Jobs in the United States: who is hiring, what they ask for and what they pay

Jobs in the United States

Jobee counted these 96,951 open jobs in the United States on 12 November 2026. The market is dominated by remote roles, senior hiring, and employers that often mention salary but frequently leave location or sponsorship unclear.

Jobs in the United States: what the postings show

The first thing this slice of the market says is that there is still a lot of hiring going on, but the postings are uneven in how much they tell you. Jobee collected 96,951 open jobs in the United States, and 12,387 employers were hiring across that set. That means this is not a thin list with only a few companies repeating themselves; there are enough employers in play that a candidate can compare teams, pay, and work style instead of taking the first offer that appears.

The second thing is that the jobs skew toward experienced people. Senior roles are the largest seniority group in the data at 32,417 postings, or 33.4% of the set. Mid-level roles follow at 18,879 postings, or 19.5%, and lead roles are also common at 13,817 postings, or 14.3%. That is a clear signal: this market is not mostly entry-level. If you are early in your career, the openings are there, but they are a smaller share of what is visible.

That matters for how you read the rest of the page. When the market leans senior, employers often expect more independence, broader technical range, and faster ramp-up. The postings themselves back that up through the skills they ask for most often and the salaries they are willing to show.

Jobs in the United States: where the work happens

Remote work is the main shape of this market. 61,796 postings are remote, or 63.7% of the set. Hybrid work appears in 4,422 postings, or 4.6%, and on-site work appears in 4,954 postings, or 5.1%. A further 25,779 postings, or 26.6%, do not say where the work happens.

That last number matters as much as the remote share. More than a quarter of the postings leave location unstated, so a reader cannot assume a role is remote just because it is not clearly tied to an office. If you are searching for flexibility, the safe move is to treat “do not say where the work happens” as a question to resolve early, not as a hidden remote label.

For applicants, the practical takeaway is simple. The market has a strong remote core, but the posting language is still messy. If you only want remote work, use the postings that say so plainly. If you are open to hybrid or on-site, you still have room to choose, but do not infer from silence.

Jobs in the United States: who is hiring most often

The largest employers in the collected postings are concentrated among a handful of names, with one employer far ahead of the rest.

The pattern is clear: a large share of the visible hiring comes from very large technology and infrastructure employers, plus a smaller set of other companies with substantial posting volume. Amazon-related entities appear repeatedly and dominate the list, which tells you two things. First, there are many separate business units and job families in play. Second, a large number of openings may be spread across different teams and functions rather than one narrow talent need.

NVIDIA, Salesforce, and Anthropic point to a market that still values product, cloud, data, and AI-adjacent work. Lifelancer and Gopuff broaden that picture, showing that the list is not limited to one type of employer or one kind of role.

If you are applying into a high-volume employer, the practical implication is that your application may be competing against many similar candidates. That makes keyword fit, role match, and a clear work history more important. It also means you may find several openings from the same employer that look close to one another but differ in team, level, or required stack.

Jobs in the United States: what employers ask for

The most requested skills tell a fairly tight story about the work on offer.

AWS is the most common skill in the data, followed closely by Python and SQL. That mix suggests a market centered on cloud systems, data work, software engineering, and automation. Salesforce is also high on the list, which points to a substantial slice of business systems, customer tooling, and enterprise software work. Agile and CI/CD show that many employers want people who can work in structured delivery environments, not just write code or manage data in isolation.

The appearance of LLM is important too. It shows that language-model-related work is no longer a niche request in this set of postings. It is not the biggest skill by volume, but it is present enough to matter. For candidates, that means AI-related work may appear as part of broader engineering, product, or platform roles rather than as a separate specialist lane only.

The skill list also shows how varied the technical stack is. Java, C++, and cloud platforms sit alongside Python and SQL, so this is not a one-language market. A candidate with only one narrow tool may still find matches, but the best-aligned roles seem to expect a broader toolkit or a willingness to move across systems.

