Industry Salary Ranges in North America: What to Know for 2025

Published: January 7, 2025 | Last Updated: January 7, 2025

Understanding North American Salary Landscapes

In today's dynamic job market, understanding industry salary ranges is crucial for both job seekers and employers. North America, particularly the United States and Canada, offers some of the most competitive compensation packages globally. This comprehensive guide breaks down salary ranges across major industries, factoring in geographic variations, experience levels, and market trends shaping compensation in 2025.

The North American job market has undergone significant transformation in recent years, driven by technological advancement, remote work adoption, and shifting economic priorities. These changes have created new salary paradigms across industries, with some sectors experiencing unprecedented growth while others adapt to evolving market conditions. Understanding these shifts is essential for making informed career decisions and negotiating competitive compensation packages.

Key Market Influences in 2025

Several factors are actively reshaping salary structures across North America. The continued integration of artificial intelligence and automation has created premium compensation for roles requiring specialized technical expertise. Meanwhile, the solidification of hybrid and remote work models has begun influencing geographic pay scales, with companies adopting more flexible approaches to location-based compensation. Additionally, growing emphasis on sustainability and digital transformation has created new high-paying roles across traditionally conservative sectors.

Salary Transparency Trends

Recent legislation across various states and provinces mandating salary transparency has dramatically changed how organizations approach compensation. This shift has empowered job seekers with unprecedented access to salary information, while also compelling companies to develop more equitable pay structures. Understanding these transparency requirements and their impact on salary ranges has become essential for both employers and job candidates in the current market.

Economic Context and Market Conditions

The current economic landscape continues to influence salary ranges across North America. Inflationary pressures, labor market dynamics, and sector-specific growth patterns all play crucial roles in determining compensation levels. Industries experiencing rapid growth or talent shortages often offer premium compensation packages, while sectors facing economic headwinds may show more conservative salary ranges. This guide will help you navigate these complexities and understand how various factors influence compensation across different industries and regions.

Technology Sector Salary Ranges

The technology sector continues to lead with competitive salaries across North America, driven by rapid innovation, high demand for specialized skills, and fierce competition for talent. Base salaries have seen significant increases, with total compensation packages often including substantial equity components and performance bonuses.

Core Engineering Roles

• Software Engineering: Junior ($65,000-$85,000), Mid-level ($85,000-$120,000), Senior ($120,000-$200,000+), Principal/Staff Engineer ($180,000-$300,000+)

• Frontend Development: Junior ($60,000-$80,000), Mid-level ($80,000-$115,000), Senior ($115,000-$180,000), Lead ($160,000-$250,000)

• Backend Development: Junior ($65,000-$85,000), Mid-level ($85,000-$125,000), Senior ($125,000-$190,000), Architecture ($180,000-$280,000)

• Full Stack Development: Junior ($63,000-$83,000), Mid-level ($83,000-$130,000), Senior ($130,000-$200,000), Lead ($180,000-$270,000)

Data and Analytics

• Data Science: Entry-level ($70,000-$90,000), Experienced ($100,000-$160,000), Lead ($160,000-$200,000+), Principal ($200,000-$300,000+)

• Machine Learning Engineering: Junior ($75,000-$95,000), Mid-level ($95,000-$150,000), Senior ($150,000-$220,000), Principal ($200,000-$350,000+)

• Data Engineering: Entry-level ($70,000-$90,000), Mid-level ($90,000-$140,000), Senior ($140,000-$200,000), Lead ($180,000-$250,000)

• Business Intelligence: Analyst ($60,000-$85,000), Senior Analyst ($85,000-$120,000), Manager ($120,000-$180,000)

Infrastructure and Operations

• DevOps Engineering: Junior ($70,000-$90,000), Mid-level ($90,000-$130,000), Senior ($130,000-$180,000), Lead ($160,000-$240,000)

• Site Reliability Engineering: Junior ($75,000-$95,000), Mid-level ($95,000-$140,000), Senior ($140,000-$200,000), Principal ($180,000-$280,000)

• Cloud Architecture: Associate ($80,000-$110,000), Mid-level ($110,000-$160,000), Senior ($160,000-$220,000), Principal ($200,000-$300,000+)

• Security Engineering: Entry-level ($75,000-$95,000), Mid-level ($95,000-$145,000), Senior ($145,000-$210,000), Lead ($190,000-$280,000)

Product and Design

• Product Management: Associate ($75,000-$95,000), Mid-level ($95,000-$140,000), Senior ($140,000-$200,000+), Director ($180,000-$300,000+)

