IT hiring

The 10 Highest Paying Tech Jobs in the U.S.

Technology has become an integral part of every industry in today’s rapidly evolving digital landscape. This has created a high demand for skilled professionals in the technology and programming fields. The United States Bureau of Labor Statistics predicts significant growth in computer and information technology professions, faster than the average for all occupations within the next decade,

“About 377,500 openings are projected each year, on average, in these occupations due to employment growth and the need to replace workers who leave the occupations permanently.”

Whether you have a formal degree or are self-taught, various resources are available to help you pursue a tech career. When applying for a position in the technology sector, you can expect to participate in a “technical interview.” While it shares similarities with formal interviews in other industries, this type of interview requires candidates to showcase their skills through various assessments, including programming, coding, engineering, and computer-based competencies.

We love a good list, so here’s a list of the top 10 highest-paying tech jobs in the U.S. based on salary data from Indeed. Along with the average base salary, we’ll explore the job summaries, educational requirements, and relevant skills employers seek.

10. Full-Stack Developer

Average Base Salary: $126,102

Job Summary:  Full-stack developers are responsible for building the frontend (client side) and backend (server side) elements of websites, mobile applications, and other computer programs. They possess the skills to handle the entire software lifecycle.

Qualifications: Most full-stack developers have at least a bachelor’s degree in computer science, software development, or software engineering.

Relevant Skills: HTML, CSS, JavaScript, MySQL, SQL, PostgreSQL, MongoDB, Oracle, Git, GitHub, Subversion, AWS, Heroku, Azure, APIs, C, C++, Lisp, Python.

9. Data Engineer

Average Base Salary: $126,737

Job Summary: Data engineers specialize in building systems that support data transformation, data structures, metadata, and workload management. They collect, manage, and convert raw data into usable information for data scientists and business analysts.

Qualifications: Data engineers typically have a bachelor’s degree in computer science, engineering, or a related field.

Relevant Skills: SQL, NoSQL, PostgreSQL, Python, Redshift, Panoply, Hadoop, Spark, AWS, Azure, Kafka.

8. Mobile Developer

Average Base Salary: $127,409

Job Summary: Mobile developers create, maintain, and implement the source code for mobile software applications. They work on Android and iOS platforms and are skilled in troubleshooting and patching bugs.

Qualifications:  Most mobile developers have a bachelor’s degree in computer science or related disciplines and experience in programming or development.

Relevant Skills: Linux/Unix, Python, Perl, Shell Scripting, Java, C#, Swift, Oracle, Apache, iOS, ABAP, Drupal, HTML, LAMP Stack, Ruby On Rails, UI, Cybersecurity, Product Management, IoT, Agile, Lisp.

7. Network Architect

Average Base Salary: $127,467

Job Summary: Network architects design and implement computer and information networks, including LANs, WANs, and intranets. They provide input on security, hardware, and software decisions and plan and execute network system layouts.

Qualifications: Network architects typically hold a bachelor’s degree in computer science, information systems, or a related field.

Relevant Skills: Linux, UNIX, Python, Perl, JSON, Ansible, Puppet.

6. Data Warehouse Architect

Average Base Salary: $131,479

Job Summary: Data warehouse architects develop physical and logical data models, design database systems, and maintain database tools and scripts. They define project scopes, choose appropriate tools, and establish metadata standards.

Qualifications: Data warehouse architects usually have a bachelor’s degree in information technology, computer science, or electronics engineering, along with practical experience in relevant positions.

Relevant Skills: SQL, PL/SQL, Python, Cobol, JCL, SQL Server, MySQL, Oracle, DB2, Netezza, IMS DB, Git, TFS, JIRA, CRM, ERP, SCM.

5. Software Architect

Average Base Salary: $137,430

Job Summary: Software architects make high-level design choices for software development. They determine the software, tools, and platforms to use and often set coding standards for other developers.

Qualifications: Software architects typically have a bachelor’s degree in computer science, software engineering, or a related field. They usually have extensive technical knowledge gained through experience as a software engineer.

Relevant Skills: Varies depending on the specific software and technology used.

