$799,524 / year
Salary Range: $613,152 - $1,005,444
Executive
$86,384 / year
Salary Range: $78,006 - $94,327
Purchasing
$80,622 / year
Salary Range: $73,418 - $88,585
Product and Brand Marketing
$67,796 / year
Salary Range: $62,190 - $73,839
Media and Communications
$91,261 / year
Salary Range: $80,437 - $102,965
Las Vegas, NV
$92,411 / year
Salary Range: $81,455 - $104,258
Schenectady, NY
$81,241 / year
Salary Range: $71,604 - $91,649
Dalton, GA
$99,046 / year
Salary Range: $87,301 - $111,745
Davis, CA
$103,423 / year
Salary Range: $91,159 - $116,683
Beverly Hills, CA
$112,357 / year
Salary Range: $99,030 - $126,768
San Francisco, CA
$102,674 / year
Salary Range: $90,499 - $115,842
Vallejo, CA
$107,695 / year
Salary Range: $94,916 - $121,500
Brooklyn, NY
$104,752 / year
Salary Range: $92,332 - $118,183
Englishtown, 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) | $2,500 - $3,800+ | A significant portion of Cupcakes & Cashmere salary. Location choices impact this heavily. |
| Utilities (Basic) | $150 - $250 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $100 (Metro TAP card varies) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $450 - $700 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $500 - $1,000+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $350 - $700+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $4,050 - $6,450+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
The average annual total compensation for employees at Cupcakes & Cashmere is approximately $103,286. However, this is an aggregate figure, actual salaries can range significantly, typically from $91,040 to $116,537, depending on factors like job role, experience, and location.
The average annual salary at Cupcakes & Cashmere is $103,286, or an hourly wage of $50, in comparison to Sattra LLC which pays $91,261 per year or $44 per hour.
The lowest-paying job at Cupcakes & Cashmere is a Social Media Coordinator with a salary of $67,796 per year. The lowest- paying job depends heavily on the specific role, location, whether it's an hourly or salaried position, and if it's full-time, part-time, or an internship. Generally, entry-level positions might represent the lower end of the pay scale.
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 Cupcakes & Cashmere for applicable roles. Certifications demonstrate a verified level of expertise and commitment to a profession, making candidates more competitive.
While some companies offer formal COLA, many, including potentially Cupcakes & Cashmere, 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.
Most companies, likely including Cupcakes & Cashmere, 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.
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