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<p>Curiously, <a href="https://www.g2.com/categories/wordpress-developers" rel="noopener" target="_blank">WordPress developers</a> make the least—over $19K less than the average. According to Stack Overflow data, the situation looks completely different, with <a href="https://www.g2.com/products/scala/reviews" rel="noopener" target="_blank">Scala</a> in first place at a staggering $143K, followed by Clojure at $139K and Go at $136K. </p>
<p style="text-align: center;"><img src="https://sell.g2.com/hubfs/highest%20paid%20developers.png" alt="highest paid developers" width="512" style="width: 512px; display: block; margin: 0px auto;"><span style="font-style: italic;">Source: </span><a href="https://skillpanel.com/blog/infographic-highest-paying-tech-jobs/" style="font-style: italic;" rel="noopener" target="_blank">Devskiller</a></p>
<h2>Highest paying tech jobs by title</h2>
<p>According to <a href="https://insights.dice.com/2018/08/27/best-worst-paying-tech-jobs-2018/" rel="nofollow noopener" target="_blank">Dice</a>, the tech job titles that are associated with the highest paychecks are tech management (CEO, CIO, CTO, VP, DIR), systems architect, and strategist. This comes as no surprise due to the role these people play in overseeing and motivating a variety of high-value specialists. They are also responsible for a number of processes that are key to supporting company goals. </p>
<p>In 2019, tech management saw a +8.2% change in salary year to year and product manager saw the biggest dip of -4.2% year to year. However, both are still among the highest-paying tech jobs in 2019:</p>
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<li>Tech Management (CEO, CIO, CTO, VP, DIR.): $142,063</li>
<li>Systems Architect: $129,952</li>
<li>Tech Management (Strategist, Architect): $127,121</li>
<li>Product Manager: $114,174</li>
<li>DevOps Engineer: $111,683</li>
<li>Software Engineer: $110,989</li>
<li>Hardware Engineer: $110,972</li>
<li>Project Manager: $110,925</li>
<li>Security Engineer: $110,716</li>
<li>Developer: Applications: $105,202 </li>
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<h2>Highest paying tech jobs by company</h2>
<p>Salaries are much larger for professionals who work in the best-paying companies. According to <a href="https://www.glassdoor.com/research/jobs-companies-2019/https://www.glassdoor.com/research/jobs-companies-2019/" rel="nofollow noopener" target="_blank">Glassdoor</a>, these are the top five highest-paying companies for tech professionals, by median total compensation: </p>
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<li>Palo Alto Networks: $170,929</li>
<li>NVIDIA: $170,068</li>
<li>Twitter: $162,852</li>
<li>Google: $161,254</li>
<li>VMware: $158,063</li>
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<h2>3 salary-related tips for recruiters</h2>
<p>Technology professionals with the right technical skills have a lot of job opportunities, making them very selective when it comes to settling on a company. This makes things difficult for employers, who consistently have to find new <a href="https://learn.g2.com/tech-recruiting" rel="noopener" target="_blank">techniques for hiring employees in tech</a>. Here are three salary-related <a href="https://learn.g2.com/recruitment-strategies" rel="noopener" target="_blank">recruitment strategies</a> for hiring tech professionals:</p>
<h3>1. Be ready to negotiate salary levels in the interview room</h3>
<p>The findings of the <a href="https://www.slideshare.net/meecoinstitute/csuite-challenge-2019-the-future-ready-organization" rel="nofollow noopener" target="_blank">C-suite Challenge 2019: The Future Ready Organization</a> show that attraction and retention of top talent is the number one concern C-levels have this year. </p>
<p>This state of affairs is by no means new and the talent shortage concern has resulted in higher hiring budgets. As a result, tech professionals are more comfortable negotiating salaries because they have multiple job opportunities lined up.</p>
<p>As an employer, you should have a clear budget for every job position you’re recruiting for. Salary levels should be decided on well before you invite the candidate to their interview. Why? Because the earlier you present the candidate with an offer, the more likely they are to accept it. What’s more, deciding on the budget typically takes a while, and in the time it takes you to establish the budget, the candidate is likely to be snatched by your competitors.</p>
<h3>2. Offer bonuses and meaningful benefits</h3>
<p>It’s common in the tech industry to boost compensation with bonuses. According to <a href="https://www.payscale.com/research/US/Job=Software_Developer/Salary" rel="nofollow noopener" target="_blank">PayScale</a>, the typical bonus for software developers ranges from $517 to $11K. </p>
<p><img src="https://sell.g2.com/hubfs/tech%20bonus.png" alt="tech bonus" width="512" style="width: 512px; display: block; margin: 0px auto;"></p>
<p>One of the ways recruiters use bonuses at the recruitment stage is to offer a sign-on bonus (also called “exploding bonus”). These tend to work really well as an extra incentive to join the company. They can be also used when the annual salary offered is lower than expected. Companies are often more willing to pay sign-on bonuses than increase salaries because they come with a lower risk for the company since they are not recurring commitments.</p>
<p>Another way to leverage compensation-related data is to offer the benefits that matter to a particular professional group. In the case of developers, training and certification are most valued, according to a <a href="https://techhub.dice.com/2019-Dice-Tech-Salary-Report-LP-ERL.html" rel="nofollow noopener" target="_blank">Dice study</a>. However, developers don’t often receive these benefits. This is by far the largest disparity in benefits that tech pros find important vs. the ones they currently have. </p>
<p><img src="https://sell.g2.com/hubfs/benefits%20disparities.png" alt="benefits disparities" width="405" style="width: 405px; display: block; margin: 0px auto;"></p>
<p>What’s more, almost half of tech professionals have some type of certification, but of those who don’t, 30% say time constraints or the fact their employer doesn’t pay for the certification are the main reasons. </p>
<h3>3. Be transparent about the salary you offer as early as you can </h3>
<p>The findings of the Stack Overflow Developer Hiring Landscape report show that compensation and benefits of a job are the number one factor for developers assessing job attractiveness. The study shows that developers would like to see the details of the compensation range as early as possible, ideally in the first email. Disclosing this information early in the recruitment process means you only speak to the candidates who are happy with the pay you’re offering. </p>
<h3>Get paid in tech</h3>
<p>Tech jobs may not be the highest-paying jobs overall, but it’s true that some tech professionals make great money. If you’re a recruiter, a developer, or hold a computer science degree, knowing which tech jobs pay the most could come in handy.</p>
<p><a href="https://www.g2.com/categories/recruiting" rel="noopener" target="_blank" style="font-weight: bold;">Recruiting</a><span style="font-weight: bold;"> software will help you find the best tech candidates. </span></p>
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