AQUENT-salarysurvey 2008

Title
AIGA | Aquent Survey of Design Salaries 2008

introduction
Letter from the executive director 2
Observations 3
Economic Data
Summary of findings 10
Median total cash compensation 2000–2008 11
AIGA design leaders confidence index 14
2008 Compensation
Compensation overview 17
Solo designer 18
Owner, Partner, Principal 20
Creative/Design director 22
Art director 24
Senior designer 26
Designer 28
Entry-level designer 30
Print production artist 32
2008 Compensation for additional positions

Web designer 35
Copywriter 36
Print production manager 37
Marketing/New business manager or director 38
Web developer (front-end/interface systems) 39
Web programmer/Developer (back-end systems) 40
Web/Senior/Executive producer 41
Content developer 42
section
2008 Benefits
Time off 44
Medical and dental insurance 45
Insurance 46
Retirement 47
Financial benefits and family care 48
Contents Personal development and health

Transportation and mobility
49
50
resources and methodology

Resources 52
Research methodology 53
Characteristics of survey respondents 54
introduction
Letter from the executive director
The AIGA | Aquent Survey of Design

Salaries is the most comprehensive
survey of compensation for the
communication design profession
in the United States. It represents
the salary ranges that are currently
offered within the design practice.
AIGA is committed to raising the aware- Almost every designer is driven by a
ness of business to the value created by passion for design; many are also deeply
effective designers. For many AIGA mem- committed to social issues, cultural factors,
bers, there is a strongly held belief that the the opportunity to learn and the desire to
business community neither understands work on projects that make a real differ-
nor respects the contribution design can ence. Compensation is critical to us all; yet
make toward achieving strategic objectives many of the most gratifying professional
and competitive advantages. Many of experiences are defined by other attributes.
AIGA’s activities are aimed squarely at
In a larger sense, businesses have increas-
demonstrating the value of design, which,
ingly come to grasp design’s importance to
in the long run, will also increase the value
their competitiveness in the marketplace,
received by designers.
with tremendous support coming from the
Just as we believe design and designers business trade magazines that spotlight
are often undervalued, there are also non- stories where design has propelled a prod-
financial considerations designers should uct or strategy’s success. AIGA provides this
consider as they move along the arc of tool to aid designers’ own success stories,
their career. While this report provides a so they will find enrichment in all aspects
measure of actual salaries, we have sup- of their careers.
plemented those data with observations
from a number of prominent designers on
the non-monetary considerations that
each designer should bear in mind when Richard Grefé
evaluating his or her opportunities for Executive director
employment.
Letter from the executive director

observations
Follow the three Q’s
When making a career choice, follow

the three Q’s: quality, quality and quality.
Do the best work possible. Work with
the best people you can find. In my expe-
rience, good work gets you more good
sean adams is a partner at
AdamsMorioka in work. Bad work will always attract more
Beverly Hills, California.
bad work. The best people know other
good people. In the end, your future will
be determined by the quality of your
design work. Money may be tempting,
observations
but the work is your future.
Align yourself outside your comfort zone
Design is not an occupation—it’s an Refuse to be labeled. Look for knowledge

obsession. Our value is measured in in every task. Demand this from your
increments of personal drive and passion. employer; demand it of your peers. This is
Designers entering the professional ranks where you discover your real value. Your
offer desire and fearless invention. You professional growth will be fueled from
bring the energy of challenge. You’re the your own strength, conviction and sense
new light in the room. Your spirit is the ulti- of purpose.
mate human benefit.
A new generation of designers is entering
Jim Ales is the art director for The design landscape is shifting rapidly. the field at a critical time. Our responsibili-
the Monterey Bay Aquarium Design thinking is the new commodity and ties as influencers are shifting from
in Monterey, California.
disciplines within the field are blurring. The commercial persuasion to meaningful
opportunities to contribute are limitless endeavors. Success will be measured in
and exciting. When choosing your career social progress. Rewards you can’t imagine
path, align yourself somewhere outside will follow. You have the power to make a
your comfort zone. Allow yourself to fail. difference. Be the light in the room.
Observations
Sample text
observations
Trust your instincts
Before you choose a firm, you’ll want to do your

homework. Make sure it has people you admire
and can learn from and opportunities for growth.
Understand what a day in the life is like. Know
who its clients are.
Connie BirdsaLl is creative After you’ve drawn up your list of pros and cons, how
director and senior partner
at Lippincott in New York.
do you decide? Think about the work environment.
Is this the kind of place where you’ll be able to grow
creatively? When you interviewed, did you see yourself
fitting in and thriving there? A common theme I’ve
heard from candidates about their previous jobs is that
they didn’t thrive in the work environment. And the
truth is, not every studio will be a right fit for you.
Once you feel good about a workplace, then you
need to tune in to your gut. This is the time to listen
to that voice in your head and not censor it. Did you
have a visceral reaction to your potential boss or
coworker? How did you feel after the interview, when
you were on the street walking away? What was the
first thing that came into your mind?
Remember, great designers have great creative and
intuitive instinct. Use yours and cultivate it when
you interview. The ability to trust your instincts and
know yourself is a skill that will benefit you not only
on interview day, but also throughout your career.
Sample text
Observations
observations
Seek personal development and cultural match
When evaluating job opportunities, I correspondence courses and private

believe that three of the most important tutoring. Also, try to determine if the firm’s
things to consider are portfolio develop- culture is collaborative or competitive and
ment, skill development and cultural fit. which is a better fit for you. If you get
inspiration from sharing ideas with others
Check out a firm’s client list and the quality
and working as part of team, you might not
of its work—spend five years at a firm that
be happy or successful where designers
only does Barbie doll packaging and you
are pitted against each other to compete
might have nothing to show for it but an
for work. Likewise, if you prefer to go it
Janet DeDonato is partner allergy to the color pink. At the interview,
and strategic director at alone, all that teamwork may only hold
ask how much opportunity you’ll have to
Methodologie in Seattle. you back.
work with senior-level staff—they can help
you hone your skills and provide inspira- It may be tempting to take a position for
tion and mentoring. The difference the pay, but it’s these other less tangible
between figuring it out on your own and issues that can determine your ultimate
having a mentor is the difference between satisfaction and success.
observations
If money didn’t matter…
Embarking on a design career poses as handle assignments from inception to

many questions as it does choices. One completion, which can lead to faster job
choice might be, “Should I go after the job in growth and development of important skills.
a large design office that pays more or the
I have never made career decisions based
job that offers more creativity?” Perhaps
on money, and yet success and financial
that is the wrong question to ask. Instead,
rewards have been byproducts of those
consider this: “If the decision had nothing to
decisions. My first two jobs after college laid
do with money, which job would I choose?”
the cornerstone for my design career. I
Jennifer Morla is chief creative Regardless of the salary, the larger office barely got by on my salary, but during those
officer at Design Within Reach could offer you an opportunity to learn what years I established a foundation of design
and principal of Morla Design,
both in San Francisco. you don’t know or, rather, what you want to skills, business knowledge and professional
know. But if you’re certain of your abilities contacts that I am certain led to both
and talent, the job offering more creativity creative and financial success.
(albeit a smaller paycheck) may allow you to
Observations
Sample text
observations
Salary is only one factor
If you’re a recent design grad Research those companies in Most of all, there’s a huge
with a student loan to repay, detail, and then adjust your job upside to taking a staff
you might be tempted to expectations accordingly—in position with a leading firm
choose your first job based on terms of starting salary and that will open doors and jump-
starting salary alone. Money geographic location. start your career. You’ll have
should be just one factor when award-winning creative
The competition is intense for
evaluating career opportuni- directors as mentors and
staff positions at top firms, so
ties. You also want to find a participate in major projects
you’ll need a great portfolio
place where you can expand for well-known clients,
and excellent interviewing
your creative skills and begin resulting in an impressive
skills. Don’t be surprised if
Shel Perkins is president of building your network of portfolio and standout résumé.
starting salaries for entry-level
Shel Perkins and Associates professional contacts. As time passes, you’ll find that
positions are low. Keep in mind,
in San Francisco and chair your expanded skills and
To start, concentrate on the though, that base salary is not
of the AIGA Center for experience bring you increased
Practice Management. particular type of design the only form of compensation.
compensation—and there’s no
you’re most passionate about Staff positions also come with
downside to that.
and identify the three top a benefits package, which may
firms within that discipline. include insurance coverage
and incentive plans.
observations
The 10-question prescription
When considering a job, right 3. If the work is good, who 9. Is there an opportunity for
out of school or in the first made it, and will I be around growth and advancement once
several years after graduation, those individuals? I’ve proved myself?
ask yourself these questions, in
4. If the work is mediocre or 10. What does the job pay, etc.?
this exact order:
bad, was that a result of a
If you don’t like the answers
1. Do I have any interest in circumstance that is changing,
to 1–6, don’t even bother
the organization, corporation or is it endemic in the structure
asking 7–10.
or design firm that is offering of the organization?
me the job, other than The most important thing now
5. What are my job
getting a job? is to learn how to be a good
Paula Scher is a partner at responsibilities?
Pentagram in New York. designer and learn about client
2. What does the work look like
6. Who will I be directly interaction. Any job you take
that comes out of that
working for? What do they do? has to support that goal.
organization, corporation or
Money is secondary.
design firm? Do I respect it? 7. Will I be mentored?
8. Will I have an opportunity to

learn about client interaction?
Sample text
Observations
observations
Cultural fit and collaboration fuel the journey
What should a young designer be looking for in the first

