Backend Developer
$105,917
avg. annual salary
Backend Developer
pays more on average
Full Stack Developer
$105,588
avg. annual salary
As the tech industry continues to evolve, understanding the salary landscape for various developer roles becomes essential. Backend Developers and Full Stack Developers are critical to the success of software projects, yet their salary ranges and career trajectories can vary significantly. In this guide, we will compare the salaries of Backend Developers and Full Stack Developers, providing insights into their respective job roles, required skills, and benefits. Whether you are deciding between these two paths or looking to advance your career, this comprehensive analysis will help you make informed decisions about your future in the tech industry.
Salary by Experience Level
starting salary
starting salary
avg. difference (0%)
Salary Overview
In 2025, Backend Developers earn an average salary of $95,000, with a range between $80,000 and $120,000 depending on experience and location. In contrast, Full Stack Developers have an average salary of $105,000, with a salary range of $85,000 to $130,000.
The disparity in pay largely reflects the broader skill set required for Full Stack roles, which encompass both frontend and backend development.
Job Responsibilities
Backend Developers focus primarily on server-side logic, database management, and an application's performance and scalability. They work to ensure data transfer between server and users is efficient and secure.
On the other hand, Full Stack Developers are versatile; they handle tasks across the stack, from databases to user interfaces. This includes both backend functionality and frontend design, requiring a broader knowledge base.
Benefits and Bonuses
Both Backend and Full Stack Developers enjoy competitive benefits, which often include health insurance, retirement plans, and paid time off. However, Full Stack Developers might have an edge with opportunities for performance bonuses due to their comprehensive skill set, making them valuable assets to teams.
Career Path and Growth Opportunities
Backend Developers typically progress to Senior Backend Developer positions or transition into DevOps roles. Full Stack Developers have more options for career advancement due to their wide-ranging skills, which can lead to roles like Technical Lead or even CTO positions.
The versatility of Full Stack Developers can make them more attractive in smaller startups or agile teams.
Market Demand
The demand for both Backend and Full Stack Developers continues to grow. However, Full Stack Developers may have a slight edge in job openings due to their ability to fill multiple roles within a team.
Companies often seek Full Stack Developers that can bridge the gap between different departments, allowing for greater flexibility and efficiency in project development.
Detailed salary comparison
Backend vs Full Stack: salary differences hinge on depth versus breadth.
- •Entry-level (0–2 yrs): Backend $70k–$95k; Full Stack $75k–$100k.
- •Mid (3–7 yrs): Backend $100k–$140k; Full Stack $110k–$150k.
- •Senior (8+ yrs): Backend $130k–$180k; Full Stack $140k–$190k.
On average full‑stack roles pay about 5–10% more for front‑to‑back delivery. Still, backend specialists in finance, cloud, or real‑time systems can earn 10–20% higher than peers (e.
g. , SF fintech backend $160k–$220k plus 10–20% bonuses/equity).
Remote hiring narrows geographic gaps by roughly 5–15%.
Takeaway: pick depth (backend) for specialized pay bumps or breadth (full stack) for broader demand; quantify results when negotiating.
Factors that affect salary
Location, experience, tech stack, and company type drive pay.
- •Geography: SF/NY typically +20–40% vs Midwest; remote roles reduce this gap by 5–15%.
- •Experience: 0–2 yrs = entry; 3–7 yrs = mid; 8+ yrs = senior — expect 40–80% growth from entry to senior.
- •Tech: Go, Java, Python, Scala backend skills often add 5–12% premium; React/Node full‑stack combos remain in high demand.
- •Company: Big tech gives higher base +10–30%; startups trade lower base for equity.
- •Credentials: AWS/GCP certs or measurable project metrics (e.g., reduced latency 40%) can add 5–10%.
Takeaway: prioritize a high‑demand stack, gather measurable outcomes, and target companies matching your pay vs equity preference.