.NET Developer Salary in Dallas: $75,000-$140,000 (2026)

Dallas' cost-of-living index (~95) gives . NET developers meaningful purchasing power relative to higher-cost tech hubs.

For example, a mid-level . NET developer earning around $100k will face monthly rent of roughly $1,400–$1,800 for a one-bedroom in the city center and $1,100–$1,500 in suburban neighborhoods such as Plano or Richardson.

Commuting costs depend on mode: a monthly DART pass is about $80–$100; driving averages $200–$350 monthly in fuel and parking depending on commute length. Groceries, utilities, and services are near or modestly below national averages, so disposable income and savings rates are generally healthier than in Austin or Southern California at the same nominal salary.

That said, housing cost variability matters: moving from central Dallas to suburbs (Plano, Frisco) can reduce rent by 10–20%, improving take-home affordability. For juniors, entry pay around $70k covers basic living costs but leaves less buffer for aggressive savings; mid and senior developers see rapidly improved discretionary income because rent remains reasonable relative to salary growth.

Salaries reflect a mix of strong demand from finance, telecom, and enterprise incumbents combined with a lower overall cost of living than coastal hubs. Large employers such as AT&T and Texas Instruments maintain sizable engineering teams that rely on Microsoft-stack back-ends.

Financial-services centers (Capital One, JPMorgan, Charles Schwab/TD technology centers) hire . NET developers for core banking systems, middleware and microservices modernization—often paying premiums for domain experience (payments, trading).

Consulting firms and systems integrators (Accenture, DXC) supply project-based demand that lifts mid-level salaries. The move to .

NET Core, containerization (Docker/Kubernetes), and cloud (Azure) has pushed required skill sets upward, so engineers who combine . NET with cloud, CI/CD, and microservices command more.

Local venture and SaaS growth is steady but not explosive, which keeps top-end salaries below Bay Area levels while maintaining a high baseline for experienced developers.

Austin typically offers slightly higher nominal pay (~$110k average for . NET roles) but with a higher COL (index ~105).

Houston's salaries average a bit lower (~$100k) and a COL near Dallas, so Dallas often wins on net take-home vs Austin for similar pay. Fort Worth and Plano are close substitutes: Fort Worth average pay (~$98k) is slightly lower, but commute times and suburban housing can make it a practical relocation choice.

Commuting into Dallas from suburbs like Plano or Frisco is common; employers often offer flexible schedules to avoid peak traffic. Remote work has become normalized — many Dallas employers allow hybrid or fully remote arrangements, which flattens regional differences: a Dallas-based company may hire remote talent at market rates, while out-of-market remote roles from higher-paying metros may offer uplifted compensation.

If you prioritize salary over COL, consider remote roles from cities with higher pay; if you prioritize lifestyle and lower housing costs, staying in Dallas or its suburbs is advantageous.

Entry-level . NET developers (0–2 years) typically start on maintenance and feature work using .

NET Framework or . NET Core at salaries around $65k–$80k.

With 3–5 years, developers who own services, contribute to architecture, and demonstrate cloud (Azure) competence move into mid-level roles ($95k–$110k). Between 6–10 years, engineers who lead projects, mentor juniors, and design scalable microservices elevate to senior ($120k–$150k) or team lead roles.

Rapid acceleration occurs when developers combine . NET expertise with specialized skills: Azure cloud certifications, DevOps (CI/CD, container orchestration), performance tuning, or domain knowledge (financial systems, healthcare compliance).

Transitioning into consulting or product engineering at scale can push compensation further via bonuses and equity. Local companies also offer technical ladders (Senior Developer → Staff Engineer → Principal) with time-to-promote depending on impact, visibility, and cross-team contributions; accelerated promotions often require demonstrable system ownership and measurable delivery outcomes.

When negotiating, use local benchmarks: for mid-level roles ask for $95k–$115k depending on Azure and microservices experience; for senior roles target $125k–$150k. Cite comparable openings at AT&T, Capital One, or regional banks that show similar stacks.

Emphasize measurable outcomes (reduced latency, cost savings, successful cloud migrations) rather than vague responsibilities. Ask about total compensation components: base, bonus (often 5–15% at finance/telecom), RSUs or equity (more common at startups), and relocation or signing bonuses.

Negotiate for hybrid work, an extra week of PTO, training budget (Azure certs), and flexible hours if base pay can't move. Many Dallas employers expect pragmatic, data-driven negotiations—present specific competing offers or market data.

Cultural note: hiring teams value collaboration and long-term fit; demonstrating commitment to team/stability can unlock better long-term titles and raises even if initial base pay is constrained.