• UX/UI Design: Junior ($60,000-$80,000), Mid-level ($80,000-$120,000), Senior ($120,000-$180,000), Lead ($160,000-$230,000)

• Technical Product Management: Associate ($80,000-$100,000), Mid-level ($100,000-$150,000), Senior ($150,000-$220,000), Director ($200,000-$320,000+)

• Product Analytics: Junior ($65,000-$85,000), Mid-level ($85,000-$130,000), Senior ($130,000-$190,000), Lead ($170,000-$250,000)

Emerging Technology Roles

• AI/ML Research: Research Scientist ($90,000-$140,000), Senior Scientist ($140,000-$220,000), Principal Scientist ($200,000-$400,000+)

• Blockchain Development: Junior ($70,000-$100,000), Mid-level ($100,000-$160,000), Senior ($160,000-$250,000+)

• AR/VR Development: Entry-level ($65,000-$90,000), Mid-level ($90,000-$140,000), Senior ($140,000-$200,000+)

• Quantum Computing: Research Engineer ($85,000-$130,000), Senior Engineer ($130,000-$200,000), Lead ($180,000-$300,000+)

Additional Compensation Considerations

Technology sector compensation often includes significant additional components beyond base salary:

• Equity Compensation: Can range from 0.01% to 1.0% for early employees at startups, or $50,000-$500,000+ in RSUs at public companies

• Annual Bonuses: Typically 10-30% of base salary, with higher percentages for senior roles

• Sign-on Bonuses: $5,000-$50,000+ for experienced hires, particularly in competitive markets

• Performance Bonuses: Additional 5-20% based on individual and company performance

Market Trends and Specializations

Several specialized skills command premium compensation in 2025:

• AI/ML Expertise: 15-30% premium over standard engineering roles

• Cloud Native Development: 10-25% premium for specialized cloud platform expertise

• Cybersecurity Specialization: 10-20% premium for security-focused roles

• Edge Computing: 10-25% premium for specialized IoT and edge computing skills

Financial Services Industry Compensation

Financial services maintain strong salary ranges, particularly in major financial centers like New York, Toronto, and Chicago. The sector continues to offer some of the most competitive compensation packages, with total rewards often significantly exceeding base salaries through bonuses and other incentives.

Investment Banking

• Investment Banking Analysts: First Year ($85,000-$100,000), Second Year ($90,000-$110,000), Third Year ($95,000-$120,000)

• Investment Banking Associates: First Year ($150,000-$200,000), Second Year ($175,000-$225,000), Third Year ($200,000-$250,000)

• Vice Presidents: Early VP ($250,000-$400,000), Established VP ($350,000-$500,000+)

• Directors/Executive Directors: ($400,000-$800,000+)

• Managing Directors: Base ($500,000-$1,000,000+)

• *Annual bonuses typically range from 50-150% of base salary for junior roles and 100-300%+ for senior positions

Asset Management and Private Equity

• Asset Management Analysts: Entry-level ($70,000-$90,000), Experienced ($90,000-$130,000)

• Portfolio Managers: Junior ($120,000-$180,000), Senior ($180,000-$300,000+), Head of Investments ($300,000-$1,000,000+)

• Private Equity Associates: Pre-MBA ($100,000-$150,000), Post-MBA ($175,000-$250,000)

• Private Equity Principals: ($300,000-$600,000+)

• Private Equity Partners: ($500,000-$2,000,000+)

• *Carried interest and performance bonuses can significantly increase total compensation

Financial Analysis and Research

• Financial Analysis: Entry-level ($60,000-$75,000), Mid-career ($75,000-$100,000), Senior ($100,000-$150,000), Director ($150,000-$250,000)

• Equity Research: Associate ($75,000-$100,000), Senior Analyst ($120,000-$200,000), Lead Analyst ($200,000-$400,000+)

• Quantitative Analysis: Entry-level ($80,000-$110,000), Mid-level ($110,000-$180,000), Senior ($180,000-$300,000+)

• Credit Analysis: Junior ($65,000-$85,000), Mid-level ($85,000-$120,000), Senior ($120,000-$180,000)

Risk Management and Compliance

• Risk Management: Junior ($65,000-$85,000), Mid-level ($85,000-$120,000), Senior ($120,000-$180,000), Director ($180,000-$300,000+)

• Compliance Officers: Entry-level ($60,000-$80,000), Mid-level ($80,000-$120,000), Senior ($120,000-$200,000)

• Risk Technology: Junior ($70,000-$90,000), Mid-level ($90,000-$140,000), Senior ($140,000-$200,000)

