$93,751 / year
Salary Range: $82,371 - $106,124
Dallas, TX
$98,307 / year
Salary Range: $86,375 - $111,282
Worcester, MA
$80,819 / year
Salary Range: $71,008 - $91,491
Bristol, VA
$104,404 / year
Salary Range: $91,736 - $118,183
Bethesda, MD
$91,884 / year
Salary Range: $80,712 - $104,051
Cary, NC
$120,669 / year
Salary Range: $106,004 - $136,645
Santa Clara, CA
$104,183 / year
Salary Range: $91,516 - $117,976
Farmington, CT
$104,562 / year
Salary Range: $91,874 - $118,354
Rockville, MD
$116,176 / year
Salary Range: $102,082 - $131,511
Sunnyvale, CA
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) | $1,700 - $2,600+ | A significant portion of AquaWalls salary. Location choices impact this heavily. |
| Utilities (Basic) | $120 - $210 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | Metro Transit (varies) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $450 - $670 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $480 - $850+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $410 - $760+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $3,210 - $5,090+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
AquaWalls pays its employees an average of $98,075 per year. The average salary at AquaWalls range from $86,174 to $111,013 per year. 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.
The salary at AquaWalls is higher than its peer company. The average annual salary at AquaWalls is $98,075, or an hourly wage of $47, in comparison to Vincent Serafino Geary Waddell Jenevein PC which pays $93,751 per year or $45 per hour.
The higher-paying job at AquaWalls, according to our data, include Chief Financial Officer (avg. $395,808 per year), National Account Executive (avg. $241,756 per year), and Vice President, Sales (avg. $215,196 per year). Pay for these roles reflects significant responsibility, specialized skills and experience.
Salary progression with years of experience at AquaWalls is typical. Generally, as employees gain more relevant experience, develop more skills, and take on greater responsibilities, their earning potential increases. For example, a role with 5-7 years of experience will usually pay more than the same role requiring 0-2 years.
Yes, it's very likely that salaries at AquaWalls vary by office location. Companies often adjust pay based on local market rates, cost of living, and talent competition in different geographic areas. For instance, a role in a high-cost city like New York City may offer a higher nominal salary than the same role in a lower-cost city like Omaha, NE. Our Cost of Living Insights for Minnetonka section provides more context.
AquaWalls typically offers a comprehensive benefits package that adds significant value to an employee's total compensation. Common benefits include health, dental, and vision insurance, a 401(k) plan often with a company match, paid time off. For example, a strong 401(k) match or excellent, low-cost health insurance can be worth thousands of dollars annually, effectively increasing your overall earnings beyond your base salary. For a more detailed list of benefits, please see our "Employee Benefits at AquaWalls" section on this page.
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