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Job outlook for front end associates in the United States
Front end associate job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected front end associate job growth rate is -10% from 2018-2028.
About -335,700 new jobs for front end associates are projected over the next decade.
Front end associate salaries have increased 24% for front end associates in the last 5 years.
There are over 2,701,013 front end associates currently employed in the United States.
There are 387,547 active front end associate job openings in the US.
The average front end associate salary is $31,705.
Are front end associate jobs in demand?
Front end associate job and salary trends over time
Front end associate jobs over time
Front end associate job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 2,701,013 | 0.80% |
| 2020 | 2,713,239 | 0.81% |
| 2019 | 2,927,705 | 0.88% |
| 2018 | 2,959,329 | 0.89% |
| 2017 | 2,901,853 | 0.88% |
Average front end associate salary over time
Front end associate salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $31,705 | $15.24 | +5.8% |
| 2024 | $29,969 | $14.41 | +5.4% |
| 2023 | $28,423 | $13.66 | +6.7% |
| 2022 | $26,649 | $12.81 | +4.2% |
| 2021 | $25,572 | $12.29 | +4.5% |
Front end associate jobs by state
Most common states for front end associates
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | New Hampshire | 1,342,795 | 1,129 | 84% |
| 2 | Maine | 1,335,907 | 1,075 | 80% |
| 3 | Delaware | 961,939 | 722 | 75% |
| 4 | Massachusetts | 6,859,819 | 4,665 | 68% |
| 5 | North Carolina | 10,273,419 | 6,015 | 59% |
| 6 | Rhode Island | 1,059,639 | 620 | 59% |
| 7 | Indiana | 6,666,818 | 3,887 | 58% |
| 8 | Minnesota | 5,576,606 | 3,253 | 58% |
| 9 | New Jersey | 9,005,644 | 5,135 | 57% |
| 10 | Montana | 1,050,493 | 599 | 57% |
| 11 | Vermont | 623,657 | 358 | 57% |
| 12 | Pennsylvania | 12,805,537 | 7,148 | 56% |
| 13 | Michigan | 9,962,311 | 5,580 | 56% |
| 14 | Kentucky | 4,454,189 | 2,477 | 56% |
| 15 | South Carolina | 5,024,369 | 2,786 | 55% |
| 16 | Tennessee | 6,715,984 | 3,636 | 54% |
| 17 | Connecticut | 3,588,184 | 1,943 | 54% |
| 18 | Missouri | 6,113,532 | 3,254 | 53% |
| 19 | Maryland | 6,052,177 | 3,206 | 53% |
| 20 | Colorado | 5,607,154 | 2,950 | 53% |
Most common cities for front end associates
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Burlington | 3 | 12% | $36,265 |
| 2 | Fredericksburg | 3 | 11% | $30,653 |
| 3 | Atlanta | 2 | 0% | $27,887 |
| 4 | Boston | 2 | 0% | $36,270 |
| 5 | Chicago | 1 | 0% | $32,761 |
| 6 | Columbus | 1 | 0% | $29,870 |
| 7 | Los Angeles | 1 | 0% | $46,742 |
| 8 | Memphis | 1 | 0% | $27,656 |
Front End Associate job outlook: Expert opinions
Our panel of front end associate experts
Florida State University
The University of Findlay
Franklin and Marshall College
California State University Channel Islands
University of North Carolina at Asheville
Fashion Institute of Technology
York College of Pennsylvania
C. Darren Brooks Ph.D.
Assistant Department Chair and Executive Director, Center for Human Resource ManagementFlorida State University
Department of Management and the Center for Human Resource Management
What are the biggest trends we'll see in the Front End Associate job market given the pandemic?
C. Darren Brooks Ph.D.: The positive is that many companies are recruiting and hiring. The most noticeable trend is the is the impact of remote work and more specifically, how this has changed the nature in which many companies are interviewing, onboarding of new employees, and employee mobility. In terms of interviewing, interacting with potential employers via web-enable platforms requires job applicants to be attuned to details such as lighting, sound volume, environmental distractions that are not common with in-person interviews. Additionally, many employment events such as job fairs are virtual resulting in a much different experience for both the applicant and the employer. Getting comfortable with communicating in a clear and cogent way remotely is a key skill to develop. In fact, our Career Center at Florida State offers job search and interviewing sessions to help students and alumni develop better virtual interviewing skills.
Onboarding is another area that has seen a change as a result of the pandemic. While onboarding new employees through online programs what is a more recent change is the lack of physical support during the onboarding process. We know that onboarding is a critical period for employees as they are getting to know the company, job expectations, culture, how work is done, etc. Managing the onboarding process in a remote environment requires more deliberate action on the part of HR, supervisors, and the employee. In other words, we cannot rely on an employee walking down the hall to ask questions about an assignment or who to contact to obtain essential job information. Planned, regularly schedule interactions during the first few months to ensure expectations are understood, that the employee feels a part of the organization, and job-related questions can be addressed can help to alleviate feelings of uncertainty, frustration, stress, and alienation.
