As of May 18, 2021, the average salary for a Competitive Pricing Manager in the United States is $124,439 per year, which breaks down to an hourly rate of $60.
However, a Competitive Pricing Manager's salary can vary significantly. Here’s a look at the typical salary range:
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A Competitive Pricing Manager's salary isn't a fixed number. It's shaped by several important factors. Below, we'll explore how your years of experience, geographic location and company size can directly affect your earning potential.
Experience is a primary driver of a Competitive Pricing Manager's salary. As you build your skills and take on more complex tasks, your compensation generally increases. Here's how the average salary grows at different career stages:
| Job Role | Years of Experience | Average Salary |
|---|---|---|
| Competitive Pricing Analyst V | 7-10 years | $157,749 |
| Competitive Pricing Assistant Manager | 10+ years | $108,190 |
| Competitive Pricing Manager | 10+ years | $124,439 |
| Competitive Pricing Senior Manager | 10+ years | $161,264 |
| Competitive Pricing Director | 10+ years | $192,163 |
What Am I Worth?
Your salary can change significantly depending on where you work. States with a higher cost of living and strong industrial sectors often pay more to attract Competitive Pricing Managers. For example, consider the average annual salaries in these key locations:
Understanding how a Competitive Pricing Manager's annual salary breaks down can help with budgeting. Below, you can see the average hourly rate, weekly pay, and monthly pay for this role. Use the buttons to switch between different pay periods.
Last Updated on May 18, 2021For a Competitive Pricing Manager, the most direct path to higher earnings is advancing to the Competitive Pricing Senior Manager role. This promotion typically comes with a significant pay increase, bringing the average annual salary to $161,264 - a projected growth of 30% over your current level.
Salaries for a Competitive Pricing Manager can change over time, reflecting shifts in market demand and the overall economy. The median salary decreased from $122,543 in 2023 to around $116,085 in 2025, reflecting changes in demand, location, experience, and the wider economy. For a detailed analysis of Competitive Pricing Manager salary trends, .
| Year | Average Annual Salary |
|---|---|
| 2022 |
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| 2023 | $122,543 |
| 2024 | $119,451 |
| 2025 | $116,085 |
| 2026 |
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| 2027 |
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A Competitive Pricing Manager's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Competitive Pricing Manager earns the most in San Jose, CA, where the annual salary of a Competitive Pricing Manager is $156,955.
The highest pay for Competitive Pricing Manager is $147,565.
The lowest pay for Competitive Pricing Manager is $105,468.
Manages pricing analysis of revenue, market share, capacity, and competitor activity to provide pricing for products, geographies, and market segments aligned with products and sales strategy. Conducts market research and intelligence gathering and recommends pricing targets. Maintains competitive pricing databases to monitor changes in the marketplace and their impact on new and existing products. Performs analyses to test customer price sensitivity and elasticity. Typically requires a bachelor's degree in business or related discipline. Typically reports to a director. Manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes.
Salary.com provides salary estimates, histograms, trends, and comparisons using data from employer job postings and third-party sources.
We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
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