🕷️ Crawler Inspector

URL Lookup

Direct Parameter Lookup

Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 36 (from laksa188)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa036.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://www.roberthalf.com/us/en/insights/salary-guide\')), getAhrefsUnparsedNoserviceFromURL(\'https://www.roberthalf.com/us/en/insights/salary-guide\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide","crawl_time":1776297352,"first_indexed_time":1690303764,"http_code":200,"src_unparsed":"com,roberthalf!www,\/us\/en\/insights\/salary-guide s443","src_root_hash":"9444705549992475436","history_drop_reason":null,"meta_title":"2026 Salary Guide | Robert Half","meta_descriptions":["Access Robert Half’s 2026 Salary Guide & Survey, including data on salary ranges and benchmarks, perks and benefits, and total compensation."],"attrs_boilerpipe_text":"Explore Robert Half’s Salary Guide\nUse the links below to explore the guide.\nLearn what sets our data apart\n.\nSalary calculator\nCustomize salaries and learn more about each role.\nSearch salaries by job title\nSalaries by profession\nCheck out starting salaries projected for 2026 in 7 professional fields.\nChoose your professional field\nTotal compensation\nDiscover how companies blend salary with benefits and perks.\nExplore total compensation trends\n2026 U.S. Salary Trends\nCompanies are rethinking their pay strategies to attract hard-to-find talent. A survey of 2,250 business leaders reveals several key salary trends to watch in 2026.\nWhile salary levels are stabilizing in general, significant variation exists by industry and location, and professionals with high-demand, specialized skills are confident about getting what they want. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles.\nof professionals feel confident negotiating salary when given a job offer.\nof hiring managers worry about keeping up with candidates’ compensation expectations through 2026.\nWhen trying to hire hard-to-find talent, it’s the\ntotal compensation package\n—not just salary—that’s the true differentiator.\nOur research shows adding new benefits and perks is key to attracting skilled candidates today. Companies offering a mix of common benefits like health insurance along with unique non-monetary incentives, such as childcare assistance, stand out.\nof hiring managers predict adding new benefits and perks will be an effective strategy for recruiting skilled candidates in 2026.\nof workers say they would switch jobs for better financial incentives like bonuses and stock options.\nSmarter hiring. Better jobs. Personalized guidance.\nA Salary Guide walk-through delivers in-depth insights\nYou’ll get a customized salary report and personal support to help give you a competitive edge in your search for skilled talent.\nSchedule a walk-through\nBuild your team with skilled talent\nNeed to hire? Our recruiters are here to help you quickly find experienced professionals who are the right fit for your business.\nHire talent\nLooking for work?\nWe’ll help you find a role that fits your goals, skills and lifestyle. Let’s get started on your job search today.\nFind a job\nFrequently asked questions\nThe 2026 Salary Guide provides hiring managers and job seekers with projected starting salaries and compensation trends in 7 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation.\nEmployers need salary guides to set pay that’s competitive with what other companies are offering. Job seekers use them to negotiate fair compensation based on their skills and experience.\nOur starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation.\nYes. Use our\nSalary Calculator\nto enter your city and find figures for your market.\nNo. Salaries listed in the guide represent starting salaries only—pay for someone new to the role. They do not include bonuses or annual merit increases. Explore\ntotal compensation trends\nfor information on bonuses and other incentives.\nWe partner with our data science team and our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area.\nRobert Half’s\nDemand for Skilled Talent report\ncovers hiring trends and workforce strategies across key professions. And our\nLabor Market Overview\nconnects the dots between U.S. Bureau of Labor Statistics data, job postings and hiring trends, giving you a clearer view of employment shifts.\nThe salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels.\nLearn more about our methodology.\nNon-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States.\nThe Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide may not be reproduced or disseminated in any part without Robert Half’s written permission. © 2025 Robert Half Inc. An Equal Opportunity Employer M\/F\/Disability\/Veterans.","attrs_markdown":"[Skip To Main Content](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#mainContent)\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq1-nav-findjobs?$Squircle1-Large-1x$&fmt=webp-alpha)\n\n[Search jobs now](https:\/\/www.roberthalf.com\/us\/en\/jobs)\n\n[Find the right job type for you](https:\/\/www.roberthalf.com\/us\/en\/find-jobs\/upload-resume)\n\n[Create a job alert](https:\/\/www.roberthalf.com\/us\/en\/find-jobs\/job-alerts)\n\n[Explore how we help job seekers](https:\/\/www.roberthalf.com\/us\/en\/find-jobs\/partner)\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq1-nav-hiretalent?