Stevens Auto Parts Salary

Stevens Auto Parts Salary

How Much Does Stevens Auto Parts Pay for employees?

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As of August 2026, the average annual salary for employees at Stevens Auto Parts in the United States is $81,748. This translates to an approximate hourly wage of $39. Salaries at Stevens Auto Parts typically range from $71,820 to $93,011 annually, reflecting the diverse roles and experience levels within the company. Stevens Auto Parts’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 Stevens Auto Parts 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.

Account Support Representative

$56,189 / year

Salary Range: $49,283 - $63,117

Sales

Account Support Representative (Inside Sales)

$75,043 / year

Salary Range: $64,123 - $86,244

Technical Sales

Associate Account Consultant

$58,086 / year

Salary Range: $51,900 - $65,575

Procurement/Purchasing

Business Development Associate

$84,781 / year

Salary Range: $74,710 - $96,460

Business Development

Industrial Measurement Technician - Field Service

$68,296 / year

Salary Range: $59,125 - $79,233

Resident Care

Inside Sales Representative

$57,569 / year

Salary Range: $48,688 - $67,279

Sales

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 Stevens Auto Parts.
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About Stevens Auto Parts: Company Profile

Website
www.stevensfordmilford.com
Founded In
1969
Employees
100 - 200 employees
Industry
Retail & Wholesale
Headquarter Location
FAR ROCKAWAY
Revenue
$10 Million - $50 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 Stevens Auto Parts's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
While not the most glamorous workplace, it offers steady hours and a predictable routine. Compensation is fair, and performance-based bonuses add extra incentive. The teamwork here is fantastic—everyone supports each other. The company also offers good health benefits and paid time off.
Commented in February 28, 2025
8
1
The benefits package is competitive, with health insurance, retirement plans, and employee discounts. I’ve had a wonderful experience here. Coworkers are cooperative, and management is fair. Definitely a positive workplace. The retail sector is fast-moving, but the company provides clear guidance and support. I’ve been here for years and still enjoy coming to work every day. Benefits like health i...
Commented in January 20, 2025
27
3
Working here has been a fantastic experience. Nothing extraordinary, but a solid place to work. The work is consistent, and the team is cooperative.
Commented in January 06, 2024
24
3

How Stevens Auto Parts's Salaries Compare to Similar Companies?

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

Is Stevens Auto Parts’s Pay Competitive? Salary Benchmarking Analysis

How does Stevens Auto Parts’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
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30k
0
Average Salary ($/year)
Stevens Auto Parts
Retail & Wholesale
SAN LOMA, INC.
SOCKS FOR SIBERIA
Industry Comparison
Our data shows that, on average, compensation at Stevens Auto Parts is below the average for the U.S. Retail & Wholesale industry by approximately 34%. This positioning suggests their pay is below the market average within their sector.
Peer Company Comparison
To provide a broader market perspective, we compared Stevens Auto Parts average annual salary with several similar companies. Stevens Auto Parts average salary of $81,748 is higher than SAN LOMA, INC., which has an average salary of $65,923. It is higher than SOCKS FOR SIBERIA, with their average salary at $73,910. This places Stevens Auto Parts in a competitive 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 New York?

Understanding the cost of living near New York is key to truly evaluating a salary offer or your current compensation at Stevens Auto Parts.
New York City's Cost of Living Index is approximately 204.5 (104.5% more than US average; 63.5% more than NY average). Extremely expensive globally, driven by exorbitant housing. Extensive MTA subway/bus. When planning your budget based on a salary from Stevens Auto Parts, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $3,500 - $5,000+ (Highly variable by borough) A significant portion of Stevens Auto Parts salary. Location choices impact this heavily.
Utilities (Basic) $150 - $250 Electricity, Heating, Cooling, Water etc.
Public Transportation $127 (MTA 30-day MetroCard) 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) $450 - $800+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $5,177 - $7,877+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Stevens Auto Parts

FAQ 1: What is the typical salary range (low to high) for most roles at Stevens Auto Parts?
The typical annual salary range for most roles at Stevens Auto Parts is approximately from $71,820 to $93,011. 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: How much does Stevens Auto Parts pay compared to SAN LOMA, INC.?
The average annual salary at Stevens Auto Parts is $81,748, or an hourly wage of $39, in comparison to SAN LOMA, INC. which pays $65,923 per year or $32 per hour.
FAQ 3: How does experience level affect salary at Stevens Auto Parts?
Experience level is a significant factor in determining salary at Stevens Auto Parts, as it is with most employers. Generally, employees with more years of relevant experience and a proven track record can command higher salaries. For example, a senior-level role will typically have a higher pay band than an entry-level or mid-career position within the same job family.
FAQ 4: How can I determine if a salary offer from Stevens Auto Parts in New York is fair given the local cost of living?
To determine if a salary offer from Stevens Auto Parts in New York is fair, first compare the gross salary to our data for similar roles at Stevens Auto Parts and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for New York" to understand its purchasing power.
FAQ 5: What factors influence salary increases at Stevens Auto Parts?
Salary increases at Stevens Auto Parts are likely influenced by a combination of factors, including: individual employee performance against set goals, overall company performance and profitability, budget availability, changes in the market rate for similar roles (market adjustments), and sometimes cost-of-living increases.

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