Salary AI Book a Demo
Hancock & Dana Salary

Hancock & Dana Salary

How Much Does Hancock & Dana Pay for employees?

Salaries

Job Openings

Overview

Reviews

Similar Company

FAQ

Recommended HR Topics
Compensation Planning Hot Insights on Your Competitors' PayNew Global Market Data New Develop a Job Description Pay Equlity Benefits Consulting
As of October 2026, the average annual salary for employees at Hancock & Dana in the United States is $73,606. This translates to an approximate hourly wage of $35. Salaries at Hancock & Dana typically range from $64,746 to $83,423 annually, reflecting the diverse roles and experience levels within the company. Hancock & Dana’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 Hancock & Dana Pay for Different Roles?

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.

Full Time IT Project Coordinator (2220m)

$60,272 / year

Salary Range: $52,965 - $68,350

Special Events

FT Family Law Paralegal Buckhead (2218)

$94,236 / year

Salary Range: $84,938 - $104,490

Legal

FT Project Coordinator (2220)

$111,722 / year

Salary Range: $95,413 - $126,138

Human Resources

FT - Family Law Paralegal Marietta (2219)

$89,988 / year

Salary Range: $80,932 - $100,162

Legal

FT Administrative Assistant/Research Assistant - Perimeter Area (2202)

$66,604 / year

Salary Range: $59,838 - $74,153

Administrative Assistant IV

FT Office Manager (2214)

$94,664 / year

Salary Range: $82,057 - $105,947

Management

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.

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Hancock & Dana.
Loading results...

About Hancock & Dana: Company Profile

Website
www.hancockdana.com
Founded In
1985
Employees
25 - 50 employees
Industry
Business Services
Headquarter Location
OMAHA
Revenue
<$5 Million
Phone Number
-
Social Media

Employee Reviews: Insights on Salary, Culture & Work-Life

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Hancock & Dana's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
I’ve built strong professional relationships here that will last a lifetime. The work can be repetitive, and there’s minimal variation in daily tasks. Brainstorming sessions are collaborative, and the best ideas are always put into action. The ethical standards and integrity of this company are top-notch. Positive team culture and steady workflow.
Commented in April 05, 2025
16
0
Professional development is encouraged here. Training programs help skill development. Training is offered, but often generalized. Fair pricing, average delivery.
Commented in March 30, 2025
23
0
What really stands out is how employee feedback is actively sought and implemented. Working here has been a rewarding experience with ample opportunities for professional growth. This makes it easy to adapt to new challenges and contribute effectively right away, without the usual friction of internal changes.
Commented in August 27, 2024
13
3
The company offers solid professional development. The training and development opportunities are excellent. Empowering leadership and creative freedom. Mentorship programs, frequent check-ins, and clear career tracks make the company stand out. Supportive management and flexible work hours. The company’s commitment to diversity and inclusion is genuine. What I love most is the emphasis on open co...
Commented in June 30, 2024
8
1
Collaboration across departments is encouraged, making projects enjoyable and productive. It’s exciting to be able to own a piece of the company I work for. This structured approach helps maintain quality and efficiency across different client engagements.
Commented in March 06, 2024
38
2

How Hancock & Dana's Salaries Compare to Similar Companies?

The data below provides a snapshot of what comparable firms are paying, offering crucial context for evaluating Hancock & Dana’s pay competitiveness. Click on a company for a deeper dive.

Is Hancock & Dana’s Pay Competitive? Salary Benchmarking Analysis

How does Hancock & Dana’s compensation stack up against the market? This analysis visualizes their 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)
Hancock & Dana
Business Services
HAGA KOMMER, LTD.
HAGEN KURTH PERMAN, CPAS
Industry Comparison
Our data shows that, on average, compensation at Hancock & Dana is below the average for the U.S. Business Services industry by approximately 39%. This positioning suggests their pay is below the market average within their sector.
Peer Company Comparison
To provide a broader market perspective, we compared Hancock & Dana average annual salary with several similar companies. Hancock & Dana average salary of $73,606 is lower than HAGA KOMMER, LTD., which has an average salary of $76,062. It is lower than HAGEN KURTH PERMAN, CPAS, with their average salary at $85,784. This places Hancock & Dana in a developing 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.

What Is the Cost of Living Near Omaha?

Understanding the cost of living near Omaha is key to truly evaluating a salary offer or your current compensation at Hancock & Dana.
Omaha's Cost of Living Index is approximately 90.2 (9.8% less expensive than US average; 0.8% less than NE average). Largest NE city (Warren Buffett), affordable housing. Metro Transit. When planning your budget based on a salary from Hancock & Dana, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $950 - $1,400+ A significant portion of Hancock & Dana salary. Location choices impact this heavily.
Utilities (Basic) $130 - $220 Electricity, Heating, Cooling, Water etc.
Public Transportation $55 (Metro Transit monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $390 - $570 Can be higher with more dining out or specialty stores.
Personal & Leisure $360 - $680+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $370 - $690+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,255 - $3,565+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Hancock & Dana

FAQ 1: How much does a Hancock & Dana employee make?
Hancock & Dana pays its employees an average of $73,606 per year. The average salary at Hancock & Dana range from $64,746 to $83,423 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.
FAQ 2: Which similar company tend to pay more or less than Hancock & Dana?
The salary at Hancock & Dana is lesser than the similar company. The average annual salary at Hancock & Dana is $73,606, or an hourly wage of $35, in comparison to HAGA KOMMER, LTD. which pays $76,062 per year or $37 per hour.
FAQ 3: Do employees with advanced degrees (Master's, PhD) earn more at Hancock & Dana?
In many roles at Hancock & Dana, particularly those requiring specialized knowledge or research capabilities (e.g., certain engineering, scientific, or financial roles), an advanced degree like a Master's or PhD can lead to a higher starting salary and faster career progression, thus higher earnings. However, for some roles, direct experience and skills might be valued as much or more than an advanced degree. The impact varies by field and specific job requirements.
FAQ 4: How does the cost of living near Omaha affect the perceived value of a Hancock & Dana salary?
Omaha's Cost of Living Index is approximately 90.2 (9.8% less expensive than US average; 0.8% less than NE average). This significantly impacts the purchasing power of a salary from Hancock & Dana based there. Our "Cost of Living Insights for Omaha" module details this impact, helping you assess the 'real feel' value of your compensation.
FAQ 5: What kind of benefits does Hancock & Dana typically offer employees?
Hancock & Dana generally offers a range of employee benefits designed to support their workforce's health, financial well-being, and work-life balance. Comprehensive health insurance (medical, dental, vision), a 401(k) retirement savings plan (often with a company match), paid time off (PTO), and potentially disability and life insurance are included. For a more detailed list of benefits, please see our "Employee Benefits at Hancock & Dana" section on this page.

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