Receptionist Salary Guide: What You Can Expect to Earn in 2024

While an administrative assistant might juggle spreadsheets, calendars, and project coordination behind the scenes, a receptionist is the organization's front line — the first voice on the phone and the first face visitors see. That distinction matters when it comes to compensation, because the skills that drive receptionist pay (multi-line phone systems, visitor management, client-facing communication) differ meaningfully from those rewarded in back-office admin roles [3] [6]. Understanding exactly where receptionist salaries land — and what pushes them higher — gives you real leverage whether you're entering the field or negotiating your next raise.

The median annual wage for receptionists is $37,230 [1], placing this role squarely in the mid-range of administrative support occupations. For context, the BLS reports that the median annual wage for all office and administrative support occupations is $40,060 [8], meaning receptionists earn slightly below the administrative category midpoint — a gap that narrows considerably once you factor in industry specialization and geographic premiums.

Key Takeaways

• National median salary sits at $37,230 per year, with top earners reaching $48,870 at the 90th percentile [1].
• Location is one of the strongest salary levers — the same role can pay $10,000+ more in high-cost metro areas compared to rural regions [1].
• Industry choice matters significantly: receptionists in specialized sectors like legal services, healthcare, and finance consistently out-earn those in general office settings [1].
• Negotiation power exists, especially when you can quantify front-desk efficiency improvements, software proficiency, or bilingual capabilities.
• Benefits and total compensation often add roughly 29% on top of base pay, according to the Bureau of Labor Statistics' Employer Costs for Employee Compensation data [2], making them a critical part of any offer evaluation.

What Is the National Salary Overview for Receptionists?

The Bureau of Labor Statistics tracks wages for roughly 964,530 receptionists across the United States [1], making this one of the larger administrative occupations in the economy. Here's how pay distributes across the workforce:

All figures from BLS Occupational Employment and Wages data for SOC 43-4171 [1].

Why percentiles matter more than averages: The mean (average) wage of $38,480 [1] gets pulled upward by high earners in premium industries and metro areas, which can make it a misleading benchmark. The median — the exact midpoint where half of receptionists earn more and half earn less — gives you a more realistic picture of typical pay. When you negotiate, anchoring to the percentile that matches your experience level and market is more persuasive than citing a single national average.

What each percentile generally indicates for your career:

Note: The BLS reports wage percentiles but does not map them to specific experience levels. The following interpretations are based on common industry patterns and should be treated as general guidance rather than definitive benchmarks.

The 10th percentile ($28,280) [1] typically represents brand-new receptionists — those in their first role, often working in smaller offices or lower-cost regions with minimal prior experience. If you're earning near this figure, you're likely in the first year or two of your career, or working part-time hours that translate to a lower annualized wage.

At the 25th percentile ($32,660) [1], you'll generally find receptionists with one to three years of experience who have developed competency with standard office software, phone systems, and visitor management. These professionals handle the day-to-day rhythm of a front desk competently but haven't yet specialized. The gap between the 10th and 25th percentile ($4,380) represents the pay bump that comes simply from proving reliability and basic competence — the fastest salary gains most receptionists will experience.

The median of $37,230 [1] represents the true midpoint. Professionals at this level typically have solid experience, reliable multi-tasking skills, and work in mid-sized organizations.

Receptionists at the 75th percentile ($44,070) [1] have usually developed specialized skills — fluency in industry-specific software (think EHR systems like Epic or Athenahealth in healthcare, or case management platforms like Clio in legal offices), bilingual communication abilities, or supervisory responsibilities over other front-desk staff [3]. They often work in industries or metro areas that command premium pay. The jump from median to 75th percentile ($6,840) is where deliberate skill investment starts paying measurable dividends.

The 90th percentile ($48,870) [1] represents the ceiling for most receptionist roles. Professionals earning at this level typically work in high-paying industries (corporate headquarters, specialized medical practices, financial services), hold additional certifications, manage small teams, or serve in hybrid roles that blend reception duties with office management responsibilities [6]. Reaching this tier usually requires both geographic advantage and demonstrated expertise that goes beyond standard front-desk functions.

