.NET Developer Salary in Cedar Rapids: $65,000-$115,000 (2026)

Cedar Rapids sits below the national COL average (index ~90), which boosts a . NET developer's local purchasing power even when base salaries are modest compared with larger metros.

Typical one-bedroom rents in desirable neighborhoods run roughly $800–$1,000/month; a modest single-family home median price is commonly 15–25% below U. S.

metro medians. Commute costs are lower—average drive times under 20 minutes reduce fuel and vehicle wear compared with large urban commutes; public transit exists but is limited, so most devs budget for a car.

Day-to-day expenses (groceries, utilities, dining) trend lower than national averages, meaning an $82k mid-level . NET salary covers mortgage/rent, childcare or student loan payments, and discretionary savings more comfortably here than in higher-COL cities.

For developers factoring remote work, a Cedar Rapids-based compensation adjusted for local COL still yields solid quality of life while allowing faster savings or earlier home ownership.

Salaries for . NET developers in Cedar Rapids reflect a mix of stable local demand and a limited pool of large tech employers.

Organizations like Collins Aerospace and Transamerica maintain ongoing enterprise . NET workloads—back-office systems, integration layers, and modernization projects—supporting steady hiring.

Regional healthcare systems (UnityPoint, Mercy) and education/testing companies (ACT) require secure, regulated . NET applications, which sustain mid-level and senior roles.

Many manufacturing and furniture companies (HNI and regional suppliers) run ERP/custom . NET systems that create periodic contract and staff openings.

The market skews toward maintenance, modernization (migrating to . NET Core/.

NET 6+), and integration with cloud platforms (Azure most commonly). Because Cedar Rapids is not a major tech hub, competition for top talent is moderate; employers offer stable roles, good benefits, and project continuity rather than the high cash compensation seen in coastal tech centers.

Des Moines typically pays higher (. NET average near $98k) due to a larger finance and insurance presence and more corporate headquarters; cost of living is modestly higher (index ~98).

Iowa City offers slightly higher pay for specialized roles (research, health-tech) with a COL around 95. Waterloo-Cedar Falls pays a bit less but has similar affordability.

If you prioritize higher base pay and broader career mobility, commuting or relocating to Des Moines can be worthwhile—it's ~1. 5–2 hours by car and has regular remote/hybrid opportunities that allow relocation while keeping family ties.

For many, staying in Cedar Rapids plus taking remote contracts with Des Moines or national firms balances income uplift and lower housing costs. Consider hybrid offers where employers allow remote days but require periodic onsite presence to maximize both salary and quality of life.

Typical progression: entry-level (0–2 years) focuses on learning C#, ASP. NET Core, SQL Server, and internal processes—expect promotion to mid-level within 2–4 years if you deliver reliable code and take ownership of components.

Mid-level (3–7 years) expands into architecture, API design, Azure services (App Services, Functions, DevOps pipelines) and mentoring juniors; many move to senior roles by demonstrating cross-team influence and delivering modernization projects across 2–4 years. Senior (8+ years) handles system design, technical leadership, and stakeholder-facing architecture; titles may evolve into lead developer, architect, or engineering manager.

Accelerators in Cedar Rapids: obtaining cloud certifications (Azure Developer/Architect), demonstrating full-stack proficiency (React/Angular + . NET), and taking on integration or compliance-heavy projects.

Local professional groups and meetup contributions also speed recognition in a smaller market.

Use local salary ranges: entry $55k–65k, mid $75k–90k, senior $95k–115k. When negotiating, emphasize cloud skills (Azure), .

NET Core/. NET 6+ migration experience, and any experience with regulated domains (healthcare/insurance)—these drive premium in Cedar Rapids employers like Collins and Transamerica.

Ask about total compensation: bonuses, 401(k) match (commonly 3–6%), paid time off, tuition reimbursement, and remote/hybrid flexibility. For small-to-mid employers, stock is rare; negotiate sign-on or relocation packages instead.

Cultural tip: local hiring managers value demonstrated reliability, clear communication, and alignment with long-term projects—frame requests around business impact and reduced ramp time. If an employer can't meet cash expectations, prioritize increased PTO, flexible schedule, training budget, or a structured salary review at 6–12 months.