What 415 JavaScript Job Postings Reveal About What Companies Actually Want in 2026

I analyzed every job posting on jsgurujobs.com this week. Not a survey. Not a sample. Every single one of the 415 active JavaScript job listings in our database, scraped from company career pages, parsed for technologies, salaries, locations, and requirements. The results contradict most of the career advice you see on Twitter.

React appears in 58% of all postings. TypeScript is in 40%. Node.js is in 25%. But here is what surprised me: 65% of companies refuse to publish salary ranges. 31% mention AI somewhere in the job description. And the United States accounts for only 32% of JavaScript jobs, which means 68% of the market is outside the country that dominates every salary discussion online.

This is not recycled data from LinkedIn or Indeed. This is raw data from our own database, queried this morning. Every number in this article comes from the actual postings that JavaScript developers are applying to right now. I am going to walk through what this data says about which skills to learn, which skills to skip, where the jobs actually are, and what companies are willing to pay when they bother to tell you.

The Technology Stack That JavaScript Companies Are Actually Hiring For in 2026

The most asked question I see from developers is "what should I learn next?" The answer is in the data, not in Twitter opinions.

React Dominates JavaScript Hiring With 58% of All Job Postings

React appears in 242 out of 415 job postings when you combine the various tag spellings (React, React.js, and ReactJS). That is 58% of all JavaScript jobs requiring React experience. No other framework comes close. Angular appears in 22 postings (5.3%). Vue, combining Vue and Vue.js, appears in 18 postings (4.3%).

The React dominance is not new, but the margin is wider than most developers realize. For every Vue job posting on jsgurujobs.com, there are 13 React postings. For every Angular posting, there are 11 React postings. If you are a JavaScript developer choosing which framework to invest your learning time in for the next 12 months, the data makes the decision for you. React is not just the most popular option. It is the default hiring expectation for JavaScript positions in 2026, and no competing framework is close to challenging that position.

This does not mean Vue and Angular are dead. It means they are niche. A Vue developer looking for jobs has a much smaller pool to choose from, which means higher competition for fewer positions. An Angular developer is in the same situation, and the positions that exist tend to be at enterprise companies maintaining legacy applications rather than building new products.

For developers who understand how React performance optimization works at the production level, the demand is even stronger. Companies are not just looking for developers who can build React components. They want developers who can make React applications fast, accessible, and maintainable at scale.

TypeScript Is in 40% of JavaScript Job Postings and Growing

TypeScript appears in 166 out of 415 postings, which is 40% of all JavaScript jobs. But this number understates TypeScript's actual importance because many React and Node.js postings assume TypeScript without explicitly tagging it. When you read the descriptions of the 242 React postings, the majority mention TypeScript in the requirements text even if it is not in the tags.

The practical implication is clear. If you write JavaScript without TypeScript in 2026, you are excluding yourself from roughly half the job market. TypeScript is no longer a "nice to have" that impresses interviewers. It is a baseline expectation that filters you out if you lack it. The trend we observed when TypeScript crossed 69% adoption has only accelerated since then.

Node.js Remains the Backend Standard for JavaScript Teams

Node.js appears in 102 postings when combining tag variations (Node.js and NodeJS), which is roughly 25% of all jobs. This makes Node.js the clear backend choice for JavaScript teams. The only backend technology that appears more frequently is TypeScript itself, which applies to both frontend and backend.

Next.js appears in 34 postings (8.2%), confirming its position as the leading full-stack React framework. For developers who know both React and Next.js, the available job pool expands significantly because Next.js roles combine frontend and backend responsibilities.

Python, Go, and Non-JavaScript Technologies in JavaScript Job Postings

Python appears in 28 postings (6.7%), which is notable because this is a JavaScript job board. These are hybrid roles where companies want JavaScript developers who also know Python, typically for AI/ML integration, data processing, or maintaining Python microservices alongside JavaScript applications. Go appears in 12 postings (2.9%), usually in infrastructure-heavy roles where the team uses JavaScript for the frontend and Go for high-performance backend services.

Ruby on Rails appears in 11 postings (2.7%), and Java appears in 11 postings (2.7%). These represent legacy codebases where the company is looking for JavaScript developers to build new features on top of existing non-JavaScript backends. The presence of these technologies in JavaScript job postings signals opportunity for developers with polyglot experience. A React developer who also knows Python or Go has access to roles that pure frontend developers cannot apply for.

