Software Engineer Jobs in the U.S. | Career and Visa Guide

When people in the IT and web industry think about working in the U.S., software engineer is often one of the first roles that comes to mind.

In fact, in the world of U.S. work visas, this occupation is clearly one of the main players.

According to a report submitted to Congress by U.S. Citizenship and Immigration Services (USCIS), 65.0% of approved H-1B petitions were for computer-related occupations.

However, being a major occupation and being easy to enter are two very different things.

When we look more closely at the same report, only about one quarter of approved H-1B petitions for computer-related occupations were for initial employment.

The rest were related to extensions or job changes for people who were already working in the U.S.

This article focuses specifically on one occupation: software engineers, classified by the U.S. Bureau of Labor Statistics as Software Developers (15-1252).

We will look at the size of the U.S. job market, wage levels, realistic visa options, and what kind of experience you should build while still in Japan.

All figures are based on primary sources such as government statistics, and visa conditions are reviewed based on original sources from USCIS, the U.S. Department of State, and the Federal Register.

Because only listing the positive side would not help with real career planning, this article also explains the headwinds currently affecting this field.

Is There Demand for Software Engineers in the U.S.?

Employment Size and Wages Are on a Different Scale from Many Other Occupations

According to the Occupational Employment and Wage Statistics (OEWS) from the U.S. Bureau of Labor Statistics, there were 1,687,890 software developers in the U.S. as of May 2025.

The median annual wage was $135,980, and the mean annual wage was $148,100.

It is also useful to look at the wage range.

The bottom 10% earned $82,460, the 25th percentile earned $105,210, the 75th percentile earned $171,980, and the top 10% earned $214,670.

In other words, this occupation starts in the $80,000 range even at the lower end, and there is a clear group of experienced professionals earning more than $200,000.

The wage data clearly shows why software engineering is attractive as a career option for people who want to work in the U.S.

The employment outlook is also strong.

The BLS Occupational Outlook Handbook projects that employment for software developers, software quality assurance analysts, and testers will grow by 15% from 2024 to 2034, much faster than the average for all occupations.

The BLS cites expanding software development in areas such as AI, IoT, robotics, and automation as one reason for this growth.

The 129,200 Annual Job Openings Are Mostly Replacement Openings

This point needs to be understood accurately.

The BLS projects about 129,200 job openings per year for software developers, software quality assurance analysts, and testers over the next decade.

The number is very large, but most of these openings are not newly created positions.

The BLS states that many openings are expected to result from the need to replace workers who transfer to other occupations or leave the labor force.

Therefore, it would not be accurate to say that because the industry is growing, it is easy for anyone to enter without experience.

The field is growing, but many of the openings are seats left vacant by someone else.

There Are Also Headwinds: Employment for Younger Workers Is Relatively Declining

While the long-term outlook is strong, it is also important to look at what is happening now.

A November 2025 paper by Erik Brynjolfsson and others at Stanford Digital Economy Lab, titled “Canaries in the Coal Mine?”, used real payroll data from one of the largest payroll service providers in the U.S.

The paper reported a 16% relative decline in employment for workers aged 22 to 25 in occupations with high AI exposure after the spread of generative AI.

This figure is relative to more experienced workers in the same occupations and workers in occupations with lower AI exposure, after adjusting for firm-level shocks.

The paper states that the decline was concentrated in occupations where AI tends to substitute for human labor rather than complement it.

Software development has repeatedly been cited in media coverage of this research as a representative high-AI-exposure occupation.

This may seem to conflict with the BLS 10-year growth projection, but it does not.

The overall size of the occupation may grow, while entry-level openings for new graduates and junior workers become narrower at the same time.

Both can happen simultaneously.

For people in Japan aiming to work in the U.S., the implication is clear.

Rather than trying to enter the U.S. market with no experience, it is far more realistic to build practical experience in Japan first and then aim for the U.S. as someone who can handle design, review, and technical decision-making.

Which Visa Options Are Realistic for Working as a Software Engineer in the U.S.?

From a visa perspective, software engineering has several favorable conditions.

The occupation typically requires a degree, the relationship between the field of study and the job is clear, and the wage level is high.

All of these factors are helpful for H-1B.

Even so, under the 2026 environment, the path is not easy.