The roughly $20,590 spread between the 10th and 90th percentiles [1] tells you something important: there is meaningful room to grow your earnings within this occupation without necessarily changing your job title. The sections below break down exactly which levers — location, industry, skills, and negotiation — move you up that range.

How Does Location Affect Receptionist Salary?

Geography is arguably the single biggest external factor influencing receptionist pay. A receptionist in Manhattan and a receptionist in rural Mississippi may perform identical tasks, but their paychecks will look dramatically different. This happens because wages are fundamentally shaped by local cost of living and regional labor supply — when fewer qualified candidates are available in an expensive metro area, employers must raise pay to compete.

High-paying states tend to cluster along the coasts and in regions with elevated costs of living. According to BLS state-level data, states like Washington, Massachusetts, California, and New York consistently rank among the top-paying for receptionists, with annual mean wages that can exceed the national median by $5,000 to $10,000 or more [1]. This premium reflects both higher local costs of living and tighter labor markets where employers compete more aggressively for reliable front-desk talent.

Metro areas amplify these differences further. Major metropolitan regions — San Francisco, Seattle, Boston, New York City, and Washington, D.C. — typically offer the highest receptionist wages in the country [1]. In these markets, employers often need to pay well above the national median simply to attract candidates who can afford to live within commuting distance. According to receptionist job postings on Indeed, roles in these metro areas frequently list starting ranges $4,000–$8,000 above the national median [4].

Conversely, rural areas and smaller metro regions in the South and parts of the Midwest tend to fall closer to the 10th and 25th percentile wage levels [1]. The trade-off, of course, is that cost of living in these areas is substantially lower — a $32,000 salary in a small Southern city may stretch further than $42,000 in Boston.

The Cost-of-Living Adjustment Framework: Before evaluating any offer, apply this three-step process:

1. Find your local BLS benchmark. Look up the mean receptionist wage for your state and metro area on the BLS OES website [1]. This is your local market rate.
2. Adjust for purchasing power. Run both your current salary and the offer through MIT's Living Wage Calculator [9] or the BLS Consumer Price Index regional data [10] to compare real purchasing power. A $40,000 salary in Dallas and a $46,000 salary in San Francisco don't represent the same standard of living.
3. Cross-reference with job postings. Check current receptionist listings on Indeed [4] and LinkedIn [5] filtered to your target location. If most postings cluster around a specific range, that's the going rate employers are actually willing to pay — regardless of what national averages suggest.

If you're open to relocation, targeting a high-paying metro area can accelerate your earnings. If you prefer to stay put, knowing your local market rate gives you a concrete number to anchor salary negotiations.

How Does Experience Impact Receptionist Earnings?

Experience drives a predictable — if not always dramatic — salary progression for receptionists. While the BLS does not publish receptionist wages by years of experience, the following ranges reflect typical career-stage patterns based on where professionals tend to fall within the BLS percentile distribution [1] and common hiring patterns reflected in job postings on Indeed [4] and LinkedIn [5].

Entry-level (0–2 years): New receptionists typically start near the 10th to 25th percentile range, earning between $28,280 and $32,660 annually [1]. At this stage, employers value reliability, a professional demeanor, and basic proficiency with phone systems and scheduling software. Your first priority should be mastering the core tasks outlined for this occupation: greeting visitors, operating telephone systems, scheduling appointments, and managing mail and deliveries [6]. The reason these fundamentals matter so much is that hiring managers use them as baseline filters — you won't be considered for higher-paying roles until you've demonstrated consistent competence in these areas.

Mid-level (3–5 years): With a few years under your belt, you should approach or exceed the median salary of $37,230 [1]. This is the stage where specialization starts to pay off. Learning industry-specific software, earning a certification like the Certified Administrative Professional (CAP) designation from IAAP (International Association of Administrative Professionals), or developing bilingual fluency can push you toward the 75th percentile. Employers at this stage also value demonstrated problem-solving ability and the capacity to handle difficult visitors or high-volume call environments without supervision [6]. The reason specialization matters here is economic: a receptionist who can operate an EHR system or manage legal intake reduces the employer's training costs and time-to-productivity, which justifies higher pay.

