CU NextGen Salary

CU NextGen Salary

How much does the CU NextGen Pay for employees?

Salaries

Job Openings

Similar Company

Reviews

Overview

FAQ

Recommended HR Topics
Global Market Data Hot Insights on Your Competitors' PayNew Compensation Planning Hot Develop a Job Description Pay Equlity Benefits Consulting
As of April 2026, the average annual salary for employees at CU NextGen in the United States is $95,375. This translates to an approximate hourly wage of $46. Salaries at CU NextGen typically range from $83,663 to $108,075 annually, reflecting the diverse roles and experience levels within the company. CU NextGen’s salaries are influenced by a wide range of factors including job role, department, years of experience, and location.
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

How Much Does CU NextGen Pay for Different Roles?

Explore detailed salary information for specific jobs at CU NextGen. The table below outlines the annual salary ranges for popular roles within the company, helping you benchmark potential earnings. Use 'View by Card/Table' option to find the data most relevant to your career path.
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
How accurate does the salary look to you?

Current Job Openings at CU NextGen

Ready for your next career move? Explore current job openings at CU NextGen. Use the search tool below to find available positions by title and location and apply directly to start your career.

Is CU NextGen’s Pay Competitive? Salary Benchmarking Analysis

How does CU NextGen’s compensation stack up against the market? This analysis visualizes their annual average salary compared to its industry benchmark and key peer companies.
Peer Company & Industry Benchmarking
180k
150k
120k
90k
60k
30k
0
Average Salary ($/year)
CU NextGen
Financial Services
Odyssey Capital Group LLC
FSADB Inc
Industry Comparison
Our data shows that, on average, compensation at CU NextGen is below the average for the U.S. Financial Services industry by approximately 22%. This positioning suggests their pay is below the market average within their sector.
Peer Company Comparison
To provide a broader market perspective, we compared CU NextGen average annual salary with several similar companies. CU NextGen average salary of $95,375 is higher than Odyssey Capital Group LLC, which has an average salary of $88,160. It is lower than FSADB Inc, with their average salary at $107,917. This places CU NextGen in a mid-range position among its peers.
See Your True Competitors
The companies behind the question marks could be hiring your best people. Don't operate with incomplete data. Unlock your full competitive view with Salary.com for Business to precisely benchmark salaries, benefits, and more against your true competitors.

How CU NextGen's Salaries Compare to Similar Companies?

Explore companies in the same industry to compare average salaries, benefits, and career opportunities with those at CU NextGen. Click a company name to learn more.

Employee Reviews: Working at CU NextGen

Considering a career at CU NextGen? Explore authentic employee reviews to learn about the work environment, career growth opportunities, pay transparency and benefits. These first-hand insights can help you set realistic compensation expectations and make informed career decisions.
Reverse mentoring keeps leaders learning. Transparent goals align with employee efforts. It’s inspiring to work for a financial institution that truly walks the talk when it comes to DEI. I've built solid technical skills and meaningful relationships. Flexible scheduling options and a reasonable workload allow me to excel professionally while also maintaining a healthy life outside of the office.
Commented in May 25, 2025
44
0
Career progression is transparent, with clear paths to promotion. What stands out is the mutual respect among colleagues at all levels. Environmental impact is considered in operations. Limited flexibility in some scheduling areas. The firm offers good job security and structured roles but limited flexibility. It’s an energizing, supportive atmosphere for professionals looking to expand their skil...
Commented in July 14, 2024
39
2
Goals align with both company objectives and personal growth. There’s a genuine effort to match people’s roles with their long-term strengths and interests. Seeing clients achieve their goals through our work is incredibly rewarding.
Commented in February 24, 2024
33
0

CU NextGen Overview

Website
www.cunextgen.com
Founded In
2020
Employees
<25 employees
Industry
Financial Services
Headquarter Address
1013 Centre Rd Wilmington Delaware DE 19805
Revenue
$5 Million - $10 Million
Phone Number
+1 8003113928
Social Media
About CU NextGen
CU NextGen is the CUSO dedicated to bringing next-generation technology to credit unions, helping them improve the service delivered to their members, the daily experiences of their staff members, and the efficiency of their operations. CU NextGen is a partnership between Members Development Company, a consortium of nearly 70 large and future-focused credit unions, and ClaySys Technologies, a tech

What Benefits Does CU NextGen Offer Beyond Salary?

A competitive compensation package is more than just a salary. CU NextGen offers a comprehensive benefits package designed to support your health, financial future, and overall well-being. Below are the most common key benefits:
Social Security
401(K)
Disability
Healthcare
Pension
Time Off (days)
Work at CU NextGen?
Share your experience
How Much Should You Be Earning?

Get an estimated calculation of how much you should be earning and insight into your career options.

Get estimated pay range See more details
illustration

What Is the Cost of Living Near Wilmington?

Understanding the cost of living near Wilmington is key to truly evaluating a salary offer or your current compensation at CU NextGen.
Wilmington's Cost of Living Index is approximately 98.5 (1.5% less expensive than US average; 4.3% less than DE average). Largest DE city, financial center, relatively affordable housing for a mid-Atlantic city. DART First State, SEPTA/Amtrak. When planning your budget based on a salary from CU NextGen, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,200 - $1,800+ A significant portion of CU NextGen salary. Location choices impact this heavily.
Utilities (Basic) $160 - $260 Electricity, Heating, Cooling, Water etc.
Public Transportation $60 (DART 30-day pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $400 - $590 Can be higher with more dining out or specialty stores.
Personal & Leisure $350 - $650+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $380 - $700+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,550 - $4,000+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

FAQs of CU NextGen

1. What is the estimated average total compensation at CU NextGen?

Salary.com estimates that the average total compensation package at CU NextGen, which can include base salary, potential bonuses, and benefits, is around $95,375 annually . Total compensation provides a more holistic view of an employee's earnings.

2. How much does CU NextGen pay compared to Odyssey Capital Group LLC?

The average annual salary at CU NextGen is $95,375, or an hourly wage of $46, in comparison to Odyssey Capital Group LLC which pays $88,160 per year or $42 per hour.

3. Do salaries differ significantly between departments at CU NextGen?

Yes, salaries often differ between departments at CU NextGen 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.

4. What's the typical salary progression for an employee moving from an entry-level to a senior role at CU NextGen?

Salary progression from an entry-level to a senior role at CU NextGen 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.

5. How can I determine if a salary offer from CU NextGen in Wilmington is fair given the local cost of living?

To determine if a salary offer from CU NextGen in Wilmington is fair, first compare the gross salary to our data for similar roles at CU NextGen and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Wilmington" to understand its purchasing power.

6. Are promotions at CU NextGen usually accompanied by a significant salary increase?

Yes, promotions at CU NextGen 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.

For Employer

What Should I Pay?

The trusted data and intuitive software your organization needs to get pay right.

Explore CompAnalyst ®
Looking for Accurate Salary Data?

Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.

Surveys & Data Sets
Unlock Intelligence on Your Competitors' Salaries Across 35 Countries

Real-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.

SalaryIQTM
The Only Compensation System That Helps You EXCEL.

If your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.

Compensation Planning