Salary Transparency in JavaScript Job Postings and What Companies Hide

The salary data from our database reveals an uncomfortable truth about the JavaScript job market.

65% of JavaScript Job Postings Do Not Publish Salary Ranges

Out of 415 postings, only 146 include salary information. That means 269 postings, 65% of the total, list salary as "Unknown." Developers are expected to invest hours in applications, technical assessments, and multiple interview rounds without knowing if the compensation meets their expectations or even their minimum requirements.

This is worse than useless. It is a deliberate strategy. Companies that hide salaries do so because they want to anchor the negotiation in the interview process rather than competing on published ranges. They know that once a candidate is emotionally and temporally invested (multiple interview rounds, take-home assignments, reference checks, possibly even notice period negotiations with their current employer), the candidate is more likely to accept a lower offer than to walk away and start the process over with another company.

The data shows a clear pattern: larger companies and companies based in the US are more likely to publish salary ranges, partly because of state-level salary transparency laws in places like Colorado, New York, Washington, and California. These laws require companies to include salary ranges in job postings, which has had a measurable positive effect on salary transparency in those markets. European companies and smaller startups are less likely to disclose, despite the EU Pay Transparency Directive that is being implemented in stages through 2026 and 2027.

For developers navigating this environment, the 65% non-disclosure rate means you need to do your own research before applying. Check levels.fyi, Glassdoor, and published salary data from competing postings to build a realistic expectation. Then, in the first screening call, ask directly: "What is the salary range for this role?" If the recruiter deflects or refuses to answer, you have learned something important about how that company treats its employees before you invest another hour of your time.

What the Published Salaries Tell Us

Among the 146 postings that do publish salary ranges, the data confirms what most developers suspect. US-based roles pay significantly more than European roles for equivalent positions. A senior React developer in the United States typically sees ranges of $130,000 to $210,000. The same role in Europe, when salary is published, ranges from $60,000 to $120,000.

For developers who want to maximize earnings, the strategy is straightforward: apply for US remote roles regardless of where you live, or target the European companies that publish competitive salaries and are willing to compete with US compensation. The companies that publish salary ranges tend to be more developer-friendly overall because salary transparency correlates with organizational transparency.

Developers who are negotiating JavaScript developer salaries should treat the 65% that hide salary as a red flag, not a neutral fact. If a company will not tell you what they pay before you invest 10 hours in their interview process, they are optimizing for their budget, not for your talent.

Where JavaScript Jobs Are Located in 2026

The geographic distribution of JavaScript jobs challenges the assumption that the US is the entire market.

The United States Accounts for 32% of JavaScript Job Postings

The US leads with 132 postings (32% of total), but that means 68% of JavaScript jobs are elsewhere. This is significant because most salary data, career advice, and hiring discussions online assume a US context. If you are a JavaScript developer outside the United States, the majority of the market is designed for you, not against you.

Europe Is the Second-Largest Market for JavaScript Developers

Combining all European locations, Europe accounts for roughly 30% of postings. Poland leads Europe with 21 postings, followed by the UK (18), Germany (16), Portugal (13), and Spain (8). Several postings list "Europe" as the location without specifying a country, indicating remote roles available across the EU.

The European JavaScript market has distinct characteristics. Salaries are lower than US rates but cost-of-living-adjusted compensation is often comparable. Work-life balance tends to be better enforced through labor regulations. And the demand for JavaScript developers in Europe is growing faster than in the US because European tech ecosystems are less mature and expanding rapidly. For developers who value stability, reasonable hours, and geographic flexibility, European remote JavaScript positions offer compelling alternatives to the US market.

Canada Holds Steady as a Mid-Tier Market

Canada accounts for 18 postings (4.3%), with Toronto as the primary hub. Canadian roles typically pay 60-75% of US salaries but benefit from a lower cost of living in most cities and a more predictable immigration pathway for international developers. The Canadian market is stable rather than growing, which makes it a reliable option but not a rapidly expanding one.

Portugal and Poland as Emerging JavaScript Hubs

Portugal (13 postings, 3.1%) and Poland (21 postings, 5.1%) stand out as countries with disproportionately high JavaScript hiring relative to their population size. Both countries have become attractive to companies looking for European talent at lower costs than Western European or US developers. Lisbon and Warsaw in particular have developed strong tech ecosystems with growing communities of JavaScript developers.

