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| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 1,334 | 0.00% |
| 2020 | 1,171 | 0.00% |
| 2019 | 1,193 | 0.00% |
| 2018 | 431 | 0.00% |
| 2017 | 441 | 0.00% |
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $106,258 | $51.09 | +3.4% |
| 2024 | $102,757 | $49.40 | +2.3% |
| 2023 | $100,430 | $48.28 | +1.2% |
| 2022 | $99,268 | $47.72 | +1.8% |
| 2021 | $97,554 | $46.90 | +2.4% |
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 246 | 35% |
| 2 | Maryland | 6,052,177 | 805 | 13% |
| 3 | Virginia | 8,470,020 | 1,017 | 12% |
| 4 | Massachusetts | 6,859,819 | 654 | 10% |
| 5 | Vermont | 623,657 | 62 | 10% |
| 6 | Colorado | 5,607,154 | 523 | 9% |
| 7 | Iowa | 3,145,711 | 294 | 9% |
| 8 | Nebraska | 1,920,076 | 164 | 9% |
| 9 | New Hampshire | 1,342,795 | 121 | 9% |
| 10 | Delaware | 961,939 | 87 | 9% |
| 11 | North Dakota | 755,393 | 69 | 9% |
| 12 | Alaska | 739,795 | 63 | 9% |
| 13 | Wyoming | 579,315 | 50 | 9% |
| 14 | North Carolina | 10,273,419 | 670 | 7% |
| 15 | Arizona | 7,016,270 | 462 | 7% |
| 16 | Oregon | 4,142,776 | 303 | 7% |
| 17 | Utah | 3,101,833 | 225 | 7% |
| 18 | Rhode Island | 1,059,639 | 75 | 7% |
| 19 | South Dakota | 869,666 | 63 | 7% |
| 20 | Washington | 7,405,743 | 470 | 6% |
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Sierra Vista | 1 | 2% | $101,341 |

University of Maryland

University of Maryland
IEEE Senior Member, ACM Senior Member, IARIA Fellow, Professor, Program Coordinator | Department of Computer Science and Digital Technologies, Director, Cybersecurity Activities
Brian Kelly: The best employers are looking for leadership potential and the ability to collaborate with others. These attributes are more than just "skills." The worst employers focus on a particular skill.
Brian Kelly: The ability to draw with one's hands, study architectural propositions with physical models, and comfort with a wide array of digital media. The first two must be mastered in School, whereas digital media skills will be honed in the context of the firm. Everyone uses different platforms and has different protocols for would-be onboarding architects. Many individuals believe that mastery of a particular digital application is paramount, but this is not the case. Digital applications change with time, and individual employers modify and adapt platforms to their own architect.