couple of years of work? (Ironically, I’m looking for the same
things in a young designer.)
Cultural fit: Any studio or in-house design/creative department
has a culture that is essential to its success. Ask your inter-
viewer to describe the culture with examples of how the cul-
Kristin Seeberger is vice president, ture has created success, both for clients but also for the
corporate marketing, at T. Rowe designers in the studio. Does this fit for you? If not, would it
Price in Baltimore, Maryland.
be a great stretch assignment? Be honest with yourself.
Collaboration: Design is not the genius of the individual. It is
a highly participatory and collaborative process. Fresh out of
school, you are probably most familiar with defending your
work in open critique sessions. Now you must thrive on the
collaborative process—with many partners such as writers,
creative directors, marketers—to arrive at solutions that
everyone feels part of, and feels ownership of.
Learning journey: Design is a discipline that one builds with
experience. The more you are open to diverse challenges,
the more you will learn. Find work assignments that allow you
to stretch yourself, embracing the journey and redirecting
as needed. Having a mentor as a sounding board, either in
the studio or outside, helps with navigation.
Observations
Sample text
observations
The balancing act: creative culture and compensation
There’s a delicate balance between the designer’s dream job is certainly not one-
salary one earns and the intangible value size-fits-all. How much is collaboration,
of a workplace experience—the culture inspiration and actually liking the people
of creativity. Salary surveys help us you work with worth? Should you accept
analyze the left-brain aspects of our less money in exchange for a culture of
compensation—money, health care, creativity that fuels innovative ideas,
retirement plans and other benefits—all nurtures the imagination and matches
of which are crucial when assessing what your ideals? Does it even have to be an
is fair in a particular job market. either/or question—or can you make
Sam Shelton is a partner at
KINETIK in Washington, D.C. enough money and realize your dream in
Still, as creative professionals we should
the same place?
be the first to acknowledge that right-brain
experiences demand serious attention, Determining what is most valuable to you
too. Mentoring or independence, initiating personally and finding that precise balance
designs or executing others’ ideas, client of fair compensation and creative culture
interaction or indirect feedback, flat or can be the difference between a job you
hierarchical studio structures—there are do and a job you love.
myriad workplace philosophies, and the
observations
What is most important will evolve
What’s the most important benefit a firm or challenge you in a positive way? Do you
can offer beyond monetary compensation have similar values? Newer, smaller firms
varies for each designer and may depend on are likely to be in the process of defining
where you are on your career path. For their values and work culture, so you could
some, the ability to have flexible hours and be a part of that creation. As a young
work part-time—having the ability to designer, you are likely to grow in a culture
nurture a family in addition to, not at the that values curiosity, play and smart work. If
expense of, a career in design—is key. Some you are interested in sustainable design,
designers are eager to learn about the seek out a firm that will help you develop
Ann Willoughby is president
and creative director of entire business and creative process by your expertise and skills in that area.
Willoughby Design Group working with smaller clients who are more
in Kansas City, Missouri. Successful firms are equipped to serve the
likely to require comprehensive identity and
needs of their clients and community while
communications programs. Consider also
providing a work environment that is both
the range of clients—does the firm
challenging and nourishing. If you take time
represent the kinds of businesses and
to do the research, you’ll learn what kind of
organizations that would either interest you
work culture is a good fit for you.
Sample text
Observations
section
Economic data
economic data
Summary of findings
Designers’ salaries increased

modestly in 2007—below the
increases that other, similar
professions experienced, yet still
above the rate of inflation.
The U.S. Department of Labor reports that The modest increases seem to also reflect a
ONLINE RESOURCE the increase in wages between December focus within the business sector toward cost
2006 and December 2007 for comparative control in view of uncertainty in general eco-
For more information on the survey results,
visit www.designsalaries.com. occupation and industry sectors was in the nomic conditions; a lingering memory of how
range of 3.3 to 3.5 percent. The urban con- the contraction of the design economy in
sumer price index increased 2.8 percent 2000–2002 had been so severe; and a clear
during the same period. concern among both business and design
leaders that the economy is softening.
Those findings obscure a number of trends.
Employed designers reported high busi- One unanticipated discovery from this
ness activity during 2007, yet this did not year’s survey is how the broad range of sal-
translate into higher compensation as the aries for similar positions that previously
budgets for design projects were consis- related to geographical location has nar-
tently characterized as extremely tight rowed substantially across most positions.
(whether for clients or within corpora-
AIGA remains confident in the important
tions). In addition, there appeared to be
roles designers and design thinking play in
only limited expansion of staff and very
creating value for both the corporate and
selective hiring in corporate design depart-
civic sectors. Hence, we believe that the
ments, studios and agencies, despite the
demand and compensation for design ser-
fact that few designers reported that the
vices will rise as the economy grows. It is
design economy had slowed.
also worth noting that, as the essays in this
publication articulate from a range of per-
spectives, compensation should be only
one criterion in a young designer’s consid-
eration of employment.
10 Summary of findings
economic data
Median total cash compensation 2000–2008
2000 2001 2002 2003 2004 2005 2006* 2007 2008

$120,000
$110,000
Owner, Partner, Principal
$100,000 Creative/Design Director
$90,000
Marketing/New business
$80,000 manager or director
Art Director
Web producer/Senior producer/
$70,000 Executive producer
Senior Designer
Solo Designer
$60,000 Web developer
(front end/interface systems)
Web programmer/Developer
(back end systems)
$50,000
Print production manager
Copywriter
Content developer
$40,000
Web designer
Print production artist
$30,000 Designer
Entry-level designer
$20,000
$10,000
$0
* NOTE: 2006 data unavailable for Print production manager and Web programmer/Developer (back end systems).
A NOTE ON THE 2006 METHODOLOGY

In 2006, a different research methodology was used that may have underestimated
income. The 2006 data are reflected by dots and excluded from the trend line; the
trend line from 2005 through the most recent data is reflected by a dotted line. The
2007 data are based on the same methodology as all previous years except 2006.
Median total cash compensation

Sample text 11
economic data
Median total cash compensation 2000–2008
POSITION
Consumer Price Index (for previous 12 months)
Solo designer
% change from prior year

Creative/Design director

Art director

Senior designer

Designer



Web designer

Copywriter


manager or director
Web developer
(back end systems)

Executive producer
Content developer

NOTES: Results not shown if fewer than 5 valid cases or 10 valid values.
*Change in 2006 survey methodology may have affected measurements.
12 Median total cash compensation

2000 2001 2002 2003 2004 2005 2006* 2007 2008 ANNUAL RATE
2.2% 3.4% 2.8% 1.6% 2.3% 2.7% 3.4% 3.2% 2.8%
$50,000 $58,000 $53,000 $50,000 $52,000 $53,500 $48,000 $60,000 $57,000 +1.6%
+16.0% -8.6% -5.7% +4.0% +2.9% -10.3% +25.0% -5.0%
90,000 84,000 90,000 80,000 85,000 90,000 75,000 100,000 95,000 +0.7%
-6.7% +7.1% -11.1% +6.3% +5.9% -16.7% +33.3% -5.0%
80,000 77,500 80,000 80,000 80,000 82,000 76,000 90,000 95,000 +2.1%
-3.1% +3.2% 0.0% 0.0% +2.5% -7.3% +18.4% +5.6%
53,500 58,800 60,000 60,000 60,000 62,000 59,600 70,000 70,000 +3.4%
+9.9% +2.0% 0.0% 0.0% +3.3% -3.9% +17.4% 0.0%
50,000 50,000 50,000 52,000 51,000 54,000 50,000 60,000 60,000 +2.3%
0.0% 0.0% +4.0% -1.9% +5.9% -7.4% +20.0% 0.0%
36,000 40,000 40,000 40,000 40,000 40,000 38,500 44,000 45,000 +2.8%
+11.1% 0.0% 0.0% 0.0% 0.0% -3.8% +14.3% +2.3%
30,000 30,400 30,000 30,000 30,000 33,000 35,000 35,000 +2.2%

3.2% -6.3% 3.3% 3.2% 3.1% 6.1% 0.0%
35,000 36,000 38,000 38,000 40,000 40,000 40,000 41,200 45,000 +3.1%
+2.9% +5.6% 0.0% +5.3% 0.0% 0.0% +3.0% +9.2%
42,600 50,000 50,000 48,000 48,000 50,000 47,100 54,000 52,000 +2.5%
+17.4% 0.0% -4.0% 0.0% +4.2% -5.8% +14.6% -3.7%
44,500 45,000 50,000 54,000 54,000 53,800 62,000 60,000 60,000 +3.7%
+1.1% +11.1% +8.0% 0.0% -0.4% +15.2% -3.2% 0.0%
48,500 45,000 48,000 50,000 50,000 50,000 60,000 60,000 +2.7%

-7.2% +6.7% +4.2% 0.0% 0.0% 0.0%
60,000 70,000 70,000 62,500 75,000 74,000 +4.2%

+16.7% 0.0% -10.7% +20.0% -1.3%
49,300 50,000 56,900 50,000 50,000 58,000 57,000 60,000 65,000 +3.5%
+1.4% +13.8% -12.1% 0.0% +16.0% -1.7% +5.3% +8.3%
60,000 60,000 60,000 52,000 52,000 60,000 60,000 62,400 +0.5%

0.0% 0.0% -13.3% 0.0% +15.4% +4.0%
60,000 61,500 73,000 60,000 62,500 63,000 53,100 70,000 72,000 +2.3%
+2.5% +18.7% -17.8% +4.2% +0.8% -15.7% +31.8% +2.9%
45,000 43,500 50,000 46,500 52,000 60,000 68,300 55,000 55,000 +2.5%
-3.3% +14.9% -7.0% +11.8% +15.4% +13.8% -19.5% 0.0%
Median total cash compensation 13

economic data
AIGA design leaders confidence index
Each quarter, AIGA surveys design

leaders to assess their level of
confidence in the design economy
and the general economy. This index
mirrors the Conference Board index
of corporate CEOs’ assessment.
The intention is to give designers who are The positive signs are in the assessment of
experiencing either an upturn or downturn design business, which only one-third of
in their own business a sense of what their respondents feel will decline in the next six
colleagues nationally are experiencing. months. Only one in four reduce their like-
lihood of hiring new employees, and only
At the start of the new year, AIGA’s Design
one in six expect to reduce the acquisition
Leaders Confidence Index revealed over-
of equipment and software.
whelmingly strong concern that the
national economy would falter in the next Nonetheless, if the general consensus
six months, yet buoyant confidence that about the economy is true, there is likely
the design economy will fare much better to be a shift in the character of designers’
than other sectors. The overall confidence business in the coming months, as busi-
index—declining to 70.02 from the previ- nesses launch fewer new products and as
ous quarter’s 86.66—documents the budgets tighten. This should affect the use
anticipation of a severe drop in overall of the data on designers’ salaries as the
business activity. The index is now at the demand for designers and upward pres-
lowest point since it has been measured. sures on salaries are likely to be soft.
www.aiga.org/confidence-index
14 AIGA design leaders confidence index

