Entry Level Software Engineer Salary : Pay Insights, Career Growth & Market Trends in 2025

Explore entry level software engineer salary in 2025: global pay trends (US, Canada, Europe, India, Australia), top city comparisons (SF, Seattle, NYC, Austin), compensation packages, perks, and tips to maximize your starting salary.

In 2025, entry level software engineer salary remains competitive worldwide due to ongoing tech demand. According to the U.S. Bureau of Labor Statistics, the median wage for software developers was about $133,080 (2024)bls.gov, though fresh graduates typically start lower. Average base pay for a new graduate in the U.S. is roughly $71k/yearindeed.com (Indeed). However, total compensation – including bonuses and equity – can be far higher at top firms. Entry-level pay varies by region and company; for example, Levels.fyi reports San Francisco Bay Area total comp medians near $191klevels.fyi, while smaller markets see lower figures. In general, high-cost tech hubs and specialized industries drive up starting salaries. This article dives deep into the 2025 outlook: we compare global markets, top-paying cities, compensation packages vs. base salary, benefits, negotiation strategies, and future trends to help you maximize your software engineer starting salary.

Best Entry Level Software Engineer Salary Insights in 2025

The software developer entry level pay landscape in 2025 shows wide global variation. In the United States, new-grad base salaries average around $70–75k, with total comp often exceeding $100k for large employers. Indeed’s data lists $70,957 as the average base salary for entry-level engineers in the U.S.indeed.com, whereas firms like Google or Apple often pay base salaries in the $130k+ range (see below). In Canada, entry-level SWEs earn roughly CA$91,737 median total complevels.fyi, which is about US$67k. Western Europe tends to be lower: e.g. UK entry SWEs earn ~$45k+ annuallytheemployerofrecord.com, and Germany entry roles average around €42–55kterratern.com (roughly $50–60k), depending on city. In contrast, India offers much lower pay: entry SWEs average about ₹1.31 million total comp (≈$17k/year)levels.fyi. Australia falls in between, with median total compensation around A$92k (≈$61k USD)levels.fyi. These figures highlight how cost-of-living and tech market maturity drastically affect entry-level pay.

Global Comparison (US, Canada, Europe, India, Australia)

• United States: Entry-level base pay ~$70–90kindeed.com, plus generous stock/bonuses at big tech. BLS reports a $133,080 median wage (all levels)bls.gov. Demand is high: the U.S. is projected to add ~140,000 new software roles annuallybls.gov.
• Canada: Entry-level SWE total comp median CA$91,737 (~$67k)levels.fyi. Big cities like Toronto pay more; average “new grad” roles often start around CA$80k–100k.
• Europe: Western Europe is variable. For example, UK entry roles average £25k–35k ($30–45ktheemployerofrecord.com); Germany around €45k–55k ($50–60k)terratern.com. Northern Europe (Scandinavia) can be slightly higher. Eastern Europe tends to be lower (e.g. Poland entry ~$45kremotepass.com via remote rates).
• India: Average entry total comp ₹1.31M ($17k)levels.fyi. Large tech companies (TCS, Infosys) often start at ₹3–6LPA ($4–8k), while global firms (Google, Microsoft India) pay higher, pushing totals up.
• Australia: Entry-level median total comp A$92,136 (~$61k USD)levels.fyi. Sydney and Melbourne jobs tend to offer more ($70k+ base), whereas smaller cities pay less.
• Other regions: Cities like London and Munich typically pay around €40–50k for entry roles. Emerging markets (Brazil, Southeast Asia) often pay even less ($10–20k equivalent).

Top-Paying Cities: Within the U.S., tech hubs dominate entry-level pay. Levels.fyi reports median total comp for entry SWEs as: San Francisco Bay Area $191,250levels.fyi, Seattle $176,500levels.fyi, New York City $138,889levels.fyi, and Austin $128,000levels.fyi. These medians include base, stock, and bonus at large firms. For example, San Francisco’s $191k median implies base around $160k plus equitylevels.fyi. In contrast, non-tech cities like Denver or Atlanta tend to have lower medians (often 20–30% below Bay Area levels). Globally, top tech centers such as Zurich, Sydney, and London also offer premium pay, but generally not as high as Silicon Valley.