Senior-level (6+ years): Experienced receptionists who have taken on additional responsibilities — training new hires, managing office supply budgets, coordinating with building security, or serving in a de facto office manager capacity — can reach the 75th to 90th percentile range of $44,070 to $48,870 [1]. Some professionals at this level transition into office manager or executive assistant roles, which carry higher salary ceilings. The BLS Occupational Outlook Handbook notes that office manager and administrative services manager roles have a median annual wage significantly above the receptionist median [15], making this a natural advancement path. Others remain in senior receptionist positions, particularly in industries like healthcare or legal services where deep institutional knowledge commands a premium.

The Skill-Stacking Model for Salary Growth: Rather than waiting passively for annual raises, think of salary progression as a stacking exercise. Each new skill, certification, or responsibility you add creates a compounding effect:

• Base layer: Core reception competencies (phones, scheduling, visitor management) [6]
• Second layer: Software proficiency (Microsoft Office Suite, Google Workspace, industry-specific platforms) [3]
• Third layer: Industry specialization (healthcare terminology, legal procedures, financial compliance)
• Fourth layer: Certifications (CAP, CMAA, MOS) that provide third-party validation
• Fifth layer: Leadership skills (training, supervision, process improvement)

Each layer moves you up the percentile distribution. Moving from the 25th percentile ($32,660) to the 75th percentile ($44,070) represents a 35% increase in earnings [1] — achievable over a career through deliberate skill stacking, strategic industry moves, and consistent negotiation.

Which Industries Pay Receptionists the Most?

Not all front desks are created equal. The industry you work in can shift your salary by thousands of dollars, even within the same city. The BLS breaks down receptionist wages by industry sector, revealing consistent patterns in which fields pay above and below the national median [1]. Understanding why certain industries pay more helps you make strategic career moves rather than random lateral shifts.

Healthcare is one of the largest employers of receptionists, and medical and dental offices often pay above the national median [1]. The reason: receptionists in these settings handle sensitive patient information, navigate insurance verification and prior authorization workflows, and operate electronic health record (EHR) systems like Epic, Athenahealth, or NextGen — skills that require training and carry compliance responsibilities under HIPAA [6]. That added complexity translates to higher pay because errors in patient scheduling or insurance processing directly impact revenue and regulatory standing. Key metrics healthcare receptionists are expected to track include patient check-in time, no-show rates, insurance verification completion rates, and appointment scheduling accuracy.

Legal services also tend to compensate receptionists well [1]. Law firm receptionists manage confidential client intake, coordinate with attorneys and paralegals, and often handle time-sensitive document routing using practice management software like Clio, MyCase, or PracticePanther. Firms recognize that a polished, discreet front-desk professional directly impacts client perception and retention. The cause-and-effect here is direct: a receptionist who mishandles a client call or breaches confidentiality can cost the firm a client relationship worth tens of thousands in billable hours. That risk premium shows up in compensation.

Financial services and corporate headquarters round out the top-paying sectors. Large banks, investment firms, and Fortune 500 corporate offices frequently pay receptionists at or above the 75th percentile ($44,070) [1] because the role doubles as a brand ambassador. Visitors to these offices expect a seamless, high-touch experience, and companies pay accordingly. Receptionists in these environments often manage visitor management platforms like Envoy or Proxyclick, coordinate conference room bookings, and handle VIP guest protocols.

Government and public administration positions offer another path worth considering. While base salaries may align near the median, government receptionist roles typically provide superior benefits packages — including defined-benefit pension plans, generous PTO accrual, and comprehensive health coverage — that can make total compensation competitive with higher-paying private-sector roles [2].

On the lower end, general administrative and support services, nonprofit organizations, and small retail offices tend to pay closer to the 25th percentile ($32,660) [1]. These employers often have tighter budgets and may combine reception duties with other tasks without a corresponding pay bump.