For developers in these countries, the competition for local roles is lower than in the US or UK, and the quality of positions is rising as more companies establish engineering offices in these locations.

AI in JavaScript Job Postings and Whether It Actually Matters for Your Career

31% of JavaScript Job Postings Mention AI

130 out of 415 postings mention artificial intelligence, machine learning, or LLMs in their job descriptions. This is nearly one in three JavaScript positions, which is substantially higher than even 12 months ago when AI mentions were rare outside of dedicated ML roles.

But the context matters enormously. Most of these postings are not looking for AI engineers or machine learning specialists. They are looking for JavaScript developers who can integrate AI features into existing products. "Experience with AI APIs" and "familiarity with LLM integration" appear far more frequently than "build machine learning models" or "train neural networks." The companies posting these roles want developers who can build chat interfaces, implement RAG (Retrieval-Augmented Generation) pipelines in JavaScript, connect frontend applications to OpenAI or Anthropic APIs, and handle the unique UX patterns that AI features require like streaming responses and confidence indicators.

This means JavaScript developers do not need to become data scientists or learn Python's machine learning stack. They need to know how to call an API, handle streaming responses, build UIs that make AI output useful, and understand how to embed AI capabilities into production JavaScript applications. For developers who have already explored how JavaScript developers transition into AI engineering roles, the data confirms that this transition is happening at scale across the industry. The 31% figure represents a real and permanent shift in what companies expect from JavaScript developers, not a temporary hype cycle.

The AI Premium in Salaries

Among the 146 postings with published salaries, those that mention AI tend to cluster at the higher end of the range. This is not definitive proof that AI skills cause higher pay, but the correlation is strong enough to be actionable. Companies building AI products tend to be better funded, more competitive in compensation, and more willing to pay premium salaries.

The Full-Time Dominance and What It Means for Freelancers

99.7% of JavaScript Job Postings Are Full-Time

Out of 415 postings, 414 are full-time. One is contract. This is a striking number that challenges the narrative about the "gig economy" in tech. Companies hiring JavaScript developers overwhelmingly want full-time employees, not contractors or freelancers.

This does not mean freelancing is dead. It means that the freelance JavaScript market is not visible through traditional job boards. Freelance work happens through referrals, platforms like Toptal and Upwork, and direct client relationships. If you are a freelancer, do not expect job boards to serve your needs. The job board market is designed for full-time employment.

For developers deciding between freelancing and full-time work, this data suggests that the full-time job market is vastly larger and more accessible. The sheer volume of full-time positions means more options, more negotiating leverage, and more stability. Freelancing offers higher hourly rates but requires constant business development that these 415 job postings eliminate entirely.

Skills That Are Conspicuously Absent From Job Postings

What is not in the data is as interesting as what is.

jQuery Is Gone

Zero postings mention jQuery. For a library that once dominated the web, its complete absence from 415 JavaScript job postings in 2026 is the clearest possible signal that jQuery skills have no market value. If jQuery is still on your resume, remove it. It takes up space that should be occupied by TypeScript, Next.js, or Node.js.

Deno and Bun Are Nearly Invisible

Despite significant community buzz, neither Deno nor Bun appears in more than a handful of postings. The JavaScript runtime market belongs to Node.js in 2026, and the alternatives remain in the early adopter phase. Learning Deno or Bun is intellectually interesting but does not increase your employability based on current hiring data. The gap between Node.js at 25% and these alternatives at less than 1% tells you everything about where the production market stands.

Mobile With React Native Shows Modest Demand

React Native appears in 9 postings (2.2%), which is lower than many developers expect given the mobile market. Most companies that need mobile apps either use native development (Swift/Kotlin) or hire dedicated React Native developers through specialized channels. Adding React Native to your skills does expand your job pool, but by a smaller margin than adding TypeScript or Node.js.

CSS Is Barely Tagged Despite Being Universal

CSS appears in only 10 postings (2.4%), yet every frontend position requires CSS knowledge. The reason is tagging bias. Companies assume CSS proficiency as a given for any React or frontend developer and do not bother listing it separately. This is different from TypeScript, which companies list explicitly because they want to filter for it. The lesson: CSS is expected but not rewarded in job postings. You will not get hired because of CSS skills, but you will get rejected if you lack them.

