Calculate H-1B prevailing wages and typical salary ranges by job title, metro area, and experience level. Uses DOL wage data for top tech and business roles.
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Level 2 — Qualified (34th percentile)
| Job Title | Software Developer (15-1252) |
|---|---|
| Metro Area | San Francisco-Oakland, CA |
| Level 1 (Entry) | $116,000 |
| Level 2 (Qualified) | $145,000 |
| Level 3 (Experienced) | $174,000 |
| Level 4 (Fully Competent) | $208,800 |
| Prevailing Wage (Selected Level) | $145,000 |
| Typical Salary Range | $150,075 – $200,100 |
| National Median (Same Role) | $120,000 |
| Est. Total Compensation | $233,450 |
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The prevailing wage is the minimum salary an employer must pay an H-1B worker. It's determined by the Department of Labor (DOL) based on three factors: the specific occupation (identified by Standard Occupational Classification or SOC code), the geographic area where the work is performed, and the wage level (1 through 4) based on the position's complexity and the worker's experience.
The prevailing wage system exists to prevent employers from using H-1B workers to undercut American wages. By requiring employers to pay at least the prevailing wage, the DOL ensures that hiring foreign workers doesn't depress wages for comparable US workers in the same occupation and area.
Level 1 (Entry): The position requires a basic understanding of the occupation. The worker performs routine tasks under close supervision. This is appropriate for recent graduates, workers new to the occupation, or positions with minimal complexity. The wage is set at the 17th percentile of wages for that occupation in that area. Example: A junior software developer position requiring a bachelor's degree with no experience might be classified as Level 1.
Level 2 (Qualified): The position requires a good understanding with limited judgment and moderate complexity. The worker operates with limited supervision. This fits most standard professional positions requiring 2-5 years of experience. Wage is at the 34th percentile. Example: A software developer position requiring 3 years of experience and proficiency in specific technologies.
Level 3 (Experienced): The position requires a sound understanding and the ability to apply special skills or knowledge. The worker operates independently with minimal supervision. Appropriate for senior individual contributors. Wage is at the 50th percentile (median). Example: A senior software engineer role requiring 5+ years of experience, leading projects independently.
Level 4 (Fully Competent): The position requires a mastery of the occupation, including planning and assigning work to others, and exercising expert judgment. Appropriate for lead/principal roles. Wage is at the 67th percentile. Example: A principal engineer or technical lead who mentors others and makes architectural decisions.
The difference between wage levels is substantial. For a Software Developer in San Francisco: Level 1: ~$116,000/year. Level 2: ~$145,000/year. Level 3: ~$174,000/year. Level 4: ~$209,000/year. That's an $93,000 difference between Level 1 and Level 4. The level your employer selects directly determines your minimum salary.
Some employers deliberately classify positions at Level 1 to minimize salary costs, even when the job actually requires Level 2 or 3 skills. This practice — while common — is technically a violation if the position requirements don't match Level 1 criteria. If your job requires 3+ years of experience, specialized skills, or independent work, it shouldn't be classified as Level 1.
The DOL's Online Wage Library (OWL) provides prevailing wage data by occupation and area. Visit flcdatacenter.com to look up wages. You can also file a prevailing wage request with DOL's National Prevailing Wage Center (NPWC) for an official wage determination — this is required for PERM labor certification but optional for H-1B LCA filing.
H-1B Labor Condition Applications (LCAs) are public records. You can search the DOL's LCA disclosure data to see what other employers are paying for similar positions in your area. This is powerful information for salary negotiation — you can see exactly what Google, Amazon, Microsoft, and others pay their H-1B workers.
Many H-1B workers accept the first salary offered because they feel their visa status limits their negotiating power. This is a costly misconception. If an employer is willing to sponsor your H-1B — paying $2,000-$6,000 in filing fees, waiting months for processing, and navigating the lottery — they clearly value your skills. You have leverage. Use it.
The prevailing wage is a legal minimum, not a target. Most competitive employers pay well above prevailing wage, especially at Levels 1 and 2. A Level 1 software developer prevailing wage in San Francisco is ~$116,000, but actual offers from top companies typically start at $140,000-$180,000+ for the same role. The gap between prevailing wage and market rate is your negotiation space.
Before negotiating, arm yourself with data. H-1B LCA database: The DOL publishes all Labor Condition Applications, including employer name, job title, wage, and location. Search at dol.gov or h1bdata.info. This tells you exactly what your target company pays other H-1B workers in similar roles.