For job seekers, the lesson is to match the language of the posting. If a role asks for AWS, Python, SQL, or CI/CD, those terms should show up clearly in your application where they are true. If you have worked across cloud and data tools, make that obvious. This market rewards direct alignment.

Jobs in the United States: where the openings are

The visible postings are concentrated in a few major cities, even though many roles are remote.

Seattle leads the city list, followed by San Francisco and New York. Washington is also prominent, and several Bay Area cities appear close together. This is the familiar shape of a market with strong technology, cloud, product, and platform hiring in a few hubs, even while remote roles dominate overall.

The city list is useful in two ways. First, it helps you understand where employer headquarters or hiring teams may be clustered. Second, it shows that location can still matter even when remote work is common. Some employers may hire remotely but keep teams anchored in specific cities, or use city labels to indicate a home office, legal entity, or preferred hiring hub.

If you want to search strategically, the city data suggests two approaches. You can focus on the biggest hubs if you want the densest concentration of openings. Or you can use the remote share to widen the search and ignore geography where the posting allows it. Both paths exist in this market.

Jobs in the United States: how senior the market is

The seniority mix in the postings is tilted toward experienced applicants.

Senior roles are by far the biggest category. Mid-level and lead roles are also substantial, which makes this a market where people with a few years of experience can still find depth, but they are not the dominant group. Junior roles exist, yet they are a much smaller share than senior roles. Intern roles are present but limited.

That pattern affects how you should read a job search in the United States. If you are early in your career, you may need to spend more time on fit and fewer expectations on sheer volume. If you already have experience, this market gives you more obvious matches, especially in technical or cross-functional roles.

The “not stated” category is also notable. 12,732 postings, or 13.1%, do not clearly label seniority. That means you cannot always rely on the title alone. Sometimes the only way to know whether a role is junior or senior is to read the responsibilities, scope, and required years of experience closely.

Jobs in the United States: what they pay

Salary is included in more than half of the postings, which is a strong signal for applicants who want to compare opportunities before applying. 54,276 postings state a salary, or 56.0% of the set. 42,675 postings do not state a salary, or 44.0%.

Jobs in the United States that state a yearly salary

USD dominates the salary data by a wide margin, which is what you would expect in a United States jobs slice. The median yearly pay in USD is 159,000 USD, with a lower quartile of 114,000 USD and an upper quartile of 212,000 USD. That spread tells you there is real variation in scope and level, but the center of gravity is solidly in professional and experienced pay bands.

The other currencies appear in very small numbers. There are 51 postings with yearly pay in EUR, 47 in CAD, 23 in GBP, and 20 in INR. Those counts are too small to treat as the main shape of the market, but they do tell you that some postings in this United States slice are cross-border, internationally structured, or routed through employers that publish in a different currency.

For applicants, the most useful takeaway is not to mix currencies when judging pay. Treat each currency separately. If a posting states USD, read the USD figures. If it states another currency, read that currency on its own. The counts here are about what Jobee collected, not a converted market average.

The fact that 42,675 postings do not state a salary is just as important as the salary data itself. If a posting leaves pay out, you should expect to ask about it early. The numbers show that this is not rare in the United States market, even with more than half of postings publishing a figure.

Jobs in the United States: visa sponsorship and work authorization

The visa and work authorization data is small compared with the rest of the set, but it matters because it changes whether a role is realistic for some applicants.

Only 843 postings say they offer visa sponsorship. That is a very small share of the market, so anyone who needs sponsorship should not assume it will be available by default. On the other side, 3,946 postings say they will not sponsor a visa, and 6,832 say they require work authorization. Together, those figures show that immigration status is often a gate, not a side detail.

For job seekers, the practical implication is straightforward. If you need sponsorship, screen for it early and carefully. If a posting says it requires work authorization, do not treat that as a soft preference. It is a hard filter in many cases. Because sponsorship is so rare in the collected postings, wasting time on unclear applications is costly.

This also explains why employers often choose indirect wording. Some will be explicit about no sponsorship or required work authorization. Others will say nothing. In this data, silence is common enough that you should not read it as approval.