Find out what a “good salary” really means in 2026 based on location, lifestyle, and career stage. Includes real US benchmarks and decision frameworks.
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Create ResumeA “good salary” in 2026 isn’t a fixed number—it’s a function of where you live, your career stage, your expenses, and your financial goals. In the US job market today, a good salary typically means you can comfortably cover living expenses, save at least 15–20%, and maintain flexibility without financial stress. For most professionals, that lands roughly between $75,000 and $150,000 annually—but this range varies dramatically based on geography and lifestyle.
What actually matters isn’t the number itself—it’s whether your income supports stability, growth, and optionality. This guide breaks down how to define a good salary for your situation using real hiring data, recruiter insight, and practical benchmarks.
From a hiring perspective, a “good salary” isn’t about comfort—it’s about market alignment and retention risk.
A good salary is one that:
Matches or exceeds market rate for your role and experience
Allows you to meet financial obligations without stress
Supports savings, investing, and long-term planning
Keeps you competitive in your industry
Hiring managers think in terms of compensation bands, not personal comfort. If you’re underpaid relative to market benchmarks, you’re a retention risk. If you’re overpaid relative to peers, you’re a budget risk.
That’s why “good salary” must be evaluated across three dimensions:
Market value
Cost of living
Here’s a realistic breakdown of salary ranges in the US based on broad market data and hiring patterns:
$50,000 to $75,000
“Good” = above $65,000 in most markets
High-demand fields (tech, finance, healthcare): $70K+ is strong
$75,000 to $120,000
“Good” = $90K+
Competitive markets: $100K–$130K
A $90K salary can feel drastically different depending on where you live.
“Good salary” starts around $120K
Comfortable living: $150K+
“Good salary” starts around $80K
Comfortable living: $100K–$120K
“Good salary” starts around $60K
Comfortable living: $75K–$90K
Personal financial goals
$100,000 to $180,000+
“Good” = $130K+
Leadership or specialized roles: $150K–$250K
$150,000 to $300,000+
Includes executives, top engineers, doctors, attorneys
These ranges assume full-time salaried roles—not freelance or contract work.
Recruiter insight: Candidates often overestimate salary value by ignoring cost-of-living adjustments. Hiring managers do not.
One of the simplest ways to define a “good salary” is whether it supports this financial structure:
50% → Needs (housing, food, transportation)
30% → Wants (lifestyle, travel, entertainment)
20% → Savings and investments
If your salary allows you to follow this breakdown without strain, it’s generally considered “good.”
If 70%+ of your income goes to necessities, your salary is likely too low for your situation.
Salary isn’t just about affordability—it’s about positioning.
Recruiters assess:
Whether your salary expectations align with market bands
Whether you’re underpaid (flight risk)
Whether you’re overpriced for the role
Candidate expects $140K for a role paying $100K market rate
Outcome:
Candidate expects $95K–$105K in a $100K band
Outcome:
Understanding what a “good salary” is in your field directly impacts your job search success.
Instead of chasing averages, evaluate your salary using this framework:
Can you cover:
Rent or mortgage comfortably
Utilities, insurance, and essentials
Emergency expenses
Can you:
Save at least 15% of your income
Build an emergency fund (3–6 months)
Invest for retirement
Can you:
Travel occasionally
Spend without constant budgeting stress
Absorb unexpected costs
Does your salary:
Reflect your skills and experience
Position you for future raises
Keep you competitive in your field
If the answer is “yes” to most of these, your salary is good—even if it’s below national averages.
Comparing your salary to someone in a different city or field is misleading.
Salary alone doesn’t tell the full story.
Include:
Bonuses
Stock options
Health benefits
Retirement contributions
A $90K salary with strong benefits can outperform a $105K salary with none.
High salaries often come with:
Longer hours
Higher stress
Less work-life balance
A “good salary” should support your life—not consume it.
Many professionals stay 20–30% below market value because they don’t benchmark their salary regularly.
Some industries consistently pay above average:
Software engineering
Finance and investment banking
Healthcare (physicians, specialists)
Legal (corporate law)
Marketing
HR
Operations
Project management
Education
Nonprofits
Entry-level creative roles
A “good salary” in one field may be unrealistic in another.
Even if your income looks strong on paper, it may not be “good” if:
You can’t save consistently
You rely on credit to cover expenses
You feel financially trapped
You’re below market rate for your role
Your income hasn’t grown in 2–3 years
These are signals to reassess your compensation—not just your budgeting.
If your salary isn’t where it should be, here’s what actually works:
Use platforms like Glassdoor, Levels.fyi, and LinkedIn Salary to identify market ranges.
Leverage comes from:
Competing offers
In-demand skills
Proven results
Most salary jumps happen through job changes—not internal raises.
Typical increases:
Internal raise: 3–8%
New job: 10–25%
Generalists earn less than specialists.
Example:
Best time to negotiate:
After receiving an offer
During performance reviews with measurable results
Even high earners often feel underpaid.
This happens because:
Social comparison skews perception
Lifestyle inflation increases expenses
Expectations rise with income
A $120K salary can feel “not enough” if:
You live in a high-cost area
You compare yourself to higher earners
This is why defining “good salary” must include personal context—not just numbers.
Here’s the reality most candidates don’t see:
Too low = lack of confidence or inexperience
Too high = unrealistic or out of budget
Just right = signals market awareness
The candidates who get hired:
Know their market range
Communicate a reasonable expectation
Stay flexible within a band
This alone can determine whether you move forward in the hiring process.