H-1B: The Main Route in Theory, but Competition for the Cap Is Severe

USCIS defines an H-1B specialty occupation as one that requires the theoretical and practical application of highly specialized knowledge and at least a bachelor’s degree in a directly related specific specialty as the minimum requirement for entry into the occupation.

For software engineers with degrees in computer science, information engineering, or related fields, this “directly related specific specialty” requirement is easier to prove than in many other occupations.

The data supports this.

According to USCIS’s report to Congress, “Characteristics of H-1B Specialty Occupation Workers” for FY2023, there were 386,318 approved H-1B petitions in total.

Of these, 251,084 were for computer-related occupations, accounting for 65.0% of all approvals.

This was far higher than the next largest category, architecture, engineering, and surveying, which accounted for 9.5%.

In a more detailed breakdown, systems analysis and programming alone accounted for 54% of all beneficiaries.

However, the details behind those 251,084 approvals change the picture.

According to Appendix D Table 7 of the same report, among approved H-1B petitions for computer-related occupations, 64,643 were for initial employment, or 25.7%.

Continuing employment accounted for 186,441 approvals, or 74.3%.

In other words, three out of four approvals were related to extensions or job changes for people who were already working in the U.S. on H-1B.

The number of openings for people newly entering from outside the U.S. is much smaller than the headline total suggests.

As of 2026, additional conditions also apply.

• The annual H-1B cap consists of 65,000 regular cap slots and 20,000 advanced degree exemption slots for people with U.S. master’s degrees or higher, for a total of 85,000. USCIS announced on July 17, 2026 that the FY2027 cap had been reached and that there would be no second lottery. FY2027 registrations were approximately 211,600, down sharply from 336,153 in FY2026, but still nearly 2.5 times the cap.
• Beginning with the FY2027 lottery, a wage-weighted selection process was introduced instead of a purely random lottery. The DHS final rule was published in the Federal Register on December 29, 2025 and took effect on February 27, 2026. Under this system, Department of Labor prevailing wage level IV receives four entries in the selection pool, level III receives three, level II receives two, and level I receives one. The median annual wage of $135,980 for this occupation can be favorable under this system. On the other hand, entry-level wage offers may be at a disadvantage in the lottery.
• Regarding the $100,000 additional payment introduced by the September 2025 presidential proclamation, a federal district court in Massachusetts ruled on June 8, 2026 that the payment was an unlawful tax. On July 24, 2026, the First Circuit denied the government’s request to stay enforcement. As of July 27, 2026, this payment requirement was not being applied. However, the appeal is ongoing, and the decision could change in the future. Do not rely on this situation as fixed; always confirm the latest status with an immigration attorney at the time of application.

The initial stay period for H-1B is generally up to three years, with extensions possible up to a total of six years.

For reference, the median annual compensation for all approved H-1B beneficiaries was $118,000.

For initial employment, it was $94,000, while for continuing employment it was $129,000.

This also shows that compensation tends to rise as workers build careers in the U.S.

E-2 Essential Employee: A Realistic Option When Working for a Japanese Company

If you work for a Japanese company operating in the U.S., the E-2 essential employee category may be an option.

The U.S. Department of State’s Foreign Affairs Manual describes this category as applying to employees who have specialized skills that are essential to the business.

The burden of proof is on the company and the applicant.

Factors used to evaluate specialized skills include the experience and training needed to obtain the skill, the uniqueness of the skill, whether U.S. workers with the same skill are available, the salary level associated with the specialization, the applicant’s demonstrated expertise, and the function of the job.

For software engineers, the factor of whether U.S. workers with the same skills are available can be challenging.

There are more than 1.68 million software developers in the U.S., so simply saying that you can develop general web applications may not be enough to prove that you are difficult to replace.

To make a stronger case, you need to combine technical skills with additional value.

Examples include deep knowledge of a Japanese headquarters’ core system or internal product specifications, the ability to translate Japanese business requirements into English technical specifications, or domain knowledge in areas such as manufacturing production management, financial payments, or logistics inventory optimization.

This connection to the Japanese headquarters can become the difference between you and someone who could be hired locally in the U.S.

The Foreign Affairs Manual also notes that workers with ordinary skills are generally considered essential only in limited cases, such as start-up phases or temporary training.

This means that pursuing this category with limited experience is not very open under the structure of the visa.

L-1: Joining a Japanese Headquarters First, Then Transferring to the U.S.