$Squircle1-Large-1x$&fmt=webp-alpha)\n\n[Contract talent](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/flexible-staffing)\n\n[Permanent talent](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/full-time-staffing)\n\n[Learn how we work with you](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/partner)\n\n[Executive search](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/executive-search)\n\n[Finance and Accounting](https:\/\/www.roberthalf.com\/us\/en\/accounting-finance)\n\n[Technology](https:\/\/www.roberthalf.com\/us\/en\/tech-it)\n\n[Marketing and Creative](https:\/\/www.roberthalf.com\/us\/en\/marketing-creative)\n\n[Legal](https:\/\/www.roberthalf.com\/us\/en\/legal)\n\n[Administrative and Customer Support](https:\/\/www.roberthalf.com\/us\/en\/administrative)\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq1-nav-exploreconsultingsolutions?$Squircle1-Large-1x$&fmt=webp-alpha)\n\n[Technology](https:\/\/www.roberthalf.com\/us\/en\/consulting\/tech)\n\n[Risk, Audit and Compliance](https:\/\/www.roberthalf.com\/us\/en\/consulting\/risk-compliance-audit)\n\n[Finance and Accounting](https:\/\/www.roberthalf.com\/us\/en\/consulting\/finance)\n\n[Digital, Marketing and Customer Experience](https:\/\/www.roberthalf.com\/us\/en\/consulting\/digital)\n\n[Legal](https:\/\/www.roberthalf.com\/us\/en\/consulting\/legal)\n\n[Operations](https:\/\/www.roberthalf.com\/us\/en\/consulting\/administrative)\n\n[Human Resources](https:\/\/www.roberthalf.com\/us\/en\/consulting\/human-resources)\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq1-nav-discoverinsights?$Squircle1-Large-1x$&fmt=webp-alpha)\n\n[2026 Salary Guide](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide)\n\n[Demand for Skilled Talent Report](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-hiring-trends\/demand-for-skilled-talent)\n\n[Job Market Outlook](https:\/\/www.roberthalf.com\/us\/en\/insights\/job-market-outlook)\n\n[Press Room](https:\/\/press.roberthalf.com\/)\n\n[Tech insights](https:\/\/www.roberthalf.com\/us\/en\/insights\/building-tech-teams)\n\n[Labor market overview](https:\/\/www.roberthalf.com\/us\/en\/insights\/labor-market-overview)\n\n[AI in recruiting](https:\/\/www.roberthalf.com\/us\/en\/insights\/ai-hiring-impact)\n\n[Navigating the AI era](https:\/\/www.roberthalf.com\/us\/en\/insights\/navigating-ai-adoption)\n\n[Staffing for small businesses](https:\/\/www.roberthalf.com\/us\/en\/insights\/small-business-overview)\n\n[Cost of a bad hire](https:\/\/www.roberthalf.com\/us\/en\/insights\/cost-of-a-bad-hire)\n\n[Browse jobs](https:\/\/www.roberthalf.com\/us\/en\/jobs)\n\n[Find your next hire](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/form)\n\n[Our locations](https:\/\/www.roberthalf.com\/us\/en\/locations)\n\n# Welcome to the 2026 Salary Guide From Robert Half\n## It pays to know\n[Schedule a walk-through](https:\/\/www.roberthalf.com\/us\/en\/c\/sg-client-visit)\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/hr1-Getty-1394347403-0524-sg26-Home-NA:Short-Large-1x?fmt=webp-alpha)\n\n**Job seekers:**\n\n[Explore opportunities](https:\/\/www.roberthalf.com\/us\/en\/find-jobs)\n\nand grow your career.\n\nCompanies today increasingly value professionals with specialized skills and industry knowledge to drive innovation, efficiency and competitive advantage. Compensation trends reflect this, especially for roles tied to revenue, operations and business continuity. While some companies scale down salary growth and hiring, others offer competitive pay to secure top talent that supports AI-focused initiatives and other critical efforts.\n\nThe 2026 Salary Guide From Robert Half provides projected starting salaries for key roles across 7 professional fields, plus the latest compensation trends. It’s a vital resource for recruitment, retention, workforce planning and informed job search decisions.\n\n**Hiring managers:** Get customized salary data and insights from a Robert Half talent solutions professional.\n\n## Explore Robert Half’s Salary Guide\nUse the links below to explore the guide. [Learn what sets our data apart](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#whytrustourdata).\n\n### Salary calculator\nCustomize salaries and learn more about each role. [Search salaries by job title](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#calculator)\n\n### Salaries by profession\nCheck out starting salaries projected for 2026 in 7 professional fields. [Choose your professional field](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#salarybyprofession)\n\n### Total compensation\nDiscover how companies blend salary with benefits and perks. [Explore total compensation trends](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/compensation)\n\n## 2026 U.S. Salary Trends\nCompanies are rethinking their pay strategies to attract hard-to-find talent. A survey of 2,250 business leaders reveals several key salary trends to watch in 2026.\n\nWhile salary levels are stabilizing in general, significant variation exists by industry and location, and professionals with high-demand, specialized skills are confident about getting what they want. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles.\n\nof professionals feel confident negotiating salary when given a job offer.\n\nof hiring managers worry about keeping up with candidates’ compensation expectations through 2026.\n\n## Higher pay pulls people on-site\nDespite workers’ preferences for remote and hybrid options, companies increasingly want employees to be at the office.\n\nOur research shows higher compensation can influence many job candidates to work on-site full time: 66% of professionals say they would be willing to come into the office 5 days a week for a higher salary. If increasing pay isn’t an option, providing remote flexibility can be a big draw for top talent.\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/rt1-2452398487?$Rectangle1-Large-1x$&fmt=webp-alpha)\n\nWhen trying to hire hard-to-find talent, it’s the [total compensation package](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/compensation)—not just salary—that’s the true differentiator.