The salary of a Commercial Loan Manager in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of March 01, 2025, the average annual salary for a Commercial Loan Manager in the United States is $153,625. According to Salary.com, salaries can range from a low of $115,269 to a high of $186,832, with most professionals earning between $133,548 and $171,007.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $171,007 | $14,251 | $3,289 | $82 |
| Average | $153,625 | $12,802 | $2,954 | $74 |
| 25th Percentile | $133,548 | $11,129 | $2,568 | $64 |
An entry-level Commercial Loan Manager with less than 1 year of experience earns about $143,137. With 1-2 years of experience, the average salary increases to $144,635. For 2-4 years of experience, the pay typically rises to $147,033. Senior-level professionals with 5-8 years of experience earn around $150,029, and those with over 8 years of experience can expect an average of $154,144.
| Levels | Salary |
|---|---|
| Entry Level Commercial Loan Manager | $143,137 |
| Intermediate Level Commercial Loan Manager | $144,635 |
| Senior Level Commercial Loan Manager | $147,033 |
| Specialist Level Commercial Loan Manager | $150,029 |
| Expert Level Commercial Loan Manager | $154,144 |
| Entry Level | 7% |
| Mid Level | 6% |
| Senior Level | 4% |
| Top Level | 2% |
| Experienced | 0% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of March 01, 2025, our research reveals a significant shift in Commercial Loan Manager compensation over the past six years. For example, the median salary increased from $112,588 in 2023 to approximately $114,099 in 2024. (For a detailed analysis of Commercial Loan Manager salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of Commercial Loan Manager information for you to search for. Click on search button below to see Commercial Loan Manager job openings or enter a new job title here.
Here are companies hiring for Commercial Loan Manager and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $153,625 | 74.1% | ||
| Bonus | $0 | 0.0% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $11,752 | 5.7% | ||
| 401K/403B | $7,220 | 3.5% | ||
| Disability | $1,229 | 0.6% | ||
| Healthcare | $6,056 | 2.9% | ||
| Pension | $8,449 | 4.1% | ||
| Time Off | $18,908 | 9.1% | ||
| Total Compensation | $207,239 | 100% | ||
| Degree Level | % of user with this level of education |
|---|---|
| High School | 2.0% |
| Associates | 4.0% |
| Bachelors | 50.0% |
| Masters | 44.0% |
What Am I Worth?
The average annual salary of Commercial Loan Manager is $153,625. In case you are finding an easy salary calculator, the average hourly pay of Commercial Loan Manager is $74; the average weekly pay of Commercial Loan Manager is $2,954; the average monthly pay of Commercial Loan Manager is $12,802.
A Commercial Loan Manager's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Commercial Loan Manager earns the most in San Jose, CA, where the annual salary of a Commercial Loan Manager is $192,799.
The highest pay for Commercial Loan Manager is $186,832.
The lowest pay for Commercial Loan Manager is $115,269.
Manages a team of commercial loan officers to build commercial loan business within a designated market. Provides operational guidance to loan officers and approves requests for loans beyond the officers' approval limits. May personally handle the most complex loans and most difficult credit approvals. Adheres to all regulatory requirements and internal risk and operating policies and procedures. Builds a high-performance lending team with individual mentoring, coaching, and professional development opportunities. Typically requires a bachelor's degree. Typically reports to a director. Supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. Typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Influencing: The ability to impact behaviors and decisions within and outside our organization in direct, indirect and intangible ways.
Performance Review: Assessing employee performance and identifying strengths and weaknesses to promote communication and provide constructive performance feedback.
Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
Salary.com provides salary estimates, histograms, trends, and comparisons using data from employer job postings and third-party sources.
We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
With the most extensive online, real-time compensation data available, Salary.com helps you pinpoint your exact pay target.
