An Agile Summary on the 2017 Dice Tech Salary Survey

If you haven’t heard by now,, a national leading IT job board, recently released their 2017 Dice Tech Salary Survey which gave employers direct insights into 2017 staffing trends specifically around salaries. It’s become a universal tool for IT employers all over the US for setting competitive salary guidelines to attract and retain the market’s top talent. While the full 14-page survey is extremely helpful and in-depth with its findings, we thought we would help you out by summarizing the key take-aways in a few major categories (you’re welcome).

Reasons for Salary Increases

Over the last 10 years, the average salary increase year-over-year in the IT industry has averaged around 2.32%. There’s always a variety of factors that lead to this, but this year the top 3 reasons were: merit raise, changed employers, and internal promotion (in that order). These top three reasons not only ranked high, but make up a combined 70 percent of the entire survey results.

Salary Trends

It’s no surprise to any hiring manager or staffing firm that highly-skill technology professionals remain in the most demand, especially those skills supporting industry transformation and growth. More specifically, we are talking about the storage and networking sectors a.k.a. anyone working on the cloud. With everyone undergoing this major disruption of migrating from hardware-based storage to cloud storage, this increased demand has led to a spike in average salaries. This can basically be held true against virtually any “hot” IT skill job, as the market is ever-changing and moving toward faster, more efficient products and services.

“Skills that were used a year ago may not be prominent today; skills that are relevant today will evolve tomorrow. This creates a marketplace where both tech professionals and employers must keep their fingers on the pulse of skills training and demand. The skills areas which garnered salary increases indicate where professionals and employers should focus their training and recruiting efforts,” said Bob Melk, President, Dice.

We could not agree more, Bob. The dynamic tech industry has set up these experienced IT professionals to remain confident in their career choices and relocate for the best opportunities. This sets up a whole new discussion for “the talent pool shortage” in your market, and whether your company should be considering relocation expenses as a new hiring attractor.

Staying Motivated Beyond Money

Of course, salary can be the absolute motivation for some, but not the case for most IT professionals. According to the 2017 Dice Tech Salary Survey, the top motivators were:

  1. Increased compensation (18%)
  2. Flexible work location/telecommuting (14%)
  3. More interesting or challenging work (12%)
  4. Flexible work hours (9%)
  5. Training and certifications offered (3%)
  6. Promotions/new titles (3%)

Top IT Salaries By…

Time to rank who’s winning when it comes to highest paid salaries. The Dice survey does us the pleasure of breaking it down by a few different categories to give us a wide snapshot of averages. Here’s what we’ve got:


Metro IT Salary Metro IT Salary
Silicon Valley $114,184 Philadelphia $90,414
Boston $103,368 Charlotte $89,215
San Diego $102,899 Atlanta $88,214
Minneapolis $99,404 Houston $88,166
Los Angeles $99,400 Kansas City $87,452
New York $99,345 Orlando $86,490
Seattle $99,290 Portland $85,588
DC/Baltimore $97,958 Detroit $85,400
Denver $96,530 St. Louis $83,717
Dallas $95,130 Raleigh $83,504
Chicago $94,610 Miami $82,478
Austin $93,962 Tampa $81,285
Phoenix $92,521 Cleveland $78,818
Sacramento $90,567


Job Titles:

Job Title IT Salary Job Title IT Salary
Tech Management (CEO, CIO, VP, Dir.) $136,934 Programmer/Analyst $86,243
Systems Architect $125,946 Network Engineer $84,779
Tech Management (Strategist, Architect) $125, 360 Security Analyst $84,612
Security Engineer $115,946 Web Developer/ Programmer $82,781
Project Manager $112,339 Systems Administrator $79,583
MIS Manager $107,145 QA Analyst $78,089
Software Engineer $106,495 QA Tester $69,921
Database Administrator $106,495 Technical Support $56,346
Developer: Database $99,127 Desktop Support Analyst $50,508
Developer: Applications $94,793 Help Desk $45,693
Business Analyst $90,836 PC Technician $45,236
QA Engineer $88,089



Years of Experience IT Salary
Under 1 $47,389
1-2 $54,414
3-5 $66,681
6-10 $82,223
11-15 $94,693
Over 15 $111,620


Employment Type:

Employment Type  IT Salary
U.S. overall average $92,081
Full-time workers $91,067
Consultant $114,473
Consultant (base rate per hour) $69.05


Tech Skills:

Skill Set IT Salary
Big Data $120,740
Cloud $120,826
DevOps $114,972
Project Management $113,356
Design UI/UX $117,263
Mobile $113,772
Front End Dev $106,377



Industry IT Salary Industry IT Salary
Bank/Financial/Insurance $103,860 Telecommunications $92,549
Utilities/Energy $103,492 Internet Services $92,079
Aerospace & Defense $99,992 Manufacturing $90,488
Professional Services $98,506 Distributor/ Wholesale $89,081
Computer Software $98,455 Retail/ ECommerce $88,771
Computer Hardware $97,569 Government $88,555
Medical/Pharmaceutical/ Biotechnology $97,077 Healthcare Providers $88,270
Entertainment Media $95,568 Hospitality/ Travel $86,805
Consumer Products $95,051 Marketing/ Advertising $86,669


Final Thoughts & Advice

We thought it would be helpful for hiring managers if we shed some final tips with what we (Agile) have experienced in our 14 years as an IT staffing company. After reviewing the 2017 Dice Tech Salary Survey and comparing this to our own industry standards and what we know about the market, we believe the following to be true:

  1. Keep room for flexibility. You get what you pay for!
  2. Go beyond the skillset to make sure you are choosing a cultural fit as well – talk with your recruiting firm about your work environment. You may find the right candidate, but is he/she the right person?
  3. Trust your recruiting firm, and if you don’t, find a new one. This can go hand-in-hand with #2 above – the better the relationship with your recruiters, the more likely they will go beyond knowing what your company does, but also what you stand for.
  4. Ask your employees! What do they want more of? What do they want less of? What’s keeping them at your company? Take those answers and put them into action.
  5. Stay in the know. Articles like the Dice survey are key tools in staying up-to-date and ahead of our dynamic, crazy industry.

For more information, thoughts, advice, or whatever else you may need regarding the average IT salaries of 2016 – please feel free to reach out to our team directly. We’d be more than happy to strike up a conversation with you!

Read the full 2017 Dice Tech Salary Survey

IT Hiring, Job Search