Practical application: If maximizing income is a priority, target industries where the receptionist role carries specialized responsibilities. Tailor your resume to highlight relevant industry experience and software skills — a healthcare receptionist resume that lists EHR proficiency (specifying the platform: Epic, Athenahealth, NextGen), HIPAA training, CPT/ICD-10 coding familiarity, and insurance verification experience should look meaningfully different from a general office receptionist resume. Similarly, a legal receptionist resume should highlight client intake procedures, conflict-check processes, and practice management software proficiency. Employers in specialized fields screen for these keywords, and demonstrating relevant competencies positions you for the higher end of their posted range.

How Should a Receptionist Negotiate Salary?

Many receptionists assume the posted pay rate is non-negotiable. That assumption costs real money. According to a salary survey by Robert Half, 53% of employers are willing to negotiate salary for administrative roles [16], and even in hourly positions, there is almost always a range. The reason employers build in negotiation room is practical: they'd rather pay slightly more to secure a strong candidate than restart a search that costs an average of $4,700 per hire [13].

Know Your Market Rate

Before any negotiation, arm yourself with data. The BLS median of $37,230 [1] is your national baseline, but you need the local number. Check BLS state and metro area data [1], cross-reference with salary reports on Glassdoor [12], and review current job postings on Indeed [4] and LinkedIn [5] for comparable roles in your area. Walk into the conversation with a specific range, not a vague "I'd like more." The reason specificity matters: research from the Journal of Applied Psychology shows that precise salary requests (e.g., "$39,500" rather than "$40,000") are perceived as more informed and result in final offers closer to the candidate's target [17].

Quantify Your Value

Hiring managers spend an average of 7.4 seconds on an initial resume scan [11], which means your negotiation materials — whether a resume, email, or verbal pitch — must front-load quantified achievements. Receptionists who can articulate their impact in concrete terms negotiate more effectively because numbers transform subjective impressions into objective evidence. Think about metrics like:

• Call volume handled — "I manage an average of 120 calls per day across a 6-line phone system"
• Visitor throughput — "I check in 40+ visitors daily using Envoy and maintain a visitor satisfaction rating above 95%"
• Process improvements — "I implemented a digital sign-in system that reduced lobby wait times by 30%"
• Bilingual capability — If you speak a second language that serves your employer's client base, that's a quantifiable asset worth additional compensation. According to job postings on Indeed [4], bilingual receptionist roles frequently list salary ranges $2,000–$5,000 above monolingual equivalents.
• Error reduction — "I reduced scheduling conflicts by 25% after reorganizing the appointment booking workflow"
• Cost savings — "I renegotiated our office supply vendor contract, saving $1,200 annually"

Leverage Specialized Skills

Certifications, software proficiencies, and industry-specific knowledge give you concrete talking points. If you hold a CAP certification from IAAP (exam fee approximately $300–$400), a Microsoft Office Specialist (MOS) certification from Certiport, or a Certified Medical Administrative Assistant (CMAA) credential from NHA (exam fee approximately $155), name those explicitly. Proficiency in EHR platforms like Epic or Athenahealth, visitor management systems like Envoy or SwipedOn, or scheduling tools like Calendly and Acuity signals technical competence that reduces onboarding time. According to the Society for Human Resource Management, the average cost to hire a new employee is approximately $4,700 [13] — employers understand that retaining a proven professional is more cost-effective than recruiting and training a replacement. This is your leverage: every specialized skill you bring reduces the employer's risk and cost, which justifies higher compensation.

Time It Right

The best moments to negotiate are during the initial offer stage (before you accept), at your annual review, or immediately after you've taken on new responsibilities. Avoid negotiating during company-wide budget freezes or layoff periods — read the room. The reason timing matters: managers have the most budget flexibility at the start of a fiscal year and during the hiring process, when they've already committed resources to filling the role.

Don't Forget Non-Salary Levers

If the employer genuinely can't move on base pay, negotiate for additional PTO days, a flexible schedule, professional development funding (certification exam fees typically run $155–$400 for CMAA or CAP), transit benefits, or a title upgrade that positions you for future advancement. These concessions often come from different budget lines and are easier for managers to approve. A title change from "Receptionist" to "Front Desk Coordinator" or "Client Services Specialist," for example, costs the employer nothing but can increase your market value for future roles.