15–20 Factors Affecting Entry-Level SWE Salary

Numerous factors influence starting pay. Key determinants include:

• Location: Cost-of-living and local demand greatly alter pay. Entry engineers in San Francisco or New York earn far more than those in smaller U.S. cities. Internationally, Western markets pay higher than developing economieslevels.fyilevels.fyi.
• Industry: Finance, healthcare tech, AI, and cybersecurity sectors often offer higher salaries than non-tech industries. One analysis notes fintech and AI startups can command top pay and equity packagesbristowholland.com.
• Company Size/Type: Large tech firms (FAANG, Microsoft, etc.) typically pay more than mid-size companies or startups. For example, entry total comp at Google or Facebook (~$180–190k) far exceeds most startup offerslevels.fyilevels.fyi. Startups may offer equity upside but often start with slightly lower cash salariesstartupsearch.com.
• Educational Background: Graduates from prestigious universities or with advanced degrees (MS/PhD) often command higher offers. Elite college hiring pipelines (e.g. Ivy League, top state schools) can yield top-end pay.
• Internship/Co-op Experience: Prior internships at reputable companies boost leverage. A candidate with a Google or Microsoft internship may get a higher offer than one without.
• Programming Skills & Languages: Proficiency in in-demand languages (Python, Java, JavaScript, C++, etc.) and frameworks (React, Angular) can increase salary. Experience with trending technologies like AI/ML, cloud (AWS, Azure), or containerization (Docker, Kubernetes) also has premium valuebristowholland.com.
• Certifications: Professional credentials (e.g. AWS Certified Solutions Architect, Cisco, or CompTIA) can signal expertise and sometimes bump offers, especially in cloud/computing roles.
• Performance in Interviews: Strong coding interview performance (data structures, algorithms) can lead to higher offers or multiple bids, enabling negotiation.
• Negotiation Skills: Candidates who negotiate intelligently can often add 10–20% to their offers. In fact, one study found 73% of engineers who negotiated saw at least a 10% salary upliftbristowholland.com.
• Economic Climate: General demand for tech talent vs. budget constraints in the economy can inflate or compress salaries. In 2025, the market remains tight, sustaining high entry offers.
• Company Funding and Budget: Well-funded startups or public tech giants have more budget for pay than bootstrapped firms. This is why an entry SWE at a unicorn or FAANG typically out-earns peers at a tiny startup.
• Relocation Availability: Offering to relocate to a high-cost tech hub can sometimes increase initial pay (due to local pay standards) versus remote/in-place roles.
• Technical Specialization: Focus areas such as AI/ML engineering or cybersecurity are in short supply; entry roles here often start above generalist positionsbristowholland.com.
• Supply and Demand: Areas with low supply of engineers see higher pay. For instance, demand for DevOps, SRE, and cloud engineers has been rising, giving even entry roles a bump.
• Employer’s Matching Policies: Some companies have rigid salary bands or public pay scales, limiting outlier offers. Others may give above-band hires for exceptional candidates.
• Industry Growth: Fast-growing sectors (like e-commerce, gaming, or biotech) can have higher starting pay to attract talent.
• Unionization or Regulations: Uncommon in tech, but in niche cases (like some government or defense roles) pay may be fixed by scale.

These and more factors mean that entry-level pay is highly contextual. Even within the same city, one candidate may get a $120k offer while another gets $80k, depending on the mix above.

Salary Ranges at Major Companies

As examples, Levels.fyi reports the following entry-level total compensation medians for software engineers (mostly in the US):

• Google (L3): ~$189K total (Base ~$145K + equity ~$36K + bonus ~$7.5K)levels.fyi.
• Microsoft (Level 59): ~$154K total (Base ~$120K + equity ~$24K + bonus ~$10K)levels.fyi.
• Amazon (L4/SDE I): ~$178K total (Base ~$136K + equity ~$34K + bonus ~$7K)levels.fyi.
• Apple (ICT2, Junior): ~$158K total (Base ~$131K + equity ~$23K + bonus ~$3K)levels.fyi.
• Meta/Facebook (E3): ~$186K total (Base ~$148K + equity ~$32K + bonus ~$5K)levels.fyi.

