basic) $120 - $210 Electricity, Heating, Cooling, Water etc.
Public Transportation $60 (MMT monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $400 - $590 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) $2,590 - $4,020+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

FAQs of Second-61 LLC

1. What is the typical salary range (low to high) for most roles at Second-61 LLC?

The typical annual salary range for most roles at Second-61 LLC is approximately from $74,554 to $95,966. 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 Second-61 LLC pay compared to Logan Financial Services Corp?

The average annual salary at Second-61 LLC is $84,827, or an hourly wage of $41, in comparison to Logan Financial Services Corp which pays $94,436 per year or $45 per hour.

3. How does experience level affect salary at Second-61 LLC?

Experience level is a significant factor in determining salary at Second-61 LLC, 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.

4. How can I determine if a salary offer from Second-61 LLC in Colorado Springs is fair given the local cost of living?

To determine if a salary offer from Second-61 LLC in Colorado Springs is fair, first compare the gross salary to our data for similar roles at Second-61 LLC and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Colorado Springs" to understand its purchasing power.

5. What factors influence salary increases at Second-61 LLC?

Salary increases at Second-61 LLC are likely influenced by a combination of factors, including: individual employee performance against set goals, overall company performance and profitability, budget availability, changes in the market rate for similar roles (market adjustments), and sometimes cost-of-living increases.

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