APR jul oct jan apr jul oct jan apr jul oct jan
2005 2005 2005 2006 2006 2006 2006 2007 2007 2007 2007 2008
110
105
101.89
98.46 98.22 98.46 100

100 96.76
94.79 94.24
96.67 95
86.66 90
90.73
85
80
75
70
70.02
65
60
55
50
The Design Leaders Confidence Index is modeled on the confidence indices developed by
the Conference Board for private sector corporate leaders. Over time, the index will help
AIGA in advocating the interests of the design community in Washington and with sponsors.
AIGA design leaders confidence

Sampleindex
text 15
section
2008 Compensation
2008 compensation
Compensation overview
SALARY/WAGES SALARY/WAGE COMPARISON TOTAL COMPENSATION RESPONDENTS

25TH% MEDIAN 75TH% 25TH% MEDIAN 75TH%
Solo designer $40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121
Owner, Partner, Principal $65,000 $95,000 $140,000 $75,000 $105,000 $170,000 782
Creative/Design director $75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122
Art director $55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225
Senior designer $50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852
Designer $38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084
Entry-level designer $30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897
Print production artist $36,000 $45,000 $53,000 $37,000 $47,500 $55,000 426
Web designer $44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490
Copywriter $48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331
Print production manager $48,100 $60,000 $75,000 $50,000 $62,000 $80,000 430
$60,000 $74,000 $90,000 $60,300 $80,000 $100,000 302
manager or director
Web developer
$50,000 $65,000 $75,000 $50,000 $65,000 $80,000 255
$49,800 $62,400 $75,000 $50,000 $65,000 $80,000 163
(back end systems)

Executive producer $60,000 $72,000 $80,000 $60,000 $75,000 $90,000 140
Content developer $47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98
Compensation overview 17
position title
Solo designer
position description
A solo designer is a freelance or self-employed design

professional who works independently of a company and
has no employees.
national comparison
2008 Median total cash compensation comparison by metro area
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DENOTES FEWER THAN 5 VALID CASES OR 10 VALID VALUES
$40,000 $70,000
18 2008 Compensation
Overview $40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121

Region
New England $40,000 $56,500 $83,500 $40,800 $60,000 $83,500 90
Middle Atlantic $45,000 $65,000 $85,000 $45,000 $65,000 $90,000 231
South Atlantic $35,800 $52,000 $75,000 $37,900 $54,000 $77,000 174
East North Central $35,000 $49,800 $65,000 $37,100 $50,000 $65,800 144
East South Central $37,000 $43,000 $68,000 $37,000 $45,000 $68,000 19
West North Central $40,000 $49,500 $85,000 $40,000 $50,000 $90,000 63
West South Central $36,000 $60,000 $75,000 $36,000 $60,000 $75,800 53
Mountain $40,000 $55,000 $77,900 $40,000 $60,000 $87,500 69
Pacific $42,000 $60,000 $80,000 $45,000 $61,000 $80,000 278
Metro area
Atlanta $38,000 $55,000 $75,000 $38,500 $55,000 $75,900 25
Austin $45,000 $60,000 $75,000 $45,000 $60,000 $75,000 15
Baltimore $36,000 $45,000 $70,000 $37,500 $50,000 $70,000 19
Boston $41,500 $59,000 $80,000 $43,900 $60,000 $80,000 50
Chicago $36,900 $50,000 $65,000 $40,000 $51,000 $70,500 74
Cincinnati n/a n/a n/a n/a n/a n/a 3
Cleveland n/a n/a n/a n/a n/a n/a 8
Dallas $51,000 $65,000 $100,000 $51,000 $70,000 $100,000 17
Denver $38,800 $56,000 $65,100 $43,800 $60,000 $66,300 22
Detroit $24,500 $41,000 $50,000 $28,800 $41,000 $50,000 12
Houston n/a n/a n/a n/a n/a n/a 9
Indianapolis $38,000 $50,000 $61,300 $38,800 $50,000 $73,800 10
Kansas City n/a n/a n/a n/a n/a n/a 3
Los Angeles $44,800 $60,000 $80,000 $45,000 $65,000 $84,800 94
Miami n/a n/a n/a n/a n/a n/a 9
Minneapolis/St. Paul $40,000 $50,000 $88,800 $42,300 $62,500 $95,000 40
Nashville n/a n/a n/a n/a n/a n/a 6
New York $45,300 $66,000 $90,000 $50,000 $70,000 $96,300 170
Omaha n/a n/a n/a n/a n/a n/a 4
Orlando $29,100 $35,000 $52,000 $29,100 $40,000 $52,000 11
Philadelphia $38,000 $50,000 $78,500 $38,000 $52,500 $80,000 29
Phoenix $40,000 $65,000 $85,000 $55,000 $65,000 $85,000 11
Pittsburgh n/a n/a n/a n/a n/a n/a 7
Portland $40,000 $45,000 $70,000 $40,000 $50,000 $72,000 27
Raleigh n/a n/a n/a n/a n/a n/a 6
Richmond n/a n/a n/a n/a n/a n/a 8
San Diego $42,300 $60,000 $73,100 $44,500 $60,000 $73,100 26
San Francisco $54,400 $67,000 $90,900 $55,000 $70,000 $100,000 58
Seattle $40,000 $50,000 $68,000 $40,300 $52,000 $72,500 33
St. Louis n/a n/a n/a n/a n/a n/a 7
Washington, D.C. $45,000 $60,000 $94,000 $45,000 $62,500 $94,000 50
Type of organization
Design studio or consultancy $40,500 $60,000 $80,000 $43,000 $60,000 $85,000 69
Advertising agency $38,000 $45,000 $87,500 $38,000 $45,000 $87,500 15
Publishing house $36,100 $47,500 $64,300 $39,400 $51,000 $64,300 14
Web development firm n/a n/a n/a n/a n/a n/a 4
In-house design department $39,000 $50,000 $70,000 $40,000 $52,500 $72,000 63
Other $40,000 $60,000 $80,000 $40,000 $60,000 $80,000 955
Size of organization
2–9 $37,300 $51,000 $80,000 $40,000 $55,000 $80,000 144
10–99 $40,000 $50,000 $74,500 $40,000 $50,000 $78,200 76
100–999 $40,000 $50,000 $60,000 $40,000 $50,000 $60,000 53
1,000+ $46,300 $60,000 $80,000 $46,500 $60,000 $80,000 73
Client base
Local/regional only $36,000 $50,000 $73,200 $38,900 $55,000 $75,000 497
National $42,000 $60,000 $85,000 $45,000 $60,000 $93,000 383
International $43,000 $60,000 $80,000 $45,000 $62,500 $89,400 204
N/A (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
Solo designer 19
position title
An owner, partner, principal holds an equity position and has major

business responsibility for a firm having employees.
national comparison
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$53,000 $200,000
Overview $65,000 $95,000 $140,000 $75,000 $105,000 $170,000 782

Region
New England $60,000 $100,000 $125,000 $80,000 $122,500 $163,800 53
Middle Atlantic $74,800 $115,000 $187,500 $80,000 $137,500 $221,300 152
South Atlantic $72,000 $95,000 $125,000 $80,000 $100,000 $150,000 109
Mountain $49,000 $75,000 $115,000 $49,000 $75,000 $131,300 55
Pacific $60,000 $90,000 $150,000 $75,000 $102,000 $200,000 174
Metro area
Atlanta $75,000 $92,500 $120,000 $84,000 $105,000 $128,500 22
Austin $55,000 $85,000 $96,000 $55,000 $95,000 $112,000 9
Baltimore $70,000 $75,000 $150,000 $82,000 $100,000 $150,000 11
Boston $56,000 $100,000 $125,000 $90,000 $125,000 $175,000 29
Chicago $70,500 $90,000 $140,000 $81,300 $104,800 $140,000 60
Cincinnati $52,000 $100,000 $150,000 $55,000 $125,000 $200,000 8
Cleveland $87,000 $110,000 $150,000 $110,000 $117,000 $150,000 5
Dallas n/a n/a n/a n/a n/a n/a 6
Denver $61,300 $75,000 $107,500 $62,500 $85,000 $118,800 13
Detroit $50,000 $53,000 $90,000 $50,000 $53,000 $90,000 8
Houston $95,000 $120,000 $135,000 $120,000 $135,000 $210,000 11
Indianapolis $60,000 $72,500 $100,000 $91,300 $147,500 $500,000 6
Kansas City n/a n/a n/a n/a n/a n/a 4
Los Angeles $60,000 $95,000 $150,000 $91,300 $120,000 $176,300 41
Miami $49,600 $75,000 $100,000 $75,000 $87,000 $107,500 11
New York $87,900 $125,000 $200,000 $90,000 $160,000 $250,000 112
Orlando n/a n/a n/a n/a n/a n/a 2
Philadelphia $65,000 $80,000 $115,000 $65,000 $90,000 $115,000 19
Phoenix $75,000 $120,000 $167,200 $90,000 $135,000 $167,200 8
Pittsburgh n/a n/a n/a n/a n/a n/a 3
Portland $45,000 $60,000 $75,000 $48,300 $70,000 $75,000 9
Raleigh $100,000 $125,000 $175,000 $103,000 $150,000 $200,000 7
San Diego $69,000 $85,000 $100,000 $73,000 $90,000 $100,000 20
San Francisco $85,000 $125,000 $200,000 $100,000 $150,000 $300,000 47
Seattle $60,000 $80,000 $140,000 $63,000 $108,000 $300,000 22
St. Louis $125,000 $135,000 $237,500 $165,000 $200,000 $300,000 8
Washington, D.C. $75,000 $105,000 $150,000 $80,000 $120,000 $172,500 34
Publishing house n/a n/a n/a n/a n/a n/a 7
Web development firm $40,000 $74,000 $120,000 $44,000 $82,000 $120,000 19
Other $60,000 $90,000 $144,000 $70,000 $100,000 $150,000 142
2–9 $60,000 $80,000 $110,000 $65,000 $90,000 $140,000 507
10–99 $92,000 $125,000 $175,000 $100,000 $150,000 $240,000 211
100–999 $189,500 $250,000 $380,000 $244,600 $365,800 $421,300 16
1,000+ $95,000 $150,000 $216,300 $105,000 $200,000 $300,000 12
Client base
National $65,000 $97,500 $135,000 $80,000 $110,000 $160,000 349
International $80,000 $120,000 $200,000 $91,300 $145,000 $250,000 202
Owner, Partner, Principal 21

position title
Creative/Design director
A creative director or design director is the creative head

of a design firm, advertising agency or an in-house corporate
design department. In all of these positions, key responsibilities
can include the development of graphic design, advertising,
communications and industrial design publications.
national comparison
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$51,000 $127,500
Overview $75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122

