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

Spokane’s cost of living index (~92) gives . NET developers noticeably more purchasing power than peers in Pacific Coast tech hubs.

For a mid-level . NET dev earning around $90k, rent for a one-bedroom in central Spokane typically runs $950–$1,300/month; two-bed apartments and starter homes in suburbs like Indian Trail or Hillyard often remain affordable relative to Seattle or Portland.

Homebuyers face median prices near $360k, which allows many developers to move from renting to owning sooner than they would in higher-cost metros. Commute costs are modest: average drive times are under 25 minutes for most tech-job clusters, and gasoline/insurance expenses track slightly below national average.

Groceries, utilities, and essentials are typically 5–10% cheaper than US averages. In practice, a Spokane-based .

NET developer on the local average ($95k) can expect higher discretionary income for savings, childcare, or student-loan repayments compared with someone making $135k in Seattle after adjusting for COL differences. That said, some niche conveniences — specialty tech meetup scenes, high-density co-working, premium dining — may still feel limited locally, so remote work or periodic travel to larger hubs can be complementary.

Local salary levels reflect Spokane’s industry mix and employer makeup. Major health systems (Providence), utilities (Avista), and nearby enterprise-scale device/IoT firms (Itron in Liberty Lake) need .

NET developers for clinical applications, backend services and device-cloud integrations, but these employers compete more on stability and mission than outsized equity packages. Regional financial institutions (Numerica, local credit unions) also hire .

NET talent for core banking systems and integrations, keeping demand steady. Public sector and education institutions (State of Washington offices, EWU) provide consistent budgeted roles.

The market has a moderate demand level: there are frequent openings for mid-level back-end/. NET API work and occasional senior architect roles tied to modernization projects.

Two factors suppress top-end local pay: smaller company exit/liquidity dynamics (fewer high-value startups) and wage anchoring to regional cost structures. Conversely, remote hiring by out-of-region companies and hybrid roles has pushed top-of-range offers upward for senior engineers with cloud (.

NET on Azure), API, and microservices experience.

Spokane vs. Seattle: Seattle offers significantly higher nominal .

NET salaries (~$135k avg) but at much higher COL (index ~160). A developer relocating for a 40% pay increase may still see less net flexibility after housing and taxes.

Commuting daily is impractical; consider relocation only when salary + benefits justify the housing premium. Spokane vs.

Boise: Boise’s market is somewhat tighter (salary ~ $100k, COL ~101). Boise may be attractive for those seeking similar regional lifestyle with slightly higher pay.

Coeur d’Alene: closer geographically with a slightly higher COL and pay (~$105k); good for hybrid arrangements if employers operate in both markets. Remote work: many Spokane .

NET devs supplement local opportunities by taking remote roles for Bay Area/Seattle employers while living in Spokane — this can capture higher pay without relocation. In short, commute is rare except for Liberty Lake/Spokane Valley; relocation decisions should balance salary uplifts against housing and lifestyle cost differentials.

Typical progression: entry-level (0–2 years) to mid-level (3–7 years) to senior (8+ years) aligns with meaningful increases in responsibility and pay. Entry developers start at ~$65k focusing on C#, ASP.

NET/Core basics, unit testing, and support tickets. Over 3–5 years, cultivating cloud (.

NET on Azure), API design, and CI/CD skills pushes developers to the mid-level range (~$90k). Senior roles (~$120k+) require system design, team leadership, and cross-functional project ownership; obtaining experience modernizing legacy .

NET Framework monoliths to . NET Core/6+ and implementing microservices substantially accelerates promotion.

Local accelerators: contributing to healthcare/utility modernization projects, earning Azure certifications (AZ-204/AZ-305), and demonstrable DevOps experience (Terraform, pipelines) shorten timelines. Outside of pure technical skill, taking product-facing responsibilities, mentoring junior devs, and running greenfield projects in local consultancies or at Itron/Providence are common accelerators for reaching senior pay bands sooner.

When negotiating, use local comps: target 10–20% above posted mid-level ranges for strong candidates (e. g.

, aim for $95k–$105k versus a $90k listing). For senior hires, negotiate $110k–$130k depending on cloud/architecture experience and leadership.

Emphasize Azure and . NET Core modernization experience — employers in Spokane pay premiums for candidates who reduce technical debt and lead cloud migrations.

Common non-salary levers: flexible hybrid schedules, a signing bonus ($3k–$7k typical), enhanced PTO, employer-covered training/certifications (Azure exams), student-loan assistance, and modest equity/RSU packages at local startups. Public-sector roles may have limited salary flexibility but offer stable pensions and predictable step increases.

Culturally, Spokane hiring managers value demonstrated local-project impact and longevity; expect behavioral questions about cross-team collaboration and long-term maintainability. Always get offers in writing and compare total compensation (salary + benefits + remote work flexibility) rather than base alone.