These packages illustrate that at large tech firms, roughly 30–40% of the entry-level pay comes as stock or bonus. In smaller companies or mid-size firms, equity might be smaller or absent, and base salaries typically run lower (often in the $80–120k base range, depending on location).

Entry Level Software Engineer Salary Packages & Compensation in 2025

Base Salary vs. Total Compensation

It’s crucial to distinguish base salary from total compensation. Base salary is the fixed annual pay, whereas total comp adds bonuses, stock grants (RSUs or stock options), and other cash incentives. At tech giants, stock and bonuses can be significant. For example, a Google L3 entry engineer’s $189K total complevels.fyi includes only $145K base, meaning about 24% of their comp was RSUs and bonus. Similarly, Meta’s E3 entry has $148K base of $186K totallevels.fyi (about 20% in equity/bonus). By contrast, at smaller companies and startups, stock is riskier or smaller, so offers might skew more towards cash with little to no bonus.

According to a compensation guide, a Series A startup might offer roughly $100–120K base with potentially large equity upside, whereas a Big Tech firm might offer ~$130K base plus guaranteed bonuses ($10–20K) and RSUs valued $120–180K over 4 yearsstartupsearch.com. In practical terms, an entry SWE at a well-funded startup might take home a similar base salary but with the gamble of future equity appreciation, while a big tech offer provides immediate guaranteed value.

Additional Perks and Bonuses

Beyond salary, entry-level packages often include:

• Signing/Relocation Bonuses: Cash incentives to join or relocate. Many top tech firms give several thousand dollars when you accept the offer or move for work.
• Annual/Performance Bonuses: A percentage (often 5–15%) of base paid yearly, contingent on company or individual performance.
• Stock Grants: RSUs or stock options that vest over ~4 years. FAANG companies typically grant a healthy RSU package to new grads, effectively boosting total comp by tens of thousands per year.
• 401(k)/Pension Matching: Retirement savings contributions match (e.g. 4–6% match in the US).
• Health Benefits: Comprehensive medical, dental, and vision insurance (often with low out-of-pocket costs).
• Paid Time Off: 3+ weeks of vacation, sick leave, and often paid holidays.
• Remote/Work-From-Home Stipends: Many companies now offer a home office or internet stipend for remote employees.
• Professional Development: Training budgets, conference travel, or tuition reimbursement programs for further education or certifications.
• Wellness & Misc Perks: Gym memberships or discounts, mental health benefits, free or subsidized meals/snacks, commuter benefits, childcare support, and more.
• Equity/Stock Purchase Plans: Ability to buy company stock at a discount through payroll deductions.

Startups vs. Mid-Size vs. FAANG

• FAANG & Big Tech: High base salaries plus large RSUs. Often have robust bonus and benefits (free meals, gyms, etc.).
• Mid-Size Companies: Competitive base salaries (often approaching big tech), with some stock and bonuses. Benefits are solid but may lack the extravagances of FAANG.
• Startups: Base salaries can be comparable to big companies (especially well-funded startups). However, bonus/stock deals vary: early startups often emphasize equity upside over immediate cash. Perks may be quirkier (flexible hours, social events) but fewer big corporate perks.

A recent comparison notes that base salaries are similar ($100–130k) between Series A startups and Big Tech, but Big Tech adds bonus/stock giving more liquid cash upfrontstartupsearch.com. Ultimately, startups bet on future equity growth, whereas established firms deliver more certain short-term compensation.

Regional Variations in Compensation

Geography further complicates compensation. In the U.S., tech hubs (CA, NY, WA) pay 20–50% more than average to offset living costs. For example, California typically adds location-based salary adjustments for employees (Bay Area multipliers ~1.1–1.3× the national average). Internationally, companies often adjust offers: an entry SWE in London might be offered less base than one in New York, even at the same firm.

