Customer Care Coordinator Salary: 2025 Expert Guide

What the Role Covers and How Employers Classify It

Scope and classification

A Customer Care Coordinator typically manages inbound customer inquiries, escalations, and case routing across channels (phone, email, chat, social). The role often includes queue management, CRM updates (e.g., Salesforce, Zendesk), service-level monitoring, and coordination with operations, logistics, or clinical teams (in healthcare). Many employers title the role “Customer Care Coordinator,” “Customer Support Coordinator,” or “Service Coordinator,” with similar pay bands.

In the U.S., this role is usually non-exempt (hourly) under the Fair Labor Standards Act (FLSA), meaning overtime at 1.5x applies beyond 40 hours per week unless a state threshold is lower (e.g., daily OT rules in CA). It sits one step above entry-level customer service representatives in complexity and responsibility, but below team lead/supervisor. This positioning influences pay: coordinators earn more than general call center reps but less than specialists or leads.

National Pay Ranges (U.S.) and 2024–2025 Benchmarks

Reliable ranges and what drives them

Across the U.S. in 2024–2025, base pay for Customer Care Coordinators commonly falls between $20–$30 per hour ($41,600–$62,400 annually at 40 hours/week). Entry-level hires with <1 year experience cluster around $19–$23/hour, while experienced coordinators and those handling escalations, regulated industries, or bilingual queues reach $25–$30/hour. Bonus and incentives are modest but present in many teams (typically $1,000–$4,000/year tied to quality, occupancy, CSAT, or AHT).

For broad context, the U.S. Bureau of Labor Statistics (BLS) reports the May 2023 median wage for Customer Service Representatives (SOC 43-4051) at roughly the high-$30Ks annually; coordinators generally sit above that median due to higher complexity. Use BLS data as a floor and adjust upward for coordinator responsibilities, shift differentials, and industry. Source: bls.gov/oes/current/oes434051.htm (accessed most recently in 2024).

Regional Salary Snapshots (Major Metros)

Location premiums and practical ranges

Geography materially affects coordinator pay due to competition and cost of living. Coastal tech hubs and unionized or heavily regulated markets tend to pay more, while Sun Belt and Midwest metros pay closer to national midpoints. Remote roles often benchmark to a “national” band and then apply cost-of-labor adjustments (±5–20%).

• San Francisco Bay Area, CA: $27–$34/hr ($56,160–$70,720). Strong differentials for late shifts and technical queues.
• Seattle, WA: $24–$31/hr ($49,920–$64,480). Premiums for SaaS and marketplace ops.
• New York City, NY: $24–$30/hr ($49,920–$62,400). Finance and healthcare pay toward the top.
• Boston, MA: $23–$29/hr ($47,840–$60,320). Higher if handling clinical coordination.
• Denver, CO: $22–$28/hr ($45,760–$58,240). Competition from tech support centers.
• Chicago, IL: $22–$28/hr ($45,760–$58,240). Unionized shops can add $1–$3/hr.
• Austin, TX: $20–$26/hr ($41,600–$54,080). Rapid hiring in e-commerce and logistics.
• Atlanta, GA: $20–$25/hr ($41,600–$52,000). Bilingual Spanish premiums are common.
• Phoenix, AZ: $19–$24/hr ($39,520–$49,920). Strong bonus plans in insurance/service centers.
• Miami, FL: $19–$24/hr ($39,520–$49,920). Multilingual differentials (Spanish/Portuguese).
• Remote (U.S. national band): $20–$27/hr ($41,600–$56,160). Adjusted by state market rate.

When comparing offers, weigh rent and commute costs. For example, a $3/hr difference equals ~$6,240/year; that can be offset by lower housing or better benefits in a different metro or remote arrangement.

Industry Differences and Schedule Impacts

Where coordinators earn more

Industry materially shifts pay bands. Typical base ranges (hourly) in 2025: healthcare providers and payers $21–$28; financial services $23–$30; tech/SaaS $24–$32; utilities/government contractors $22–$29; non-profits $18–$23. Regulated environments (HIPAA, PCI-DSS) and complex case routing justify upper bands, especially when paired with quality ownership or cross-functional coordination.

Schedule also matters. Evenings/weekends often add $1.00–$3.50/hour. Bilingual premiums (Spanish, French, Portuguese, Mandarin) typically add $0.50–$2.00/hour. On-call stipends run ~$15–$35 per day. Overnight roles in 24/7 operations can exceed daytime pay by 8–15% due to shift differentials and smaller staffing pools.

