Salary Guide: Research Pay and Negotiate With Data
How to research what a role pays, with US median annual pay for common tech, healthcare and finance jobs from the BLS, plus salary negotiation strategies.
Updated · 9 sources cited · Editorial policy
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Quick answer
Research pay before any salary conversation using several sources, such as official statistics, salary sites, job postings and your network. The tables below show US national median annual pay from the Bureau of Labor Statistics for common roles. Pay varies by location, experience and employer, so check local figures before you negotiate.
Key takeaways
- Use several sources to research pay: official statistics, salary sites, job postings and people in your field.
- The tables on this page show US national median annual pay from the Bureau of Labor Statistics; your own pay will vary by location, experience and employer.
- Negotiate total compensation, not just base pay: benefits, bonuses, equity and flexibility all count.
- Let the employer name a number first when you can, and justify your ask with specific achievements.
- Stay collaborative; treat salary talks as joint problem-solving.
Knowing the going rate for a role is the foundation of any pay discussion. This guide covers where to look, what the US Bureau of Labor Statistics reports for common roles, and how to approach the conversation.
Why Does Salary Negotiation Matter?
Preparing for the salary conversation is worthwhile for a few reasons:
- It is often expected: many employers leave some room in an initial offer and expect candidates to discuss it.
- It compounds: your starting salary is often the baseline for future raises, so small differences can add up over time.
- It covers the total package: benefits, flexibility and development budgets can be negotiable even when base salary is fixed.
- Preparation helps: researching ranges and rehearsing your ask makes the conversation easier and more credible.
What Does the BLS Report for Common Roles?
The tables show US national median annual pay (BLS, May 2025), the middle value where half of workers earn more and half earn less. Where the BLS page reports them, the pay of the lowest-paid and highest-paid tenth of workers is shown too; "n/a" means the page does not report that figure for the occupation as a whole.
Technology
| Occupation (BLS) | Median annual pay | Lowest 10 percent earned less than | Highest 10 percent earned more than |
|---|---|---|---|
| Software developers, QA analysts and testers | $134,040[1] | n/a | n/a |
| Web developers and digital designers | $99,520[2] | n/a | n/a |
| Data scientists | $120,230[3] | $67,240 | $199,130 |
The BLS groups UX and interface designers with web developers; its page reports only the combined median.
Healthcare
| Occupation (BLS) | Median annual pay | Lowest 10 percent earned less than | Highest 10 percent earned more than |
|---|---|---|---|
| Registered nurses | $97,550[4] | $68,940 | $137,470 |
| Clinical laboratory technologists and technicians | $62,930[5] | $38,910 | $100,990 |
| Medical and health services managers | $123,860[6] | $73,390 | $224,340 |
| Physical therapists | $102,760[7] | $77,140 | $135,140 |
Finance
| Occupation (BLS) | Median annual pay | Lowest 10 percent earned less than | Highest 10 percent earned more than |
|---|---|---|---|
| Financial analysts | $103,570[8] | n/a | n/a |
| Personal financial advisors | $105,070[9] | $50,190 | $357,020 |
Roles with no clear matching BLS occupation, such as product manager, investment banker and risk manager, are left out rather than estimated. Search the Occupational Outlook Handbook for the closest occupation to yours.
What Are Effective Salary Negotiation Strategies?
The most reliable approach is to prepare, stay collaborative and talk about value.
- Research thoroughly first: gather data from several sources: industry reports, salary websites, your network and job postings.
- Let the employer name a number first: when possible, avoid sharing your expectations until you have an offer.
- Focus on total compensation: consider benefits, bonuses, equity, flexibility and development opportunities.
- Justify your ask with achievements: frame your request around the value you bring, using specific results.
- Practise the conversation: rehearse key points with a friend or mentor.
- Be collaborative, not confrontational: treat it as a problem-solving discussion in which both sides want a fair outcome.
Read the full salary negotiation guide or our job offer negotiation guide for scripts and common mistakes.
Frequently asked questions
When is the best time to negotiate salary?
The best time is after you have received a job offer but before you accept it, because the employer has decided they want you. In a current job, good moments are performance reviews, after completing a major project, when taking on significant new responsibilities, or when you hold a competing offer.
How do I research the right salary range for my position?
Use several sources: government statistics, salary websites such as Glassdoor and PayScale, professional association reports, job postings for similar roles and people in your network. Adjust for location, company size, your experience and specific skills, and treat each figure as an estimate.
What should I say when asked about salary expectations?
Redirect politely at first: say you would like to learn more about the role before discussing pay. If pressed, give a range based on your research for the role and location, placing your target toward the upper end of what you found. This shows preparation while keeping the conversation open.
Can I negotiate benefits as well as salary?
Yes. Benefits are part of total compensation. You can discuss paid leave, flexible working, education support, development budgets, sign-on bonuses, pension contributions and equity. Employers sometimes have more flexibility on benefits than on base salary.
How do I respond to an offer lower than I expected?
Stay professional and positive. Thank them, restate your interest, then say the figure is lower than you expected based on your research and the value you bring. Share market data for similar roles, suggest a specific range and be open to discussing other terms. Keep it collaborative.
Sources
- Occupational Outlook Handbook: Software Developers, Quality Assurance Analysts, and Testers, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Web Developers and Digital Designers, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Data Scientists, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Registered Nurses, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Clinical Laboratory Technologists and Technicians, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Medical and Health Services Managers, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Physical Therapists, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Financial Analysts, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
- Occupational Outlook Handbook: Personal Financial Advisors, median pay May 2025 (opens in a new tab)U.S. Bureau of Labor Statistics · May 2025
Written by the Woberry Editorial Team
We research each guide from primary sources where we can, name the source for every statistic we quote, and review, fact-check and edit every draft before it is published. We update a guide when the advice or the underlying data changes.
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