.NET Developer Salary in Springfield, IL: $55,000-$120,000 (2026)

Springfield (Springfield, MO) sits about 14% below the national cost-of-living index. For a .

NET developer earning the local average (~$85k), housing is the biggest driver of increased purchasing power: typical rents for a two-bedroom average $900–$1,050 per month; a modest single-family home median price is roughly $180,000. Commuting costs are likewise lower than metro peers—average monthly fuel and maintenance for a 25–35 mile roundtrip commute is commonly $150–$250 depending on vehicle, and public transit options are limited so most developers budget for car costs.

Day-to-day expenses (groceries, utilities, dining) trend 8–15% below U. S.

urban averages. The net effect: a mid-level .

NET developer in Springfield can maintain a comfortable lifestyle (own a home in suburban neighborhoods, afford childcare or private student loan payments) that would require a higher salary in Kansas City or St. Louis.

However, premium urban amenities and niche tech meetups are fewer, so lifestyle trade-offs include less dense nightlife and smaller specialized training markets.

Salaries for . NET developers in Springfield are moderated by a mix of strong regional employers and a limited high-tech cluster.

Large, stable organizations—O’Reilly Auto Parts (corporate technology), CoxHealth and Mercy (hospital IT), and Bass Pro Shops (e-commerce & logistics)—account for most local enterprise hiring. These employers require .

NET skills for internal systems, integration with healthcare platforms (EPIC/HL7 adapters), and retail/order-management backends, but many roles are maintenance-heavy or tied to legacy . NET Framework stacks rather than bleeding-edge cloud-native initiatives.

Local government and state IT add steady demand for secure, compliant . NET developers.

Supply factors: local computer science graduate output and bootcamp graduates feed the market, but many developers prefer remote work or move to larger metros, keeping demand moderate. Cost-conscious regional employers pay below large-market premiums, but offer good benefits and job stability, which keeps turnover low and suppresses upward salary pressure.

Compared to Tulsa, Kansas City and St. Louis, Springfield pays slightly less for .

NET talent but also has a lower cost of living. Kansas City offers higher typical salaries (~$95k) and more specialized roles (cloud-native .

NET, DevOps, fintech), while Tulsa and St. Louis present intermediate opportunities.

If your priority is higher pay and exposure to cutting-edge stacks, relocating to Kansas City or St. Louis makes sense—especially for senior engineers seeking cloud-architect roles or product startups.

Commuting is often impractical for daily work (driving 90+ minutes each way), but hybrid arrangements with 1–2 in-office days can work if employers permit. Remote work is increasingly available: many Springfield-based .

NET developers take remote positions for Bay Area or Midwest companies, keeping local residence while capturing higher pay. When deciding, weigh salary uplift (often +10–25% in KC/St.

Louis) against higher COL and commute time.

Entry-level . NET developers (0–2 years) typically start in application maintenance, bug fixes, and internal tooling (~$55k).

Mid-level engineers (3–7 years) move into full-stack responsibilities, integrations (web APIs, SQL Server), and lead small feature teams (~$80k). Senior engineers (8+ years) take on architecture, cloud migrations (Azure), or engineering leadership and can reach ~$110k locally.

Acceleration strategies: specialize in Azure ecosystem certifications (Azure Developer, Azure Solutions Architect), master modern . NET Core/.

NET 6+ and microservices patterns, and gain healthcare interoperability experience (HL7, FHIR) to be more attractive to CoxHealth/Mercy. Contributing to regional open-source projects, presenting at local meetups, or contracting for Kansas City-based firms can shorten timelines to senior pay by 1–3 years.

Also, gaining experience in CI/CD, containerization (Docker/Kubernetes) and automated testing raises market value significantly.

When negotiating, use local comparables and employer type. Reasonable total cash ranges: entry $50k–$62k, mid $70k–$95k, senior $95k–$120k.

For enterprise roles (healthcare, retail HQ), employers may trade a smaller base for stronger benefits—emphasize PTO, tuition reimbursement, and sign-on bonuses. For consultancies and SMBs, negotiate for training budgets, remote days, and performance-based bonuses.

Push for Azure certification reimbursement and flexible hours if base is constrained. Use evidence: cite recent job postings from O’Reilly, CoxHealth, and regional consultancies listing .

NET + Azure or FHIR experience to justify mid-to-high range asks. Cultural note: local hiring managers value demonstrated reliability and community fit; bring project case studies, references from local organizations, and show willingness to support on-call or cross-functional tasks to improve leverage.