Compensation Components Beyond Base Pay

Overtime, incentives, and benefits

Most coordinators are non-exempt and eligible for overtime at 1.5x the regular rate after 40 hours/week (or per state rules). Example: at $24/hour, 5 hours of OT weekly adds $180/week, or roughly $9,360/year before taxes—often exceeding typical annual bonuses. Always confirm whether paid holidays count toward OT thresholds in your state.

Bonuses and incentives are commonly tied to quality audits, CSAT, first-contact resolution, and attendance. Typical ranges: 3–8% of base or $1,000–$4,000/year; top-performing teams may add quarterly spot awards ($100–$500 each). Some tech and healthcare employers include restricted stock or RSUs for coordinator roles, but it is not the norm outside growth-stage companies.

Benefits can add 25–35% to total compensation. Employer medical premium contributions often equal $5,000–$9,000/year for employee-only coverage; 401(k) matches average 3–5% of pay; paid time off for coordinators typically ranges 10–20 days plus 7–10 paid holidays. Tuition assistance is frequently $1,500–$5,250/year (the IRS tax-free cap), and commuter or remote-work stipends run $50–$300/month.

Career Progression and Pay Growth

Paths and practical ways to move up

Well-defined pathways include Senior Coordinator ($50k–$65k base), Team Lead/Supervisor ($58k–$75k), Workforce/Capacity Analyst ($60k–$80k), Quality Assurance Analyst ($58k–$76k), and Customer Success Manager ($70k–$100k on-target earnings with bonus/commission). Transitions into CX operations, knowledge management, or process improvement frequently lift pay beyond $75k over a 2–4 year horizon.

Expect 3–6% merit increases for strong annual performance in stable organizations; 8–15% jumps are more typical when changing employers or stepping into lead roles. Documented metrics (quality ≥95%, CSAT ≥90%, adherence ≥92%) and cross-training (billing, technical triage, or clinical coordination) accelerate promotion timelines.

• Earn role-relevant credentials: HDI Customer Service Representative or Support Center Analyst; ITIL 4 Foundation for process fluency; HIPAA privacy/security modules for healthcare. These often yield $1–$3/hour premiums.
• Master your stack: proficiency in Salesforce Service Cloud, Zendesk, Five9/Genesys, and QA tooling (Maestro, Playvox) routinely differentiates candidates for Senior/Lead bands.
• Quantify impact in your resume: reduced AHT by 12%, lifted FCR by 8 pts, or eliminated 2,000 monthly contacts via knowledge article improvements.
• Volunteer as acting lead during coverage gaps—document scope (coaching 8–12 agents, WFM escalations)—to justify a title and pay adjustment.
• Target industries with premiums (finance, tech/SaaS, healthcare) and apply to late or weekend shifts if your schedule allows for differential pay.

How to Research and Verify Current Pay

Trusted sources and contacts

Start with government data for baselines and then layer in role-specific titles. Useful links: BLS Occupational Employment and Wage Statistics for Customer Service Representatives (SOC 43-4051): bls.gov/oes/current/oes434051.htm. Role profile and related tasks: onetonline.org/link/summary/43-4051.00. Market snapshots and user-reported pay: glassdoor.com, payscale.com, salary.com, and indeed.com/salaries (filter by city, years of experience, and industry).

For official clarifications or methodological questions on wage data, contact the U.S. Bureau of Labor Statistics, 2 Massachusetts Ave NE, Washington, DC 20212. Public Information Office: (202) 691-5200. When negotiating, request the full range (min–mid–max), confirm overtime eligibility, shift differentials, bonus plan rules, and the monetary value of benefits (healthcare contributions, 401(k) match, tuition, and any remote/hybrid stipends). A written breakdown lets you compare offers apples-to-apples and can be worth several thousand dollars per year.

What is a good entry level salary?

A good starting salary is subjective, however some industries pay new grads £35,000 – £50,000 – which is considered a good salary in the UK.

What is the highest salary of a coordinator?

$84,873

What is a customer care coordinator?

Customer service coordinators handle client inquiries and complaints about the company’s products and services. They take calls or respond to emails from clients, answering questions, checking on order processing, or resolving complaints or disputes.

What is the role of a customer coordinator?

A Customer Service Coordinator plays a pivotal role in ensuring that a company’s customer service operations run smoothly. They are the linchpin between customers and the various departments within an organization, making sure that customer inquiries and issues are addressed efficiently and effectively.