\n\nOur research shows adding new benefits and perks is key to attracting skilled candidates today. Companies offering a mix of common benefits like health insurance along with unique non-monetary incentives, such as childcare assistance, stand out.\n\nof hiring managers predict adding new benefits and perks will be an effective strategy for recruiting skilled candidates in 2026.\n\nof workers say they would switch jobs for better financial incentives like bonuses and stock options.\n\n## Why you can trust our salary numbers\nThe Salary Guide From Robert Half is the original. We’ve been publishing salary forecasts since 1950, and our guide has served as a trusted source for employers, job seekers, industry associations, government and educational institutions, and national and local media.\n\nThe guide features salary benchmarks based on real compensation data and insights from Robert Half talent solutions professionals. [Learn more about our salary methodology](https:\/\/www.roberthalf.com\/us\/en\/insights\/research\/the-salary-guide-you-need-in-an-ultra-competitive-job-market).\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/rt1-1708092736?$Rectangle1-Large-1x$&fmt=webp-alpha)\n\n## Salary calculator\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq2-2523620133?$Squircle1-Large-1x$&fmt=webp-alpha) ![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq1-2164548569?$Squircle1-Large-1x$&fmt=webp-alpha)\n\n## Trends and salaries by professional field\nGet projected 2026 starting salaries and salary insights in 7 professional fields.\n\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/rt1-2488357409?$Rectangle1-Large-1x$&fmt=webp-alpha)\n\n[Finance and accounting](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/finance-and-accounting)\n\n[Technology](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/technology)\n\n[Marketing and creative](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/marketing-and-creative)\n\n[Legal](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/legal)\n\n[Administrative and customer support](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/administrative-and-customer-service)\n\n[Healthcare](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/healthcare)\n\n[Human resources](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/human-resources)\n\n## Smarter hiring. Better jobs. Personalized guidance.\n### A Salary Guide walk-through delivers in-depth insights\nYou’ll get a customized salary report and personal support to help give you a competitive edge in your search for skilled talent. [Schedule a walk-through](https:\/\/www.roberthalf.com\/us\/en\/c\/sg-client-visit)\n\n### Build your team with skilled talent\nNeed to hire? Our recruiters are here to help you quickly find experienced professionals who are the right fit for your business. [Hire talent](https:\/\/www.roberthalf.com\/us\/en\/hire-talent)\n\n### Looking for work?\nWe’ll help you find a role that fits your goals, skills and lifestyle. Let’s get started on your job search today. [Find a job](https:\/\/www.roberthalf.com\/us\/en\/find-jobs)\n\n## Frequently asked questions\nThe 2026 Salary Guide provides hiring managers and job seekers with projected starting salaries and compensation trends in 7 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation.\n\nEmployers need salary guides to set pay that’s competitive with what other companies are offering. Job seekers use them to negotiate fair compensation based on their skills and experience.\n\nOur starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation.\n\nYes. Use our [Salary Calculator](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#calculator) to enter your city and find figures for your market.\n\nNo. Salaries listed in the guide represent starting salaries only—pay for someone new to the role. They do not include bonuses or annual merit increases. Explore [total compensation trends](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/compensation) for information on bonuses and other incentives.\n\nWe partner with our data science team and our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area.\n\nRobert Half’s [Demand for Skilled Talent report](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-hiring-trends\/demand-for-skilled-talent) covers hiring trends and workforce strategies across key professions. And our [Labor Market Overview](https:\/\/www.roberthalf.com\/us\/en\/insights\/labor-market-overview) connects the dots between U.S. Bureau of Labor Statistics data, job postings and hiring trends, giving you a clearer view of employment shifts.\n\n## Explore a world of salary and hiring insights\n![](https:\/\/s7d9.scene7.com\/is\/image\/roberthalfintl\/sq2-2292436349?$Squircle2-Large-1x$&fmt=webp-alpha)\n\n[Australia](https:\/\/www.roberthalf.com\/au\/en\/insights\/salary-guide)\n\n[Belgium](https:\/\/www.roberthalf.com\/be\/en\/insights\/salary-guide)\n\n[Brazil](https:\/\/www.roberthalf.com\/br\/pt\/insights\/guia-salarial)\n\n[Canada](https:\/\/www.roberthalf.com\/ca\/en\/insights\/salary-guide)\n\n[Chile](https:\/\/www.roberthalf.com\/cl\/es\/insights\/guia-salarial)\n\n[China](https:\/\/www.roberthalf.cn\/cn\/en\/insights\/salary-guide)\n\n[France](https:\/\/www.roberthalf.com\/fr\/fr\/tendances\/guide-salaires)\n\n[Germany](https:\/\/www.roberthalf.com\/de\/de\/insights\/gehaltsuebersicht)\n\n[Hong Kong, China](https:\/\/www.roberthalf.com\/hk\/en\/insights\/salary-guide)\n\n[Ireland](https:\/\/www.roberthalf.com\/ie\/en\/insights\/salary-guide)\n\n[Japan](https:\/\/www.roberthalf.com\/jp\/en\/insights\/salary-guide)\n\n[Luxembourg](https:\/\/www.roberthalf.com\/lu\/en\/insights\/salary-guide)\n\n[Netherlands](https:\/\/www.roberthalf.com\/nl\/en\/insights\/salary-guide)\n\n[New Zealand](https:\/\/www.roberthalf.com\/nz\/en\/insights\/salary-guide)\n\n[Singapore](https:\/\/www.roberthalf.com\/sg\/en\/insights\/salary-guide)\n\n[Switzerland](https:\/\/www.roberthalf.com\/ch\/en\/insights\/salary-guide)\n\n[United Kingdom](https:\/\/www.roberthalf.com\/gb\/en\/insights\/salary-guide)\n\n[United States](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide)\n\nThe salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels.