market research
Remote Tech Salary Report: How to Read the Market
Salary transparency is useful only when the sample and its limits are visible. This report analyzes the active roles on techjobsremote.org and explains exactly what the numbers can—and cannot—tell a candidate.
live dataset
Active salary snapshot
As of September 11, 2026, the board contains 1,839 active roles; 1,231 have a parseable annual USD salary band. The table reports advertised openings, not accepted offers.
| Category | Active roles | Pay disclosed | Median band midpoint |
|---|---|---|---|
| Software Engineering | 677 | 486 | $203k |
| Data & AI | 373 | 255 | $213k |
| Marketing & Growth | 214 | 122 | $184k |
| Product | 157 | 107 | $214k |
| DevOps & Infra | 121 | 80 | $192k |
| Engineering | 117 | 72 | $168k |
| Security | 87 | 57 | $191k |
| Design | 71 | 37 | $213k |
| Mobile | 16 | 14 | $229k |
| QA & Testing | 6 | 1 | $158k |
What this report measures
The report uses active remote openings collected from public Greenhouse, Lever, and Ashby career boards in the techjobsremote.org company registry. It includes only listings that our rules classify as remote and open to candidates in the United States, Canada, or both.
For each role with an annual US-dollar salary range, we parse the disclosed minimum and maximum. The midpoint is used for category comparisons because it preserves both ends of a published band without pretending every candidate will receive the same offer.
- Unit of analysis: one currently active job posting.
- Salary measure: employer-disclosed annual base-pay range in USD.
- Comparison measure: median of each posting's salary-band midpoint.
- Refresh schedule: the underlying job inventory is checked daily.
How candidates should use salary bands
A posted band is a negotiating boundary, not a predicted offer. Level, location, scope, and the employer's compensation zones can all move an offer within the range. Compare roles with similar seniority and responsibilities before comparing their numbers.
The lower end is especially useful as an eligibility test: if it is below your floor, confirm whether equity, bonus, or location adjustments change the package before investing time in the process. The upper end is most useful when the posting explains what experience qualifies a candidate for it.
- Compare base pay with base pay; do not mix it with total compensation.
- Check whether a range is national or tied to a named compensation zone.
- Treat very broad bands as a signal to ask how leveling is decided.
- Save the original posting because employers can update a band.
Limitations
This is a view of advertised openings, not a survey of accepted offers. Employers that disclose pay are not necessarily representative of employers that do not. Senior roles and US-based roles are also more likely to publish large annual ranges, so an overall median should not be read as the salary of a typical remote worker.
The crawler normalizes obvious annual USD bands. Hourly rates, non-USD compensation, ambiguous numbers, bonuses, commission, and equity are excluded from the comparison. Results can change when jobs open, close, or are edited.
Sources and further reading
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