If you transfer from a Japanese parent company to its U.S. office, the L-1 intracompany transfer visa may be available.

USCIS states that eligible employees must have worked continuously for a qualifying organization abroad for one year within the three years immediately before entering the U.S.

For L-1A, the employee must also be coming to the U.S. to work in an executive or managerial capacity.

L-1A can be extended up to a maximum stay of seven years.

For software engineers, this can be a realistic path.

One possible route is to join a Japanese manufacturer, systems integrator, financial institution, telecommunications company, or other company with a U.S. office, build experience as a development lead or engineering manager in Japan, and then look for an internal transfer opportunity.

This path takes time, but it is not subject to a lottery or annual cap.

Because L-1 cannot be used for new local hiring in the U.S., it is important to design the order of your career steps in advance.

For those who can study computer science or a related field at a U.S. university, another path may be to use OPT after graduation and then STEM OPT extension before moving into full-time employment.

However, because this article mainly targets readers currently in Japan, the focus here is on H-1B, E-2, and L-1.

Career Experience and Skills to Build While in Japan

Based on the visa realities above, what you should build while in Japan becomes quite clear.

It can be organized into three key areas.

Area 1: Build Specialized Skills That Can Compete at Higher Wage Levels

Because wage-weighted selection was introduced from FY2027, H-1B has become a system where higher wage levels are more favorable.

Level IV receives four entries, while level I receives only one.

This difference can be significant at the lottery stage.

For job seekers, this means that the level of the target position has moved higher.

Specifically, employers are more likely to value engineers who can do more than write code.

This includes people who can make design decisions, review other engineers’ code, and explain the reasoning behind technology choices.

Experience in areas such as cloud infrastructure, distributed systems, machine learning infrastructure, and security may also be advantageous because prevailing wages tend to be higher in these fields.

Reaching the level of senior engineer or tech lead while still in Japan can directly improve the realism of a future U.S. visa path.

Area 2: Build Development Achievements and Domain Knowledge That Can Be Explained with Numbers

Whether you are proving specialized skills for E-2, showing managerial experience for L-1, or explaining your strengths in an interview, vague self-description is not enough.

You should keep track of measurable achievements while working in Japan.

Examples include the scale of systems you worked on, such as user numbers, transaction volume, or data size; the degree of performance improvement; cost reductions; the number of team members you led; and release frequency.

In addition, knowledge of a specific business domain can help explain why you are not easily replaceable by a U.S. worker with similar general technical skills.

The key is not to compete only on technology.

Area 3: Develop the Ability to Bridge Requirements in Both Japanese and English

If you are aiming for Japanese companies, Japanese-English bilingual ability becomes important.

However, language ability alone is not enough to prove specialization.

The E-2 evaluation factors do not include “being able to speak Japanese” by itself.

What matters is language ability connected to technical work.

For example, you may work with Japanese headquarters in Japanese to define business requirements, convert those requirements into English technical specifications for U.S. engineers or vendors, resolve misunderstandings, and carry the project through to release.

Someone who can handle this full process has a different value from both a local bilingual worker in the U.S. and a local engineer who does not speak Japanese.

Instead of simply saying “I can speak Japanese,” it is more effective to show that you can finalize specifications and estimates between Japanese headquarters and the U.S. office.

This makes it easier to explain why you are difficult to replace.

Common Concerns When Considering a Job Search or Career Change

Q. Can I become a software engineer in the U.S. with no experience?

Starting from zero experience in the U.S. is very difficult.

H-1B wage-weighted selection disadvantages entry-level positions, E-2 focuses on proving specialization and uniqueness, and Stanford’s research shows a 16% relative decline in employment among 22- to 25-year-olds in high-AI-exposure occupations.

For this reason, building practical experience in Japan first and reaching a level where you can handle design and review is likely to be the more realistic path.

Q. Can I expect the median annual wage of $135,980 as-is?

This is a national median.

Regions with many software development jobs, such as the San Francisco Bay Area, Seattle, and New York, also have high living costs.

A high salary does not always mean high disposable income.

At the same time, the wage range is broad: even the bottom 10% earns $82,460, while the top 10% earns $214,670.

The level of position you target will greatly change what you can expect.

When reviewing a job, consider not only salary but also cost of living, health insurance, 401(k), and whether stock compensation is available.

Q. Is the $100,000 H-1B payment currently required?

As of July 27, 2026, it is not being applied.