• Chief Risk Officer: ($300,000-$800,000+)

Wealth Management and Advisory

• Wealth Management: Junior Advisors ($50,000-$70,000), Established ($70,000-$150,000), Senior ($150,000-$300,000+)

• Financial Planning: Entry-level ($55,000-$75,000), Certified Planner ($75,000-$150,000), Senior Planner ($150,000-$250,000+)

• Private Banking: Associate ($70,000-$100,000), Banker ($100,000-$200,000), Senior Banker ($200,000-$400,000+)

• Investment Advisory: Junior ($60,000-$90,000), Mid-level ($90,000-$180,000), Senior ($180,000-$400,000+)

Trading and Markets

• Sales Trading: Junior ($80,000-$120,000), Mid-level ($120,000-$200,000), Senior ($200,000-$400,000+)

• Market Making: Entry-level ($70,000-$100,000), Experienced ($100,000-$250,000), Senior ($250,000-$500,000+)

• Electronic Trading: Junior ($90,000-$130,000), Mid-level ($130,000-$200,000), Senior ($200,000-$350,000+)

• Commodities Trading: Associate ($85,000-$120,000), Mid-level ($120,000-$250,000), Senior ($250,000-$500,000+)

Emerging Finance Roles

• FinTech Product Management: Junior ($80,000-$110,000), Mid-level ($110,000-$160,000), Senior ($160,000-$250,000+)

• Digital Assets/Crypto: Analyst ($70,000-$100,000), Mid-level ($100,000-$180,000), Senior ($180,000-$300,000+)

• ESG Investment: Associate ($70,000-$100,000), Manager ($100,000-$180,000), Director ($180,000-$300,000+)

• AI/ML Finance: Junior ($85,000-$120,000), Mid-level ($120,000-$200,000), Senior ($200,000-$350,000+)

Additional Compensation Factors

Financial sector compensation typically includes several components:

• Annual Bonuses: Can range from 20% to 300%+ of base salary depending on role and performance

• Sign-on Bonuses: Particularly common for experienced hires, ranging from $10,000 to $100,000+

• Deferred Compensation: Often in the form of restricted stock units or long-term incentive plans

• Performance-Based Commission: Common in wealth management and sales roles, can significantly exceed base salary

• Profit Sharing: Particularly relevant in private equity and hedge fund roles

Healthcare Industry Compensation Trends

Healthcare salaries vary significantly by specialization, location, and facility type, with urban centers typically offering higher compensation. The sector continues to see strong growth in specialized roles and emerging healthcare technology positions.

Physician Compensation

• Primary Care: Family Medicine ($180,000-$250,000), Internal Medicine ($200,000-$270,000), Pediatrics ($190,000-$260,000)

• Medical Specialists: Cardiology ($350,000-$700,000+), Dermatology ($300,000-$600,000), Oncology ($350,000-$650,000)

• Surgical Specialists: Orthopedic ($500,000-$800,000+), Neurosurgery ($600,000-$1,000,000+), Plastic Surgery ($400,000-$800,000)

• Emergency Medicine: ($280,000-$400,000)

• Psychiatry: ($220,000-$350,000)

• *Additional compensation often includes productivity bonuses, quality metrics incentives, and call pay

Advanced Practice Providers

• Nurse Practitioners: Primary Care ($90,000-$140,000), Specialty Practice ($110,000-$160,000), Acute Care ($100,000-$150,000)

• Physician Assistants: Primary Care ($95,000-$130,000), Surgical ($110,000-$150,000), Emergency Medicine ($115,000-$155,000)

• Certified Nurse Midwives: ($85,000-$135,000)

• Certified Registered Nurse Anesthetists: ($160,000-$250,000)

Nursing Roles

• Registered Nurses: Staff RN ($65,000-$100,000), Specialty RN ($75,000-$120,000), Travel RN ($85,000-$150,000)

• Clinical Nurse Specialists: ($80,000-$130,000)

• Nurse Managers: Unit Manager ($85,000-$130,000), Department Director ($100,000-$160,000)

• Nurse Educators: ($75,000-$120,000)

• Licensed Practical Nurses: ($45,000-$65,000)

Healthcare Administration

• Hospital Administration: Entry-level ($55,000-$75,000), Mid-level ($75,000-$120,000), Executive ($120,000-$200,000+)

• Clinical Directors: Department ($90,000-$150,000), Service Line ($120,000-$180,000)

• Healthcare Executives: COO ($150,000-$350,000), CFO ($180,000-$400,000), CEO ($250,000-$800,000+)

