2016

WITH CANDIDATE

RECRUITMENT INSIGHTS

COMPENSATION

REPORT

FOR FINANCIAL

PROFESSIONS

Letter from the CEO

Using the Report

High-Demand Professionals & Qualifications

Top Reasons for Choosing a New Position

Accounting & Finance Salary Survey Report

Adjusting Salaries by Location

Bonus Report

Century Group: Identify. Evaluate. Deliver.TM

TABLE OF

CONTENTS

3

4

8

12

16

24

30

26

2 3

LETTER FROM

THE CEO

Dear Colleagues,

Century Group has provided compensation

information directly to our clients, candidates

and professional associations for more than

25 years. For the past two years, we have

shared this information more broadly by

publishing Century Group’s Compensation

Report for Financial Professions – a

comprehensive resource with the latest

data on salaries, bonus compensation

and the differences between markets

to the entire profession.

This has been an interesting time to

research salary details. After producing our

Compensation Report in 2014, salaries went

through a period of growth to catch up with

the economy, following the big post-recession

recovery. This year, we are seeing more

consistent numbers – more indicative of

steady economic conditions – with an

average variance of 2.3 percent.

Even with economic improvement over the

last several years, our research continues to

show that numerous variables remain more

important than compensation when it comes

to career selection. We had previously seen

that growth / opportunity and company culture

went head-to-head as the first and second

factors ahead of compensation. This year,

the opportunity for challenge and growth has

edged ahead as the top priority in today’s

career landscape (see page 15).

When asked about compensation, I share

the following: Most opportunities pay within

a few percentage points of one another, so

don’t use pay as the sole or even top criteria.

The best careers are built on factors such as

learning, opportunity, responsibility, visibility,

mentors, great management and quality

companies. Weigh these factors as heavily

as compensation and you’ll enjoy greater

success and greater job satisfaction. Investing

in experience will pay greater dividends

throughout your career.

We hope you find the latest edition of Century

Group’s Compensation Report for Financial

Professions useful in salary decisions. We also

invite you to view the details about current

career opportunities, networking events and

career research at century-group.com. We

look forward to working together.

Sincerely,

Ron Proul

Chief Executive Officer

Century Group

Even with economic improvement

over the last several years, our

research continues to show that

numerous variables remain more

important than compensation

when it comes to career selection.

4 5

Accounting and finance departments are

organized in pyramids; this pyramid serves as

the framework for compensating individuals by

title and size of company. Our report includes

the salary ranges for 34 core accounting, finance,

tax and audit positions – from professional level

to senior executive – covering the 25th to 75th

percentile, based on company size.

Along with the salaries, you will find other

data in this guide to help you evaluate current

and prospective opportunities, including why

individuals choose opportunities, and the

bonuses and benefits companies are currently

providing. Other qualitative considerations,

such as service time, work ethic, qualifications,

skills and the quality of employers, will impact

individual compensation decisions, as will other

factors not included in this report, such as

years of experience, size of the organization

and complexity of the work.

We’ve provided a separate section covering

cash bonus compensation for various

professional levels in the accounting and

finance function. Other forms of compensation –

stock options, benefits and retirement programs –

are not considered in this report.

USING THE

REPORT

Our report was compiled

using data collected from

our constituents and other

data sources available to

our wage and compensation

analyst. Our methodology

thereby gives the most

current evaluation of the

data available.

OUR REPORT WAS

DEVELOPED BY

Tapping the depth of industry knowledge of

our team of Executive Recruiters and Interim

Staffing professionals who are experts

in accounting and finance, and who’ve

executed nearly 20,000 recruiting and

interim assignments over the last decade

Century Group’s analysis of workplace

trends and hiring forecasts

Proprietary research and surveys of

CFOs and accounting, finance, tax and

audit professionals and executives from

1,000+ organizations

3

2

1

Please note that while this compensation

report provides current data to assist you with

compensation decisions, it cannot anticipate

the effects that market forces will have in the

coming year.

