.NET Developer Salary in Shreveport: $55,000-$110,000 (2026)

Shreveport's cost-of-living index (~82) meaningfully increases real purchasing power for a . NET developer compared with national tech hubs.

Median one-bedroom rents inside the city tend to range $650–$900/month and typical suburban single-family homes sell for substantially less than U. S.

metro medians; this lowers monthly housing expense as the single biggest budget item. Commuting costs are modest: average drive times are short relative to large metros and gas prices in Louisiana are often near or below national averages, so auto-related expenses are smaller.

Everyday services—groceries, dining, childcare, and local entertainment—are also cheaper, so a mid-level . NET salary (~$76K) affords a comfortable middle-class lifestyle: home ownership in nearby suburbs, regular discretionary spending, and reasonable savings potential.

That said, high-end amenities and specialized tech ecosystem services (co‑working, specialized training) may be more limited or require travel to larger cities.

Salaries for . NET developers in Shreveport reflect a mix of regional demand drivers and employer types.

Large local healthcare systems (CHRISTUS and Willis‑Knighton) need . NET expertise for clinical apps, integration with EHRs, and internal tooling, which creates steady, enterprise-level roles that pay competitively for the market.

Defense-related work around Barksdale AFB and regional contracting drives specialized, often security-cleared roles with premium pay when requirements match. Government modernization projects and state agencies occasionally hire or contract .

NET developers for public-facing portals and internal systems. Conversely, there are fewer large SaaS product companies headquartered here, which caps top-end salaries compared with tech hubs.

Staffing/consulting firms fill many short-to-medium-term needs, keeping hiring cyclical. Overall the market compensates for stable business-domain knowledge (healthcare, finance, defense) and practical .

NET experience rather than for cutting-edge cloud/AI specialization.

Compared to immediate neighbors (Bossier City and Monroe), Shreveport salaries are similar or slightly higher due to its larger employer base; cost-of-living is comparable. Dallas offers substantially higher nominal .

NET salaries (~$105K) but also higher housing and living costs (COL index ~100), so the net advantage depends on lifestyle and remote-work flexibility. For developers weighing commute vs relocate: daily commuting from Bossier City into Shreveport is common and reasonable; moving to Dallas only makes sense if you need a broader product-company job market or higher pay to offset increased living costs.

Remote work broadens options: many Shreveport . NET devs take remote roles for Bay Area/Seattle/Dallas firms at higher pay while retaining lower local living expenses.

When evaluating offers, normalize compensation for COL and include remote stipends, equipment, and possible travel requirements.

Entry-level (0–2 years): expect roles focused on maintenance, bug fixes, and smaller feature work—salary ~ $50–55K. Early growth comes from mastering full-stack .

NET patterns, unit testing, and CI/CD basics. Mid-level (3–7 years): developers owning modules, integrating services, and mentoring juniors can reach ~$70–80K; moving into domain-specialized work (healthcare EHR integrations, secure government systems) accelerates pay.

Senior (8+ years): leads and architects with proven delivery, cloud migrations (Azure), and systems-design experience command ~$95–110K, especially when paired with security clearance or deep domain knowledge. Accelerators: obtaining Azure certifications, demonstrable API/microservices projects, leadership experience on regional modernization efforts, or experience with regulated industries (HIPAA, FedRAMP) tends to compress timelines and raise offers locally.

When negotiating in Shreveport, anchor requests to local realities: reasonable total cash ranges are Entry $50–60K, Mid $68–85K, Senior $90–110K depending on domain and clearance. Emphasize domain relevance (healthcare, defense, finance) and cloud skills (Azure) to justify premiums.

Common non-salary levers: flexible remote days, signing bonuses for niche hires, tuition/ certification reimbursements (Azure, security), paid time for certification study, and modest relocation or home-office stipends. For government or defense contracts, highlight any existing clearances—this can unlock higher pay.

Culturally, local employers value stability and demonstrated delivery; present concrete examples of shipped projects, uptime improvements, or cost-saving refactors. If an employer resists higher base pay, negotiate for a near-term performance review (90–120 days) tied to a bonus or raise.