The national median salary for software developers and engineers is $132,270 per year as of BLS Occupational Employment and Wage Statistics data. That figure covers all experience levels at all company sizes. At major technology companies, total compensation for mid-level engineers typically ranges from $170,000–$280,000 when base pay, restricted stock units (RSUs), and annual bonuses are included.
Software Engineer Salary by State (2026)
Geography matters — Washington and California software engineers earn roughly $75,000 more per year than engineers in the lowest-paying states.
| State | Average SWE Salary |
|---|---|
| Alabama | $100,950 |
| Alaska | $109,730 |
| Arizona | $122,480 |
| Arkansas | $92,640 |
| California | $165,100 |
| Colorado | $138,750 |
| Connecticut | $135,180 |
| Delaware | $124,350 |
| Florida | $112,960 |
| Georgia | $126,410 |
| Hawaii | $114,820 |
| Idaho | $111,330 |
| Illinois | $127,650 |
| Indiana | $103,490 |
| Iowa | $97,570 |
| Kansas | $99,340 |
| Kentucky | $96,800 |
| Louisiana | $94,130 |
| Maine | $105,220 |
| Maryland | $139,200 |
| Massachusetts | $142,980 |
| Michigan | $108,640 |
| Minnesota | $121,730 |
| Mississippi | $91,560 |
| Missouri | $105,180 |
| Montana | $107,200 |
| Nebraska | $101,470 |
| Nevada | $116,390 |
| New Hampshire | $120,850 |
| New Jersey | $135,760 |
| New Mexico | $105,410 |
| New York | $144,390 |
| North Carolina | $125,940 |
| North Dakota | $95,810 |
| Ohio | $109,750 |
| Oklahoma | $95,230 |
| Oregon | $131,260 |
| Pennsylvania | $119,620 |
| Rhode Island | $118,250 |
| South Carolina | $105,680 |
| South Dakota | $93,480 |
| Tennessee | $107,110 |
| Texas | $130,450 |
| Utah | $122,090 |
| Vermont | $110,340 |
| Virginia | $136,820 |
| Washington | $166,980 |
| West Virginia | $93,510 |
| Wisconsin | $106,320 |
| Wyoming | $95,540 |
| Washington, D.C. | $145,660 |
Source: BLS OES May 2024. Figures represent annual mean wage for software developers.
Software Engineer Salary by Level
At tech companies, levels define pay more than years of experience:
| Level (approximate) | Experience | Base Salary Range | Total Comp (Big Tech) |
|---|---|---|---|
| Junior / L3 | 0–2 years | $80,000–$115,000 | $130,000–$180,000 |
| Mid-level / L4 | 2–5 years | $110,000–$145,000 | $170,000–$250,000 |
| Senior / L5 | 5–8 years | $140,000–$180,000 | $230,000–$350,000 |
| Staff / L6 | 8–12 years | $180,000–$240,000 | $320,000–$500,000+ |
| Principal / L7+ | 12+ years | $220,000–$300,000+ | $500,000–$1M+ |
Total comp at Google, Meta, Amazon, and Microsoft. Smaller companies pay significantly less in TC.
Software Engineer Salary by Specialty
| Specialty | National Average |
|---|---|
| Machine Learning / AI Engineer | $158,000–$210,000 |
| Site Reliability Engineer (SRE) | $148,000–$195,000 |
| Security Engineer | $138,000–$180,000 |
| Backend Engineer | $130,000–$170,000 |
| DevOps / Platform Engineer | $128,000–$165,000 |
| Full Stack Engineer | $120,000–$160,000 |
| Frontend Engineer | $110,000–$150,000 |
| Mobile (iOS/Android) | $115,000–$155,000 |
| QA / Test Engineer | $90,000–$130,000 |
Worked Example: What Does a Senior SWE Actually Take Home?
A senior software engineer in Washington State earning $170,000 per year:
- Gross monthly: $14,167
- Federal income tax (32% bracket, single): ~$3,350/month
- FICA (7.65%): ~$1,083/month
- Washington state income tax: $0 (no state income tax)
- Estimated net monthly: ~$9,730/month (~$116,800/year)
Same engineer in California at $170,000:
- California state income tax adds ~$1,200/month
- Estimated net monthly: ~$8,530/month (~$102,400/year)
- The California vs. Washington difference: ~$14,400/year in after-tax pay
Total Compensation: RSUs and Bonuses
At major tech companies, base salary is only part of the picture. A typical mid-level (L4/L5) offer at a large tech company might look like:
- Base salary: $155,000
- Annual RSU vesting: $60,000
- Annual performance bonus: $20,000 (15% target)
- Total annual compensation: $235,000
RSUs vest over 4 years (typically 25%/year), so the full grant value depends on when the stock was priced and whether the company’s stock price has moved.
Remote Work and Geographic Pay Differences
Many tech companies have moved to location-based pay — they pay less to employees in lower cost-of-living markets:
- Tier 1 (NYC, SF, Seattle): Full pay
- Tier 2 (Austin, Denver, Chicago): 85–95% of Tier 1
- Tier 3 (smaller metros/rural): 70–85% of Tier 1
Some companies (Basecamp, GitLab) pay everyone the same regardless of location. Negotiate your location tier before accepting a remote offer.
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