Lastly, we have noticed employment mobility decreasing over the past four to five years. In fact, data on migration and geographic mobility monitored by the U.S. Census found that as recently as 2018 only 9.8 percent of adults reported relocating which is down 10.2 percent from 1985[1]. Based on my research and consulting work, there are numerous reasons for this trend. First, individuals are making family-based choices not to move based on family considerations such as being nearby to assist with an aging parent or having a desire to stay close to family. Second, work and family balance have emerged as a key factor when deciding to relocate for work. More specifically, the decision to relocate for a job is no longer driven solely by financial reasons. Stability in the home and the need to accommodate the needs of other family members is equally important, such as dual income earning households or the illness of an elderly parent. Consequently, this complicates the decision-making process of whether to move. Lastly, communication and networking technology have enabled work to be performed without necessitating physical presence at a particular location. Given the psychological and financial costs of relocating and the fact that many jobs are being performed remotely, individuals are more likely to make decisions not to relocate and disrupt their personal lives because of their ability to connect to work via technology.
This is not to say that people are unwilling to relocate for work. However, it does mean that, as a result of more organizations moving work remotely, employers may have more challenges in relocating talent in the foreseeable future. In some instances, it may require employers increase salaries or enhance benefits in order to attract employees to move. Another option is for employers to establish offices in secondary cities outside the home office location. This option may afford an employee the opportunity to be closer to their preferred geography. For example, an individual living in Birmingham, AL may not be willing to relocate to Chicago due to factors such as the higher cost of living, family considerations or the weather but would be willing to move to Atlanta, GA or Charlotte, NC. Having a secondary office in one of these cities may be an acceptable alternative. Lastly, being flexible to hybrid location alternatives. While this is generally applied to certain types of jobs, allowing an employee to work remotely two or three weeks out of the month at home, then one-week in the company office may offer an opportunity to balance the needs of both the employer and the employee.
[1] Agovino, T. (2020). Americans aren't moving: The decline in worker mobility presents a challenge for employers in a tight labor market. Retrieved on December 11, 2020, SHRM
What's a good job out of college for Front End Associates?
Amy Rogan: There are any number of ways to break into journalism. There is no one true path. If a journalist is interested in television I recommend they look for assistant producer positions or assignment editor positions. Many people who think they want to be on-air talent figure out they really enjoy producing much better.
Digital content producer is another good way to work a journalist way into on-air television work. It's also a way to work into newspapers as they are now more digitally dependent.
Larger organizations have more specialty digital positions in research or digital analytics. But starting out in a small market allows you to learn a lot and work your way into bigger markets and responsibilities.
What certifications/licenses/courses can have the biggest impact for Front End Associates?
Cynthia Krom: Professional certifications matter. If your profession has a certification, you need to have that certification to be competitive in this new world. So, a public accountant needs to have a CPA, and a corporate accountant needs to have their CMA. A fraud examiner needs their CFE. Find out what is available in your profession and take whatever courses or exams are needed to be at the top of your game, because everyone else will.
We don't really know what will be happening with professional licenses with remote work. A psychotherapist may be licensed in New York, but remotely treating a client in New Mexico. Technically, they probably need a license in New Mexico. But who will control that? Will it just be the professional responsibility of the therapist to only practice where licensed? Will their malpractice insurance only cover them if the client is where they are licensed? What about a physician operating on someone a thousand miles away using robotics?
In terms of courses not related to professional certification or licensure, technology is where it is at. First and foremost, polish your Zoom skills. Zoom is now your face-to-face workplace and you need to be a pro. YouTube has great videos about lighting for Zoom, even with reflective eyeglasses. Perhaps your IT department is able to help with connectivity issues and learning remote technologies. And, as we have all recently seen, you need to learn how to turn off filters that make you look like a kitten! For nearly every field, you have to know Microsoft Office (Word, PowerPoint, and Excel) or similar programs. You need to know how to work collaboratively on projects through things like Google Drive. If you are not fluent in the basics, you are showing up for a horse race with a little pony.
Ekin Pehlivan Ph.D.
Associate Professor of MarketingCalifornia State University Channel Islands
Martin V. Smith School of Business and Economics
What's a good job out of college for Front End Associates?
Ekin Pehlivan Ph.D.: I think a description of a "good" job opportunity is dependent on so many factors, almost all subjective. What I recommend my students usually, is that they try different things before graduation and find something that makes them feel a purpose other than (and in addition to) making ends meet. For this reason we started a program on our campus where students are hired to help non-profits and small businesses in our area of service. In this program, students get to gain and practice skills that can help them succeed in a corporate or freelance capacity. The students get to experiment without fear of losing a job and find what they would like their entry level positions to look like. While doing this they also help organizations and individuals who have the need but not the resources to get the services from professionals.
What soft skills should all Front End Associates possess?
Sonya DiPalma Ph.D.: Be personable and a person someone wants to talk with and work with on a continuing basis. Listening and note-taking skills will be critical. Great employees listen well and ask good follow up questions. Be versatile and adaptable. If you find some downtime between projects, ask how you may help with another project.
What experience really stands out on Front End Associate resumes?
Alexander Nagel Ph.D.: I would state that students have an improved presence experiencing and working with virtual platforms. Particularly in the final year 2020/2021, we tried to stress the importance of online exhibits, social media and engagements online, digital art histories, looked at assignments in the virtual sphere, improved communication skills while presenting online. Due to the Art and Museum world changes, we also see a trend to be more sensitive towards the impact artists, and curators have on social justice.
What technology do you think will become more important and prevalent for Front End Associates in the next 3-5 years?
Travis Kurowski Ph.D.: It's probably because I'm answering these questions in 2020, and so during a health pandemic and economic recession, but it seems the fact that video conferencing and other tools that allow people to work as teams from a distance (such as project management apps) will become much more critical over the coming years for all workplaces. These tools have long been available, and students on campuses already use many writing programs. But these tools will become integrated and essential for almost all businesses moving forward as we adapt to current economic realities and plan for a successful future for companies and communities.