• Practice Managers: Small Practice ($60,000-$90,000), Large Practice ($85,000-$140,000)

Allied Health Professionals

• Physical Therapists: Entry-level ($70,000-$85,000), Experienced ($85,000-$110,000), Senior ($110,000-$130,000)

• Occupational Therapists: Entry-level ($65,000-$80,000), Experienced ($80,000-$105,000), Senior ($105,000-$125,000)

• Speech-Language Pathologists: ($70,000-$110,000)

• Respiratory Therapists: ($55,000-$85,000)

• Radiologic Technologists: ($50,000-$80,000)

Healthcare Technology and Informatics

• Clinical Informatics: Specialists ($75,000-$110,000), Managers ($110,000-$150,000), Directors ($150,000-$200,000)

• Health Information Management: Coders ($45,000-$70,000), Managers ($70,000-$100,000), Directors ($100,000-$150,000)

• Healthcare IT: Analysts ($65,000-$95,000), Managers ($95,000-$140,000), Directors ($140,000-$200,000)

• Digital Health Product Management: ($90,000-$180,000)

Biotechnology and Research

• Research Associates: Entry-level ($50,000-$75,000), Senior ($75,000-$100,000)

• Scientists: Research Scientist ($75,000-$150,000), Senior Scientist ($150,000-$200,000+)

• Clinical Research: Coordinators ($50,000-$80,000), Managers ($80,000-$120,000), Directors ($120,000-$180,000)

• Biotech Executives: CSO ($200,000-$400,000+), CEO ($300,000-$1,000,000+)

Mental Health Professionals

• Psychologists: Clinical ($80,000-$150,000), Neuropsychologists ($90,000-$180,000)

• Social Workers: Clinical ($50,000-$80,000), Medical ($60,000-$90,000)

• Mental Health Counselors: ($45,000-$75,000)

• Behavioral Health Directors: ($100,000-$180,000)

Emerging Healthcare Roles

• Telehealth Specialists: ($70,000-$120,000)

• Healthcare Data Scientists: ($90,000-$160,000)

• Population Health Managers: ($80,000-$140,000)

• Remote Patient Monitoring Specialists: ($65,000-$100,000)

• AI/ML Healthcare Specialists: ($100,000-$180,000)

Additional Compensation Factors

Healthcare compensation often includes several components:

• Sign-on Bonuses: Particularly common for physicians and specialized nurses ($10,000-$100,000+)

• Production Bonuses: Based on RVUs, patient volumes, or collections (10-30% of base)

• Quality Incentives: Tied to patient satisfaction and clinical outcomes (5-15% of base)

• Call Pay: Additional compensation for after-hours coverage

• Education Loan Repayment: Common in underserved areas ($50,000-$200,000+)

• CME Allowances: Annual allowance for continuing education ($2,500-$10,000)

• Relocation Allowances: One-time payment for relocation expenses ($5,000-$30,000)

Geographic Salary Variations

Location significantly impacts salary ranges across North America, with variations driven by cost of living, industry concentration, and local market conditions. The rise of remote work has begun to influence traditional geographic pay differences, though significant regional variations persist.

United States Major Regions

West Coast

• San Francisco Bay Area: 40-60% above national average

  • Silicon Valley (Palo Alto, Mountain View): 45-65% above average

  • San Francisco proper: 40-60% above average

  • East Bay (Oakland, Berkeley): 35-50% above average

• Seattle/Puget Sound: 25-45% above national average

  • Downtown Seattle: 30-45% above average

  • Eastside (Bellevue, Redmond): 25-40% above average

• Los Angeles/Southern California: 20-35% above national average

  • West LA/Santa Monica: 25-40% above average

  • Orange County: 20-35% above average

  • San Diego: 15-30% above average

Northeast

• New York City Metro: 15-45% above national average

  • Manhattan: 40-60% above average

  • Brooklyn/Queens: 25-40% above average

  • Northern New Jersey: 15-30% above average

• Boston Metro: 15-35% above national average

  • Downtown Boston: 25-40% above average

  • Cambridge/Somerville: 20-35% above average

  • Route 128 Corridor: 15-30% above average

• Washington DC Metro: 15-35% above national average

  • District of Columbia: 25-40% above average

  • Northern Virginia: 20-35% above average

  • Maryland Suburbs: 15-30% above average

Midwest

• Chicago Metro: 5-20% above national average

  • Downtown Chicago: 15-25% above average

  • North Shore Suburbs: 10-20% above average

  • Western Suburbs: 5-15% above average

• Minneapolis/St. Paul: 0-15% above national average

• Detroit Metro: 0-10% above national average

• Cleveland/Columbus: 0-10% above national average

South

• Texas Triangle:

