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Create CVIf you're researching the average salary in the US for entry-level jobs, you're likely trying to answer three critical questions:
How much do entry-level jobs actually pay in the US?
What is a realistic starting salary for my situation?
How can I increase my entry-level salary quickly?
From a recruiter and compensation strategist perspective, entry-level salaries are not random—they are tightly structured around market demand, internal salary bands, and candidate leverage.
This guide breaks down real US salary benchmarks, how companies determine pay, and how you can position yourself to earn above average—even with little to no experience.
Minimum: $35,000 per year
Average: $50,000 – $65,000 per year
High-end: $70,000 – $90,000+
Monthly equivalent:
However, these numbers vary significantly depending on:
Industry
Location
Skill level
Base salary: $60,000 – $85,000
Total compensation: $70,000 – $110,000
Why it pays more:
High demand + limited qualified candidates.
Base salary: $55,000 – $80,000
Bonus: $5,000 – $20,000
Total compensation: $65,000 – $100,000
Why it pays more:
Revenue-driven + competitive hiring pipelines.
Focus: onboarding, training, learning curve
Focus: productivity and independence
Focus: specialization and performance
Type of compensation (salary vs hourly vs commission)
$45,000 – $70,000
Strong benefits packages
Why it pays more:
Essential industry + staffing shortages.
Base: $50,000 – $70,000
OTE: $70,000 – $100,000+
Why it pays more:
Direct impact on company revenue.
$40,000 – $60,000 (entry-level)
Fast growth to $80,000+
Why it pays more:
Declining workforce + high demand.
$35,000 – $50,000
Limited bonus structures
Why it pays less:
High supply of candidates.
Base: $70,000 – $95,000
Total compensation: $85,000 – $120,000
Base: $55,000 – $75,000
Total compensation: $65,000 – $90,000
$55,000 – $75,000
Bonus: $5,000 – $15,000
Most candidates focus only on base salary—but total compensation tells the real story.
Base Salary: 80–95%
Bonus: 5–20%
Equity (tech roles): $3,000 – $20,000 annually (vested over time)
Benefits: $8,000 – $18,000 value
Base salary: $75,000
Bonus: $10,000
Equity: $15,000 (over 4 years)
Benefits: ~$12,000
Total Compensation: ~$97,000
From a hiring manager perspective, salary decisions are driven by structured frameworks—not guesswork.
Internal salary bands
Role impact on revenue or operations
Candidate competition
Location and cost of labor
Urgency of hiring
Companies rarely offer their maximum budget upfront. Most offers are positioned:
Slightly above minimum band
With room for negotiation
California (San Francisco, Silicon Valley): +25–40%
New York City: +20–35%
Seattle / Boston: strong tech-driven salaries
Texas (Austin, Dallas): balanced pay vs cost of living
Colorado (Denver): growing tech market
Midwest states: slightly lower pay but higher purchasing power
Southern states: lower base but lower expenses
Remote work has reshaped salary structures:
Companies use national salary bands
Some adjust based on cost of living
Top candidates can negotiate higher remote salaries
Entry-level candidates often underestimate how much control they have over compensation.
Target high-paying industries (tech, sales, finance)
Learn in-demand skills (data, CRM tools, coding basics)
Obtain certifications (Google Analytics, CompTIA, Salesforce)
Build a portfolio (projects, case studies)
Even at entry level, negotiation is expected.
“I’ll take the offer.”
“Based on my research of similar entry-level roles and the responsibilities of this position, I was expecting a base salary closer to $65,000. Is there flexibility in the offer?”
Base salary (+$3K–$10K typical range)
Signing bonus ($1K–$8K)
Performance bonus
Remote flexibility
Promotion timeline
From a recruiter’s lens, higher-paid candidates typically have:
Stronger proof of skills (projects, internships)
Better communication and confidence
Competing offers
Higher perceived long-term value
Your first job matters less than your trajectory.
Year 1: $45K–$60K
Year 2–3: $60K–$85K
Year 3–5: $80K–$120K+
Software Engineer → Senior Engineer ($150K–$250K)
SDR → Account Executive ($120K–$300K)
Analyst → Manager ($100K–$180K)
Accepting first offer without negotiation
Choosing low-growth industries
Ignoring total compensation
Staying too long in low-paying roles
Not developing in-demand skills
The average salary in the US for entry-level jobs is just a starting point—not a limit.
Your actual earning potential depends on:
Industry selection
Skill development
Negotiation strategy
Career positioning
The highest-paid entry-level candidates are not the most experienced—they are the most strategically aligned with market demand and compensation leverage.
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