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Stanfield + O'dell, P.C. Salary

Stanfield + O'dell, P.C. Salary

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As of September 2026, the average annual salary for employees at Stanfield + O'dell, P.C. in the United States is $76,333. This translates to an approximate hourly wage of $37. Salaries at Stanfield + O'dell, P.C. typically range from $67,142 to $86,516 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Stanfield + O'dell, P.C. Pay for Different Roles?

Explore detailed salary information for specific jobs at Stanfield + O'dell, P.C.. 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.

Full Time IT Project Coordinator (2220m)

$60,272 / year

Salary Range: $52,965 - $68,350

Special Events

FT Family Law Paralegal Buckhead (2218)

$94,236 / year

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

Legal

FT Project Coordinator (2220)

$111,722 / year

Salary Range: $95,413 - $126,138

Human Resources

FT - Family Law Paralegal Marietta (2219)

$89,988 / year

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

Legal

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

$66,604 / year

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

Administrative Assistant IV

FT Office Manager (2214)

$94,664 / year

Salary Range: $82,057 - $105,947

Management

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Stanfield + O'dell, P.C..
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About Stanfield + O'dell, P.C.: Company Profile

Website
www.stanfieldodell.com
Founded In
1952
Employees
50 - 100 employees
Industry
Business Services
Headquarter Location
TULSA
Revenue
$5 Million - $10 Million
Phone Number
-
Social Media

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

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Stanfield + O'dell, P.C.'s culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
This company is driven by a strong vision and strategic clarity, which makes it easier to align individual goals with broader organizational success. Adequate for basic needs. They are great for team building and morale. The onboarding process here is the best I've experienced.
Commented in March 28, 2025
38
2
Leadership communicates well and leads by example, creating a sense of purpose and direction. There’s a strong focus on efficient processes and realistic deadlines, so we can deliver high-quality work without burning out. The thoughtful office design directly contributes to a more pleasant and productive work experience for everyone on the team. We often have informal get-togethers and team lunche...
Commented in November 13, 2024
13
1
Employees are encouraged to share ideas, and leadership supports innovation. We celebrate our successes together, which makes the hard work feel even more rewarding. Good entry-level opportunity, though advancement affected. Decision-making is data-driven but still considers employee feedback. Impressive for such a large organization.
Commented in November 02, 2024
37
2
Managers are generally supportive, though some departments lack proactive leadership. This creates a really enjoyable and productive work environment for a company of our moderate size. Overall, this is simply a great place to be. Benefits include health insurance, paid time off, and wellness programs. The onboarding process was smooth and welcoming. The company maintains a strong ethical foundati...
Commented in October 13, 2024
21
0
It’s reassuring to know that my family will be taken care of in any eventuality. The feedback culture is constructive and helpful. The flexible work schedule has been a game-changer for me. Employee recognition and strong culture. Work-from-home flexibility is sometimes available, depending on the role and current projects.
Commented in March 08, 2024
12
0

How Stanfield + O'dell, P.C.'s Salaries Compare to Similar Companies?

The data below provides a snapshot of what comparable firms are paying, offering crucial context for evaluating Stanfield + O'dell, P.C.’s pay competitiveness. Click on a company for a deeper dive.

Is Stanfield + O'dell, P.C.’s Pay Competitive? Salary Benchmarking Analysis

How does Stanfield + O'dell, P.C.'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
SEIDEL SCHROEDER $80,112
+5.0%
Data suggests SEIDEL SCHROEDER's workforce skews heavily towards veteran, high-tenure roles.
SHEPHERDSEARCHGROUP $84,689
+10.9%
Driven by niche technical certifications required for SHEPHERDSEARCHGROUP's specialized projects.
SISTERSON & CO. LLP $78,309
+2.6%
Suggests SISTERSON & CO. LLP utilizes a highly similar base-plus-benefits compensation model.
SHEA LABAGH DOBBERSTEIN $100,624
+31.8%
Influenced by prevailing union wage agreements specific to SHEA LABAGH DOBBERSTEIN's sector.
Business Services Industry $120,931
+58.4%
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 Tulsa?

Understanding the cost of living near Tulsa is key to truly evaluating a salary offer or your current compensation at Stanfield + O'dell, P.C..
Tulsa's Cost of Living Index is approximately 83.1 (16.9% less expensive than US average; 4.6% less than OK average). Eastern OK city, Art Deco architecture, affordable. Tulsa Transit. When planning your budget based on a salary from Stanfield + O'dell, P.C., consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $800 - $1,200+ A significant portion of Stanfield + O'dell, P.C. salary. Location choices impact this heavily.
Utilities (Basic) $140 - $230 Electricity, Heating, Cooling, Water etc.
Public Transportation $45 (Tulsa Transit monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $370 - $540 Can be higher with more dining out or specialty stores.
Personal & Leisure $300 - $600+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $350 - $650+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,005 - $3,225+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Stanfield + O'dell, P.C.

FAQ 1: What is the average salary for employees at Stanfield + O'dell, P.C.?
The average annual total compensation for employees at Stanfield + O'dell, P.C. is approximately $76,333. However, this is an aggregate figure, actual salaries can range significantly, typically from $67,142 to $86,516, depending on factors like job role, experience, and location.
FAQ 2: How much does Stanfield + O'dell, P.C. pay compared to SEIDEL SCHROEDER?
The average annual salary at Stanfield + O'dell, P.C. is $76,333, or an hourly wage of $37, in comparison to SEIDEL SCHROEDER which pays $80,111 per year or $39 per hour.
FAQ 3: How does having a professional certification impact salary for relevant roles at Stanfield + O'dell, P.C.?
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 Stanfield + O'dell, P.C. for applicable roles. Certifications demonstrate a verified level of expertise and commitment to a profession, making candidates more competitive.
FAQ 4: Does Stanfield + O'dell, P.C. offer cost-of-living adjustments (COLA) for employees in high-cost areas like Tulsa?
While some companies offer formal COLA, many, including potentially Stanfield + O'dell, P.C., 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.
FAQ 5: What's the typical process for salary reviews and raises at Stanfield + O'dell, P.C.?
Most companies, likely including Stanfield + O'dell, P.C., 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.

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