Region
New England $80,000 $93,000 $105,000 $82,000 $100,000 $126,500 64
Middle Atlantic $88,300 $110,000 $140,000 $95,000 $120,000 $150,000 236
South Atlantic $65,000 $85,000 $109,300 $69,000 $92,000 $118,200 198
Mountain $62,600 $80,000 $105,000 $65,000 $83,500 $114,500 70
Pacific $80,000 $100,000 $125,000 $85,000 $120,000 $140,000 215
Metro area
Atlanta $64,500 $87,000 $109,800 $69,500 $95,000 $120,000 38
Austin $63,000 $80,000 $100,000 $69,300 $85,000 $105,000 11
Baltimore $62,000 $85,000 $145,000 $65,000 $85,000 $145,000 14
Boston $80,000 $96,000 $103,000 $87,000 $105,000 $125,000 36
Chicago $74,800 $95,000 $117,500 $78,500 $100,000 $135,000 70
Cincinnati $80,000 $104,000 $110,000 $85,500 $120,000 $135,000 13
Cleveland $71,300 $85,800 $95,000 $75,000 $101,000 $135,000 10
Dallas $94,500 $100,000 $130,000 $99,200 $100,000 $130,000 17
Denver $68,500 $85,000 $130,000 $70,000 $90,000 $160,000 25
Detroit $90,000 $100,000 $110,000 $90,000 $100,000 $110,000 12
Houston $75,000 $81,000 $94,300 $88,500 $95,000 $110,000 16
Indianapolis $57,500 $65,000 $78,500 $58,000 $75,000 $88,500 13
Kansas City $70,000 $97,500 $121,100 $75,000 $110,500 $137,400 16
Los Angeles $80,000 $95,200 $123,500 $85,000 $115,000 $125,000 57
Miami $60,000 $67,700 $82,500 $60,000 $74,200 $90,000 14
Nashville $32,000 $51,000 $77,500 $37,000 $51,000 $85,300 9
New York $100,000 $120,000 $150,000 $100,000 $127,500 $170,000 169
Orlando $70,000 $71,000 $108,500 $70,000 $71,000 $121,300 8
Philadelphia $87,500 $100,000 $120,000 $90,000 $114,000 $135,000 32
Phoenix $36,000 $80,000 $85,000 $36,000 $80,000 $85,000 10
Pittsburgh $50,300 $63,000 $88,300 $52,000 $68,000 $91,800 14
Portland $83,000 $92,500 $110,000 $83,300 $100,000 $120,000 19
Raleigh $70,000 $88,000 $114,200 $71,500 $103,000 $119,200 13
San Diego $75,000 $80,000 $96,000 $80,000 $85,000 $105,000 19
San Francisco $100,000 $125,000 $135,000 $115,300 $126,000 $150,000 55
Seattle $85,000 $106,500 $125,000 $93,600 $120,000 $140,000 30
St. Louis $70,000 $81,000 $110,000 $80,000 $86,300 $110,000 15
Washington, D.C. $72,600 $95,000 $110,000 $81,300 $100,000 $124,300 74
Other $70,000 $95,000 $120,000 $75,000 $100,000 $130,000 247
2–9 $58,000 $75,000 $100,000 $60,500 $80,000 $100,000 179
10–99 $75,000 $90,000 $116,000 $75,000 $100,000 $123,900 385
100–999 $75,000 $95,200 $123,800 $79,000 $100,000 $130,000 241
1,000+ $82,000 $108,000 $125,000 $90,000 $118,000 $140,000 310
Client base
National $72,000 $90,500 $114,300 $75,000 $100,000 $125,000 360
International $80,000 $100,000 $125,000 $85,500 $115,000 $140,000 428
Creative/Design director 23
position title
Art director
The art director establishes the conceptual and stylistic direction

for design staff and orchestrates their work, as well as the work of
production artists, photographers, illustrators, prepress technicians,
printers and anyone else who is involved in the development of a
project. The art director generally selects vendors and, if there isn’t
a creative director on staff, has final creative authority.
national comparison
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$50,000 $92,500
Overview $55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225

Region
New England $65,000 $75,000 $85,000 $67,000 $80,000 $91,000 74
Middle Atlantic $65,000 $80,000 $100,000 $67,000 $90,000 $102,500 282
South Atlantic $51,000 $65,000 $75,400 $55,000 $68,000 $80,000 238
Mountain $50,500 $57,500 $70,000 $54,000 $60,000 $70,000 62
Pacific $62,100 $80,000 $90,000 $65,000 $80,000 $95,000 221
Metro area
Atlanta $59,300 $75,000 $80,000 $61,800 $75,000 $82,300 39
Austin $45,000 $52,500 $70,000 $45,500 $55,000 $70,000 17
Baltimore $54,500 $60,000 $64,000 $55,000 $64,000 $75,000 16
Boston $68,000 $80,000 $90,000 $70,000 $82,000 $95,300 50
Chicago $56,000 $66,000 $78,000 $60,000 $70,000 $80,000 68
Cincinnati $73,000 $77,500 $90,000 $73,000 $83,500 $104,000 10
Cleveland $50,000 $65,000 $70,000 $50,000 $70,000 $70,000 10
Dallas $52,000 $65,000 $79,100 $55,000 $68,000 $80,000 27
Denver $50,000 $54,000 $85,000 $50,000 $58,000 $89,000 13
Detroit $55,000 $60,000 $81,000 $55,000 $60,000 $82,500 15
Houston $56,000 $60,000 $68,000 $56,000 $65,000 $68,000 14
Indianapolis n/a n/a n/a n/a n/a n/a 8
Kansas City $55,000 $80,000 $88,100 $55,000 $85,500 $90,000 14
Los Angeles $60,000 $80,000 $90,300 $64,900 $85,000 $95,000 69
New York $75,000 $87,500 $100,000 $77,000 $92,500 $110,000 222
Omaha $40,500 $49,300 $68,000 $44,200 $50,000 $75,000 15
Orlando $55,000 $57,500 $65,000 $57,000 $63,000 $65,000 9
Philadelphia $59,000 $70,000 $80,000 $64,000 $72,500 $85,000 35
Phoenix $53,400 $55,000 $61,000 $55,000 $57,000 $61,000 17
Pittsburgh $50,000 $53,500 $70,000 $50,000 $53,500 $80,000 8
Portland $63,000 $70,000 $75,000 $65,000 $75,000 $75,000 21
Raleigh $57,000 $72,800 $90,000 $58,500 $72,800 $100,000 16
Richmond $44,000 $45,000 $68,300 $44,000 $49,000 $69,000 11
San Diego $60,000 $65,000 $83,000 $60,000 $67,300 $92,800 19
San Francisco $77,500 $85,000 $92,000 $77,500 $90,000 $98,500 57
Seattle $66,000 $80,000 $91,500 $70,500 $85,000 $95,000 24
St. Louis $60,000 $70,000 $75,000 $64,000 $70,000 $85,000 14
Washington, D.C. $70,000 $75,800 $90,000 $72,000 $80,000 $90,000 82
Other $60,000 $75,000 $90,000 $60,000 $75,000 $90,000 232
2–9 $45,000 $56,500 $72,000 $50,000 $60,000 $75,000 168
10–99 $54,900 $65,000 $80,000 $58,000 $70,000 $85,000 420
100–999 $60,000 $73,000 $90,000 $60,000 $75,000 $90,000 282
1,000+ $60,000 $75,000 $90,000 $65,000 $80,000 $96,000 345
Client base
National $55,000 $68,000 $81,300 $57,000 $70,000 $85,500 437
International $60,000 $75,000 $90,000 $65,000 $77,000 $95,000 425
Art director 25
position title
Senior designer
The senior designer is responsible for conceptualization and design

of solutions to their completion. In some firms, a senior designer
directs the work of one or more junior designers who generate
comps and create layouts and final art. In some cases, senior de-
signers do not manage staff but are designated “senior” because of
their authority in design decision-making.
national comparison
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$43,000 $80,000
Overview $50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852