Practice the Conversation

Rehearse your ask out loud. A simple framework: "Based on my research, the market rate for this role in [city] is [range]. Given my [specific skills/experience/contributions], I'd like to discuss moving my compensation to [target number]." Confident delivery matters as much as the data behind it. The reason rehearsal works: negotiation anxiety is the primary reason candidates accept below-market offers, and practicing reduces that anxiety by making the conversation feel familiar rather than confrontational.

What Benefits Matter Beyond Receptionist Base Salary?

Base pay tells only part of the story. According to the Bureau of Labor Statistics' Employer Costs for Employee Compensation (ECEC) data, benefits account for approximately 29.4% of total compensation costs for civilian workers [2] — meaning a receptionist earning $37,230 in base pay may receive an additional $10,900 or more in benefits value annually. Ignoring benefits when comparing offers is like comparing apartments based on rent alone without considering utilities, parking, and amenities.

Health insurance is the single most valuable benefit for most receptionists. According to the Kaiser Family Foundation's 2023 Employer Health Benefits Survey, the average annual premium for employer-sponsored family health coverage is $23,968, with employers covering approximately 73% of that cost — representing roughly $17,500 in employer-paid value [7]. For single coverage, the average annual premium is $8,435, with employers covering about 83%, or approximately $7,000 [7]. When comparing offers, ask for the employer's premium contribution percentage, not just whether coverage is "available." The reason this matters: the difference between an employer covering 70% versus 90% of a family plan premium can equal $4,800 per year in out-of-pocket savings — more than many salary negotiations yield.

Paid time off (PTO) varies widely. Some employers offer a combined PTO bank; others separate vacation, sick leave, and personal days. Receptionists in corporate and healthcare settings typically receive more generous PTO packages than those in small offices or staffing agencies. According to the BLS, private industry workers with one year of service receive an average of 11 paid vacation days per year, increasing to 15 days at five years and 20 days at 20 years [2]. Two weeks of PTO versus three weeks represents roughly $715 in additional paid time off at the median salary [1] — a meaningful quality-of-life difference worth negotiating.

Retirement contributions — particularly 401(k) matching — represent free money. Even a 3% employer match on a $37,230 salary [1] adds over $1,100 annually to your total compensation. If your employer offers matching, contribute at least enough to capture the full match. The reason this is non-negotiable: failing to capture an employer match is the equivalent of declining a guaranteed 100% return on your contribution — no other investment offers that.

Professional development funding is an underrated benefit. Employers who pay for certifications (like CAP at approximately $300–$400 for the exam fee, or CMAA at roughly $155 through NHA), software training, or continuing education courses invest in your future earning potential. This benefit compounds over time in ways that a one-time pay bump doesn't. A $400 certification investment that moves you from the median to the 75th percentile represents a $6,840 annual return [1] — a 1,710% return on investment.

Other benefits worth evaluating: transit or parking subsidies (especially valuable in high-cost metro areas where monthly transit passes can exceed $100), flexible scheduling, remote or hybrid work options for roles that include virtual reception duties, employee assistance programs, and tuition reimbursement. Some larger employers also offer gym memberships, commuter benefits, or childcare assistance.

The Total Compensation Comparison Method: When you receive an offer, request the full benefits summary document — not just the highlights the recruiter mentions. Then calculate total compensation using this formula:

Total Compensation = Base Salary + Employer Health Insurance Contribution + Employer Retirement Match + PTO Value + Other Quantifiable Benefits

A role paying $35,000 with excellent benefits (employer-paid health coverage worth $7,000 [7], 4% 401(k) match worth $1,400, and three weeks PTO) may deliver $43,400+ in total compensation — outperforming a $38,000 offer with bare-bones coverage [13].

Key Takeaways

Receptionist salaries span a meaningful range — from $28,280 at the 10th percentile to $48,870 at the 90th percentile [1] — and the factors that push you toward the top are largely within your control. Location, industry, specialized skills, and negotiation confidence all play measurable roles in determining where you land on that spectrum.