4. Enterprise Architect

Average Base Salary: $142,567

Job Summary: Enterprise architects are vital in establishing an organization’s IT infrastructure and maintaining and updating IT hardware, software, and services to support set enterprise goals. Enterprise architects create business architecture models and develop methods for compliance architecture, such as metadata management, data storage, and change control.

Qualifications: Enterprise architect’s jobs typically require an undergraduate degree in computer science or a related field and five to 10 years of IT experience before you can step into the role. Depending on the company, you may also need a master’s degree.

Relevant Skills:  Cloud, Infrasture, Roadmap, A WS, Java, Cloud Computing, Governance, Azure, Digital Transformation, Project management, ITIL, Pre Sales

3. Site Reliability Engineer

Average Base Salary: $155,517

Job Summary: A site reliability engineer applies software tools to automate IT infrastructure, such as system management and application monitoring. They develop software and systems that increase site reliability and performance amidst frequent updates from the development teams. They manage large systems through code, which is more scalable and sustainable for system administrators managing thousands or hundreds of thousands of machines.

Qualifications: Site reliability engineers typically hold at least a bachelor’s degree in IT, computer science, engineering, or a related field. These professionals should have a system administrator, DevOps, or IT operations background focusing on software development skills.

Relevant Skills: APIs, AWS, Ansible, Azure, Bash, CI/CD, Cloud infrastructure, Computer Networking, DevOps, Distributed Systems

2. Backend Developer

Average Base Salary: $158,984

Job Summary: Backend developers design, build, and maintain the back end of web and mobile-based applications. The back end includes everything from the servers to application code and databases. They ensure the back end performs quickly and responsively to frontend user requests.

Qualifications: While employers may prefer candidates with at least a bachelor’s degree in computer science or a related field, you don’t require an undergraduate degree to become a backend developer. The best way to start down the path to becoming a backend developer is to learn a programming or scripting language.

Relevant Skills: Python, PHP, JavaScript, Ruby, Java, C#, Laravel, Django, Spring, Ruby on Rails, Meteor, Node.js, MongoDB, MySQL, Oracle, Apache, NGINX, Lighttpd, Microsoft IIS

1. Software Engineering Manager

Average Base Salary: $161,477

 Summary: A software engineering manager oversees (hires, trains, and mentors) a team of software developers by providing direction, delegating tasks, and monitoring regulations and goals. Software engineering managers also build and maintain relationships with cross-functional teams, stakeholders, and clients.

Qualifications: Software engineering managers typically have a minimum of a bachelor’s degree in computer science or a similar field and considerable work experience (at least five years) as a software engineer. They must deeply understand software engineering, coding, and the developmental process.

Relevant Skills: APIs, AWS, Agile, C, C#, C++, CI/CD, Design Patterns, DevOps, Distributed Systems, Leadership and Management

When considering a career in the tech industry, evaluating compensation and other factors is essential. The listed tech jobs offer attractive salary prospects, but it’s worth noting that total compensation may include bonuses, equity, and benefits that vary between companies. Pursuing education, gaining relevant skills, and preparing for technical interviews can help you land these high-paying tech jobs and thrive in the ever-growing technology field.

Find your next opportunity.

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The Epic Dilemma: Navigating Talent Challenges in the Health IT Landscape

In the intricate world of Electronic Health Records (EHR), Epic stands as a towering giant, employing approximately 13,000 individuals. Given the crucial role of IT in healthcare, one might expect fierce competition for talent among health systems, but a closer look reveals a different story. Hospital CIOs have disclosed a unique challenge — Epic’s airtight non-compete agreements that discourage employees from transitioning to client health systems.


The Non-compete Conundrum

According to Don Reichert, Vice President of Information Services at ProHealth Care in Wisconsin told Becker’s, departing Epic employees face non-compete agreements ranging from six months to two years. This obstacle is a significant deterrent, dissuading individuals from considering opportunities with hospital systems.


Epic Veterans Find a Detour

Epic veterans, seeking alternatives to direct employment with health systems, often become consultants. Health systems contract these experienced professionals temporarily to address specific needs or projects. Children’s Nebraska, for example, leverages Epic contractors to propel projects forward or manage maintenance backlogs, emphasizing their deep understanding of Epic’s modules.


