CPA Salary in Mesa, Arizona
Salary Distribution
BLS 2024Median CPA in Mesa, AZ
Compensation Breakdown
BLS 2024How This Compares
Local BLS metro data isn't available for Mesa yet — showing the national median as a reference. Add local data →
Cost of living in Mesa is 0% below the national average. Salary of $79,880 here is equivalent to $79,880 nationally.
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via FREDFed Funds Rate
Mar 2026
Inflation (CPI)
year-over-year
National Unemployment
Mar 2026
Arizona 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 Mesa?
The median CPA salary in Mesa is $79,880 per year, with a range from $56,000 at the 25th percentile to $110,000 at the 75th percentile. Total compensation including bonuses typically runs higher — see the breakdown above for the full picture.
How does CPA pay in Mesa compare to the national average?
CPA salaries in Mesa are 0% above the national median of $79,880. After adjusting for Mesa's cost of living, the purchasing power of that salary is equivalent to roughly $79,880 nationally — which is the number that actually matters when comparing offers across cities.
What factors affect CPA salaries in Mesa?
In Mesa, the biggest drivers are years of experience, company size, and industry vertical. Entry-level CPA roles start around $45,920, while senior and staff-level positions at larger employers can reach $134,200 or above. Specialized skills and in-demand tools can also meaningfully shift where you land in the range.
Is Mesa a good place for CPA jobs?
Mesa offers a CPA median of $79,880, which is 0% above the US median of $79,880. Whether that makes it a good market depends on your personal cost-of-living equation — Mesa 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 Mesa is $110,000, 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.