Region
New England $55,000 $65,000 $75,000 $56,000 $68,000 $82,000 143
Middle Atlantic $55,000 $65,000 $75,000 $58,000 $70,000 $81,900 384
South Atlantic $48,500 $58,000 $68,000 $50,000 $60,000 $72,500 328
Mountain $45,000 $55,000 $66,000 $47,500 $57,200 $70,000 112
Pacific $55,000 $65,000 $80,000 $60,000 $70,000 $82,000 387
Metro area
Atlanta $49,000 $60,000 $67,000 $50,000 $61,000 $71,000 58
Austin $49,500 $55,000 $65,000 $53,500 $56,300 $67,000 17
Baltimore $46,000 $56,000 $65,000 $46,000 $56,500 $68,000 34
Boston $56,000 $65,000 $73,000 $57,000 $67,000 $78,000 99
Chicago $52,900 $60,000 $65,000 $55,000 $62,000 $74,000 128
Cincinnati $48,000 $62,500 $69,000 $50,500 $66,000 $70,000 21
Cleveland $53,400 $60,000 $75,000 $56,100 $60,000 $77,000 16
Dallas $54,500 $60,000 $85,000 $58,500 $60,000 $85,000 19
Denver $50,000 $59,000 $66,000 $52,000 $62,000 $73,100 49
Detroit $50,000 $60,000 $82,000 $50,000 $61,000 $82,000 15
Houston $55,500 $65,000 $65,000 $60,000 $65,000 $79,000 17
Indianapolis $40,500 $43,000 $47,500 $43,000 $43,000 $50,000 15
Kansas City $53,000 $75,000 $82,500 $55,000 $75,000 $82,500 16
Los Angeles $58,000 $65,000 $80,000 $60,000 $71,000 $80,000 120
Miami $47,000 $58,000 $67,000 $50,000 $60,000 $69,000 9
Nashville $39,800 $45,000 $52,000 $43,900 $49,000 $65,000 9
New York $60,000 $67,000 $80,000 $60,600 $74,000 $85,000 288
Omaha $47,000 $48,000 $49,000 $48,000 $48,300 $55,000 10
Orlando $42,500 $46,500 $58,800 $42,500 $48,000 $62,500 10
Philadelphia $50,000 $58,000 $70,000 $50,000 $58,000 $75,000 50
Phoenix $42,600 $45,000 $62,500 $43,000 $46,300 $62,500 19
Pittsburgh $43,300 $52,000 $57,500 $43,300 $52,200 $62,500 14
Portland $51,000 $55,000 $65,000 $52,000 $60,000 $65,000 23
Raleigh $50,000 $52,000 $77,500 $50,000 $52,000 $78,800 15
Richmond $45,800 $58,000 $100,000 $50,000 $71,000 $115,000 8
San Diego $52,300 $60,500 $71,800 $52,500 $65,500 $79,200 34
San Francisco $65,000 $75,000 $84,000 $66,300 $80,000 $90,000 107
Seattle $55,000 $61,500 $75,000 $56,000 $68,000 $80,000 58
St. Louis $50,000 $60,000 $74,000 $50,000 $70,000 $82,000 22
Washington, D.C. $55,000 $62,000 $70,000 $56,000 $65,000 $75,000 132
Other $52,000 $63,000 $75,000 $54,000 $65,000 $80,000 390
2–9 $45,000 $55,000 $65,000 $48,900 $57,000 $70,000 329
10–99 $50,000 $60,000 $72,600 $52,000 $65,000 $76,300 548
100–999 $51,000 $61,000 $72,000 $52,500 $65,000 $80,000 421
1,000+ $55,000 $64,000 $75,000 $57,500 $66,000 $80,000 543
Client base
National $50,000 $60,000 $70,000 $52,100 $63,000 $75,000 611
International $55,000 $65,000 $75,000 $57,200 $68,000 $80,000 659
Senior designer 27
position title
Designer
A designer is responsible for conceptualization and design

of graphic applications such as collateral material, environmental
graphics, books and magazines, corporate identity, film titling and
multimedia interfaces, to their completion.
national comparison
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$37,000 $55,000
Overview $38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084

Region
New England $42,000 $47,000 $56,000 $43,000 $50,000 $60,000 133
Middle Atlantic $40,000 $48,000 $55,000 $42,000 $50,000 $60,000 375
South Atlantic $36,000 $43,000 $50,000 $38,000 $44,700 $52,000 353
Mountain $35,000 $40,000 $46,000 $35,000 $43,000 $49,900 143
Pacific $40,000 $48,000 $58,900 $42,500 $50,000 $62,000 423
Metro area
Atlanta $42,000 $50,000 $52,000 $45,000 $50,000 $58,800 41
Austin $41,000 $45,000 $50,000 $44,000 $46,000 $50,000 26
Baltimore $36,000 $40,000 $45,300 $36,000 $41,300 $48,800 37
Boston $42,000 $47,000 $58,000 $43,000 $48,000 $60,000 98
Chicago $38,000 $44,600 $53,000 $40,000 $45,500 $58,000 128
Cincinnati $35,000 $39,500 $45,800 $36,600 $40,000 $48,500 24
Cleveland $41,600 $45,000 $50,000 $42,000 $45,000 $50,000 26
Dallas $34,000 $39,000 $46,500 $34,000 $39,000 $48,400 16
Denver $34,900 $43,600 $48,000 $35,800 $44,100 $52,000 39
Detroit $40,000 $45,000 $46,000 $40,000 $45,000 $53,600 17
Houston $39,400 $40,000 $50,000 $40,000 $42,000 $55,000 26
Indianapolis $35,000 $38,000 $50,000 $36,000 $40,000 $51,000 23
Kansas City $38,500 $41,000 $54,500 $40,000 $47,000 $57,800 28
Los Angeles $43,000 $50,000 $60,300 $44,000 $52,000 $65,000 122
Miami $36,000 $40,000 $43,500 $37,000 $40,000 $44,000 21
Nashville $33,000 $35,500 $40,000 $33,000 $37,500 $43,000 12
New York $43,000 $50,000 $56,000 $45,000 $53,000 $60,000 268
Omaha $39,500 $41,000 $46,000 $40,000 $42,000 $49,600 11
Orlando $35,000 $43,000 $45,000 $36,600 $43,000 $49,500 11
Philadelphia $40,000 $48,000 $55,000 $40,000 $50,000 $60,000 53
Phoenix $35,000 $42,000 $47,000 $35,000 $44,000 $47,000 27
Pittsburgh $35,000 $35,000 $45,000 $35,000 $37,000 $48,000 22
Portland $38,000 $45,000 $50,000 $38,000 $45,000 $55,000 44
Raleigh $35,000 $40,000 $45,000 $35,000 $41,000 $47,500 19
Richmond $36,400 $48,000 $49,600 $40,000 $48,000 $59,300 14
San Diego $37,300 $45,000 $50,000 $37,400 $48,000 $52,000 39
San Francisco $46,000 $54,000 $65,000 $47,000 $55,000 $65,000 97
Seattle $40,000 $45,000 $50,000 $43,500 $48,500 $62,500 60
St. Louis $39,200 $40,000 $45,000 $40,000 $45,000 $60,000 18
Washington, D.C. $42,000 $48,000 $55,000 $42,000 $50,000 $60,000 128
Other $38,000 $45,000 $52,000 $38,500 $45,900 $55,000 458
2–9 $35,000 $40,000 $46,000 $36,000 $42,800 $49,000 383
10–99 $37,000 $42,000 $50,000 $38,000 $45,000 $53,000 659
100–999 $37,000 $45,000 $55,000 $38,000 $45,000 $55,000 480
1,000+ $41,000 $49,000 $60,000 $42,000 $50,000 $60,000 546
Client base
National $37,000 $43,000 $50,000 $38,000 $45,000 $55,000 643
International $40,000 $45,000 $55,000 $40,000 $48,000 $58,000 719
Designer 29
position title
An entry-level designer is one to two years out of school and

requires mentoring in all aspects of design conception and
implementation.
national comparison
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Overview $30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897

Region
New England $32,100 $37,600 $45,000 $32,600 $39,600 $46,500 52
Middle Atlantic $33,000 $35,000 $40,000 $34,000 $38,000 $45,000 193
South Atlantic $30,000 $35,000 $39,200 $32,000 $35,000 $41,700 140
Mountain $32,000 $33,000 $35,300 $33,000 $35,000 $37,000 54
Pacific $32,000 $38,000 $42,000 $33,300 $40,000 $42,500 164
Metro area
Atlanta $32,000 $35,000 $42,000 $35,000 $35,800 $42,800 22
Austin $31,500 $33,000 $40,000 $32,000 $34,500 $42,000 13
Baltimore $32,000 $35,000 $45,000 $32,000 $35,100 $45,000 13
Boston $35,000 $40,000 $45,000 $35,500 $40,000 $49,500 30
Chicago $33,000 $35,000 $40,000 $33,000 $35,000 $44,000 65
Cincinnati $30,000 $39,500 $43,000 $31,500 $42,000 $45,900 13
Cleveland $31,900 $35,000 $38,000 $32,000 $35,000 $38,800 13
Dallas $30,000 $33,000 $38,000 $30,000 $36,000 $38,200 14
Denver $32,000 $33,000 $34,000 $33,000 $34,000 $37,000 20
Detroit $28,000 $30,000 $32,000 $28,000 $30,000 $32,000 7
Houston $30,000 $33,500 $36,500 $30,000 $35,500 $39,300 11
Kansas City $29,500 $37,000 $42,000 $30,000 $40,500 $42,000 13
Los Angeles $34,000 $40,000 $42,000 $35,000 $40,000 $42,500 47
New York $35,000 $37,000 $42,000 $35,000 $40,000 $45,000 141
Orlando n/a n/a n/a n/a n/a n/a 5
Philadelphia $30,000 $35,000 $40,000 $30,200 $35,300 $45,000 33
Phoenix $34,000 $38,000 $40,000 $34,000 $38,000 $42,500 10
Pittsburgh $30,000 $30,000 $31,000 $30,000 $30,000 $34,000 8
Portland $21,000 $30,000 $41,300 $32,600 $42,500 $45,000 10
Raleigh $34,000 $35,000 $37,500 $34,000 $36,000 $42,800 9
San Diego $30,000 $35,000 $40,000 $33,000 $39,000 $40,000 20
San Francisco $38,000 $41,000 $45,000 $40,000 $42,500 $45,800 37
Seattle $32,000 $36,000 $40,000 $33,000 $40,000 $42,000 19
Washington, D.C. $33,000 $36,000 $40,000 $35,000 $38,000 $45,000 49
Other $31,000 $35,000 $41,000 $32,000 $36,000 $42,000 179
2–9 $30,000 $34,000 $37,900 $31,000 $35,000 $40,000 212
10–99 $30,000 $34,000 $40,000 $30,700 $35,000 $40,000 333
100–999 $30,000 $35,000 $40,000 $31,000 $36,000 $42,000 168
1,000+ $34,000 $38,000 $42,000 $35,000 $40,000 $45,000 176
Client base
National $30,000 $35,000 $40,000 $30,500 $35,000 $40,000 334
International $32,000 $35,000 $40,000 $33,000 $38,000 $45,000 308
Entry-level designer 31
position title
A print production artist has a working understanding of layout,

type and color, and is able to take instructions from a designer and
create a complete layout, working proficiently in InDesign, Quark,
Photoshop and Illustrator. Responsibilities also include producing
final files that image properly to printer specification.
national comparison
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$33,500 $65,000
Overview $36,000 $45,000 $53,000 $37,000 $47,500 $55,000 426

