$82,274 / year
Salary Range: $72,465 - $92,832
Evansville, IN
$82,464 / year
Salary Range: $72,630 - $93,052
Mauston, WI
$93,402 / year
Salary Range: $82,270 - $105,404
Redlands, CA
$85,861 / year
Salary Range: $75,627 - $96,893
Alpharetta, GA
$101,271 / year
Salary Range: $89,198 - $114,269
Farmingdale, NY
$92,168 / year
Salary Range: $81,180 - $104,002
Goleta, CA
$87,453 / year
Salary Range: $77,029 - $98,685
Hurricane, UT
$85,608 / year
Salary Range: $75,398 - $96,600
Perrysburg, OH
$86,325 / year
Salary Range: $76,030 - $97,405
Fortuna, CA
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) | $1,100 - $1,600+ | A significant portion of XLR Industries salary. Location choices impact this heavily. |
| Utilities (Basic) | $110 - $200 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $30 (GVT 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 | $300 - $600+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $350 - $650+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $2,280 - $3,620+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
XLR Industries pays its employees an average of $86,979 per year. The average salary at XLR Industries range from $76,607 to $98,149 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 XLR Industries is higher than its peer company. The average annual salary at XLR Industries is $86,979, or an hourly wage of $42, in comparison to Paradigm Pallets which pays $82,274 per year or $40 per hour.
The higher-paying job at XLR Industries, according to our data, include Sales & Marketing Director (avg. $161,179 per year), CNC Programmer (avg. $59,494 per year), and Machinist (avg. $45,229 per year). Pay for these roles reflects significant responsibility, specialized skills and experience.
Salary progression with years of experience at XLR Industries is typical. Generally, as employees gain more relevant experience, develop more skills, and take on greater responsibilities, their earning potential increases. For example, a role with 5-7 years of experience will usually pay more than the same role requiring 0-2 years.
Yes, it's very likely that salaries at XLR Industries vary by office location. Companies often adjust pay based on local market rates, cost of living, and talent competition in different geographic areas. For instance, a role in a high-cost city like New York City may offer a higher nominal salary than the same role in a lower-cost city like Omaha, NE. Our Cost of Living Insights for Grand Junction section provides more context.
XLR Industries typically offers a comprehensive benefits package that adds significant value to an employee's total compensation. Common benefits include health, dental, and vision insurance, a 401(k) plan often with a company match, paid time off. For example, a strong 401(k) match or excellent, low-cost health insurance can be worth thousands of dollars annually, effectively increasing your overall earnings beyond your base salary. For a more detailed list of benefits, please see our "Employee Benefits at XLR Industries" 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