  • Austin: 5-20% above national average

  • Dallas/Fort Worth: 0-15% above average

  • Houston: 0-15% above average

• Southeast Tech Hubs:

  • Atlanta: 0-15% above national average

  • Research Triangle (NC): 0-15% above national average

  • Nashville: 0-10% above national average

• Florida Markets:

  • Miami: 5-20% above national average

  • Tampa/St. Petersburg: 0-10% above national average

  • Orlando: 0-10% above national average

Canadian Major Markets

Ontario

• Greater Toronto Area: 15-30% above national average

  • Downtown Toronto: 20-35% above average

  • York/Peel Regions: 15-25% above average

  • Durham/Halton Regions: 10-20% above average

• Ottawa: 5-15% above national average

• Kitchener-Waterloo: 5-15% above national average

British Columbia

• Greater Vancouver: 15-30% above national average

  • Vancouver proper: 20-35% above average

  • Burnaby/Richmond: 15-25% above average

  • Surrey/Tri-Cities: 10-20% above average

• Victoria: 5-15% above national average

Alberta

• Calgary: 10-25% above national average

  • Downtown Core: 15-25% above average

  • Suburban Areas: 5-15% above average

• Edmonton: 5-20% above national average

Quebec

• Greater Montreal: 5-20% above national average

  • Downtown Montreal: 10-25% above average

  • West Island: 5-15% above average

  • Laval/South Shore: 5-15% above average

• Quebec City: 0-10% above national average

Atlantic Canada

• Halifax: 0-10% above national average

• St. John's: 0-5% above national average

• Other Atlantic cities: 5-15% below national average

Remote Work Impact on Geographic Pay

The rise of remote work has introduced new compensation considerations:

• Location-Based Pay Models:

  • Home Office Location: Pay based on employee location

  • Company HQ Location: Pay based on company headquarters

  • Hybrid Models: Adjusted rates based on regional cost bands

• Geographic Pay Differentials:

  • Major Tech Hubs: 0-30% reduction for remote workers

  • Regional Markets: 0-15% premium for remote workers

  • Rural Areas: 5-20% premium for remote workers

Cost of Living Considerations

Key factors affecting regional salary variations:

• Housing Costs: Often the largest factor in geographic pay differences

  • Major Urban Centers: Housing costs 2-5x national average

  • Secondary Markets: Housing costs 1.2-2x national average

  • Rural Areas: Housing costs 0.6-1x national average

• Tax Implications:

  • State/Provincial Income Tax: 0-13% variation

  • Local Income Tax: 0-4% in some jurisdictions

  • Sales Tax Variations: 0-12% depending on location

• Other Cost Factors:

  • Transportation: Significant variations in public transit availability

  • Healthcare: Provincial vs. State system differences

  • Education: Public vs. Private options and costs

Key Factors Affecting Compensation

Several factors influence salary ranges across industries:

Experience and Education

Educational qualifications and years of experience significantly impact earning potential:

• Bachelor's Degree: Base requirement for most professional positions

• Master's Degree: 10-20% salary premium

• PhD/Professional Degree: 20-40% salary premium

• Years of Experience: 3-7% annual increase typically

Industry Demand

High-demand sectors often offer premium compensation:

• Artificial Intelligence/Machine Learning: 15-30% premium

• Cybersecurity: 10-25% premium

• Renewable Energy: 5-20% premium

• Healthcare Technology: 10-20% premium

Understanding Total Compensation Packages

Salary is just one component of total compensation. Common benefits include:

• Healthcare Benefits: Valued at $5,000-$20,000 annually

• Retirement Benefits: 3-6% employer match typical

• Equity Compensation: Can range from 0.01-1.0% for early employees

• Bonuses: 5-30% of base salary depending on industry and role

• Additional Benefits: Remote work, professional development, wellness programs

Salary Negotiation Considerations

When evaluating and negotiating compensation:

• Research industry standards for your role and location

• Consider the total compensation package, not just base salary

• Factor in cost of living adjustments for different locations

• Evaluate growth potential and career advancement opportunities

• Consider company size and stage (startup vs. established corporation)

Remember: This guide provides general information about qualification recognition in North America. Requirements and processes may vary based on your specific profession, location, and circumstances. Always verify current requirements with relevant regulatory bodies and professional associations.

Last updated: January 6, 2025

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