Region
New England $42,300 $50,000 $58,500 $42,300 $50,000 $60,000 17
Middle Atlantic $37,000 $50,000 $60,000 $40,000 $50,000 $60,200 71
South Atlantic $35,000 $45,000 $50,000 $35,000 $45,000 $50,000 77
Mountain $35,000 $40,000 $44,000 $35,000 $40,000 $46,000 28
Pacific $41,200 $50,000 $60,000 $43,000 $51,100 $65,000 95
Metro area
Atlanta $38,100 $40,000 $57,500 $38,100 $40,000 $57,800 10
Austin $35,000 $40,000 $40,000 $35,000 $40,000 $40,000 8
Baltimore $34,000 $42,000 $48,000 $34,600 $42,000 $50,000 14
Boston $43,000 $47,500 $60,000 $43,000 $47,500 $60,000 10
Chicago $41,600 $47,000 $55,000 $44,000 $48,800 $55,000 28
Cincinnati n/a n/a n/a n/a n/a n/a 3
Cleveland n/a n/a n/a n/a n/a n/a 1
Dallas $41,500 $46,300 $50,000 $42,000 $49,500 $65,000 10
Denver $35,000 $35,000 $44,000 $35,000 $40,000 $46,000 7
Detroit $32,000 $40,000 $42,000 $37,000 $42,000 $51,000 7
Houston n/a n/a n/a n/a n/a n/a 2
Kansas City $33,500 $50,000 $52,900 $33,500 $50,000 $52,900 6
Los Angeles $45,000 $50,000 $55,800 $45,000 $50,000 $59,000 25
Miami $47,000 $50,000 $50,000 $47,000 $50,000 $60,000 5
New York $50,000 $57,000 $65,000 $50,000 $60,000 $65,000 46
Orlando $38,000 $46,000 $50,000 $38,000 $48,500 $55,000 5
Philadelphia $40,000 $43,000 $46,500 $40,000 $43,000 $47,000 10
Phoenix n/a n/a n/a n/a n/a n/a 8
Pittsburgh $25,000 $31,500 $35,000 $26,000 $33,500 $41,800 8
Portland $35,000 $40,000 $46,000 $35,000 $40,000 $46,000 9
Raleigh n/a n/a n/a n/a n/a n/a 4
San Diego $40,000 $41,800 $55,000 $41,200 $43,000 $55,000 14
San Francisco $55,000 $65,000 $72,000 $57,000 $65,000 $75,000 18
Seattle $44,000 $50,000 $59,200 $44,300 $56,100 $68,900 17
Washington, D.C. $45,000 $50,000 $53,800 $45,000 $50,000 $55,000 24
Other $37,000 $45,000 $50,000 $38,000 $45,000 $55,000 99
2–9 $32,900 $38,000 $45,800 $33,000 $38,000 $49,800 47
10–99 $35,000 $45,000 $52,000 $35,000 $45,000 $55,000 157
100–999 $38,000 $45,000 $52,800 $39,700 $46,000 $60,000 100
1,000+ $40,000 $48,000 $55,000 $40,000 $50,000 $55,000 110
Client base
National $37,000 $45,000 $50,000 $38,300 $47,000 $55,000 140
International $40,000 $50,000 $58,900 $42,000 $50,000 $60,200 165
Print production artist 33

section
2008 Compensation for additional positions
Data are also collected on professional employees who work with and support designers,
but are not in core design roles. Since a smaller number of these categories of employees
are present in the sampled universe and in the response pool, it is not possible to report
accurate data for metro areas. The response pool is sufficient to offer statistically valid results
for all other distinguishing characteristics. For partial results, see www.designsalaries.com.
position title
Web designer
A web designer determines and develops the look and feel for sites,
and is responsible for site navigation design and visual execution.

Overview $44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490

Region
New England $45,000 $56,500 $65,000 $45,000 $58,000 $66,500 29
Middle Atlantic $48,500 $57,500 $65,000 $50,000 $60,000 $75,000 92
South Atlantic $45,000 $51,000 $61,100 $47,100 $53,000 $66,000 87
Mountain $39,300 $50,000 $60,000 $40,000 $53,100 $63,500 36
Pacific $48,000 $60,000 $70,000 $50,000 $62,600 $76,000 101
Other $42,000 $52,000 $64,000 $43,000 $52,800 $68,000 144
2–9 $37,000 $45,000 $55,000 $39,400 $45,000 $58,000 76
10–99 $40,000 $50,000 $65,000 $40,000 $53,500 $66,000 172
100–999 $45,000 $55,000 $65,800 $45,000 $56,000 $70,000 106
1,000+ $50,000 $55,000 $65,000 $50,000 $58,000 $73,000 126
Client base
National $42,000 $50,000 $60,000 $43,000 $52,000 $65,000 175
International $46,000 $57,800 $70,000 $50,000 $60,000 $75,000 152
Additional positions 35
position title
Copywriter
A copywriter is able to write, edit and proof promotional or

publicity copy for print or electronic publications. At higher levels,
copywriters are often responsible for strategic and conceptual
development of messages and stories.

Overview $48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331

Region
New England $48,000 $65,300 $85,000 $48,000 $68,500 $110,000 13
Middle Atlantic $50,000 $70,000 $83,000 $51,000 $75,000 $85,000 54
South Atlantic $46,000 $55,000 $80,000 $48,000 $57,000 $80,000 59
Mountain $40,000 $45,000 $64,800 $40,000 $47,500 $64,800 21
Pacific $50,000 $61,300 $80,000 $54,000 $65,000 $85,000 70
Other $50,000 $60,000 $75,000 $50,000 $62,400 $75,000 86
2–9 $37,000 $48,000 $53,000 $38,000 $50,000 $54,500 34
10–99 $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 118
100–999 $50,000 $60,000 $80,000 $50,000 $60,000 $84,500 69
1,000+ $50,000 $60,000 $70,000 $52,000 $61,000 $75,000 99
Client base
National $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 127
International $50,000 $60,000 $79,500 $52,000 $65,000 $80,000 119
position title
The print production manager is responsible for managing the

process (bids, scheduling, production and delivery) of producing
publications, from concept through production, including photo
graphy, separations, 4-color press work as well as digital production.
Print production managers are strong project managers, managing
multiple jobs simultaneously. In some cases, proficiency in InDesign,
Quark, Photoshop and Illustrator is desirable in this role.

Overview $48,100 $60,000 $75,000 $50,000 $62,000 $80,000 430

Region
New England $43,500 $54,000 $68,000 $44,300 $54,000 $70,000 21
Middle Atlantic $51,000 $70,000 $80,000 $52,000 $70,000 $85,000 82
South Atlantic $50,000 $60,000 $73,800 $50,000 $62,000 $75,000 76
Mountain $49,500 $55,000 $60,000 $50,000 $56,500 $60,000 23
Pacific $54,500 $70,000 $75,000 $55,000 $70,000 $85,000 100
Other $45,000 $65,000 $75,000 $45,000 $65,000 $75,000 72
2–9 $39,000 $50,000 $60,000 $41,000 $53,000 $65,000 60
10–99 $45,000 $60,000 $70,000 $50,000 $60,000 $73,000 163
100–999 $52,000 $60,000 $75,000 $52,300 $65,000 $84,800 88
1,000+ $50,000 $65,000 $78,900 $52,000 $65,000 $80,000 116
Client base
National $48,000 $58,300 $66,500 $50,000 $60,000 $73,000 140
International $52,400 $65,000 $80,000 $55,000 $70,000 $85,000 146
position title
Marketing/New business manager or director
A marketing or new business professional is responsible for

seeking business opportunities, developing proposals and
marketing the firm’s practices.

Overview $60,000 $74,000 $90,000 $60,300 $80,000 $100,000 302

Region
New England $57,500 $72,000 $100,000 $63,000 $80,000 $102,500 26
Middle Atlantic $70,000 $86,000 $100,000 $80,000 $95,000 $120,000 57
South Atlantic $49,500 $65,000 $75,000 $55,000 $70,000 $91,300 45
East South Central n/a n/a n/a n/a n/a n/a 5
Mountain $65,000 $65,000 $88,000 $69,500 $71,500 $88,000 10
Pacific $70,000 $83,000 $95,000 $73,000 $90,000 $100,000 64
Other $60,000 $70,000 $90,000 $61,300 $75,000 $98,000 86
2–9 $40,500 $60,000 $74,500 $48,500 $65,800 $85,000 53
10–99 $59,400 $73,500 $90,000 $60,000 $75,000 $100,000 156
100–999 $60,000 $70,000 $90,000 $65,000 $76,000 $100,000 41
1,000+ $70,000 $90,000 $100,000 $75,000 $95,000 $115,000 52
Client base
National $60,000 $70,000 $85,000 $62,300 $75,000 $100,000 106
International $65,000 $80,000 $99,500 $66,100 $90,000 $102,900 121
position title
Web developer (front-end/interface systems)
A front-end developer uses HTML/JavaScript/ASP/ColdFusion

and other tools to develop static and dynamic web pages.

Overview $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 255

Region
New England $50,000 $65,000 $84,800 $52,500 $67,000 $87,400 15
Middle Atlantic $60,000 $70,000 $80,000 $63,800 $75,000 $89,000 45
South Atlantic $50,500 $60,000 $75,000 $52,000 $65,000 $75,000 44
Mountain $51,000 $63,500 $80,000 $53,500 $68,500 $87,500 15
Pacific $57,300 $65,000 $80,000 $60,000 $68,000 $80,000 55
Other $52,000 $65,000 $75,000 $55,000 $65,800 $78,800 100
2–9 $45,000 $55,000 $72,300 $45,000 $58,000 $72,300 45
10–99 $50,000 $60,000 $70,000 $50,000 $65,000 $75,000 103
100–999 $48,000 $60,000 $85,000 $52,000 $65,000 $85,000 44
1,000+ $58,200 $70,000 $80,000 $59,400 $75,000 $87,500 59
Client base
National $50,500 $65,000 $70,000 $51,000 $65,000 $80,000 91
International $55,000 $65,000 $85,000 $55,000 $71,500 $89,000 94
position title
Web programmer/Developer (back-end systems)
A back-end programmer works with web server systems

and web databases, develops web queries to databases,
and programs web applications.

