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Showing: U.S. national salary range · USD

25th percentile

67,795

USD / year

Applied: National · United States

Employees in this section often have a lower level of experience or skills and are still growing into their role. This role may also be at a small to medium-sized business.

Median · 50th percentile

73,300

USD / year

Applied: National · United States

Employees in this section typically demonstrate the required level of experience plus many skills that are deemed an asset. This role is likely at a medium-sized business.

75th percentile

79,880

USD / year

Applied: National · United States

Employees in this section typically demonstrate a higher-level of expertise and/or enhanced qualifications. They should also have a proven track record and cultural fit. This role is likely at a larger business.

National benchmark. Select a state or province to view a regional estimate.

How regional estimates work

Regional results apply a location percentage to the national benchmarks and round the figures. The same location adjustment is used across roles in that region. These are estimates, not separate local salary surveys. US results are shown in USD and Canadian results in CAD.

See beyond your own hiring market.

TQR brings a cross-market perspective shaped by recruiting across specialized industries. Our salary benchmarks combine that firsthand compensation intelligence with external research through a weighted methodology, helping employers put individual hiring decisions into a broader market context.

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QA Specialist Salary in the US

Factors That Affect a QA Specialist Salary

QA Specialist compensation can vary based on manufacturing experience, quality systems expertise, regulatory knowledge, product testing experience, audit participation, and continuous improvement responsibilities. Employers may need to adjust compensation when the role includes ISO compliance, GMP, FDA, HACCP, BRCGS, supplier quality, advanced testing methods, or responsibility for customer quality initiatives.

QA Specialist Job Description:

A QA Specialist supports the Quality Management System (QMS) within a packaging manufacturing environment by ensuring products, materials, and manufacturing processes consistently meet customer specifications, quality standards, and regulatory requirements. This role helps companies improve product quality, regulatory compliance, customer satisfaction, and operational performance through inspections, testing, documentation, audits, and continuous improvement initiatives.

QA Specialists often work closely with Production, Engineering, Operations, Maintenance, Supply Chain, Quality, customers, suppliers, and regulatory agencies. Their work may include performing product inspections and testing, monitoring manufacturing processes, investigating quality issues, conducting root cause analysis, maintaining quality documentation, supporting audits, monitoring calibration activities, and implementing corrective and preventive actions (CAPA). In a manufacturing environment, the role combines technical quality knowledge with analytical skills, attention to detail, and cross-functional collaboration.

QA Specialists are expected to understand how quality performance impacts customer satisfaction, product compliance, operational efficiency, and business success. Strong candidates typically combine quality assurance expertise with problem-solving ability, data analysis, communication skills, and continuous improvement knowledge to reduce defects, strengthen quality systems, and support manufacturing excellence.

Common Responsibilities:

Performing incoming, in-process, and final product inspections to ensure compliance with customer specifications and quality standards.
Monitoring manufacturing processes, conducting product testing, sampling, and quality verification using established inspection procedures.
Investigating quality issues, performing root cause analysis (RCA), and supporting corrective and preventive actions (CAPA).
Maintaining quality documentation, inspection reports, SOPs, specifications, nonconformance reports (NCRs), and quality records.
Supporting compliance with ISO, GMP, FDA, HACCP, BRCGS (where applicable), customer requirements, and company quality systems.
Participating in internal, customer, supplier, and regulatory audits while supporting timely resolution of audit findings.
Monitoring calibration activities and ensuring inspection and testing equipment remain accurate and compliant.
Analyzing quality data and identifying opportunities to improve product quality, reduce defects, and enhance manufacturing performance.
Supporting new product introductions, process validations, change management, and continuous improvement initiatives.
Providing quality guidance and training on inspection methods, quality procedures, documentation, and best manufacturing practices.

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Plan Your Next Hire

Set a salary budget that fits the role

Use the published percentiles to establish a working budget, then choose a target that reflects the contribution you need. The median can anchor an initial discussion; broader responsibilities or more specialized requirements deserve a closer review before you settle on a range.

Confirm what the business can support across salary, incentives, and benefits. Agree on the flexibility available before interviewing, and give the hiring team a clear basis for discussing compensation.

Define the work behind the title

A strong benchmark starts with a well-defined role. Compare these details before applying the salary range:

Scope: Will the person lead a team, manage one facility, or oversee several locations?
Accountability: Which decisions, budgets, projects, customers, or operational results will they own?
Capability: Which skills and qualifications are essential from day one, and which can be developed?
Working arrangements: What schedule, travel, on-site presence, and on-call availability are required?

Match the responsibilities to the appropriate country and industry. If the role combines several functions, seek a more specific assessment rather than relying on the closest title alone.

Build an offer around four essentials

TQR’s salary guides encourage employers to consider compensation, benefits, culture, and opportunity together. Make each part of the offer clear enough for a candidate to evaluate.

Compensation

Separate guaranteed pay from potential incentives. Explain targets, eligibility, payment timing, and how future compensation reviews are handled.

Benefits

Outline health coverage, retirement contributions, paid time off, and other relevant benefits. Explain employee costs, eligibility, and waiting periods.

Culture

Describe the working environment, leadership expectations, communication, and available support. Give candidates a practical understanding of safety, well-being, and day-to-day working conditions.

Opportunity

Show how the person can develop through training, expanded responsibilities, or progression. Be specific about what exists today and what remains a future possibility.

Plan the search before you begin

Align the hiring manager and decision-makers on the role, budget, and essential selection criteria. Set interview stages that answer distinct questions, agree on how candidates will be evaluated, and identify who can approve an offer.

Discuss compensation expectations early. Keep candidates informed as the search progresses, and make sure everyone involved can explain the role and the complete package consistently.

Hiring questions answered

What if the exact job title is not listed?

Compare responsibilities, seniority, and required skills. For a specialized or unusually broad position, discuss the scope with TQR before adopting another role’s benchmark.

What if a candidate requests more than the range?

Review the role’s scope, the candidate’s relevant experience, and the full package. Revisit your budget and internal comparisons before deciding whether the request is appropriate for this hire.

How should I budget for bonuses or commissions?

Build a separate view of guaranteed pay and potential variable compensation. Document the targets and payment conditions. Confirm how each pay component is defined before comparing packages.

How should I compare an offer with my existing team?

Consider employees with comparable responsibilities, relevant skills, and experience. Review any differences in scope and the overall package before setting the offer. Use the external benchmark as one input to that discussion.

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