\n\n[Learn more about our methodology.](https:\/\/www.roberthalf.com\/us\/en\/insights\/research\/the-salary-guide-you-need-in-an-ultra-competitive-job-market)\n\nNon-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States.\n\nThe Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide may not be reproduced or disseminated in any part without Robert Half’s written permission. © 2025 Robert Half Inc. An Equal Opportunity Employer M\/F\/Disability\/Veterans.\n\n[Browse Jobs](https:\/\/www.roberthalf.com\/us\/en\/jobs)\n\n[Contract Talent](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/flexible-staffing)\n\n[Permanent Talent](https:\/\/www.roberthalf.com\/us\/en\/hire-talent\/full-time-staffing)\n\n[Consulting Solutions](https:\/\/www.roberthalf.com\/us\/en\/consulting)\n\n[Finance & Accounting](https:\/\/www.roberthalf.com\/us\/en\/accounting-finance)\n\n[Technology](https:\/\/www.roberthalf.com\/us\/en\/tech-it)\n\n[Marketing & Creative](https:\/\/www.roberthalf.com\/us\/en\/marketing-creative)\n\n[Legal](https:\/\/www.roberthalf.com\/us\/en\/legal)\n\n[Administrative & Customer Support](https:\/\/www.roberthalf.com\/us\/en\/administrative)\n\n[Discover Insights](https:\/\/www.roberthalf.com\/us\/en\/insights)\n\n[Invoice](https:\/\/www.roberthalf.com\/us\/en\/pay)\n\n[Job Directory](https:\/\/www.roberthalf.com\/us\/en\/job-details-all)\n\n[Salary Guide](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide)\n\n[Time Reports](https:\/\/www.roberthalf.com\/us\/en\/login)\n\n[Create a job alert](https:\/\/www.roberthalf.com\/us\/en\/find-jobs\/job-alerts)\n\n[Contact Us](https:\/\/www.roberthalf.com\/us\/en\/contact)\n\n[About Robert Half](https:\/\/www.roberthalf.com\/us\/en\/about\/about-robert-half)\n\n[Leadership](https:\/\/www.roberthalf.com\/us\/en\/about\/leadership)\n\n[Careers With Us](https:\/\/careers.roberthalf.com\/global\/en\/home)\n\n[Locations](https:\/\/www.roberthalf.com\/us\/en\/locations)\n\n[Investor Center](https:\/\/www.roberthalf.com\/us\/en\/about\/investor-center)\n\n[Press](https:\/\/press.roberthalf.com\/)\n\n[Our Brands](https:\/\/www.roberthalf.com\/us\/en\/about\/our-company\/brands)\n\n[Supplier Relations](https:\/\/www.roberthalf.com\/us\/en\/about\/supplier-relations)\n\n[Fraud Alert](https:\/\/www.roberthalf.com\/us\/en\/fraud-alert)\n\n[Government Notice](https:\/\/www.roberthalf.com\/us\/en\/government-notice)\n\n[Privacy Notice](https:\/\/www.roberthalf.com\/us\/en\/privacy)\n\n[Terms of Use](https:\/\/www.roberthalf.com\/us\/en\/terms)\n\nRobert Half Inc. 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[Learn what sets our data apart](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#whytrustourdata). Salary calculator Customize salaries and learn more about each role. [Search salaries by job title](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#calculator) Salaries by profession Check out starting salaries projected for 2026 in 7 professional fields. [Choose your professional field](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#salarybyprofession) Total compensation Discover how companies blend salary with benefits and perks. [Explore total compensation trends](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/compensation)\n\n2026 U.S. Salary Trends Companies are rethinking their pay strategies to attract hard-to-find talent. A survey of 2,250 business leaders reveals several key salary trends to watch in 2026.\n\nWhile salary levels are stabilizing in general, significant variation exists by industry and location, and professionals with high-demand, specialized skills are confident about getting what they want. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles.\n\nof professionals feel confident negotiating salary when given a job offer.\n\nof hiring managers worry about keeping up with candidates’ compensation expectations through 2026.\n\nWhen trying to hire hard-to-find talent, it’s the [total compensation package](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/compensation)—not just salary—that’s the true differentiator.\n\nOur research shows adding new benefits and perks is key to attracting skilled candidates today. Companies offering a mix of common benefits like health insurance along with unique non-monetary incentives, such as childcare assistance, stand out.\n\nof hiring managers predict adding new benefits and perks will be an effective strategy for recruiting skilled candidates in 2026.\n\nof workers say they would switch jobs for better financial incentives like bonuses and stock options.\n\nSmarter hiring. Better jobs. Personalized guidance. A Salary Guide walk-through delivers in-depth insights You’ll get a customized salary report and personal support to help give you a competitive edge in your search for skilled talent. [Schedule a walk-through](https:\/\/www.roberthalf.com\/us\/en\/c\/sg-client-visit) Build your team with skilled talent Need to hire? Our recruiters are here to help you quickly find experienced professionals who are the right fit for your business. [Hire talent](https:\/\/www.roberthalf.com\/us\/en\/hire-talent) Looking for work? We’ll help you find a role that fits your goals, skills and lifestyle. Let’s get started on your job search today. [Find a job](https:\/\/www.roberthalf.com\/us\/en\/find-jobs)\n\n## Frequently asked questions\nThe 2026 Salary Guide provides hiring managers and job seekers with projected starting salaries and compensation trends in 7 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation.