.NET Developer Salary in Greenville: $70,000-$125,000 (2026)

Greenville’s cost of living index (~92) gives . NET developers stronger local purchasing power than developers in larger metros.

Typical one-bedroom rents inside the city run roughly $1,000–$1,300/month (suburban rents lower), while median single-family homes in Greenville County remain well below national urban centers. Lower housing costs mean a $95k salary funds a comfortable two-income household lifestyle that would require ~10–20% higher pay in Charlotte or Raleigh.

Commute costs are modest: many tech and manufacturing campuses cluster around I-85 and near downtown, resulting in average commute expenses lower than larger metros; having a car is still standard. Everyday expenses—groceries, utilities, dining—track slightly below national averages, so discretionary spending, childcare, and savings rates are typically more favorable locally.

For remote-first . NET roles, Greenville’s lower COL lets remote workers keep higher real income while accessing national pay.

Local salary levels reflect Greenville’s industry mix and talent supply. Large regional employers—Prisma Health, Michelin North America, and manufacturing campuses (BMW in nearby Spartanburg and Milliken)—generate steady demand for .

NET developers to support business applications, integration, and plant-floor IT. Healthcare modernization projects and ERP/CRM implementations often hire mid-level to senior .

NET engineers. The market also includes consultancies and staffing firms that supply short-to-medium-term contract roles for modernization and migration work; these create periodic above-market pay for specialized skills (.

NET Core, Azure migrations, microservices). Greenville’s tech ecosystem is growing but not saturated, so salaries sit below bigger Southeastern tech hubs (Charlotte, Raleigh) but above smaller markets.

Remote hiring has softened wage pressure for routine roles but increased premium for cloud and full-stack . NET engineers with DevOps/Azure skills.

Relative to Charlotte (avg . NET ~$105k, COL ~103), Greenville offers lower nominal pay but better housing-adjusted value — you’d need ~8–12% higher pay in Charlotte to match Greenville purchasing power.

Columbia pays lower (~$85k) but has an even lower COL; choose Columbia if proximity to state government or lower housing is a priority. Asheville’s market is similar on salary but with slightly higher COL driven by lifestyle demand and limited housing.

Commuting to Charlotte is feasible for very senior roles or occasional on-site work (90–120 minute drives) but impractical daily. For mid/senior engineers seeking higher nominal pay, relocation or targeting remote roles with metro-adjusted pay can be worthwhile.

For many, Greenville strikes a balance: local employers offer steady projects and quality of life while remote opportunities can top up compensation without relocating.

Entry-level . NET developers (0–2 years) typically begin supporting internal apps, maintaining legacy .

NET Framework systems, and writing APIs; expect 60–70k in base salary. At 3–7 years, developers who adopt .

NET Core/5+, Azure services, and CI/CD practices move into mid-level roles (85–95k) taking ownership of modules and client-facing features. Senior engineers (8+ years) who add architecture, team leadership, cloud architecture (Azure), and domain expertise (healthcare or manufacturing integrations) command 110–125k and up, especially on cross-functional projects.

Accelerators here include: gaining Azure certifications, demonstrable microservices and container experience, experience modernizing monoliths, and exposure to manufacturing protocols or healthcare interoperability (HL7/FHIR). Local consultancies and regional manufacturers often promote faster for engineers who pair domain knowledge with software architecture skills.

When negotiating, anchor to local ranges: reasonable offers for mid-level roles fall between $80k–$100k, seniors at $105k–$130k depending on cloud/architecture responsibilities. Emphasize Azure, .

NET Core, Docker/Kubernetes, and experience with database performance or integrations (e. g.

, REST, SOAP, message queues) — those skills command premiums. Typical benefits to negotiate include: flexible remote days (2–3/wk), training stipends or certification reimbursement (Azure), signing bonus for relocations, and performance-based bonuses.

Stock is less common locally, but equity or profit-sharing can appear at startups. Highlighting domain experience (healthcare or manufacturing IT) can yield a $5k–15k bump.

Culturally, local hiring teams value clear track records and hands-on samples (architecture docs, code samples) — present concrete outcomes (reduced latency, improved deployment frequency) rather than abstract responsibilities.