Rather than competing directly with Epic for talent, health systems find themselves vying with each other for Epic-experienced professionals. The uniqueness of this competition lies in the fact that it is not on an equal playing field. Dayton Children’s CIO J.D. Whitlock highlights a growing trend where health systems in high-cost areas lure remote talent from lower-cost regions, driven by CMS’ wage index system.


The Wage Index Quandary

CMS’ wage index system, which ties Medicare reimbursements to regional pay levels, contributes to the disparity. While this benefits Epic-certified analysts in high-cost-of-living areas, it poses challenges for health systems in rural regions struggling with staffing and financial constraints.


The Talent Tug-of-War

Health systems in areas with higher living costs attract talent from regions with lower costs by offering competitive salaries, sign-on bonuses, and enhanced benefits. For instance, Aultman Health Foundation in Ohio has witnessed employees leaving for remote positions with fellow Oracle Health EHR customers, enticed by better financial incentives.


Geography and Culture Factors

Geography and corporate culture also play pivotal roles. Epic and Oracle Health, headquartered in southern Wisconsin and Kansas City, respectively, have predominantly on-site employees. The reluctance to uproot their lives for distant health systems, combined with differences in organizational culture, contributes to the one-sided nature of talent movement.

The intricate dance of talent in the health IT landscape reflects a delicate balance of non-compete agreements, wage disparities, and corporate cultures. As health systems navigate these challenges, they must find innovative solutions to attract and retain skilled professionals, ensuring the seamless integration of EHR systems to improve patient care and overall healthcare advancement.



IT Recruitment Trends in 2023

How companies adapt to the (likely continual) uncertain business climate in 2023 will vary. But talent teams must closely monitor recruiting trends as they arise to ensure they’re prepared to meet their org’s headcount and growth needs in the year ahead.

Here are some IT recruitment trends include to watch in 2023:

  1. Retention: Companies of all sizes attempt to retain as much of their workforce as possible amid ongoing economic headwinds. They want to be prepared to pick up their growth efforts on the other side of a potential recession. That is a markedly more difficult goal to realize if they lay off many employees to tread water now and must hire replacement workers mere months from now.

2. Diversity, Equity, and Inclusion (DEI): Companies prioritize DEI in their IT recruitment efforts. They are actively seeking candidates from diverse backgrounds, including women, underrepresented minorities, and individuals with different perspectives and experiences, to promote a more inclusive and diverse workforce in the IT industry. In addition, enhancing DEI initiatives help employers stand out.

3. Upskilling and Reskilling: Given the rapidly evolving nature of technology, employers are increasingly looking for candidates willing to learn and adapt. Upskilling and reskilling programs are being implemented to help IT professionals stay relevant and acquire new skills. Employers are looking for candidates with a growth mindset and a willingness to learn and develop continuously.

4. Bolstering Employer Branding: Companies are focusing on building a strong employer brand to attract top IT talent. This includes showcasing their company culture, values, and benefits and promoting their commitment to employee development and work-life balance. The recruitment actions a company takes continuously reinforce the employee brand.

5. The Great Resignation Return: A joblist report found that one in four professionals who quit their previous job regret their decision. Of those who found a new job after quitting, 42% say that their new job has not lived up to their expectations. This sentiment could lead to more job seekers.

6. Flexible Work Arrangements: Flexible working hours, part-time roles, and job-sharing are becoming more popular in IT recruitment. Employers recognize the importance of work-life balance and offer flexible options to attract and retain top IT talent.

7. Virtual Recruitment Events: Virtual career fairs, online coding challenges, and virtual interviews are becoming more prevalent in IT recruitment. These virtual recruitment events allow employers to connect with candidates from anywhere worldwide, making the hiring process more efficient and inclusive.

8. Data-Driven Recruitment: Data-driven decision-making is becoming a key trend in IT recruitment. Companies leverage data and analytics to identify trends, patterns, and insights to optimize recruitment strategies, improve candidate experience, and make informed hiring decisions.

9. Gig Economy and Freelance Work: The gig economy and freelance work are gaining traction in the IT industry. Employers are increasingly hiring IT professionals on a project basis or as freelancers to meet their immediate needs and tap into specialized skill sets.