Focus on what moves the needle: target higher-paying industries like healthcare, legal, or financial services. Invest in certifications (CAP, CMAA, MOS) and software skills that differentiate you from general applicants. Research your local market rate before every negotiation, and don't overlook the value of benefits in your total compensation package.

Career readiness competencies — including professionalism, communication, and technology fluency — are consistently rated among the most important qualities employers seek [14], and receptionists develop all three daily. The BLS Occupational Outlook Handbook projects that receptionist positions will remain in demand, with the occupation maintaining nearly one million positions nationwide [15], ensuring broad opportunity across industries and regions. While the BLS projects modest change in overall receptionist employment through 2032 [15], the sheer size of the occupation means approximately 142,000 openings are projected annually from retirements and occupational transfers [15], creating consistent hiring activity.

Your resume is the first tool in this process. A receptionist resume that highlights industry-specific skills, quantifiable achievements, and relevant software proficiencies positions you for the higher end of the pay scale. Resume Geni's AI-powered resume builder can help you craft a targeted receptionist resume that speaks directly to what hiring managers — and their budgets — are looking for.

Frequently Asked Questions

What is the average Receptionist salary?

The mean (average) annual wage for receptionists is $38,480, while the median annual wage is $37,230 [1]. The median is often a more useful benchmark because it represents the true midpoint of all receptionist wages — half earn more, half earn less — without being skewed by outliers at either extreme. Your actual salary will depend on your location, industry, experience level, and specialized skills. For the most accurate benchmark, check BLS data for your specific state and metro area [1] rather than relying solely on the national figure.

How much do entry-level Receptionists make?

Entry-level receptionists typically earn near the 10th to 25th percentile, which translates to roughly $28,280 to $32,660 per year [1]. New professionals in this range are usually in their first one to two years, working in general office environments without specialized certifications or industry-specific software skills. Building proficiency quickly in areas like multi-line phone systems, scheduling software, and visitor management [6] can accelerate your move toward the median. The fastest path out of entry-level pay is combining core competency with one differentiating skill — bilingual fluency, EHR proficiency, or a CMAA certification — that most entry-level candidates lack.

What is the highest salary a Receptionist can earn?

The 90th percentile for receptionists reaches $48,870 annually [1]. Professionals at this level typically work in high-paying industries such as financial services, corporate headquarters, or specialized medical practices, and they often hold additional responsibilities like team supervision or office management duties [6]. Geographic location in a high-cost metro area also contributes significantly to reaching this tier. Some hybrid receptionist/office manager roles in premium markets may exceed this figure, though such positions often carry a different job title and SOC classification. The BLS reports that administrative services managers — a common next step — earn a median of $101,870 [15], illustrating the ceiling lift available through career progression.

Do Receptionists get benefits?

Most full-time receptionists receive benefits including health insurance, paid time off, and retirement plan access, though the quality and generosity of these packages vary widely by employer and industry. Corporate, healthcare, and legal employers tend to offer the most comprehensive benefits [7]. When evaluating a job offer, request the full benefits summary and calculate total compensation — benefits add approximately 29% on top of base salary for the average civilian worker [2], making a lower-paying role with strong benefits potentially more valuable overall. Pay particular attention to employer health insurance contributions, which can vary by $4,000 or more between employers [7].

Is Receptionist a good career?

With nearly 965,000 positions nationwide [1], receptionist roles offer broad availability and a clear entry point into administrative careers. The BLS Occupational Outlook Handbook projects approximately 142,000 annual openings for receptionists through 2032, driven primarily by retirements and occupational transfers [15], and the role builds transferable skills in communication, organization, technology, and customer service that apply across virtually every industry [6]. Many receptionists use the position as a launching pad into office management, executive assistant, or administrative coordinator roles with higher salary ceilings. Employers consistently rank professionalism, communication, and technology fluency among their most valued competencies [14] — all skills receptionists develop daily. The career is strongest for professionals who actively develop specialized skills and target higher-paying industries.

What skills increase Receptionist pay the most?