\n\nEmployers need salary guides to set pay that’s competitive with what other companies are offering. Job seekers use them to negotiate fair compensation based on their skills and experience.\n\nOur starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation.\n\nYes. Use our [Salary Calculator](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide#calculator) to enter your city and find figures for your market.\n\nNo. Salaries listed in the guide represent starting salaries only—pay for someone new to the role. They do not include bonuses or annual merit increases. Explore [total compensation trends](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-guide\/compensation) for information on bonuses and other incentives.\n\nWe partner with our data science team and our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area.\n\nRobert Half’s [Demand for Skilled Talent report](https:\/\/www.roberthalf.com\/us\/en\/insights\/salary-hiring-trends\/demand-for-skilled-talent) covers hiring trends and workforce strategies across key professions. And our [Labor Market Overview](https:\/\/www.roberthalf.com\/us\/en\/insights\/labor-market-overview) connects the dots between U.S. Bureau of Labor Statistics data, job postings and hiring trends, giving you a clearer view of employment shifts.\n\nThe salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. [Learn more about our methodology.](https:\/\/www.roberthalf.com\/us\/en\/insights\/research\/the-salary-guide-you-need-in-an-ultra-competitive-job-market) Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States. The Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide may not be reproduced or disseminated in any part without Robert Half’s written permission. © 2025 Robert Half Inc. An Equal Opportunity Employer M\/F\/Disability\/Veterans.","meta_canonical":null}

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Boilerpipe Text	Explore Robert Half’s Salary Guide Use the links below to explore the guide. Learn what sets our data apart . Salary calculator Customize salaries and learn more about each role. Search salaries by job title Salaries by profession Check out starting salaries projected for 2026 in 7 professional fields. Choose your professional field Total compensation Discover how companies blend salary with benefits and perks. Explore total compensation trends 2026 U.S. Salary Trends Companies are rethinking their pay strategies to attract hard-to-find talent. A survey of 2,250 business leaders reveals several key salary trends to watch in 2026. While salary levels are stabilizing in general, significant variation exists by industry and location, and professionals with high-demand, specialized skills are confident about getting what they want. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles. of professionals feel confident negotiating salary when given a job offer. of hiring managers worry about keeping up with candidates’ compensation expectations through 2026. When trying to hire hard-to-find talent, it’s the total compensation package —not just salary—that’s the true differentiator. Our research shows adding new benefits and perks is key to attracting skilled candidates today. Companies offering a mix of common benefits like health insurance along with unique non-monetary incentives, such as childcare assistance, stand out. of hiring managers predict adding new benefits and perks will be an effective strategy for recruiting skilled candidates in 2026. of workers say they would switch jobs for better financial incentives like bonuses and stock options. Smarter hiring. Better jobs. Personalized guidance. A Salary Guide walk-through delivers in-depth insights You’ll get a customized salary report and personal support to help give you a competitive edge in your search for skilled talent. Schedule a walk-through Build your team with skilled talent Need to hire? Our recruiters are here to help you quickly find experienced professionals who are the right fit for your business. Hire talent Looking for work? We’ll help you find a role that fits your goals, skills and lifestyle. Let’s get started on your job search today. Find a job Frequently asked questions The 2026 Salary Guide provides hiring managers and job seekers with projected starting salaries and compensation trends in 7 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation. Employers need salary guides to set pay that’s competitive with what other companies are offering. Job seekers use them to negotiate fair compensation based on their skills and experience. Our starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation. Yes. Use our Salary Calculator to enter your city and find figures for your market. No. Salaries listed in the guide represent starting salaries only—pay for someone new to the role. They do not include bonuses or annual merit increases. Explore total compensation trends for information on bonuses and other incentives. We partner with our data science team and our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area. Robert Half’s Demand for Skilled Talent report covers hiring trends and workforce strategies across key professions. And our Labor Market Overview connects the dots between U.S. Bureau of Labor Statistics data, job postings and hiring trends, giving you a clearer view of employment shifts. The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Learn more about our methodology. Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States. The Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide may not be reproduced or disseminated in any part without Robert Half’s written permission. © 2025 Robert Half Inc. An Equal Opportunity Employer M/F/Disability/Veterans.