Staying updated with these trends can help talent teams, and IT professionals navigate the dynamic landscape of IT recruitment effectively.

Dice Sentiment Report: Tech Pros Likely to Take Flight

Despite concerns of a looming recession, layoffs, and hiring freezes at tech giants like Amazon, Twitter, and Meta, technologists might feel like hunkering down and holding onto their standing desks. But a new report shows tech pros are still open to changing jobs in the next 12 months.


Data released from Dice’s annual Tech Sentiment Report includes sentiment data from 950 technologists and historical trend analysis from previous sentiment and salary reports.


Here are the key takeaways that can help empower your career moves and support company leadership, HR pros, and hiring managers to build their 2023 tech talent acquisition and retention strategies.


More technologists are likely to change employers.


Technology professionals feel confident about their skills and market prospects to consider jumping employees, with 52% of respondents surveyed indicating they’re likely to switch jobs in the next year, up from 44 percent last year. The need for tech talent shows no signs of slowing, and this increase in openness to opportunity means recruiters are more likely to get a response from both active and passive candidates.

Fully remote work remains important to most technology professionals, surpassing interest in a hybrid working model.


Once seen as a temporary solution during the pandemic has remained the preferred work method in the tech world. Dice found that approximately 70% of employers plan for a hybrid future; however, only 30% of technologists prefer hybrid work. 60% of technologists surveyed ranked fully remote work as their most desired workplace setting — up from 53% in 2021. It’s hard to ignore those numbers.


Given the continuing demand for tech skills, technologists may find they have the leverage to negotiate with employers for the flexibility they want, including custom working hours and a fully remote or hybrid working model.


From an organizational standpoint — diving into why they prefer working remotely and what, if anything, would entice them to return to the office a few days a week could help retention before rolling out a return-to-the-office model. Employers will need to get creative on incentives beyond free meals and comfy office furniture to lure workers back to an office environment.


Brand, reputation, and company culture are driving factors in technology professionals’ decisions to join a new employer.


In the age of online conversation, the reputation of individuals and entities has become more critical than ever before. With the tech job market so competitive for companies seeking talent, technologists are becoming more discerning in how they view a company’s culture, reputation, and brand.


Nearly 90% of tech professionals feel an employer’s brand is essential when considering a new employer, and almost 8 in 10 said they would not apply for a higher-paying job at a company with a poor reputation. It will be challenging to attract top tech talent if you’re not investing in your brand and reputation as an employer and ensuring your company culture supports employee morale and creativity.


Time-to-hire could create more opportunities for technologists.


Dice found that most HR professionals surveyed indicated that their times-to-hire had been faster in 2022 than in 2021. That could be due to the need to fill roles, considering nearly 50% of respondents indicated that attrition rates for technology professionals in their organization are higher than in 2021.


That’s increasing pressure to find replacements and accelerating the time needed to fill roles. So technologists need to be ready not only with an updated resume and portfolio but also to consider an offer faster than seen in the past.


Salary and merit increases


Technologists know they are in demand, and they’re learning more skills than ever to increase their value at organizations and maximize their compensation packages.


While the job market for new hires rewards these skills and competes to attract talent, organizations aren’t necessarily keeping pace regarding their current employees’ salaries. In the report, Dice’s research shows that technologists received an average merit increase of only 4.8% this year versus an expected growth of 5.2%.


This salary gap could contribute to the growing openness of changing employers.


If your organization is struggling to keep up with inflation — as most companies are — offer other incentives or compensation like additional paid time off, remote and flexible work options, or training and education opportunities — all of which were ranked as important to tech professionals in the Dice 2022 Tech Salary Report.


Let our talent acquisition professionals help you elevate your career. Work with INNOVA People today.


Interview Process for IT & Tech Jobs 2022

There’s a universal truth that resonates with candidates looking to get a job in tech: the process seems to take forever.

Researchers from LinkedIn’s Economic Graph team found that tech jobs top the list in hiring time. Engineering takes an average of 49 days for candidates to submit their job applications to start their first day on the job. Technical positions in research, finance, and information technology (IT) follow closely behind, taking 48, 46, and 44 days on average to fill.