6 7

DirectorLevel: 24%

Vice PresidentLevel: 10%

Non-profit: 7%

C-Level: 14%

ABOUT THE PARTICIPANT ABOUT THE COMPANY

CorporateHeadquarters: 74%

Publicly Held: 33%

PrivatelyHeld: 60%

COMPANY BUSINESS STRUCTURE

COMPANY REVENUE / BUDGET

EMPLOYEE LOCATION

COMPANY LOCATION

COMPANY EMPLOYEES

ACCOUNTING EMPLOYEES

$1 B+:

30%

SURVEY PARTICIPANT PROFILE

Manager / Supervisor Level: 25%

Senior / Staff Level: 27%

Ventura County and other parts of Southern California: 8%

OrangeCounty:25%

Los AngelesCounty: 67%

51+:

25%

RegionalLocation:19%

U.S. Headquarters: 7%

5,000+:

25%

1 – 100:29%

1,001 – 4,999: 15%

101 – 1,000:31%

$1 – $50 M:29%

$501 M – $1 B: 11%

$51 –$500 M:30%

11 – 50:34%

1 – 10:41%

8 9

HIGH-DEMAND

PROFESSIONALS & QUALIFICATIONS

Since 2010, we’ve witnessed

a significant increase in

the hiring of professional-

level and management-level

employees across multiple

disciplines in accounting,

finance, tax and audit.

HIGH-DEMAND ROLES

IN ACCOUNTING & FINANCE

We see these trends in our daily work with

clients as they seek in-demand qualified

professionals for their teams to execute

growth strategies and take advantage of new

opportunities. We also continue to see a

demand for advanced degrees and credentials,

as well as Big 4 and Fortune 500 experience.

The surge in hiring for professionals

continues to drive down the unemployment

rate nationwide. The 2015 unemployment

rate for college graduates continued to

decline to 2.5%, down from 2.9% in 2014.

This represents a nearly 14% decline in

unemployment for college graduates in

12 months. According to some economists,

we’ve essentially reached full-employment

for those with college degrees and, in

some regions, for those with in-demand

advanced credentials – CPAs and MBAs –

unemployment is estimated at 2.1%.ACCOUNTANTS

We are seeing the highest demand for

accountants at the senior level. Demand is

especially high for professionals with a CPA

license and 2+ years of experience.

CONTROLLERS AND

ACCOUNTING MANAGERS

These continue to be the crucial roles for

expanding companies. The increase in scrutiny

and compliance requirements make these key

management roles.

AUDITORS

Demand for internal auditors remains strong

in private industry as companies deal with

increased regulatory and compliance

requirements. The demand for auditors at CPA

firms has expanded dramatically as these firms

respond to increased client activity. The CPA

designation remains the most in-demand in the

audit profession.

10 11

FINANCIAL ANALYSTS

As with the other roles on this list, the demand for

senior financial analysts is greater than the supply

at present. The most in-demand position is the

Senior Financial Analyst with an MBA and 5+

years experience in private industry or leading

management consultancies.

FINANCE MANAGEMENT

As the economy has improved, we’ve noted an

increase in demand for financial management.

Emerging and growing companies are seeking

experienced managers to build out the finance

function and develop the corporate infrastructure.

HIGH-DEMAND

CREDENTIALS

CPA

We are seeing particularly high demand for

accounting professionals that are also Certified

Public Accountants (CPAs). Achieving a CPA

credential is critical for career advancement in

the accounting, finance, tax and audit functions.

The CPA designation is the most frequently required

credential. CPAs with Big 4 accounting firm experience

are seeing even higher demand.

MBA

A master’s degree in business administration (MBA)

continues to be the credential most sought after for

senior-level executive and mid-management roles

in corporate finance.

12 13

TOP REASONS FOR

CHOOSING A NEW POSITION

The hiring environment

for accounting and finance

professionals has continued

to improve over the past

few years, and this change

is no longer a surprise

to most companies.

The general public is largely unaware

of the talent shortage facing certain

professions. The national unemployment

rate fell below 5.0% at the beginning of

2016, and as noted earlier, the national

unemployment rate for college graduates

stood at 2.5% at the end of 2015.

The low unemployment rate for accounting

and finance professionals has left companies

struggling to find the right talent with the

credentials and experience to meet the

challenges of an expanding economy.

Companies often turn to us for insights on

how top talent makes career decisions.

As companies compete for highly sought

after accounting and finance talent, they are

revisiting how they attract key professionals

(see page 15).

As in previous reports, compensation came in

third, which is not surprising. Growth / Challenge /

Role is largely the number one priority in today’s

economy, followed by Culture / Fit. More and

more, candidates must consider competitive

offers, and we continue to see that they will

make decisions based on these factors.

That said, top professionals often have multiple

offers providing growth and challenge, where they

fit with the culture and management. Competitive

compensation still remains a powerful tool for

attracting and rewarding top performers.

14 15

In addition to offering competitive compensation,

the most effective tools for attracting top

accounting and finance talent are:

32%

11%

20%

9%

3%

18%

7%

Promotion opportunities and clearly

defined career paths

Continuing professional development

and training

Performance bonuses

Flexible schedules

Location / commute

Not only are these tools effective in attracting top

talent, they also help companies guard against

the departure of high performers.

