What Should Your
First Job Pay?
Real salary data by industry and location, plus the negotiation strategies that work for new grads (even when you think you have no leverage).
of new grads negotiate their first offer
average increase when they do negotiate
leave money on the table by not asking
Entry-Level Salaries by Field (2026)
These ranges reflect base salaries for new graduates with 0-2 years of experience. Actual offers vary by company size, location, and individual qualifications.
| Field | Low | Median | High |
|---|---|---|---|
| Software Engineering | $85,000 | $110,000 | $150,000 |
| Data Science/Analytics | $75,000 | $95,000 | $130,000 |
| Investment Banking | $95,000 | $110,000 | $150,000 |
| Management Consulting | $85,000 | $100,000 | $120,000 |
| Product Management | $80,000 | $100,000 | $130,000 |
| Marketing | $45,000 | $58,000 | $75,000 |
| Accounting | $52,000 | $62,000 | $75,000 |
| Nursing (BSN) | $55,000 | $70,000 | $90,000 |
| Mechanical Engineering | $65,000 | $75,000 | $90,000 |
| Human Resources | $45,000 | $55,000 | $68,000 |
Sources: NACE Salary Survey, Levels.fyi, Glassdoor, industry reports. Data reflects U.S. national averages.
Location Matters: Cost of Living Adjustments
A $100K salary in San Francisco is not the same as $100K in Dallas. Here's how to think about location when evaluating offers:
Quick Calculation
To compare offers in different cities, adjust for cost of living:
$90K in Austin (115 index) ≈ $90K × (100/115) = $78K in Dallas purchasing power
$120K in SF (180 index) ≈ $120K × (100/180) = $67K in Dallas purchasing power
The Austin offer actually gives you more buying power despite being $30K less on paper.
Negotiation: Yes, You Can (and Should)
Most new grads don't negotiate because they feel they have no leverage. But here's the thing: 42% of entry-level hires do negotiate, and they typically get 5-10% more. That's $5,000-$10,000 extra per year—which compounds over your entire career.
Why Employers Expect It
- Initial offers often have 10-15% buffer built in
- Negotiating shows confidence and business acumen
- Companies rarely rescind offers for professional negotiation
What You Can Negotiate
- Base salary (most common)
- Signing bonus (often easier than salary)
- Start date (for relocation or travel)
- Remote work flexibility
- Professional development budget
The Script That Works
"Thank you so much for the offer—I'm really excited about the opportunity to join [Company]. I've done some research on market rates for this role, and based on my [specific qualification/experience], I was hoping we could discuss the base salary. Would $[X] be possible?"
Key elements: Express enthusiasm first, cite research, make a specific ask, leave room for discussion.
Beyond Base Salary: Total Compensation
Base salary is just one piece. Here's what else to consider when evaluating an offer:
Signing Bonus
One-time payment upon joining. Common in tech and finance. Typical range: $5K-$30K for new grads.
Annual Bonus
Performance-based bonus paid yearly. Usually 5-20% of base for entry-level roles.
Equity/Stock
Company stock or options that vest over time. Common at startups and tech companies.
401(k) Match
Employer matches your retirement contributions. Typical: 3-6% of salary.
Health Insurance
Employer-sponsored health coverage. Quality varies significantly.
PTO & Flexibility
Vacation days, sick leave, remote work options.
Ready to Land That Offer?
Salary negotiation starts with getting the interview. Make sure your application materials are ready.