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Last updated 11/05/2020 02:41 am by Ann Wilkerson

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Salary Answers

I want answers for an



metro area.

Recommended Salary


11.5% lower than the national recommended base salary of $111,568

Market competitive base salary based on Education, Experience, Industry and Supply for the job in the metro.

Current Supply

Refers to the availability of talent based on the job requirements provided, in addition to unemployment for the occupation and metro.

Salary Forecast


Expected to increase $1,227 by Q4 2023 (1.2%)

Salary Forecast based on forecasted wage growth, job growth, supply and unemployment for the job in the metro.

Median Salary


9.5% lower than the national median salary of $101,795

Refers to the “middle” wage for the job title in the selected industry. Half of the workers earned less than the median salary, and half earned more.

Software Engineer Recommended Salary

Why It Matters

The median salary for the "Software Engineer" job title has remained steady at 1.3% compared with the same time last year. Based on the criteria selected, you can expect to pay 27.0% less than the current median salary. Expect salaries to remain steady through the next four quarters.

It is currently a balanced market and will remain that way even as talent supply will remain steady through the next 4 quarters.

Skills & Job Responsibilities

Job Responsibilities
  • Develop high-quality software design and architecture.
  • Produce specifications and determine operational feasibility.
  • Ensure software is updated with latest features.
  • Produce clean, efficient code based on specifications.
  • Work with developers to design algorithms and flowcharts.
  • +10 Job Responsibilities

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Hard Skill

+2 Hard Skills

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Soft Skill

+2 Soft Skills

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Salary Comparison for Software Engineer

The recommended base salary for the "Software Engineer" job title in Salt Lake City, UT is $100,043. This salary is 9.7% below the national recommended base salary of $110,811.

Meet Marisa.

Marisa is the HR Manager at Pinnacle Software.

She is charged with recruiting, annual budgets and compensation planning.


Marisa needs to determine competitive pay for each job title in her company. Her current resource for verifying market-pay rates has proven to not be accurate for today's job market.

Let's see how she handles it.

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