But why?

Some tech jobs, regardless of how critical they need to be filled, can require a lot of rigorous requirements. Companies are willing to wait for the right candidate and move them through an exhaustive hiring process to find the right fit. As employers widen their talent pool to recruit more women and people of color, it can also lead to a longer hiring time.

Understanding how tech job hiring works can help curb your frustration during the (sometimes lengthy) process.

The Hiring Process in Tech


The Phone Screen

Some sought-after tech jobs can attract hundreds of applications. Even if only half of those are qualified by meeting the basic requirements, hiring managers still have to screen them, which takes time.


The phone screen is the first step in the hiring funnel. This stage consists of an informal phone call with a company representative that can take 15 to 30 minutes. They want to determine if the candidate has the right skills, gauge interest level, and looks for any red flags.


To increase your chances of getting to this stage, work with a recruiter like Innova People, who can submit your resume.


Technical Testing & Screening

Once you pass the phone screen, you are rewarded with, guess what, another phone call! Bonus!


This call is, however, more of a technical call. Hiring managers were willing to take you at your word during the first phone screen when you said that you knew Python. But now, your skills will be put to a basic skill test.


Typically the technical call is more of a technical screen and can take anywhere from 30 to 60 minutes, so be prepared. You may be asked to work through several coding exercises, asked how you’d analyze a batch of scientific data, or asked to design an experiment.


Your Innova Recruiter can help prepare you for the types of questions you may face so you can feel confident heading into this stage.



Congrats on making it to the interview stage! In this third and final interview stage, you’ll be invited on-site and spend most of the day conducting in-person interviews with various other company members.

The potential employer will take care of your travel needs if travel is required.

This stage is the most involved and usually is at the end of the hiring pipeline. While on-site, look to get a sense of the work environment and how happy the employees are. Remember, you are interviewing the employer as much as you are being interviewed.


Hiring managers will then reach out to your recruiter to check on your references, so make sure your references are current and are aware of your interest in the position. The last thing you want is a reference to be caught off-guard when contacted at you looking for a new role.

Make the Offer for the Right Candidate

Once the hiring manager and recruiter discuss the results of the reference checks, an offer letter will be drafted and shared with you! Candidates not selected will be notified by email or phone.

It can take weeks between each stage of the tech job hiring process. Be patient, and check in with your Innova Recruiter for updates and feedback as you both work towards a great offer.

Time to hire – How long is the tech Interview process?


Some tech jobs’ myriad technical and program-specific requirements can increase the hiring time. On top of that, the hiring process for government and government contractors often moves more slowly.


Requirements and corporate inertia aside, multiple people often have to sign off on a candidate moving forward in the hiring process. Those people often have other demands on their time, meaning they can’t always respond as quickly as recruiters and candidates would like.


How To Interview Remotely

The majority of the job interview, especially in the early stages, are handled remotely. These discussions can have multiple queries, so be prepared: you could jump from technical talk in one interview to fielding questions from an HR representative about how you may fit culturally.

Review the application materials before sitting down for the interview and ensure you can articulate everything in your past, including previous jobs, projects, and skills. Practicing in the mirror can help you frame your best responses while monitoring your body language.


Faced with so many required qualifications and customer-specific “wants,” there’s a high likelihood that you won’t know everything that a hiring manager or a potential teammate asks you..and that’s okay! Being open to learning is critical; admitting a shortcoming in your overall knowledge while expressing interest in learning can score valuable points. Where you lack knowledge or experience, let the team know you are eager to dive into the discipline.


Top 20 questions to ask during a tech hire interview

Every tech person is seen as a future problem solver; making the hiring decision is competitive and exhaustive for employers.

To put you in front of the pack, here are 20 of the best tech interview questions you may be asked during one of the many (and slow) stages of the tech interview process.

Ultimately, your chances hinge on how well you can show that you’re a good match for the company doing the hiring. Suppose you’re diligent in preparing your résumé, and you sit down for the interview with ready answers about your background and skills. In that case, you could progress through multiple interviewing rounds and land the job.