Markdown	[Skip To Main Content](https://www.roberthalf.com/us/en/insights/salary-guide#mainContent) ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq1-nav-findjobs?$Squircle1-Large-1x$&fmt=webp-alpha) [Search jobs now](https://www.roberthalf.com/us/en/jobs) [Find the right job type for you](https://www.roberthalf.com/us/en/find-jobs/upload-resume) [Create a job alert](https://www.roberthalf.com/us/en/find-jobs/job-alerts) [Explore how we help job seekers](https://www.roberthalf.com/us/en/find-jobs/partner) ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq1-nav-hiretalent?$Squircle1-Large-1x$&fmt=webp-alpha) [Contract talent](https://www.roberthalf.com/us/en/hire-talent/flexible-staffing) [Permanent talent](https://www.roberthalf.com/us/en/hire-talent/full-time-staffing) [Learn how we work with you](https://www.roberthalf.com/us/en/hire-talent/partner) [Executive search](https://www.roberthalf.com/us/en/hire-talent/executive-search) [Finance and Accounting](https://www.roberthalf.com/us/en/accounting-finance) [Technology](https://www.roberthalf.com/us/en/tech-it) [Marketing and Creative](https://www.roberthalf.com/us/en/marketing-creative) [Legal](https://www.roberthalf.com/us/en/legal) [Administrative and Customer Support](https://www.roberthalf.com/us/en/administrative) ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq1-nav-exploreconsultingsolutions?$Squircle1-Large-1x$&fmt=webp-alpha) [Technology](https://www.roberthalf.com/us/en/consulting/tech) [Risk, Audit and Compliance](https://www.roberthalf.com/us/en/consulting/risk-compliance-audit) [Finance and Accounting](https://www.roberthalf.com/us/en/consulting/finance) [Digital, Marketing and Customer Experience](https://www.roberthalf.com/us/en/consulting/digital) [Legal](https://www.roberthalf.com/us/en/consulting/legal) [Operations](https://www.roberthalf.com/us/en/consulting/administrative) [Human Resources](https://www.roberthalf.com/us/en/consulting/human-resources) ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq1-nav-discoverinsights?$Squircle1-Large-1x$&fmt=webp-alpha) [2026 Salary Guide](https://www.roberthalf.com/us/en/insights/salary-guide) [Demand for Skilled Talent Report](https://www.roberthalf.com/us/en/insights/salary-hiring-trends/demand-for-skilled-talent) [Job Market Outlook](https://www.roberthalf.com/us/en/insights/job-market-outlook) [Press Room](https://press.roberthalf.com/) [Tech insights](https://www.roberthalf.com/us/en/insights/building-tech-teams) [Labor market overview](https://www.roberthalf.com/us/en/insights/labor-market-overview) [AI in recruiting](https://www.roberthalf.com/us/en/insights/ai-hiring-impact) [Navigating the AI era](https://www.roberthalf.com/us/en/insights/navigating-ai-adoption) [Staffing for small businesses](https://www.roberthalf.com/us/en/insights/small-business-overview) [Cost of a bad hire](https://www.roberthalf.com/us/en/insights/cost-of-a-bad-hire) [Browse jobs](https://www.roberthalf.com/us/en/jobs) [Find your next hire](https://www.roberthalf.com/us/en/hire-talent/form) [Our locations](https://www.roberthalf.com/us/en/locations) # Welcome to the 2026 Salary Guide From Robert Half ## It pays to know [Schedule a walk-through](https://www.roberthalf.com/us/en/c/sg-client-visit) ![](https://s7d9.scene7.com/is/image/roberthalfintl/hr1-Getty-1394347403-0524-sg26-Home-NA:Short-Large-1x?fmt=webp-alpha) Job seekers: [Explore opportunities](https://www.roberthalf.com/us/en/find-jobs) and grow your career. Companies today increasingly value professionals with specialized skills and industry knowledge to drive innovation, efficiency and competitive advantage. Compensation trends reflect this, especially for roles tied to revenue, operations and business continuity. While some companies scale down salary growth and hiring, others offer competitive pay to secure top talent that supports AI-focused initiatives and other critical efforts. The 2026 Salary Guide From Robert Half provides projected starting salaries for key roles across 7 professional fields, plus the latest compensation trends. It’s a vital resource for recruitment, retention, workforce planning and informed job search decisions. Hiring managers: Get customized salary data and insights from a Robert Half talent solutions professional. ## Explore Robert Half’s Salary Guide Use the links below to explore the guide. [Learn what sets our data apart](https://www.roberthalf.com/us/en/insights/salary-guide#whytrustourdata). ### Salary calculator Customize salaries and learn more about each role. [Search salaries by job title](https://www.roberthalf.com/us/en/insights/salary-guide#calculator) ### Salaries by profession Check out starting salaries projected for 2026 in 7 professional fields. [Choose your professional field](https://www.roberthalf.com/us/en/insights/salary-guide#salarybyprofession) ### Total compensation Discover how companies blend salary with benefits and perks. [Explore total compensation trends](https://www.roberthalf.com/us/en/insights/salary-guide/compensation) ## 2026 U.S. Salary Trends Companies are rethinking their pay strategies to attract hard-to-find talent. A survey of 2,250 business leaders reveals several key salary trends to watch in 2026. While salary levels are stabilizing in general, significant variation exists by industry and location, and professionals with high-demand, specialized skills are confident about getting what they want. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles. of professionals feel confident negotiating salary when given a job offer. of hiring managers worry about keeping up with candidates’ compensation expectations through 2026. ## Higher pay pulls people on-site Despite workers’ preferences for remote and hybrid options, companies increasingly want employees to be at the office. Our research shows higher compensation can influence many job candidates to work on-site full time: 66% of professionals say they would be willing to come into the office 5 days a week for a higher salary. If increasing pay isn’t an option, providing remote flexibility can be a big draw for top talent. ![](https://s7d9.scene7.com/is/image/roberthalfintl/rt1-2452398487?