TOP REASONS FOR

CHOOSING A NEW POSITION

Our annual survey has revealed the top reasons

accounting and finance professionals give for

selecting their current company.

GROWTH OPPORTUNITY / CAREER

CHALLENGE / POSITION ROLE

COMPANY CULTURE / FIT WITH

MANAGEMENT & TEAM

COMPENSATION &

BENEFITS PACKAGE

WORK / LIFE BALANCE

& FLEXIBILITY

COMMUTE / LOCATION

COMPANY STABILITY

JOB STABILITY

Although the average variance in data for this

past year was 2.3%, 68% of those surveyed

earned an increase with their last review,

promotion or job change.

2.3%

9.75%

Average variance in

data from 2015 to 2016

Average percentage

increase reported

from a promotion or

job change last year

1716 17

ACCOUNTING & FINANCE

SALARY SURVEY REPORT

Divided into two categories –

Corporate Finance &

Accounting and Public

Accounting – our report

covers salary ranges for 34

positions, from professional

level to senior executive.

18 19

COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

CONTROLLER (CORPORATE & REGIONAL)

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

ASSISTANT CONTROLLER / ACCOUNTING MANAGER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

CORPORATE FINANCE &

ACCOUNTING

CHIEF FINANCIAL OFFICER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

CHIEF ACCOUNTING OFFICER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

SENIOR ACCOUNTANT

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

$159,582

$234,391

$257,395

$342,711

$127,747

$125,911

$138,254

$199,231

$113,219

$145,784

$166,899

$200,748

$92,361

$99,986

$105,986

$107,486

$61,633

$63,903

$64,418

$65,302

$202,808

$302,135

$354,272

$446,557

$162,997

$156,741

$183,020

$266,550

$141,257

$178,259

$217,842

$258,035

$101,371

$111,371

$113,871

$118,871

$70,945

$70,778

$73,689

$74,375

$269,811

$383,764

$438,496

$570,504

$190,330

$217,953

$242,690

$354,124

$180,499

$224,577

$263,173

$346,066

$114,306

$125,181

$133,181

$135,681

$78,643

$80,535

$81,277

$81,260

ACCOUNTS PAYABLE MANAGER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

VP FINANCE

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

ACCOUNTS RECEIVABLE MANAGER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

STAFF ACCOUNTANT

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

CREDIT & COLLECTION MANAGER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

TREASURER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

$65,745

$70,870

$79,580

$88,290

$45,338

$53,899

$56,089

$55,382

$69,534

$85,784

$85,034

$84,284

$66,745

$70,245

$80,868

$91,490

$150,457

$157,795

$171,793

$233,582

$162,282

$220,527

$244,658

$357,986

$76,026

$78,526

$86,946

$95,365

$52,672

$57,488

$57,762

$59,706

$82,721

$93,971

$94,596

$95,221

$77,776

$75,276

$87,914

$100,552

$164,668

$191,192

$190,776

$269,104

$187,501

$257,057

$285,248

$417,514

$89,154

$98,154

$104,614

$111,074

$58,521

$63,359

$62,301

$65,015

$89,095

$103,220

$130,782

$158,345

$88,529

$90,529

$101,294

$112,058

$193,811

$215,358

$233,976

$301,767

$221,890

$304,553

$337,996

$494,845

20 21

COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

SENIOR FINANCIAL ANALYST

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

STAFF FINANCIAL ANALYST

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

DIRECTOR, SEC REPORTING

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

DIRECTOR OF FINANCE

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

FINANCE MANAGER

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

VP INTERNAL AUDIT / CHIEF AUDIT EXECUTIVE

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

$107,525

$132,750

$125,000

$167,100

$127,309

$130,508

$138,262

$145,954

$99,636

$104,636

$109,636

$109,136

$73,823

$77,505

$80,445

$77,683

$54,064

$57,130

$57,552

$60,284

$145,645

$175,805

$188,803

$244,945

$160,800

$140,000

$140,190

$186,505

$148,786

$148,208

$156,047

$163,838

$110,678

$118,178

$125,678

$121,678

$84,392

$85,747

$87,513

$86,607

$59,531

$65,827

$65,383

$68,065

$165,549

$200,859

$215,927

$292,186

$187,067

$178,750

$170,285

$206,010

$176,228

$169,712

$173,198

$186,842

$123,879

$130,879

$135,379

$137,879