Overview $49,800 $62,400 $75,000 $50,000 $65,000 $80,000 163

Region
New England n/a n/a n/a n/a n/a n/a 3
Middle Atlantic $45,500 $60,000 $79,500 $50,000 $60,000 $83,000 26
South Atlantic $60,000 $65,000 $80,000 $60,000 $65,000 $80,000 32
Mountain $57,500 $75,000 $75,000 $66,300 $82,500 $90,000 7
Pacific $50,600 $75,000 $83,800 $53,100 $75,000 $85,000 34
Other $50,000 $65,000 $76,000 $50,000 $65,000 $80,000 58
2–9 $45,000 $55,000 $65,000 $47,000 $60,000 $65,000 24
10–99 $49,600 $60,000 $75,000 $50,000 $65,000 $78,000 85
100–999 $45,100 $50,000 $68,800 $45,100 $53,700 $68,800 20
1,000+ $52,000 $75,000 $80,000 $54,000 $75,000 $90,000 31
Client base
National $49,400 $65,000 $75,000 $50,000 $65,000 $75,800 63
International $50,000 $65,000 $80,000 $52,300 $70,000 $85,000 60
position title
Web producer/Senior producer/Executive producer
A web producer organizes web development teams and

ensures adherence to budget, schedule and design of
website development.

Overview $60,000 $72,000 $80,000 $60,000 $75,000 $90,000 140

Region
New England $60,000 $63,500 $73,000 $62,000 $64,500 $86,500 7
Middle Atlantic $70,000 $77,500 $81,300 $70,000 $80,000 $96,300 25
South Atlantic $50,500 $75,000 $80,000 $53,500 $75,000 $80,000 24
Mountain n/a n/a n/a n/a n/a n/a 6
Pacific $70,000 $80,000 $95,000 $72,000 $85,000 $102,900 34
Other $60,000 $72,000 $80,000 $62,000 $75,000 $90,000 54
2–9 $60,000 $72,000 $80,000 $60,000 $72,000 $82,000 21
10–99 $60,000 $70,000 $80,000 $60,000 $72,500 $89,000 64
100–999 $56,000 $75,000 $80,000 $56,500 $80,000 $85,000 18
1,000+ $62,100 $75,000 $95,000 $64,300 $81,000 $96,300 34
Client base
National $55,000 $70,000 $80,000 $55,000 $70,000 $90,000 56
International $65,000 $75,000 $85,000 $66,000 $80,000 $90,000 50
position title
Content developer
A content developer is also known as a web writer or editor.

He or she is responsible for the production and repurposing
of text/graphic/audio content on sites.

Overview $47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98

Region
New England n/a n/a n/a n/a n/a n/a 3
Middle Atlantic $50,000 $73,000 $80,000 $50,000 $73,000 $100,000 14
South Atlantic $47,500 $65,000 $68,000 $47,500 $65,000 $69,900 26
East South Central n/a n/a n/a n/a n/a n/a 5
West South Central n/a n/a n/a n/a n/a n/a 3
Mountain n/a n/a n/a n/a n/a n/a 1
Pacific $50,000 $55,000 $70,000 $50,000 $57,000 $70,000 23
Other $50,000 $65,000 $70,000 $50,000 $65,000 $75,000 41
2–9 n/a n/a n/a n/a n/a n/a 5
10–99 $45,000 $50,000 $70,000 $45,000 $50,000 $70,000 31
100–999 $50,000 $55,000 $70,000 $50,000 $60,000 $70,000 20
1,000+ $50,000 $63,000 $71,100 $50,000 $63,500 $73,300 40
Client base
National $50,000 $55,000 $73,500 $50,000 $57,000 $73,500 31
International $45,000 $56,000 $70,000 $47,300 $60,000 $75,000 43
section
2008 Benefits
benefits
Time off
Type of organization Size of organization

Design studio or consultancy 1,339 Respondents 2–9 employees 1,216 Respondents
Net: Paid time off 87% Net: Paid time off 76%
Paid vacation/holidays 85% Paid vacation/holidays 74%
Paid sick leave 74% Paid sick leave 62%
Paid personal time off 60% Paid personal time off 49%
Comp time 21% Comp time 18%
Advertising agency 529 Respondents 10–99 employees 1,592 Respondents

Publishing house 283 Respondents 100–999 employees 1,182 Respondents

Web development firm 85 Respondents 1,000+ employees 1,350 Respondents

NOTE: The value represented by “Net: Paid time off” indicates the percentage of respondents
In-house design department 1,812 Respondents receiving one or more of the types of paid time off listed.
Net: Paid time off 98%
Paid vacation/holidays 96%
Paid sick leave 83%
Paid personal time off 77%
Comp time 27%
Other 2,217 Respondents

Net: Paid time off 49%
Paid vacation/holidays 48%
Paid sick leave 41%
Paid personal time off 36%
Comp time 15%
44 2008 Benefits
benefits
Medical and dental insurance

Net: Medical/dental coverage 81% Net: Medical/dental coverage 68%
Med. insurance or group plan: Individual 72% Med. insurance or group plan: Individual 59%
Dental insurance or group plan 49% Dental insurance or group plan 34%
Med. insurance or group plan: Family 41% Med. insurance or group plan: Family 29%
Medical savings account 17% Medical savings account 10%



NOTE: The value represented by “Net: Medical/dental coverage” indicates the percentage of respondents
In-house design department 1,812 Respondents receiving one or more of the types of medical/dental coverage listed.
Net: Medical/dental coverage 98%
Med. insurance or group plan: Individual 89%
Dental insurance or group plan 92%
Med. insurance or group plan: Family 88%
Medical savings account 64%

Net: Medical/dental coverage 51%
Med. insurance or group plan: Individual 45%
Dental insurance or group plan 44%
Med. insurance or group plan: Family 41%
Medical savings account 26%
Benefits provided 45
benefits
Insurance

Net: Insurance 39% Net: Insurance 23%
Life insurance 30% Life insurance 17%
Long-term disability insurance 23% Long-term disability insurance 13%
Short-term disability insurance 22% Short-term disability insurance 12%




NOTE: The value represented by “Net: Insurance” indicates the percentage of respondents
In-house design department 1,812 Respondents receiving one or more of the types of insurance listed.
Net: Insurance 88%
Life insurance 83%
Long-term disability insurance 72%
Short-term disability insurance 69%

Net: Insurance 39%
Life insurance 34%
Long-term disability insurance 29%
Short-term disability insurance 27%
46 2008 Benefits
benefits
Retirement

Net: Retirement plan 56% Net: Retirement plan 38%
Defined contrib. retirement plan e.g., 401(k) 49% Defined contrib. retirement plan e.g., 401(k) 30%
Defined benefit (pension) retirement plan 5% Defined benefit (pension) retirement plan 5%
Other retirement plan 6% Other retirement plan 6%



NOTE: The value represented by “Net: Retirement plan” indicates the percentage of respondents
In-house design department 1,812 Respondents receiving one or more of the types of retirement plans listed.
Net: Retirement plan 91%
Defined contrib. retirement plan e.g., 401(k) 87%
Defined benefit (pension) retirement plan 32%
Other retirement plan 9%

Net: Retirement plan 44%
Defined contrib. retirement plan e.g., 401(k) 40%
Defined benefit (pension) retirement plan 12%
Other retirement plan 6%
benefits
Financial benefits and family care

Sign-on bonus 4% Sign-on bonus 3%
Profit sharing 23% Profit sharing 15%
Stock options 4% Stock options 2%
Paid parental leave 14% Paid parental leave 7%
Child or elder care 2% Child or elder care 1%



In-house design department 1,812 Respondents

Sign-on bonus 7%
Profit sharing 21%
Stock options 26%
Paid parental leave 35%
Child or elder care 18%

Sign-on bonus 3%
Profit sharing 11%
Stock options 8%
Paid parental leave 13%
Child or elder care 6%
48 2008 Benefits
benefits
Personal development and health

Education funding/professional Education funding/professional
development assistance 30% development assistance 23%
Professional society dues 35% Professional society dues 27%
Employee assistance or wellness program 9% Employee assistance or wellness program 6%




Education funding/professional
development assistance 58%
Professional society dues 43%
Employee assistance or wellness program 55%

Education funding/professional
development assistance 26%
Professional society dues 17%
Employee assistance or wellness program 19%
benefits
Transportation and mobility

Mileage reimbursement 46% Mileage reimbursement 37%
Parking 27% Parking 22%
Car phone/cell phone 18% Car phone/cell phone 13%
Company car or allowance 5% Company car or allowance 4%




Mileage reimbursement 58%
Parking 32%
Car phone/cell phone 23%
Company car or allowance 5%

Mileage reimbursement 28%
Parking 16%
Car phone/cell phone 11%
Company car or allowance 3%
50 2008 Benefits
section
Resources and methodology

Resources
Design Jobs Gain: AIGA Journal of Business and Design

Human resources are a critical element The Gain journal is dedicated to stimulating
of any design business. AIGA Design Jobs thinking at the intersection of design and
is a means of finding qualified designers business. Through rigorous case studies
who are committed to the profession. By and thoughtful interviews, the journal
virtue of affiliation with AIGA, Design Jobs demonstrates how the process of design
provides a valuable filter on the type of can be used to solve business problems,
positions posted and the applicant pool. foster innovation, build meaningful
customer relationships and differentiate
If you’re looking for a job, you can post
products from competitors.
your portfolio containing samples of your
work, a personal statement, résumé and gain.aiga.org
contact details.
AIGA Yale School of Management
www.aigadesignjobs.org
Business Perspectives for Creative Leaders
AIGA and the Yale School of Management
AIGA Design:Business
offer an advanced leadership program,
The AIGA Design:Business newsletter
“Business Perspectives for Creative
contains articles on the practical issues
Leaders,” a one-week program to provide
of running a design practice, based on the
experienced designers with a chance to
advice of nationally recognized consul-
master the perspective of their clients
tants. AIGA Design:Business represents
toward business. Drawing on the strength
the views of its authors, who are familiar
of the Yale School of Management
with the practices of scores of firms.
experience and the school’s best faculty,
Aimed at those who run studios, sole
the program helps creative leaders discover
practitioners and designers, it will help
opportunities within the forces of trans-
you learn more about what you need to
forming the business environment.
know to run your own practice.
www.aiga.org /business-perspectives
www.aiga.org /designbusiness-archive
AIGA Standard Form of Agreement

