.NET Developer Salary in Kansas City: $70,000-$135,000 (2026)

Kansas City’s cost-of-living index (~92) gives . NET developers noticeably stronger purchasing power versus coastal tech hubs.

Median one-bedroom rents run roughly $1,000–1,400 in downtown/LoDo areas and $800–1,100 in suburbs (Prairie Village, Overland Park, Olathe). Median home prices in the metro are in the low-to-mid $300k range, meaning a typical mortgage payment is substantially lower than in San Francisco or Seattle, so a $95k salary covers mortgage, utilities, and discretionary spending more comfortably.

Commute times are short (20–30 minutes avg) and driving remains common; expect monthly fuel + insurance ~ $200–$300 for typical suburban commutes. Public transit exists but is limited for many suburban routes, so most .

NET developers budget for a car. Overall, lower housing and transportation costs let developers keep a larger share of gross pay for savings, home purchases, or family expenses compared with higher-COL regions.

Salaries for . NET developers in Kansas City reflect a regional mix of stable enterprise demand and limited high-tech competition.

Large, established employers such as Oracle Health (Cerner), H&R Block, Hallmark, and Burns & McDonnell maintain ongoing needs for backend systems, integration, and enterprise . NET applications.

The local rise of cloud adoption (especially Azure) and ongoing modernization of health-IT stacks increased demand for . NET Core/.

NET 6+ developers with API, microservices, and DevOps skills. However, KC does not have the same startup concentration or venture-driven pressure that inflates pay in coastal metros, so base salaries are moderate while companies often offset with bonuses, flexible schedules, and benefits.

Healthcare IT procurement cycles and corporate IT budgets strongly shape hiring cadence, producing consistent openings for mid and senior engineers focused on scalable, compliant solutions.

Compared with St. Louis (avg ~$88k) and Omaha (avg ~$90k), Kansas City’s average of ~$95k sits slightly higher due to larger health-tech and enterprise employers.

Des Moines tends to pay similarly or slightly less. Cost-of-living differences are minor (COL indices clustered 88–92), so relocation decisions hinge more on specific employer opportunity, family considerations, and career path.

Commuting from nearby suburbs (Overland Park, Lee’s Summit, Olathe) is common; daily commutes remain short enough that many developers accept suburban residency for lower rent and better schools. For those considering a move to national higher-paying markets, remote work makes it feasible to remain in KC while earning out-of-market rates — but fully remote roles that pay coastal-level salaries are selective and often require specialized cloud, microservices, or leadership experience.

Typical progression: entry-level (0–2 years) starts with feature work, unit testing, and on-call rotation; after 2–4 years developers take on API design, CI/CD pipelines, and mentorship (mid-level). By year 7–10 (senior) they drive architecture, lead projects, and influence product/tech decisions.

Local accelerators for faster growth include gaining Azure certifications (AZ-204/AZ-305), proving experience with . NET Core/.

NET 6+, containerization (Docker/Kubernetes), and building cross-functional domain expertise in health IT or financial/tax systems. Moving into full-stack roles with modern front-end frameworks or taking DevOps responsibilities can raise compensation quickly.

Leadership paths are available at mid-to-large employers: lead developer -> architect -> engineering manager, with transitions often rewarded by 15–30% pay increases per step in this market.

When negotiating, anchor offers to local ranges: $65k–75k for entry, $85k–100k for mid, and $105k–135k for senior roles. Use concrete comparables (recent .

NET hires at Oracle Health, H&R Block, or local consultancies) and emphasize Azure/. NET Core and integration experience to justify top-of-range offers.

Employers in KC often compensate with bonuses, tuition reimbursement, flexible hours, and increased PTO rather than large base salary premiums. Ask about relocation stipends (if hiring from out of market), equity or RSU opportunities at larger employers, and career-development budgets.

Highlight remote-work flexibility as a negotiation lever — some employers will raise pay or add flexibility for candidates who can work hybrid/remote while remaining in the KC area. Be prepared to discuss on-call expectations and certifications (Azure, security) to secure premium pay.