$Rectangle1-Large-1x$&fmt=webp-alpha) When trying to hire hard-to-find talent, it’s the [total compensation package](https://www.roberthalf.com/us/en/insights/salary-guide/compensation)—not just salary—that’s the true differentiator. Our research shows adding new benefits and perks is key to attracting skilled candidates today. Companies offering a mix of common benefits like health insurance along with unique non-monetary incentives, such as childcare assistance, stand out. of hiring managers predict adding new benefits and perks will be an effective strategy for recruiting skilled candidates in 2026. of workers say they would switch jobs for better financial incentives like bonuses and stock options. ## Why you can trust our salary numbers The Salary Guide From Robert Half is the original. We’ve been publishing salary forecasts since 1950, and our guide has served as a trusted source for employers, job seekers, industry associations, government and educational institutions, and national and local media. The guide features salary benchmarks based on real compensation data and insights from Robert Half talent solutions professionals. [Learn more about our salary methodology](https://www.roberthalf.com/us/en/insights/research/the-salary-guide-you-need-in-an-ultra-competitive-job-market). ![](https://s7d9.scene7.com/is/image/roberthalfintl/rt1-1708092736?$Rectangle1-Large-1x$&fmt=webp-alpha) ## Salary calculator ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq2-2523620133?$Squircle1-Large-1x$&fmt=webp-alpha) ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq1-2164548569?$Squircle1-Large-1x$&fmt=webp-alpha) ## Trends and salaries by professional field Get projected 2026 starting salaries and salary insights in 7 professional fields. ![](https://s7d9.scene7.com/is/image/roberthalfintl/rt1-2488357409?$Rectangle1-Large-1x$&fmt=webp-alpha) [Finance and accounting](https://www.roberthalf.com/us/en/insights/salary-guide/finance-and-accounting) [Technology](https://www.roberthalf.com/us/en/insights/salary-guide/technology) [Marketing and creative](https://www.roberthalf.com/us/en/insights/salary-guide/marketing-and-creative) [Legal](https://www.roberthalf.com/us/en/insights/salary-guide/legal) [Administrative and customer support](https://www.roberthalf.com/us/en/insights/salary-guide/administrative-and-customer-service) [Healthcare](https://www.roberthalf.com/us/en/insights/salary-guide/healthcare) [Human resources](https://www.roberthalf.com/us/en/insights/salary-guide/human-resources) ## Smarter hiring. Better jobs. Personalized guidance. ### A Salary Guide walk-through delivers in-depth insights You’ll get a customized salary report and personal support to help give you a competitive edge in your search for skilled talent. [Schedule a walk-through](https://www.roberthalf.com/us/en/c/sg-client-visit) ### Build your team with skilled talent Need to hire? Our recruiters are here to help you quickly find experienced professionals who are the right fit for your business. [Hire talent](https://www.roberthalf.com/us/en/hire-talent) ### Looking for work? We’ll help you find a role that fits your goals, skills and lifestyle. Let’s get started on your job search today. [Find a job](https://www.roberthalf.com/us/en/find-jobs) ## Frequently asked questions The 2026 Salary Guide provides hiring managers and job seekers with projected starting salaries and compensation trends in 7 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation. Employers need salary guides to set pay that’s competitive with what other companies are offering. Job seekers use them to negotiate fair compensation based on their skills and experience. Our starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation. Yes. Use our [Salary Calculator](https://www.roberthalf.com/us/en/insights/salary-guide#calculator) to enter your city and find figures for your market. No. Salaries listed in the guide represent starting salaries only—pay for someone new to the role. They do not include bonuses or annual merit increases. Explore [total compensation trends](https://www.roberthalf.com/us/en/insights/salary-guide/compensation) for information on bonuses and other incentives. We partner with our data science team and our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area. Robert Half’s [Demand for Skilled Talent report](https://www.roberthalf.com/us/en/insights/salary-hiring-trends/demand-for-skilled-talent) covers hiring trends and workforce strategies across key professions. And our [Labor Market Overview](https://www.roberthalf.com/us/en/insights/labor-market-overview) connects the dots between U.S. Bureau of Labor Statistics data, job postings and hiring trends, giving you a clearer view of employment shifts. ## Explore a world of salary and hiring insights ![](https://s7d9.scene7.com/is/image/roberthalfintl/sq2-2292436349?$Squircle2-Large-1x$&fmt=webp-alpha) [Australia](https://www.roberthalf.com/au/en/insights/salary-guide) [Belgium](https://www.roberthalf.com/be/en/insights/salary-guide) [Brazil](https://www.roberthalf.com/br/pt/insights/guia-salarial) [Canada](https://www.roberthalf.com/ca/en/insights/salary-guide) [Chile](https://www.roberthalf.com/cl/es/insights/guia-salarial) [China](https://www.roberthalf.cn/cn/en/insights/salary-guide) [France](https://www.roberthalf.com/fr/fr/tendances/guide-salaires) [Germany](https://www.roberthalf.com/de/de/insights/gehaltsuebersicht) [Hong Kong, China](https://www.roberthalf.com/hk/en/insights/salary-guide) [Ireland](https://www.roberthalf.com/ie/en/insights/salary-guide) [Japan](https://www.roberthalf.com/jp/en/insights/salary-guide) [Luxembourg](https://www.roberthalf.com/lu/en/insights/salary-guide) [Netherlands](https://www.roberthalf.com/nl/en/insights/salary-guide) [New Zealand](https://www.roberthalf.com/nz/en/insights/salary-guide) [Singapore](https://www.roberthalf.com/sg/en/insights/salary-guide) [Switzerland](https://www.roberthalf.com/ch/en/insights/salary-guide) [United Kingdom](https://www.roberthalf.com/gb/en/insights/salary-guide) [United States](https://www.roberthalf.com/us/en/insights/salary-guide) The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. [Learn more about our methodology.](https://www.roberthalf.com/us/en/insights/research/the-salary-guide-you-need-in-an-ultra-competitive-job-market) Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States. The Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide may not be reproduced or disseminated in any part without Robert Half’s written permission. © 2025 Robert Half Inc. 