$95,934 / year
Salary Range: $84,323 - $108,587
Chandler, AZ
$96,388 / year
Salary Range: $84,717 - $109,099
Colorado Springs, CO
$104,678 / year
Salary Range: $92,002 - $118,476
Wilmington, DE
$108,560 / year
Salary Range: $95,420 - $122,878
Torrance, CA
$94,626 / year
Salary Range: $83,168 - $107,099
Lees Summit, MO
$104,794 / year
Salary Range: $92,112 - $118,622
Dover, DE
$92,179 / year
Salary Range: $81,042 - $104,307
Miami, FL
$101,841 / year
Salary Range: $89,537 - $115,232
Rocklin, CA
$100,122 / year
Salary Range: $88,007 - $113,330
Houston, TX
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) | $1,600 - $2,500+ | A significant portion of Manufacturers'Services Central US Operations Inc salary. Location choices impact this heavily. |
| Utilities (Basic) | $130 - $220 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $41.25 (CapMetro monthly pass) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $440 - $650 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $500 - $950+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $400 - $750+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $3,111 - $5,071+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
Manufacturers'Services Central US Operations Inc pays its employees an average of $96,651 per year. The average salary at Manufacturers'Services Central US Operations Inc range from $84,946 to $109,392 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 Manufacturers'Services Central US Operations Inc is higher than the similar company. The average annual salary at Manufacturers'Services Central US Operations Inc is $96,651, or an hourly wage of $46, in comparison to Turbo Resources which pays $95,934 per year or $46 per hour.
In many roles at Manufacturers'Services Central US Operations Inc, 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.
Austin's Cost of Living Index is approximately 129.5 (29.5% more expensive than US average; 39.2% more than TX average). This significantly impacts the purchasing power of a salary from Manufacturers'Services Central US Operations Inc based there. Our "Cost of Living Insights for Austin" module details this impact, helping you assess the 'real feel' value of your compensation.
Manufacturers'Services Central US Operations Inc 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 Manufacturers'Services Central US Operations Inc" 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