CPA Salary in Des Moines, Iowa
Salary Distribution
BLS 2024Median CPA in Des Moines, IA
Compensation Breakdown
BLS 2024How This Compares
Cost of living in Des Moines is 0% below the national average. Salary of $71,093 here is equivalent to $71,093 nationally.
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via FREDFed Funds Rate
Mar 2026
Inflation (CPI)
year-over-year
National Unemployment
Mar 2026
Iowa Unemployment
Dec 2025
Avg Hourly Earnings
all private workers
10yr Treasury
Apr 2026
Source: St. Louis Fed (FRED). Updated daily.
CPA Salaries by City
Compare all US cities →Frequently Asked Questions
What is the average CPA salary in Des Moines?
The median CPA salary in Des Moines is $71,093 per year, with a range from $49,840 at the 25th percentile to $97,900 at the 75th percentile. Total compensation including bonuses typically runs higher — see the breakdown above for the full picture.
How does CPA pay in Des Moines compare to the national average?
CPA salaries in Des Moines are 11% below the national median of $79,880. After adjusting for Des Moines's cost of living, the purchasing power of that salary is equivalent to roughly $71,093 nationally — which is the number that actually matters when comparing offers across cities.
What factors affect CPA salaries in Des Moines?
In Des Moines, the biggest drivers are years of experience, company size, and industry vertical. Entry-level CPA roles start around $40,869, while senior and staff-level positions at larger employers can reach $119,438 or above. Specialized skills and in-demand tools can also meaningfully shift where you land in the range.
Is Des Moines a good place for CPA jobs?
Des Moines offers a CPA median of $71,093, which is 11% below the US median of $79,880. Whether that makes it a good market depends on your personal cost-of-living equation — Des Moines is 0% cheaper than the national average, so factor that into your math.
How do I negotiate a higher CPA salary?
Start with the data on this page: the 75th percentile for CPA in Des Moines is $97,900, which is a defensible anchor for a negotiation. Come in with a specific number backed by real market data — not a range — and reference your experience tier. If you're above the median, ask for the 75th percentile. If you're already at the 75th, push for total comp improvements like equity or bonus instead.