Second Spectrum Salary

Second Spectrum Salary

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As of June 2026, the average annual salary for employees at Second Spectrum in the United States is $104,904. This translates to an approximate hourly wage of $50. Salaries at Second Spectrum typically range from $92,559 to $118,275 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Second Spectrum Pay for Different Roles?

Explore detailed salary information for specific jobs at Second Spectrum. Based on our data, the highest paying job is the Technology Sales Executive, with an annual salary of $194,874. The table below outlines the annual salary ranges for most popular roles within the company.

Human Resources Specialist

$65,876 / year

Salary Range: $59,339 - $72,982

Human Resources

Shared Technical Service Tier I (NOC Technician I)

$75,832 / year

Salary Range: $59,863 - $99,652

Information Technology

Technology Service Coordinator

$92,764 / year

Salary Range: $78,293 - $106,861

Patient Relations

Project Coordinator, Minneapolis

$83,191 / year

Salary Range: $73,077 - $96,023

Project Planning

Business Technology Advisor

$97,171 / year

Salary Range: $85,648 - $112,022

Technical Sales

Technology Sales Executive

$194,874 / year

Salary Range: $168,175 - $223,685

Sales

Turn Insight into Opportunity: Current Job Openings

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

Website
www.globaloneseattle.com
Founded In
2013
Employees
50 - 100 employees
Industry
Software & Networking
Headquarter Location
FEDERAL
Revenue
<$5 Million
Phone Number
-
Social Media
About SECOND SPECTRUM
Second Spectrum develops a sports software platform that delivers data, analytics, visualization and video solutions.

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

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Second Spectrum's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
Decent place to work. Team collaboration is strong, making daily tasks enjoyable. The job is consistent with reasonable expectations. The work is engaging, and the team is talented.
Commented in May 05, 2025
26
3
The company operates efficiently, and the workload is distributed fairly. The company provides a standard benefits. The management team is responsive and genuinely listens to staff concerns. Enjoy the flexible shifts. Benefits like health insurance and performance bonuses are appreciated. This is a fantastic company to work for. Bonuses and incentives keep motivation high.
Commented in April 24, 2025
48
1
The company operates efficiently in the wholesale and retail space, with well-defined processes. The company values employee input and often implements suggestions. The company follows market trends, keeping operations relevant.
Commented in September 08, 2024
48
1
From wellness programs to performance bonuses, they go the extra mile. The company fosters a positive work environment. The company operates efficiently, and the processes are well-structured. The workload is reasonable, and the team is cooperative. The team is supportive, and the company offers good growth opportunities.
Commented in August 13, 2024
40
3
Flexible schedules and fair pay. The workload is manageable, and the hours are consistent. I enjoy working here—great colleagues and a supportive management team.
Commented in April 01, 2024
24
1

How Second Spectrum's Salaries Compare to Similar Companies?

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

Is Second Spectrum’s Pay Competitive? Salary Benchmarking Analysis

How does Second Spectrum'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
SCSORLANDO $88,248
-15.9%
Reflects market rates for standard general contracting, differing from specialized roles.
SAD DAD $88,879
-15.3%
SAD DAD may offer non-monetary perks in lieu of competitive base salaries.
SEASIDE SOCIAL MEDIA $99,676
-5.0%
SEASIDE SOCIAL MEDIA operates with a leaner overhead structure, impacting base wage offers.
SEARCHSTARS $90,325
-13.9%
Normalized for lower cost-of-living zones where SEARCHSTARS primarily operates.
Software & Networking Industry $126,859
+20.9%
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 Los Angeles?

Understanding the cost of living near Los Angeles is key to truly evaluating a salary offer or your current compensation at Second Spectrum.
Los Angeles' Cost of Living Index is approximately 173.3 (73.3% more expensive than US average; 23.9% more than CA average). Driven by extremely expensive housing, high transportation costs, and above-average goods/services. When planning your budget based on a salary from Second Spectrum, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $2,500 - $3,800+ A significant portion of Second Spectrum salary. Location choices impact this heavily.
Utilities (Basic) $150 - $250 Electricity, Heating, Cooling, Water etc.
Public Transportation $100 (Metro TAP card varies) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $450 - $700 Can be higher with more dining out or specialty stores.
Personal & Leisure $500 - $1,000+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $350 - $700+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $4,050 - $6,450+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Second Spectrum

FAQ 1: What is the estimated average total compensation at Second Spectrum?
Salary.com estimates that the average total compensation package at Second Spectrum, which can include base salary, potential bonuses, and benefits, is around $104,904 annually . Total compensation provides a more holistic view of an employee's earnings.
FAQ 2: How much does Second Spectrum pay compared to SCSORLANDO?
The average annual salary at Second Spectrum is $104,904, or an hourly wage of $50, in comparison to SCSORLANDO which pays $88,247 per year or $42 per hour.
FAQ 3: What's the typical salary progression for an employee moving from an entry-level to a senior role at Second Spectrum?
Salary progression from an entry-level to a senior role at Second Spectrum can be significant, often involving several promotions and substantial pay increases. For example, an entry-level Analyst might see their salary potentially double or more as they progress to a Senior Manager or Director position over several years, assuming strong performance and development.
FAQ 4: How can I determine if a salary offer from Second Spectrum in Los Angeles is fair given the local cost of living?
To determine if a salary offer from Second Spectrum in Los Angeles is fair, first compare the gross salary to our data for similar roles at Second Spectrum and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Los Angeles" to understand its purchasing power.
FAQ 5: Are promotions at Second Spectrum usually accompanied by a significant salary increase?
Yes, promotions at Second Spectrum are generally accompanied by a salary increase. The amount of the increase typically reflects the greater responsibilities, skills, and scope of the new role. The percentage increase can vary widely depending on the level of promotion and the company's compensation structure.

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