| Competitor / Benchmark | Avg. Salary | Variance | Primary Market Influence Factor & Explanation |
|---|---|---|---|
| Moore Foot | $82,232 |
-7.7%
|
Reflects market rates for standard general contracting, differing from specialized roles. |
| Family Medical Center of La Grange Ltd | $96,599 |
+8.4%
|
Reflects structural premiums typical of Family Medical Center of La Grange Ltd's large-cap national operations. |
| High Lakes Health Care Gynecology | $91,831 |
+3.1%
|
Driven by niche technical certifications required for High Lakes Health Care Gynecology's specialized projects. |
| Guilford Psychological Services | $98,402 |
+10.4%
|
Reflects a supply-demand imbalance for the specific talent Guilford Psychological Services targets. |
| Healthcare Industry | $121,907 |
+36.8%
|
Pay variances are driven by organizational scale, specialized skill requirements, or geographic cost-of-living factors. |
$82,232 / year
Salary Range: $72,245 - $93,259
Asheville, NC
$96,599 / year
Salary Range: $84,836 - $109,587
La Grange, IL
$91,831 / year
Salary Range: $80,639 - $104,221
Bend, OR
$98,402 / year
Salary Range: $86,449 - $111,599
Guilford, CT
$88,540 / year
Salary Range: $77,780 - $100,417
South Burlington, VT
$88,181 / year
Salary Range: $77,468 - $100,002
Washington, PA
$84,532 / year
Salary Range: $74,261 - $95,868
Jacksonville, FL
$107,611 / year
Salary Range: $94,531 - $122,037
New York City, NY
$96,831 / year
Salary Range: $85,065 - $109,806
Marlton, NJ
Get an estimated calculation of how much you should be earning and insight into your career options.
| Expense Category | Estimated Monthly Cost | Key Considerations / Notes |
|---|---|---|
| Housing (1-BR Apt Rent) | $1,600 - $2,500+ | A significant portion of Wellness Brain & Spine salary. Location choices impact this heavily. |
| Utilities (Basic) | $130 - $220 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $41.25 (CapMetro monthly pass) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $440 - $650 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $500 - $950+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $400 - $750+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $3,111 - $5,071+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
Salary.com estimates that the average total compensation package at Wellness Brain & Spine, which can include base salary, potential bonuses, and benefits, is around $89,099 annually . Total compensation provides a more holistic view of an employee's earnings.
The average annual salary at Wellness Brain & Spine is $89,099, or an hourly wage of $43, in comparison to Moore Foot which pays $82,232 per year or $40 per hour.
Yes, salaries often differ between departments at Wellness Brain & Spine 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.
Salary progression from an entry-level to a senior role at Wellness Brain & Spine 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.
To determine if a salary offer from Wellness Brain & Spine in Austin is fair, first compare the gross salary to our data for similar roles at Wellness Brain & Spine and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Austin" to understand its purchasing power.
Yes, promotions at Wellness Brain & Spine 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.
The trusted data and intuitive software your organization needs to get pay right.
Explore CompAnalyst ®Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.
Surveys & Data SetsReal-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.
SalaryIQTMIf your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.
Compensation Planning