Average hourly wages rose in 2025 across most industries, and many companies raised entry-level salaries to attract skilled candidates. Average weekly wages increased throughout the year; average household income in the Dallas/Fort Worth area was higher than the national average. The cost of living continued to climb; rents rose in both Dallas and Fort Worth. Home prices rose faster than wages in some neighborhoods, particularly in highly sought-after areas such as Frisco, Plano, and North Dallas. The costs of groceries, fuel, and insurance also increased in 2025, creating an added burden on families and individuals.

As a result of these financial realities, candidates approached job searches differently in 2025 than in previous years. Candidates were more concerned with salary packages and adjusted their expectations of what they needed to live comfortably.

What candidates now expect for 2026

Candidates now expect salaries that meet the market standard. Candidates expect regular raises, not stagnant wages. Candidates expect salary raises during performance reviews, as well as transparent explanations of bonus structures.

Many entry-level candidates look for starting salaries in the $55,000-$60,000 range. Mid-level candidates typically seek $80,000 to $120,000 or more, depending on the industry and the nature of the responsibilities. Senior specialists, experienced managers, and directors usually seek offers of $130,000 or more. Candidates with rare technical skills may seek even higher salaries. Software developers, engineers, senior operations personnel, and advanced healthcare providers are examples of candidates who have received multiple job offers at once and therefore have more leverage in negotiations.

Beyond the paycheck

Salary is only one aspect of a job offer. Candidates entering 2026 have come to expect more than just a paycheck.

First, candidates expect transparency. Candidates expect employers to provide clear salary ranges at the outset of the hiring process. Candidates expect to know what compensation will look like before investing significant time in lengthy hiring processes.

Second, candidates expect flexible scheduling. While many candidates prefer to spend some time in the office, they also want options for working remotely and the ability to work from home on occasion. Most candidates believe that a balanced, predictable hybrid schedule is fair and reasonable.

Third, candidates expect strong benefits. Candidates expect to compare the quality of health insurance, the cost of premiums, the quality of retirement savings, paid time off, wellness programs, and financial protection provided by the employer to determine which employer provides the best overall package.

Fourth, candidates expect career advancement opportunities. Candidates expect to see how they can advance within the organization, develop new skills, earn new certifications, and achieve new levels of responsibility. Candidates who believe they can grow within an organization are more likely to remain with the organization.

How to compete in 2026

Employers in the Dallas/Fort Worth area can compete in 2026 by staying aware of candidates’ evolving expectations. Employers should update their salary ranges and compare them to current regional market conditions. Employers should discuss compensation openly and honestly during the interview process, rather than avoiding the topic altogether.

Publishing accurate and transparent salary ranges creates a positive impression of an employer’s commitment to fairness and respect. Providing strong benefits packages enhances employee retention. Offering attractive benefits sends a message that the organization values its employees and their families.

Employers should also carefully evaluate their policies related to flexibility. Employers can create a more appealing workplace environment by demonstrating respect for their employees’ personal lives through small policy changes, such as allowing telecommuting. When employees feel valued, supported, and respected, they are more productive and less likely to leave the organization.

What candidates can do in 2026

Candidates can prepare themselves by evaluating their own financial requirements. Evaluating the costs of rent, insurance, transportation, food, and other expenses can help candidates determine how much they need to earn. Once candidates determine how much they need to earn, they can begin researching the average compensation for their profession in the Dallas/Fort Worth area.

Candidates should ask questions regarding the total compensation package, including salary, bonuses, health benefits, paid time off, and opportunities for advancement. Candidates should also inquire about how performance reviews are conducted and how frequently salary adjustments occur.

While candidates do not necessarily need to ask about all the items listed above, they should try to learn as much as possible about the compensation package.

A Look Ahead

Dallas/Fort Worth continues to grow; more businesses are expanding their presence in the area; more job seekers are migrating there. As the area grows, so does the number of job openings. With more openings, more qualified applicants compete for the positions. As a result, candidates expect wages to reflect actual living costs; transparency in the hiring process, opportunities for growth, and job security. Those employers who address these concerns and expectations will create more loyal, productive, and successful teams.

Fair compensation promotes self-confidence. Self-confidence builds loyalty. Loyalty builds long-term success.