Choose from a wide range of CV templates and customize the design with a single click.
Use ATS-optimised CV and resume templates that pass applicant tracking systems. Our CV builder helps recruiters read, scan, and shortlist your CV faster.
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CV
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CVIf you’re searching for “jobs that pay $150K+ a year in the US,” you’re not just looking for a list of high-paying roles. You want to understand:
What jobs realistically pay $150K+
How people actually reach that salary level
What determines whether you earn $120K vs $200K+
How to position yourself to break into top compensation tiers
This guide breaks down real-world compensation data, recruiter insights, and negotiation strategies across industries where $150K+ salaries are not just possible, but common.
Before diving into job titles, it’s critical to understand compensation structure.
Many roles that “pay $150K+” include:
Base salary (fixed income)
Bonuses (performance-based)
Equity (RSUs or stock options)
Commission (for sales roles)
Software Engineer: $140K base + $30K RSUs = $170K TC
Sales Executive: $75K base + $75K commission (OTE) = $150K
Base: $120K – $180K
Total Compensation: $150K – $300K+
High demand + talent shortage
Direct revenue impact
Scalable skillset (one engineer can impact millions of users)
Big Tech (FAANG-level companies)
High-growth startups
Recruiter insight: Engineers who specialize in consistently command higher salaries.
Rare to reach $150K
Exceptions: tech, investment banking, consulting
Most common entry point into $150K+
Requires specialization or high-demand skills
$150K becomes baseline in many industries
Leadership or niche expertise required
Product Manager: $150K base + $20K bonus = $170K TC
Key insight: Hitting $150K+ often depends on total compensation, not just base salary.
Base: $130K – $180K
Total Compensation: $150K – $250K+
Ownership of revenue-driving products
Cross-functional leadership
Strategic decision-making
Hiring manager insight: PMs who directly impact product growth or monetization are prioritized for higher compensation bands.
Base: $70K – $130K
On-Target Earnings (OTE): $150K – $300K+
Commission-based upside
Direct revenue generation
High variance between average and top performers
Important: Top 10% of sales reps often exceed $300K+ annually.
Base: $130K – $180K
Total Compensation: $150K – $250K+
AI/ML demand explosion
Advanced technical expertise
Impact on automation and decision-making
Base: $150K – $250K
Total Compensation: $180K – $400K+
Base salary
Performance bonuses
Billable hour incentives
Top-tier law firms pay significantly more than smaller practices.
Anesthesiology
Radiology
Cardiology
Orthopedic surgery
Key insight: Medicine has a high income floor but long training path.
Base: $120K – $190K
Total Compensation: $150K – $250K+
Client-facing revenue impact
Long hours and travel
High performance expectations
Base: $120K – $200K
Total Compensation: $150K – $400K+
Base salary
Large bonuses (can exceed base)
Compensation varies heavily based on deal flow and firm performance.
Base: $150K – $200K
Total Compensation: $180K – $300K+
Leadership + technical responsibility
Team performance impact
Hiring and scaling ownership
Base: $120K – $160K
Total Compensation: $140K – $180K
Stable high-income role with less upside compared to tech or sales.
$200K – $500K+
Equity becomes major component
Highest upside due to equity
Rapid salary growth
High bonuses
Performance-driven compensation
High base salaries
Stable income
High earning potential in top firms
Strong bonus structures
Unlimited earning potential
Commission-driven
From a recruiter and hiring manager perspective:
Roles tied directly to revenue (sales, product, leadership) earn more.
AI / machine learning
Cloud engineering
Specialized legal expertise
Scarcity drives compensation.
Big Tech: High base + equity
Startups: Lower base + high equity upside
Corporate: Stable but capped salaries
Silicon Valley / NYC: Highest pay
Remote roles: Increasingly competitive
Two candidates can receive offers that differ by $20K–$50K+ simply due to negotiation.
Focus on roles tied to:
Revenue
Technology
Decision-making
Generalists rarely hit $150K early.
Examples:
Backend engineering vs general coding
Enterprise sales vs retail sales
AI vs general data analysis
High-growth startups
Big Tech
Enterprise SaaS companies
Titles matter:
“Senior” often unlocks higher pay bands
Leadership experience increases compensation significantly
Recruiters operate within pre-approved salary ranges.
This is the strongest leverage point in negotiation.
Weak Example: Asking for $5K more salary
Good Example: Negotiating $10K base + $20K equity + sign-on bonus
Negotiate after the offer is extended, not during early interviews.
Some roles simply do not scale to $150K.
Generalists face more competition and lower pay ceilings.
Working at low-paying companies limits earning potential.
Failing to negotiate can cost tens of thousands annually.
AI and automation increasing demand for technical roles
Sales roles becoming more performance-driven
Remote work expanding access to high-paying jobs
The $150K threshold is becoming more common but still requires strategy, positioning, and skill differentiation.
Jobs that pay $150K+ a year in the US are not random. They are concentrated in roles that:
Generate revenue
Require scarce skills
Influence business outcomes
From a recruiter’s perspective, the difference between someone earning $90K and $150K is rarely effort — it’s positioning, specialization, and strategic career decisions.
Upload CV
Import from Linkedin
