Check my payAssociate Manager, Quality Engineering salary
What a Associate Manager, Quality Engineering (level M2, Associate Manager) is paid in 2026 in the highest-paying US markets.
Modeled estimate · Updated October 2026Median base salary, San Francisco Bay Area, New York, Seattle
Most companies pay between $131,500 and $183,500.
The shaded middle is where most companies aim. Anything inside it is normal pay for this level and market.
The full range
Every market, the 10th to 90th percentiles, bonus, equity, and new hire grants, adjusted for your industry and company size.
Included with Pro, along with ranges for all 100 roles and the pay coach.
See the full rangeIs your pay in this range?
Enter your salary and see your percentile for this role, level, and city. Free, no account needed, and nothing you type is stored.
Check my payQuality Engineer pay by level
Median base salary, top-tier markets.
| Title | Median base |
|---|---|
| Associate Manager, Quality EngineeringM2 Associate Manager | $158k |
| Manager, Quality EngineeringM3 Manager | $183k |
| Senior Manager, Quality EngineeringM4 Senior Manager | $213k |
| Director, Quality EngineeringM5 Director | $252k |
| Senior Director, Quality EngineeringM6 Senior Director | $285k |
| VP, Quality EngineeringE1 Vice President | $330k |
Related roles at M2
Questions
How much does a Associate Manager, Quality Engineering make?
In the San Francisco Bay Area, New York, and Seattle, the modeled median base salary for a Associate Manager, Quality Engineering is $157,500, with most companies paying between $131,500 and $183,500. Pay in other cities, bonus, and equity are in the full range on Benchmarked.
How do I know if I am underpaid?
Pay below the 25th percentile for your level and market is below what most companies target. Check your salary against this range to see your percentile, then use that number in a conversation with your manager.
Where do these numbers come from?
They are modeled estimates built by compensation practitioners from publicly discussed pay and from how companies typically structure salary ranges by level and location. They are not survey results and not any company's actual ranges. Use them to get oriented before a pay conversation, not as an exact offer number.