Levels.fyi and Glassdoor: These sites show total compensation (base + bonus + equity) for specific companies and levels. A Level 5 engineer at Google in Mountain View earns $250K-$350K total comp. Knowing these ranges prevents you from underselling. Blind (Teamblind.com): Anonymous forum where tech workers share compensation details. Particularly useful for understanding equity and bonus structures at specific companies.
Strategy 1: Negotiate total compensation, not just base. If the company has a strict base salary band, negotiate: Signing bonus ($10,000-$50,000+ at large companies), additional equity/RSU grant, relocation package ($5,000-$15,000), annual bonus target increase. A $10K signing bonus is often easier for a company to approve than a $10K base increase because it's a one-time cost.
Strategy 2: Use competing offers. Nothing increases your leverage more than a competing offer. Even if you strongly prefer Company A, having an offer from Company B gives you concrete proof of your market value."I have another offer at $X" is the most effective negotiation statement in existence.
Strategy 3: Time your negotiation. The best time to negotiate is after receiving a written offer but before accepting. Once you accept, you've lost most leverage. Don't negotiate during the interview process — let them want you first. And don't accept on the spot — always ask for 3-5 business days to consider.
Strategy 4: Frame it as market data, not demands. Instead of"I want $160K," say"Based on my research of comparable roles at similar companies in this market, the typical range is $155K-$175K. Given my experience with [specific skill], I believe $165K reflects my market value." This sounds reasonable and data-driven, not entitled.
At major tech companies, base salary is often 50-70% of total compensation. The rest comes from: Annual bonus: 10-20% of base at most tech companies, 20-40% at finance companies. Equity/RSUs: $50K-$300K+/year at FAANG companies, vesting over 4 years. Benefits value: Health insurance ($10K-$20K/year employer contribution), 401(k) match ($5K-$12K/year), other perks ($2K-$10K/year). For example, a $150K base at a FAANG company with 15% bonus, $200K equity/4 years, and benefits could mean $230K+ total comp.
At startups, equity can be substantial but risky. Evaluate startup equity carefully — most startups fail, making equity worthless. Prioritize higher base salary at startups and treat equity as upside potential, not guaranteed compensation.
There's no single minimum. The prevailing wage depends on your occupation, location, and wage level. A Level 1 software developer ranges from $60K (low-cost areas) to $116K+ (San Francisco). Your employer must pay at least the prevailing wage.
The DOL sets prevailing wages based on occupation (SOC code), geographic area, and wage level (1-4). Levels correspond to the 17th, 34th, 50th, and 67th percentile of wages for that occupation in that area.
Absolutely. The prevailing wage is a floor, not a ceiling. Most competitive employers pay well above prevailing wage. Research market rates using the LCA database, Levels.fyi, and Glassdoor.
By law, H-1B workers must be paid at least the prevailing wage for their occupation and area. In practice, large tech companies often pay H-1B workers comparably to US workers. However, some smaller employers pay closer to the minimum.
Most H-1B positions are filed at Level 1 or Level 2. About 60% of H-1B LCAs are filed at Level 1, though critics argue many of these positions warrant higher levels. Level 3 and 4 are for experienced and expert-level positions.
Use the Foreign Labor Certification Data Center at flcdatacenter.com. Enter your SOC occupation code and work location to see prevailing wages at all four levels. Your employer files a Labor Condition Application based on these rates before submitting your H-1B petition.
H-1B requires employers to pay the higher of the prevailing wage or actual wage paid to similar employees. H-1B1 visas for Singapore and Chile nationals follow similar prevailing wage rules but have a separate annual cap and slightly different filing procedures.
H-1B prevailing wages vary dramatically by metro area. A software developer Level 1 wage may be $75,000 in Austin but $116,000 in San Francisco. Consider cost of living and prevailing wage differences when evaluating H-1B job offers across cities.
Paying below the required prevailing wage violates federal labor law. The Department of Labor can order back pay, fines of up to $35,000 per violation, and debarment from future visa sponsorship. Employees can file complaints confidentially with the DOL.
Request regular performance reviews and market-rate adjustments from your employer. Build specialized skills that command higher wage levels. When changing employers through H-1B transfer, negotiate aggressively since you already have an approved visa status.
Prevailing Wage = Base Wage (SOC) × Level Multiplier × Metro Multiplier
Level 1: 17th %ile (×1.0), Level 2: 34th %ile (×1.25), Level 3: 50th %ile (×1.50), Level 4: 67th %ile (×1.80)
Every formula on this page traces to a federal agency, central bank, or peer-reviewed institution. We cite the rule-makers, not secondhand blogs.
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