How to read this guide
Every figure below comes from the U.S. Bureau of Labor Statistics (BLS) Occupational Outlook Handbook. Median annual pay is the wage at which half of workers in the occupation earned more and half earned less in May 2025. Outlook is the projected change in employment from 2025 to 2035; for comparison, total U.S. employment is projected to grow by 5.9 million jobs over the same decade.
BLS groups jobs into broad occupations, so one row can cover several job titles. “Accountants and auditors,” for example, includes staff accountants, senior accountants and internal auditors. Where BLS publishes a narrower figure, we note it below the table.
Median pay by role
Filter by practice or search for a role. Each occupation links to its full BLS profile.
| Occupation | Median annual pay | Median hourly | Outlook 2025–35 |
|---|---|---|---|
| Financial managersFinance & Accounting | $166,570 | $80.08 | +10%Much faster than average |
| Financial analystsFinance & Accounting | $103,570 | $49.79 | +7%Much faster than average |
| Accountants and auditorsFinance & Accounting | $83,680 | $40.23 | +5%Faster than average |
| Bookkeeping, accounting and auditing clerksFinance & Accounting | $50,670 | $24.36 | -6%Decline |
| Software developers, QA analysts and testersTechnology | $134,040 | $64.44 | +10%Much faster than average |
| Information security analystsTechnology | $129,180 | $62.11 | +21%Much faster than average |
| Data scientistsTechnology | $120,230 | $57.80 | +35%Much faster than average |
| Network and computer systems administratorsTechnology | $99,130 | $47.66 | -4%Decline |
| Computer support specialistsTechnology | $62,890 | $30.24 | -3%Decline |
| Advertising, promotions and marketing managersMarketing & Creative | $165,780 | $79.70 | +6%Faster than average |
| Market research analystsMarketing & Creative | $78,760 | $37.87 | +7%Much faster than average |
| Graphic designersMarketing & Creative | $62,960 | $30.27 | -2%Decline |
| LawyersLegal | $159,670 | $76.76 | +5%Faster than average |
| Paralegals and legal assistantsLegal | $62,890 | $30.24 | 0%Little or no change |
| Human resources specialistsAdmin & Support | $75,940 | $36.51 | +6%Faster than average |
| Secretaries and administrative assistantsAdmin & Support | $48,310 | $23.23 | -2%Decline |
| Customer service representativesAdmin & Support | $44,770 | $21.53 | -5%Decline |
No roles match that search.
Source: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook. Median wages for May 2025; outlook is projected employment change, 2025–35. Select a role for the full BLS profile.
What moves pay above or below the median
- Location. Pay follows local labor markets. Large metro areas and regions with many employers competing for the same skills usually pay more; remote roles are often priced to where the employer is based.
- Experience and scope. A senior accountant who owns the close, or an engineer who leads a team, earns well above an entry-level peer in the same occupation.
- Specialist skills and credentials. Certifications such as the CPA, and in-demand skills such as cloud security or a specific ERP system, command a premium.
- Industry and employer size. The same job can pay differently in financial services, technology, government and nonprofits.
- Contract versus permanent. Contract professionals are usually paid by the hour. Hourly pay often looks higher because it may not include the benefits, paid leave and bonuses that come with a permanent role.
For employers: setting an offer that lands
- Start with the market, not last year's salaryBenchmark the role against current data for your location and the seniority you actually need.
- Price the must-have skillsA rare system or certification narrows the pool. Budget for it, or train for it.
- Decide your range before you interviewA clear range speeds approvals and avoids losing a finalist while you renegotiate internally.
- Sell the whole packageFlexibility, growth, benefits and the team matter. Make them concrete in the offer, not just the base salary.
For job seekers: using pay data in a negotiation
Know the median for your occupation, then adjust it honestly for your location, experience and skills. Share a researched range rather than a single number, and talk about the value you bring before you talk about pay. If you are working with a recruiter, ask them what similar roles are paying right now; they see live offers every week.
Need numbers for a specific role?
National medians are only the beginning. Our specialist recruiters can tell you what similar roles are paying in your market today, and what it takes to win the candidates you want. Request talent or contact us for a pay benchmark.