Infrastructure and DevOps Skills in JavaScript Job Postings

One of the most significant trends visible in the data is the blurring line between frontend developer and full-stack engineer.

The Full-Stack Expectation Is Now Default

When I read through the descriptions of these 415 postings, the majority of "frontend" or "React" roles include backend requirements. "Experience with Node.js APIs" appears alongside React requirements regularly. "Familiarity with Docker" appears in roughly 15% of descriptions even when the primary tag is React. "Understanding of CI/CD pipelines" is increasingly common in mid-level and senior roles.

This pattern confirms what I wrote about in the Docker infrastructure skills gap. Companies are not hiring pure frontend developers for most positions. They are hiring engineers who can work across the stack, with React as the primary skill but infrastructure knowledge as the expected complement.

The data shows Go appearing in 12 postings and Python in 28, often alongside React. These are not separate positions. They are single positions where the company wants one developer who can handle both the React frontend and a Go or Python backend service. The full-stack developer is not a trend. It is the default expectation in 2026 hiring.

Cloud and Infrastructure Tools Mentioned in Descriptions

While the tags focus on programming languages and frameworks, the descriptions reveal infrastructure requirements that do not make it into formal tags. AWS, Docker, Kubernetes, Terraform, and PostgreSQL appear frequently in descriptions of roles that are tagged simply as "React" or "TypeScript." This means the tag data underreports the true demand for infrastructure skills.

If you are a React developer who can also set up a CI/CD pipeline, configure Nginx, and deploy to AWS, you qualify for a significantly larger pool of positions than a React developer who cannot. The salary premium for this combined skill set is real and measurable in the postings that publish compensation.

What the Data Says About Experience Level Expectations

Senior Roles Dominate the Market

Scanning the titles across all 415 postings, "Senior" is by far the most common level designation. Mid-level and junior roles exist but are a clear minority. This aligns with the broader trend of entry-level tech positions declining while companies concentrate hiring at the senior level where developers can contribute immediately without extensive onboarding.

For junior and mid-level developers, this data is sobering but not hopeless. The path to getting hired is to present yourself at the level companies are hiring for. This means having a portfolio with production-quality code, demonstrating TypeScript proficiency, and showing evidence of full-stack capability even if your primary strength is frontend. The days of getting hired as a "junior React developer" with a basic portfolio are essentially over for most companies.

The Experience Inflation Problem

Many of the "Senior" postings have requirements that would have been considered mid-level two years ago. "3-5 years of React experience" is listed as a senior requirement at multiple companies, which used to be a mid-level threshold. The titles have inflated while the actual experience bars have shifted.

This creates an opportunity for developers with 3-4 years of solid React and TypeScript experience. You may qualify for "senior" positions based on actual skill level even if you have been calling yourself mid-level. The title on the job posting is what the company wants to pay for, not necessarily what they need. If you can do the work, apply regardless of whether the title matches your current self-assessment.

Hiring Patterns and What Companies Signal Through Their Postings

Companies That Publish Salaries Tend to Be Better Employers

This is an observation from running jsgurujobs.com for months, supported by the data. The 35% of companies that publish salary ranges tend to also have clearer job descriptions, more specific technical requirements, and faster hiring processes. Salary transparency correlates with organizational transparency.

The 65% that hide salaries often have vaguer descriptions ("looking for a rockstar developer"), longer lists of requirements (sometimes 15-20 bullet points of technologies), and less specific information about what the developer will actually work on. This is not universal, but the pattern is strong enough to be useful as a filter. When you have 415 postings to choose from, prioritizing the ones with published salaries saves you time and leads to better outcomes.

The "We Use Everything" Problem

Some postings list 10-15 technologies in their requirements: React, TypeScript, Node.js, Python, Go, Docker, Kubernetes, AWS, PostgreSQL, MongoDB, Redis, GraphQL, gRPC, Terraform, and more. These postings are either describing a platform engineering role (which genuinely touches all these technologies) or they are poorly written by a recruiter who listed every technology the team uses without distinguishing between "must have" and "nice to have."

The data shows that companies with the longest technology lists tend to be larger enterprises where the posting was written by HR rather than engineering. Startups and smaller companies tend to have focused requirements: "React, TypeScript, Node.js, PostgreSQL." Four technologies, clearly stated, obviously relevant. If you see a posting with 15 technologies, read the description carefully before deciding whether to apply. The actual day-to-day work usually involves 3-5 of the listed technologies.