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Readable Markdown	Explore Robert Half’s Salary Guide Use the links below to explore the guide. [Learn what sets our data apart](https://www.roberthalf.com/us/en/insights/salary-guide#whytrustourdata). Salary calculator Customize salaries and learn more about each role. [Search salaries by job title](https://www.roberthalf.com/us/en/insights/salary-guide#calculator) Salaries by profession Check out starting salaries projected for 2026 in 7 professional fields. [Choose your professional field](https://www.roberthalf.com/us/en/insights/salary-guide#salarybyprofession) Total compensation Discover how companies blend salary with benefits and perks. [Explore total compensation trends](https://www.roberthalf.com/us/en/insights/salary-guide/compensation) 2026 U.S. Salary Trends Companies are rethinking their pay strategies to attract hard-to-find talent. A survey of 2,250 business leaders reveals several key salary trends to watch in 2026. While salary levels are stabilizing in general, significant variation exists by industry and location, and professionals with high-demand, specialized skills are confident about getting what they want. Leaders know that staying competitive when recruiting talent starts with understanding market value for key roles. of professionals feel confident negotiating salary when given a job offer. of hiring managers worry about keeping up with candidates’ compensation expectations through 2026. When trying to hire hard-to-find talent, it’s the [total compensation package](https://www.roberthalf.com/us/en/insights/salary-guide/compensation)—not just salary—that’s the true differentiator. Our research shows adding new benefits and perks is key to attracting skilled candidates today. Companies offering a mix of common benefits like health insurance along with unique non-monetary incentives, such as childcare assistance, stand out. of hiring managers predict adding new benefits and perks will be an effective strategy for recruiting skilled candidates in 2026. of workers say they would switch jobs for better financial incentives like bonuses and stock options. Smarter hiring. Better jobs. Personalized guidance. A Salary Guide walk-through delivers in-depth insights You’ll get a customized salary report and personal support to help give you a competitive edge in your search for skilled talent. [Schedule a walk-through](https://www.roberthalf.com/us/en/c/sg-client-visit) Build your team with skilled talent Need to hire? Our recruiters are here to help you quickly find experienced professionals who are the right fit for your business. [Hire talent](https://www.roberthalf.com/us/en/hire-talent) Looking for work? We’ll help you find a role that fits your goals, skills and lifestyle. Let’s get started on your job search today. [Find a job](https://www.roberthalf.com/us/en/find-jobs) ## Frequently asked questions The 2026 Salary Guide provides hiring managers and job seekers with projected starting salaries and compensation trends in 7 professional fields. It can assist employers with recruitment, retention and workforce planning and help job seekers with career pathing and pay negotiation. Employers need salary guides to set pay that’s competitive with what other companies are offering. Job seekers use them to negotiate fair compensation based on their skills and experience. Our starting salary projections come from a detailed, multistep process so that our numbers accurately reflect the marketplace. They’re based on compensation data for job candidates our recruiters have matched with companies across the country, plus third-party job posting data we use for independent validation. Yes. Use our [Salary Calculator](https://www.roberthalf.com/us/en/insights/salary-guide#calculator) to enter your city and find figures for your market. No. Salaries listed in the guide represent starting salaries only—pay for someone new to the role. They do not include bonuses or annual merit increases. Explore [total compensation trends](https://www.roberthalf.com/us/en/insights/salary-guide/compensation) for information on bonuses and other incentives. We partner with our data science team and our talent solutions professionals to determine market variances. They consider various factors, including local cost of living, talent supply and demand, and the concentration of high-paying industries in each metropolitan area. Robert Half’s [Demand for Skilled Talent report](https://www.roberthalf.com/us/en/insights/salary-hiring-trends/demand-for-skilled-talent) covers hiring trends and workforce strategies across key professions. And our [Labor Market Overview](https://www.roberthalf.com/us/en/insights/labor-market-overview) connects the dots between U.S. Bureau of Labor Statistics data, job postings and hiring trends, giving you a clearer view of employment shifts. The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. [Learn more about our methodology.](https://www.roberthalf.com/us/en/insights/research/the-salary-guide-you-need-in-an-ultra-competitive-job-market) Non-salary data referenced in the Salary Guide is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States. The Salary Guide is solely for noncommercial use, and the copyright is the exclusive property of Robert Half. This guide may not be reproduced or disseminated in any part without Robert Half’s written permission. © 2025 Robert Half Inc. An Equal Opportunity Employer M/F/Disability/Veterans.
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