Skills that command the highest premiums include bilingual fluency (especially Spanish-English in the U.S.), proficiency with industry-specific software like electronic health records (Epic, Athenahealth, NextGen) or legal case management systems (Clio, MyCase), and experience with modern visitor management platforms like Envoy or SwipedOn [3] [6]. Certifications such as the Certified Administrative Professional (CAP) from IAAP, the Certified Medical Administrative Assistant (CMAA) from NHA, and the Microsoft Office Specialist (MOS) credential from Certiport also signal competence that employers reward. The reason these skills command premiums is that they reduce employer training costs and time-to-productivity — a receptionist who already knows Epic can be fully operational in days rather than weeks. Receptionists who combine strong technical skills with excellent interpersonal communication consistently earn above the median of $37,230 [1].

How can I find the highest-paying Receptionist jobs?

Start by filtering job searches on Indeed [4] and LinkedIn [5] by industry (healthcare, legal, finance) and location (major metro areas). Cross-reference posted salary ranges with BLS data for your state and metro area [1] to verify whether offers are competitive. Targeting corporate offices, specialized medical practices, and law firms in high-cost-of-living cities gives you the best statistical chance of landing a role at or above the 75th percentile of $44,070 [1]. Tailoring your resume to highlight industry-relevant experience and software skills will make you a stronger candidate for these premium positions. Glassdoor [12] salary data can also help you benchmark specific employers against industry averages. Set up salary alerts on these platforms to monitor when above-median roles are posted in your target market.

References

[1] U.S. Bureau of Labor Statistics. "Occupational Employment and Wages, May 2023: 43-4171 Receptionists and Information Clerks." https://www.bls.gov/oes/current/oes434171.htm

[2] U.S. Bureau of Labor Statistics. "Employer Costs for Employee Compensation." https://www.bls.gov/news.release/ecec.nr0.htm

[3] O*NET OnLine. "Skills — Receptionists and Information Clerks (43-4171.00)." https://www.onetonline.org/link/summary/43-4171.00#Skills

[4] Indeed. "Receptionist Jobs." https://www.indeed.com/jobs?q=Receptionist

[5] LinkedIn. "Receptionist Job Listings." https://www.linkedin.com/jobs/search/?keywords=Receptionist

[6] O*NET OnLine. "Tasks — Receptionists and Information Clerks (43-4171.00)." https://www.onetonline.org/link/summary/43-4171.00#Tasks

[7] Kaiser Family Foundation. "2023 Employer Health Benefits Survey." https://www.kff.org/health-costs/report/2023-employer-health-benefits-survey/

[8] U.S. Bureau of Labor Statistics. "Occupational Employment and Wages, May 2023: Office and Administrative Support Occupations." https://www.bls.gov/oes/current/oes430000.htm

[9] Massachusetts Institute of Technology. "Living Wage Calculator." https://livingwage.mit.edu/

[10] U.S. Bureau of Labor Statistics. "Consumer Price Index — Regional Data." https://www.bls.gov/cpi/regional-resources.htm

[11] Ladders, Inc. "Eye-Tracking Study: How Recruiters View Resumes." https://www.theladders.com/career-advice/you-only-get-6-seconds-of-fame-make-it-count

[12] Glassdoor. "Receptionist Salaries." https://www.glassdoor.com/Salaries/Receptionist-salary-SRCH_KO0,12.htm

[13] Society for Human Resource Management. "The Real Costs of Recruitment." https://www.shrm.org/topics-tools/tools/toolkits/selecting-employees

[14] National Association of Colleges and Employers. "Employers Rate Career Readiness Competencies." https://www.naceweb.org/talent-acquisition/candidate-selection/employers-rate-career-readiness-competencies/

[15] U.S. Bureau of Labor Statistics. "Occupational Outlook Handbook: Receptionists and Information Clerks." https://www.bls.gov/ooh/office-and-administrative-support/receptionists.htm

[16] Robert Half. "Salary Negotiation Guide." https://www.roberthalf.com/salary-guide

[17] Columbia Business School. "Research on Precise Salary Requests in Negotiation." https://www.columbia.edu/~ms4992/Publications/Mason_et_al_JESP2013.pdf