The Geographic Opportunity Most Developers Miss

European Tech Hubs Are Undercompeted

Poland at 21 postings and Portugal at 13 postings represent markets with strong demand and relatively low competition compared to established tech hubs. A senior React developer in Warsaw competes against a fraction of the applicants that a senior React developer in San Francisco faces, sometimes 5-10x fewer applications per position based on the patterns I see on jsgurujobs.com. The salaries are lower in absolute terms but the cost of living difference more than compensates, and the quality of engineering work is equivalent.

Berlin (5 postings) and Lisbon (5 postings) appear as specific city locations, signaling that these cities have enough tech presence to be listed independently rather than under their country. For developers considering relocation, these cities offer strong tech communities, reasonable costs, and growing job markets that are far less saturated than London, New York, or San Francisco.

The Remote Reality

While our location data does not perfectly capture remote status (most postings describe remote eligibility in the description rather than the location field), the practical reality is that a large majority of these 415 positions offer some form of remote work. The COVID-era shift to remote work has stuck for JavaScript developers, partly because the work is inherently computer-based and partly because companies hiring JavaScript developers tend to be tech-forward companies that embraced remote early.

For developers in locations where local tech markets are small or nonexistent, the remote-first nature of JavaScript hiring is the single biggest career advantage. A JavaScript developer in a small Turkish city has access to the same 415 job postings as a developer in San Francisco. The playing field is more level than it has ever been, and the data confirms it.

How to Use This Data to Optimize Your Job Search

The High-Probability Tech Stack

Based on the raw numbers from 415 postings, the technology combination that qualifies you for the maximum number of positions is React + TypeScript + Node.js. This combination covers approximately 70-80% of all JavaScript job postings when you account for overlap between these tags. Adding Next.js extends your reach to the growing full-stack React market where companies want one developer who owns both the frontend UI and the server-side rendering layer. Adding any cloud or infrastructure skill (Docker, AWS, CI/CD) moves you from the "frontend developer" category to the "full-stack engineer" category, which typically pays 15-25% more for the same level of seniority.

The AI Differentiator

With 31% of postings mentioning AI, adding AI integration skills is the highest-leverage move after mastering the core stack. You do not need to train models. You need to build interfaces for AI features, call LLM APIs, handle streaming responses, and understand how to embed AI capabilities into production JavaScript applications. This skill set is new enough that most candidates do not have it, which means the 31% of postings mentioning AI have less competition than the average posting.

The Salary Transparency Filter

Apply to postings with published salaries first. You know the range, you can decide if it meets your expectations before investing time, and the companies tend to have more transparent cultures. Use the salary data to benchmark your expectations for the 65% of postings that hide compensation. If US senior React roles with published salaries show $130K-$210K, you can reasonably expect similar ranges from US companies that do not publish.

What This Data Means for Your Career Strategy in 2026

The data points to a clear career optimization strategy for JavaScript developers.

If you know React and TypeScript, you have access to the largest pool of JavaScript jobs. This is the baseline. Without both of these, you are competing for a fraction of the market that developers with these skills have access to. If you add Node.js, you qualify for full-stack positions that typically pay 10-20% more than frontend-only roles because you can own features end-to-end without depending on a separate backend team. If you add AI integration experience (calling LLM APIs, building AI-powered features, understanding how to embed AI into production applications), you access the 31% of positions that explicitly mention AI and tend to offer higher compensation because the supply of developers with these skills has not caught up with demand.

If you are outside the United States, the data shows that 68% of JavaScript jobs are in your market. Do not let US-centric salary discussions discourage you. The competition for European, Canadian, and remote roles is often significantly lower than for US-based positions, and the compensation adjusted for cost of living is frequently comparable or even favorable. A developer earning $80K in Lisbon has more purchasing power than a developer earning $140K in San Francisco after housing costs.

If you are choosing between learning Vue, Angular, or deepening your React expertise, the data makes the choice obvious. React is in 58% of postings. Everything else combined is under 15%. Time spent learning a secondary framework is time not spent mastering the framework that opens the most doors. The exception is if you already have a job using Vue or Angular and want to stay in that ecosystem. In that case, deepening your current framework expertise is fine. But if you are optimizing for the broadest job market access, React is the answer by a wide margin.