$94,200

$94,638

$95,198

$95,643

$69,882

$74,428

$76,128

$75,114

$191,821

$233,702

$251,305

$345,372

COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

INTERNAL AUDIT STAFF

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

VP TAX

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

MANAGER OF INTERNAL AUDIT

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

DIRECTOR OF INTERNAL AUDIT

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

INTERNAL AUDIT SENIOR

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

DIRECTOR OF TAX

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

$102,483

$110,069

$113,327

$117,796

NA

$142,226

$152,980

$183,915

$72,259

$78,651

$85,673

$82,673

$50,605

$57,559

$64,513

$69,513

NA

$211,540

$230,118

$278,215

NA

$141,835

$163,557

$185,279

$115,684

$122,644

$129,802

$127,302

NA

$162,232

$173,524

$208,107

$80,713

$82,686

$92,316

$90,016

$59,526

$66,624

$73,722

$75,222

NA

$249,615

$271,606

$335,955

NA

$154,284

$181,660

$209,036

$121,937

$133,334

$137,365

$142,990

NA

$187,495

$201,698

$247,838

$93,914

$90,932

$97,908

$100,408

$69,033

$77,927

$86,822

$82,447

NA

$299,138

$325,532

$378,724

NA

$171,335

$202,443

$233,552

22 23

COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

*All compensation

TAX SENIOR

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

MANAGER OF TAX

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

TAX STAFF

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

NA

$80,183

$73,623

$75,933

$115,080

$105,500

$120,980

$108,110

NA

$78,207

$72,278

$71,139

NA

$86,462

$82,542

$85,712

$125,500

$132,160

$133,185

$135,650

NA

$81,511

$79,496

$78,373

NA

$93,506

$98,721

$102,256

$136,250

$142,500

$148,650

$163,200

NA

$86,765

$88,723

$84,362

AUDIT SENIOR MANAGER

Small Firm

Mid-Size Firm

Large Firm

AUDIT MANAGER

Small Firm

Mid-Size Firm

Large Firm

AUDIT SENIOR

Small Firm

Mid-Size Firm

Large Firm

TAX SENIOR MANAGER

Small Firm

Mid-Size Firm

Large Firm

TAX MANAGER

Small Firm

Mid-Size Firm

Large Firm

TAX SENIOR

Small Firm

Mid-Size Firm

Large Firm

TAX PARTNER*

All Firms

$95,250

$107,250

$134,600

$105,200

$106,350

$115,500

$67,625

$71,550

$75,950

$95,600

$112,525

$124,350

$85,850

$97,475

$110,500

$67,625

$71,550

$85,125

$237,300

$112,425

$133,375

$165,200

$111,650

$118,900

$122,350

$74,800

$82,900

$84,525

$117,225

$142,275

$168,225

$98,675

$113,450

$124,750

$74,800

$84,900

$98,850

$634,500

$134,850

$162,500

$182,600

$120,125

$127,550

$145,425

$83,500

$89,750

$93,350

$142,500

$177,625

$202,175

$112,950

$128,125

$140,675

$83,500

$97,750

$113,100

$1,385,000

AUDIT PARTNER*

All Firms $234,611 $574,500 $1,400,000

ALL FIRMS 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

PUBLIC ACCOUNTING

24 25

94.0%PHILADELPHIA

99.7%WASHINGTON DC

& SURROUNDING

ME TRO ARE A

88.3%CHARLOTTE88.4%

ATLANTA

91.9%DALLAS

93.7%HOUSTON

97.3%SEATTLE

83.0%SALT LAKE

109.4%SAN FRANCISCO

111.5%SAN JOSE

100%LOS ANGELES

96.0%SAN DIEGO

84.5%PHOENIX

91.5%DENVER

94.6%CHICAGO

86.6%ST LOUIS

101.9%BOSTON

107.9%NEW YORK

ADJUSTING SALARIES

BY LOCATION

Use this graphic to calculate the

estimated salary range for a position

in the desired region.

LOCATION

MODIFIER

The regional salary ranges provided in this report

can be modified for 18 major metropolitan areas.

The geographic adjustments provided in our

Location Modifier will provide general guidance

for determining salaries in each location.

26 27

BONUS

REPORT

Bonuses have become an

increasing part of the

overall compensation offer.

Positioned as incentives

for performance, they also

include other factors such

as company performance,

individual performance and

overall market conditions.

In our independent research, we noted that:

PERCENT

76

of the companies surveyed had a bonus

compensation program

PERCENT

80

of those surveyed at these companies were

awarded bonuses

PERCENT

68

of the bonus target was awarded on average

Our research shows that bonus compensation

is currently the second most common form of

non-salary compensation, behind only Medical,

Dental, Life and Vision Insurance.