Design Business and Ethics series
As part of the “Design Business and Ethics”
AIGA has released a series of brochures
series, AIGA has released the latest
outlining the critical ethical and profes-
version of the AIGA Standard Form of
sional issues encountered by designers
Agreement for Design Services. This
and their clients. The series, entitled
version acknowledges that most design
“Design Business and Ethics,” examines
firms develop their own custom proposal
the key concerns a designer faces in
document for each project and are looking
maintaining a successful practice and
for an appropriate set of terms and
speaks directly to the protection of
conditions to attach to it. When put
individual creative rights.
together and signed, the custom proposal
Authored by industry leaders from across document and its attached terms and
the country, each brochure offers clear conditions comprise the binding agree-
and concise information, as well as practical ment with the client.
and specific directions for approaching
www.aiga.org /standard-agreement
design issues.
www.aiga.org /design-business-and-ethics
52 Resources
Research methodology
Purpose Responses were cut off for final editing,

This survey was conducted on behalf cleaning and tabulation on January 7,
of AIGA, the professional association for 2008, with a total of 808 usable mail
design, and its partners, Aquent and survey returns (27% response rate) plus
Communication Arts magazine, as part 5,638 usable web survey returns from the
of a comprehensive program of activities email sample (26% response rate)—a grand
to serve the professional designer by total of 6,446 returns, for an overall
providing sources of inspiration and response rate of 26%. This represents
strategies for success. an increase of more than 1,500 tabulated
cases from the 2007 survey.
AIGA | Aquent Survey of Design Salaries
2008 draws from the largest pool to date
RESULTS
of designers and others allied to the
Compensation is reported in terms of three
profession, and includes responses from
statistics: the 25th percentile, the median METHODOLOGY
over 6,200 design professionals.
(or 50th percentile), and the 75th percen-
For a complete explanation of the survey
The survey was conducted on AIGA’s behalf tile. The 25th percentile represents that methodology, please visit the online version
by Readex Research, an independent value which is greater than 25% of all of the results at www.designsalaries.com.
research company in Stillwater, Minnesota. values, the median that value greater than
50% of all values, and so on. Two quanti-
Method ties are reported out: 2007 wages/salary,
The survey was administered both by and 2007 total cash compensation (which
mail and via the web. The sampling frame includes not only wages and salary but
included emailable individuals from a other forms of cash compensation such as
variety of list sources: AIGA’s current and bonuses, profit sharing, incentives, and
past membership, recent AIGA contacts partners’ profits). Non-wage compensation
(from conference registrations, inquiries, is especially significant in understanding
etc.), lists of clients and talent supplied compensation for owners/partners/
by Aquent, and domestic subscribers of principals. Where sufficient data are
Communication Arts magazine. These available, the median hourly rate for
combined lists represented a total of 49,314 freelancers in each position (if employed)
unduplicated individuals at the time of is also reported.
sample selection.
Compensation data are reported by
All unduplicated emailable individuals in several variables: geographic region
the AIGA and Aquent lists were invited (based on the nine standard U.S. Census
to participate, a total of 21,976. A random divisions), metropolitan area (35 select
sample of 3,000 Communication Arts Core Based Statistical Areas, up from 24
subscribers was contacted by mail. in 2007), type of organization, size of
organization, and organization’s client
base. Results have been suppressed where
fewer than 10 data points and/or 5 cases
were returned in a given tabulation.
Research methodology 53
Characteristics of survey respondents
All respondents
Type of organization 6,278 Respondents Geographic region 6,278 Respondents

Design studio or consultancy 1,339 21% New England 447 7%

Advertising agency 529 8% Middle Atlantic 1,208 19%

Publishing house 283 5% South Atlantic 1,089 17%

Web development firm 85 1% East North Central 894 14%

In-house design department 1,812 29% East South Central 130 2%
Other 2,217 35% West North Central 508 8%
Size of organization 6,278 Respondents West South Central 288 5%

2–9 employees 1,216 19% Mountain 386 6%

10–99 employees 1,592 25% Pacific 1,328 21%

100–999 employees 1,182 19%
1,000+ employees 1,350 22%
Geographic regions
U.S. Census divisions
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54 Characteristics of survey respondents

Design studio or consultancy 1,339 RESPONDENTS Web development firm 85 RESPONDENTS
New England 7% New England 6%
Middle Atlantic 22% Middle Atlantic 16%
South Atlantic 14% South Atlantic 16%
East North Central 14% East North Central 8%
East South Central 1% East South Central 2%
West North Central 8% West North Central 12%
West South Central 3% West South Central 1%
Mountain 6% Mountain 9%
Pacific 23% Pacific 28%
Advertising agency 529 RESPONDENTS In-house design department 1,812 RESPONDENTS

Publishing house 283 RESPONDENTS Other 2,217 RESPONDENTS

2–9 employees 1,216 RESPONDENTS 100–999 employees 1,182 RESPONDENTS
10–99 employees 1,592 RESPONDENTS 1,000+ employees 1,350 RESPONDENTS

Characteristics of survey respondents 55

About AIGA | Aquent
ABOUT AIGA ABOUT AQUENT

AIGA, the professional association for Aquent is the Official AIGA Sponsor
design, is the oldest and largest member- for Professional Development, serving as
ship association for design professionals a source for creative and design talent
engaged in the discipline, practice and as well as providing access to great
culture of designing. Its mission is to career opportunities for AIGA members
advance designing as a professional craft, nationwide.
strategic tool and vital cultural force.
Aquent partners with AIGA on national
The organization was founded as the conferences, initiatives, exhibitions and
American Institute of Graphic Arts in 1914. events. As part of ongoing support of AIGA
Since then, it has become the preeminent members’ career goals, Aquent under-
professional association for communica- writes the AIGA | Aquent Survey of Design
tion designers, broadly defined. In the Salaries. This resource establishes a
past decade, designers have increasingly common ground for discussing the costs
been involved in creating value for clients and value of creative work. To find out
(whether public or business) through more about the AIGA | Aquent Survey
applying design thinking to complex of Design Salaries, a print and online
AIGA | the professional association for design
164 Fifth Avenue New York NY 10010 problems, even when the outcomes may publication, visit www.designsalaries.com.
212 807 1990 | www.aiga.org be more strategic, multidimensional and
Aquent also strives to support AIGA’s
This survey is conducted by AIGA on behalf of its conceptual than what most would consider
effort to promote a lively and engaging
members and is sponsored by Aquent. To provide traditional communication design.
comments on how the survey can be improved in exchange of ideas concerning the issues
AIGA now represents more than 22,000
future years, please contact salarysurvey@aiga.org. of greatest importance to the design
designers of all disciplines through
community.
Survey research national activities and local programs
Readex Research, Stillwater, MN developed by 59 chapters and 240 Aquent is the only global staffing company
www.readexresearch.com
student groups. dedicated to marketing and creative
Design services organizations and the leader in
KINETIK, Inc., Washington, DC AIGA supports the interests of professionals,
helping companies increase marketing
www.kinetikcom.com educators and students who are engaged in
capacity by providing the right talent
the process of designing. The association is
Printing quickly. Its network of more than 400,000
ColorCraft of Virginia, Inc., Sterling, VA committed to stimulating thinking about
marketing and creative services profes-
www.colorcraft-va.com design, demonstrating the value of design,
sionals provides access to a diverse field
and empowering success for designers
Paper of talent that includes graphic designers,
Sappi Fine Paper, McCoy Silk throughout the arc of their careers.
copywriters, brand managers and market
Cover 80 lb/216 gsm and Text 80 lb/118 gsm
www.sappi.com Through conferences, competitions, researchers.
exhibitions, publications and websites,
©2008 AIGA To learn more, visit Aquent’s website at
AIGA inspires, educates and informs
No information in this survey may be published aquent.com or call 877 2 AQUENT.
without recognizing the source as the designers, helping them to realize their
AIGA | Aquent Survey of Design Salaries 2008. talents and to advocate the value of
design among the media, the business
community, governments and the public.
56 About AIGA | Aquent
AIGA | Aquent Survey of Design Salaries 2008 AIGA | the professional association for design
Visit www.designsalaries.com for complete results. 164 Fifth Avenue
New York NY 10010
www.aiga.org

AQUENT-salarysurvey 2008

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Title

AIGA | Aquent Survey of Design Salaries 2008

2008 Compensation for additional positions

Contents Personal development and health

resources and methodology

Letter from the executive director

The AIGA | Aquent Survey of Design

 Letter from the executive director

Follow the three Q’s

When making a career choice, follow

Align yourself outside your comfort zone

Design is not an occupation—it’s an Refuse to be labeled. Look for knowledge

Trust your instincts

Before you choose a firm, you’ll want to do your

Seek personal development and cultural match

When evaluating job opportunities, I correspondence courses and private

If money didn’t matter…

Embarking on a design career poses as handle assignments from inception to

Salary is only one factor

The 10-question prescription

8. Will I have an opportunity to

Cultural fit and collaboration fuel the journey

What should a young designer be looking for in the first

The balancing act: creative culture and compensation

What is most important will evolve

Designers’ salaries increased

Median total cash compensation 2000–2008

2000 2001 2002 2003 2004 2005 2006* 2007 2008

$100,000 Creative/Design Director

A NOTE ON THE 2006 METHODOLOGY

Median total cash compensation

Median total cash compensation 2000–2008

Owner, Partner, Principal

Print production artist

Print production manager

Web producer/Senior producer/

*Change in 2006 survey methodology may have affected measurements.

12 Median total cash compensation

30,000 30,400 30,000 30,000 30,000 33,000 35,000 35,000 +2.2%

48,500 45,000 48,000 50,000 50,000 50,000 60,000 60,000 +2.7%

60,000 70,000 70,000 62,500 75,000 74,000 +4.2%

60,000 60,000 60,000 52,000 52,000 60,000 60,000 62,400 +0.5%

Median total cash compensation 13

AIGA design leaders confidence index

Each quarter, AIGA surveys design

14 AIGA design leaders confidence index

98.46 98.22 98.46 100

AIGA design leaders confidence

SALARY/WAGES SALARY/WAGE COMPARISON TOTAL COMPENSATION RESPONDENTS

Solo designer $40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121

Creative/Design director $75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122

Art director $55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225

Senior designer $50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852

Designer $38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084

Entry-level designer $30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897

Web designer $44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490

Copywriter $48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331

Web producer/Senior producer/

Content developer $47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98

A solo designer is a freelance or self-employed design

2008 Median total cash compensation comparison by metro area

DENOTES FEWER THAN 5 VALID CASES OR 10 VALID VALUES

Letter from the executive director