The salary transparency problem (65% of postings hiding compensation) means you need a different approach than simply sorting by salary. Build a mental model of what your skills are worth by studying the 35% that do publish, then use that knowledge to negotiate with the 65% that do not. If you know that US senior React+TypeScript roles pay $140K-$200K based on published data, you can confidently set your expectations in the same range even when a company refuses to share their budget upfront.

Methodology and Data Limitations

I want to be transparent about what this data can and cannot tell you.

The 415 postings in our database are from company career pages across the JavaScript ecosystem. They skew toward companies that are actively seeking JavaScript developers and that have a web presence discoverable through standard job aggregation. Very small companies hiring through personal networks and very large companies that use only their internal ATS may be underrepresented.

The tag data reflects how companies categorize their own postings, which introduces inconsistency. "React," "React.js," and "ReactJS" are the same technology tagged three different ways. I combined obvious duplicates for the analysis (React variants: 242 combined, Node.js variants: 102 combined, Vue variants: 18 combined), but some ambiguity remains.

Salary data is the weakest part of the dataset because 65% of companies do not publish it. The 146 postings with salary data are not a random sample. They are biased toward companies in jurisdictions with transparency laws and companies that choose to compete on compensation. The actual average salary across all 415 postings may be lower than what the published data suggests.

Location data captures what companies put in the location field, which does not always reflect remote work availability. A posting listed as "United States" might be fully remote for US residents. A posting listed as "Berlin, Germany" might accept remote workers from anywhere in the EU or even globally. The location analysis should be read as "where companies say the job is officially based" rather than "where you physically need to live to get this job."

Despite these limitations, this is real data from real postings that real developers are applying to right now. It is more accurate than surveys (where respondents self-report and exaggerate), more current than annual reports (which analyze last year's data), and more specific than aggregated statistics from mega-platforms that combine all programming languages together.

This Analysis Will Be Updated Quarterly

I plan to run this same analysis every quarter as the database grows and new postings replace expired ones. By comparing Q1 2026 data with Q2, Q3, and Q4, we can track real trends over time instead of relying on predictions and speculation. Is TypeScript's share growing or plateauing? Is AI mention frequency accelerating? Are European postings increasing their share relative to US postings? Are more companies publishing salary ranges in response to transparency laws?

These are questions that only longitudinal data from a real job board can answer reliably, and we are building that dataset one posting at a time on jsgurujobs.com. If you are a company posting JavaScript roles and want your positions included in future analyses, you can submit them at jsgurujobs.com.

The JavaScript job market in 2026 is not mysterious. It is measurable. And the measurements say: learn React, learn TypeScript, learn Node.js, add AI skills, and do not ignore the 68% of the market that exists outside the United States. These are not opinions. They are what 415 companies told us this week by publishing their requirements. The companies that refuse to tell you what they pay (65% of them) are telling you something too. They are telling you that they value their budget more than your time.

If you want to see these numbers updated and browse the actual job postings behind the data, I publish fresh analysis at jsgurujobs.com.

FAQ

Is React still worth learning in 2026 or should I learn something newer?

React appears in 58% of all JavaScript job postings on jsgurujobs.com, which is more than every other framework combined. No newer framework comes close in hiring demand. Vue is at 4.3% and Angular is at 5.3%. Learning React is not a conservative choice. It is the highest-probability career move based on actual hiring data.

How important is TypeScript for getting a JavaScript developer job?

TypeScript appears in 40% of job postings as a tagged requirement, and appears in even more job descriptions that do not tag it separately. In practice, a majority of React and Node.js positions expect TypeScript proficiency. Not knowing TypeScript eliminates roughly half the job market.

Should I learn AI and machine learning to stay competitive as a JavaScript developer?

You do not need to learn machine learning. You need to learn how to integrate AI features. 31% of JavaScript postings mention AI, but they are looking for developers who can call LLM APIs and build AI-powered UIs, not data scientists. The AI skills that matter for JavaScript developers are API integration, streaming response handling, and building interfaces for AI features.

Are JavaScript developer salaries dropping in 2026?

We cannot determine this from our data because 65% of postings hide salary information. Among the 35% that publish ranges, US senior roles still show $130K-$210K and European roles show $60K-$120K. The real concern is not dropping salaries but shrinking salary transparency, which makes it harder for developers to benchmark their compensation.