Once again, company size played a significant

role in bonus structures, as the more aggressive

bonus rates were used by mid-market companies

to beat out Fortune 1000 companies in the

competition for top talent.

28 29

25.0%

11.0%

18.0%

20.0%

VICE PRESIDENT LEVEL

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

SENIOR / STAFF LEVEL

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

CONTROLLER LEVEL

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

C-LEVEL

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

MANAGER / SUPERVISOR LEVEL

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

DIRECTOR LEVEL

$1 – $50 million

$51 – $500 million

$501 million – $1 billion

$1 billion+

20.0%

25.0%

40.0%

30.0%

10.0%

9.5%

10.0%

10.0%

10.0%

20.5%

30.0%

20.0%

6.0%

5.0%

10.0%

8.0%

10.0%

10.5%

20.0%

17.5%

10.0%

15.0%

17.0%

15.0%

30.0%

40.0%

50.0%

35.0%

25.0%

26.0%

35.0%

32.5%

18.0%

8.0%

15.5%

10.0%

12.0%

15.0%

21.5%

25.0%

22.5%

20.0%

25.0%

20.0%

50.0%

50.0%

60.0%

40.0%

14.0%

10.0%

12.0%

15.0%

30.0%

30.0%

40.0%

40.0%

23.5%

10.0%

21.0%

14.0%

15.0%

18.0%

25.0%

35.0%

26.5%

25.0%

35.0%

32.0%

ACCOUNTING & FINANCE

CASH BONUS SURVEY REPORT

COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE COMPANY REVENUE SIZE 25TH PERCENTILE 50TH PERCENTILE 75TH PERCENTILE

30 3131

CENTURY GROUP:

IDENTIFY. EVALUATE. DELIVER.TM

Century Group connects top

tier finance and accounting

professionals to the

companies that need them.

That’s it. No operations

directors or marketing VPs

or CIOs. Just finance and

accounting, professional to

executive level, on a project,

interim or direct placement

basis. It’s what we know.

And what we’re known for.

Our clients are leading private and public

organizations – ranging from start-up to

emerging mid-market to global Fortune

1000 enterprises.

Our scale and expertise enable us to identify,

evaluate and deliver professional and executive

talent that no one else can. Over the years, we

have developed extensive functional and industry

expertise and an unrivaled external network.

EXECUTIVE SEARCH

& PROFESSIONAL RECRUITMENT

Unlike other recruitment firms, we don’t

specialize in finance and accounting.

We’re experts in it. So we have an intimate

understanding of the level of insight, expertise

and finely honed talent companies need to

mitigate risk, boost performance and drive

growth. We’ve been developing relationships

with candidates who bring precisely that

for more than 25 years. With our dedicated

focus and insider access to prime candidates,

Century Group delivers the best of the best.

More swiftly and surely than the rest.

INTERIM & PROJECT SERVICES

Whether you’ve suddenly lost your CFO or a

new project demands more expertise than you

have in-house, our senior-level professionals

are ready and able to bridge the gap. Using

our proven executive search methodology,

we’ve hired some of the field’s leading talent

as our own. Their sophisticated skill sets and

seasoned business acumen make these Big 4

and Fortune 500 veterans an asset to your team

and ours. With Century Group, when the need

is immediate, so is the solution.

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AUDIT & TAX

Partner (CPA Firm)

Vice President, Tax

Director of Internal Audit / Risk

Tax Manager

Audit Manager

Senior Professional, Tax or Audit

FINANCE

Chief Financial Officer

Treasurer

Vice President, Finance

Director of Finance

Finance Manager

Senior Analyst

POSITIONS FILLED

In the last decade, we’ve conducted nearly

20,000 search and interim assignments for

leading Southern California-based companies

in a growing range of industries, successfully

filling positions such as:

ACCOUNTING

Chief Accounting Officer

Vice President, Accounting

Controller

Assistant Controller

Director of Accounting

Accounting Manager

Senior Accountant

1 PROCESS3 PHASESEVERY BOX TICKED

From on-demand project staffing to time-sensitive executive searches,

our solutions are individually designed to meet each company’s specific

needs and goals. All by way of the same process:

Learn more at www.century-group.com

2PHASE

1PHASE

3PHASE

IDENTIFY EVALUATE DELIVER

EL SEGUNDO COSTA MESA GLENDALE WESTLAKE VILLAGE

www.century-group.com800.337.9675