Remote work is blurring these lines: many companies now pay remote employees based on their location’s cost of living, but some U.S.-based tech roles still offer Silicon Valley-level pay to remote hires, especially for critical skills. For example, remote postings on Arc.dev showed entry engineers averaging $71k globallyremotepass.com, with Western Europe around $68–73k, and lower rates in Eastern Europe (around $61k) as of early 2022. (The remote data suggests even average salaries abroad can approach U.S. levels for remote positions, though this is evolving as companies refine remote pay policies.)

Entry Level Software Engineer Salary Features & Benefits

Beyond salary, benefits form a key part of compensation packages. Common benefits for entry SWEs include:

• Health Coverage: Medical, dental, and vision insurance (often heavily subsidized by employer).
• Retirement Plans: 401(k) with company match (typical US match is 3–6% of salary).
• Paid Time Off: PTO for vacations/sick days (usually 2–4 weeks per year), plus holidays.
• Stock Options/Grants: Equity in the company (standard in tech firms).
• Remote Work Support: Home office stipends, tech equipment, or coworking allowances.
• Wellness Programs: Gym reimbursements, mental health counseling, wellness apps.
• Professional Development: Paid training, certifications, or tuition reimbursement (common at large tech firms).
• Commuter Benefits: Pre-tax transit or parking programs.
• Family Benefits: Parental leave, fertility benefits, childcare assistance (more common at top tech companies).

For clarity, here’s a bullet-point list contrasting typical standard vs. premium benefits:

• Standard Benefits: Health/dental/vision insurance; basic 401(k) match; standard vacation (3 weeks+); flexible work hours; remote/hybrid options; basic stock/equity; education stipends; life/disability insurance.
• Premium/Perk Benefits: Generous equity packages; signing bonuses; unlimited or extended PTO; on-site perks (free meals, fitness centers, shuttles); wellness/well-being programs (free therapy, meditation apps); commuter/transport vouchers; pet insurance; generous parental leave; professional development allowances.

Entry-level roles at FAANG often include many premium perks (e.g. free gourmet cafeterias, campus gyms, generous stock grants). Smaller companies may offer fewer fringe perks but might focus on flexible culture and personal growth opportunities instead.

How to Maximize Your Entry Level Software Engineer Salary (Step-by-Step Guide)

1. Build a Strong Portfolio: Showcase coding projects on GitHub, personal websites, or open-source contributions. Participate in hackathons or coding competitions. Real-world examples of your work (projects, apps, contributions) signal skill and initiative.
2. Gain Relevant Experience: Pursue internships, coop programs, or part-time dev roles during college. Internships at big companies (Google, Microsoft, etc.) especially boost your resume. Even university research projects or significant class projects help.
3. Master In-Demand Technologies: Learn popular languages/frameworks – e.g. Python, Java, JavaScript (React/Node), C/C++, and mobile platforms. Gain cloud skills (AWS, Azure, GCP) and DevOps tools (Docker, Kubernetes). Specialize in areas like AI/ML or cybersecurity if interested. Certify where relevant (e.g. AWS Certified Developer).
4. Research Market Rates: Use sites like Levels.fyi, Glassdoor, LinkedIn Salary, and Payscale to benchmark entry salaries for positions and locations. Knowing typical ranges (e.g. Levels.fyi shows average entry comp in CA vs TX) helps when negotiating or deciding where to apply.
5. Apply Broadly & Network: Don’t limit yourself to one company. Apply to startups, mid-size firms, and big tech. Attend career fairs, tech meetups, and leverage alumni networks and LinkedIn for referrals. More options increase your bargaining power.
6. Prepare for Interviews: Sharpen data structures/algorithms skills (LeetCode, HackerRank). Practice system design basics. Good interview performance often leads to better offers. Mock interviews with peers or mentors can help.
7. Leverage Multiple Offers: If you receive offers, politely inform each employer (if appropriate) of competing offers. This can lead to counter-offers. Having two or more offers is a strong negotiating tool.
8. Negotiate Confidently: When discussing salary, quote a range based on your research, typically 5–15% above the initial offer. Emphasize your skills, internship experience, and the market data you’ve gathered. Remember many companies expect negotiation.
9. Ask About Full Compensation: Always clarify stock grants, bonus structure, and benefits before accepting. For example, an extra 10% RSUs can far exceed a small base bump. Factor in sign-on bonuses or relocation packages too.
10. Continue Learning: Once hired, keep upskilling. Early promotions often follow mastery of new technologies. Certifications in cloud or AI, or contributions to company-critical projects, can lead to raises or faster career progression.

By following these steps — especially building a standout portfolio and negotiating smartly — you can meaningfully increase your software engineer starting salary. Remember, improving your skillset and demonstrating value is the most reliable way to command a higher entry salary.

Future of Entry Level Software Engineer Salary in 2025 and Beyond

The outlook for entry-level SWE pay remains positive over the next 3–5 years. Key trends include:

• Rising Demand: The BLS projects 17% growth in software developer jobs through 2033bls.gov (much faster than average). Millions of annual openings arise from new roles and turnoverbls.govbristowholland.com. This high demand tends to sustain or raise starting salaries.
• AI and Automation: Tools like GitHub Copilot, ChatGPT, and Tabnine are changing how code is written. Initially, there were fears AI might replace junior developers. However, recent analysis shows tech salaries have actually risen amid the AI waveinterestingengineering.com. Many firms value engineers who can effectively use AI assistants to boost productivity. In practice, AI code tools may automate routine coding tasks, pushing entry-level devs to focus on higher-level problem-solving, code review, and system integration. Over time, junior roles will likely evolve: companies may expect new grads to be proficient with AI tools from day one, which could further premiumize training. But most experts believe AI augments rather than fully displaces developers, especially in the near term.
• Remote Work Effects: The normalization of remote/hybrid work is flattening some geographic pay disparities. U.S. companies increasingly hire globally, sometimes offering location-adjusted pay. Entry-level remote positions may come with salaries closer to the candidate’s local market; however, some firms maintain U.S.-level pay for remote SWEs in high-skill roles. Overall, remote work expands opportunities, but also introduces more competition (e.g. U.S. grads may compete with capable international applicants at lower local rates). This globalization may slowly compress salaries in very expensive cities, while raising them in lower-cost regions.
• In-Demand Fields: Specializations will command pay bumps. For instance, entry roles focused on AI/ML, cybersecurity, or cloud engineering are on track to pay more than generalist roles. One source notes entry-level AI engineers already earn $90k–$120kcbtnuggets.com, and demand for data science roles continues growing. Similarly, security-focused entry jobs are up due to rising cyber threats. Cloud infrastructure expertise (AWS/Azure/GCP) is another high-value skill. Candidates entering these niches can expect to start near the upper end of entry-level ranges.
• Inflation and Market Adjustments: Economic factors will play a role. If inflation persists, companies may raise base salaries to stay competitive. So far, tech firms have been among the highest escalators of pay in recent years. BLS data suggests tech wage growth outpaces average industries.
• Early Career Path: For ambitious grads, there is a clear ladder:
  • Entry Level (0–2 years): Software Engineer I or Junior Developer. Focus on learning and contribution.
  • Mid-Level (2–5 years): Software Engineer II/Senior, often handling entire components or moderate projects. Expect salaries to roughly double over these years (e.g. $70k → $140k total comp).
  • Senior (5–8 years): Leadership on large projects, mentoring juniors. Pay climbs significantly (medians $150k+ total comp at big tech).
  • Lead/Architect (8–12 years): Oversees teams or systems design. Compensation typically rises to the top 10% range ($200k+).
  • Principal/Manager/CTO (10+ years): Technical or executive leadership roles, with 6-figure base salaries and large bonuses/equity (often $300k+ total).

In summary, entry level software engineer salaries in 2025 are strong and expected to grow. Key trends – such as AI tool adoption, remote work, and booming demand in specialized areas – will shape the market. By staying skilled, negotiating wisely, and targeting high-growth sectors, new engineers can maximize their starting compensation and set the stage for rapid career growth.