This is because a federal district court ruled on June 8, 2026 that the requirement was invalid, and the First Circuit denied the government’s request for a stay on July 24, 2026.

However, the appeal is ongoing, and the decision could change.

This article does not make claims beyond the publicly available information.

At the time of application or job search, always confirm the latest situation with an immigration attorney.

Q. If AI can write code, will software engineering jobs disappear?

The BLS actually cites expanding software development in AI, IoT, and robotics as one reason this occupation is projected to grow by 15%.

At the same time, Stanford’s research shows that employment for younger workers has declined in occupations where AI is more likely to substitute for human labor.

Reading these together, it is more natural to think that the occupation itself will not disappear, but roles focused only on writing code as instructed may shrink.

The value is shifting from implementation alone toward design, judgment, and verification.

Q. How can I tell whether a job offers visa sponsorship?

If a job posting only says that work authorization is required, it may not be clear whether the company offers sponsorship or whether the position is only for people who already have independent work authorization.

Confirming this before applying can prevent misunderstandings later in the hiring process.

Because this can be difficult to ask directly, working with a recruiting agency can be helpful.

How HRAIT Can Support Your Career in IT and Web Fields

“I do not know which visa may fit my experience.”

“I cannot tell whether a job offers visa sponsorship.”

These concerns are common for people considering IT and web careers in the U.S.

Having a partner who understands both hiring at Japanese companies in the U.S. and the practical realities of visa sponsorship can make it easier to organize your options.

HRAIT supports job seekers who want to work in IT, web, and creative fields, including software engineers, by providing personalized career and job search support.

• Introducing job opportunities at Japanese companies that match your experience and preferences
• Helping confirm visa-related conditions for each job, including whether sponsorship may be available or whether existing work authorization is required
• Organizing your strengths and career fit through consultation
• Supporting resume and interview preparation
• Providing consultation about salary and working conditions
• Helping match you with workplaces where you can build a long-term career

HRAIT does more than simply introduce jobs.

We support your overall job search as a partner who helps you find a workplace that fits your career goals, experience, and visa situation.

Find Jobs That Match You with HRAIT IQ+

HRAIT’s AI-powered career matching tool, HRAIT IQ+, has already been used by more than 8,000 registered users.

By registering, you can more easily access job opportunities at Japanese companies, including roles in IT and web-related fields.

You can also increase your chances of finding opportunities that match your experience, skills, and preferences.

Even if you are still unsure which occupation or visa path is realistic for your background, you can start by registering and receiving job information that matches your experience.

Summary: Evaluating the Software Engineer Career Path Realistically

• There are 1,687,890 software developers in the U.S. The median annual wage is $135,980, and the mean annual wage is $148,100. Even the bottom 10% earns $82,460, while the top 10% earns $214,670.
• Employment for software developers, QA analysts, and testers is projected to grow by 15% from 2024 to 2034, with about 129,200 job openings per year. However, many of these openings are expected to be replacement openings.
• Stanford research reports a 16% relative decline in employment among workers aged 22 to 25 in high-AI-exposure occupations. Even in a growing occupation, entry-level openings are currently narrow.
• 65.0% of approved H-1B petitions, or 251,084 petitions, were for computer-related occupations. This makes the field a central category for H-1B.
• However, the breakdown shows 64,643 approvals for initial employment, or 25.7%, compared with 186,441 approvals for continuing employment, or 74.3%. The number of new entry opportunities from outside the U.S. is smaller than the total suggests.
• The FY2027 cap is 85,000, while registrations were about 211,600. From FY2027, wage-weighted selection was introduced, making higher wage levels more favorable.
• The $100,000 additional payment was not being applied as of July 27, 2026. However, the appeal is ongoing.
• For Japanese companies, E-2 essential employee status may be an option. For transfers from a Japanese headquarters, L-1 may also be an option. In both cases, explaining why your skills are difficult to replace with U.S. workers is essential.
• While in Japan, you should build specialized skills that can compete at higher wage levels, measurable development achievements and domain knowledge, and the ability to bridge requirements in both Japanese and English.
• HRAIT can support job seekers by helping them understand role options, visa realities, and opportunities at Japanese companies in the U.S.

If you are considering a career in IT or web-related fields in the U.S., HRAIT can help you explore opportunities at Japanese companies based on your experience, goals, and visa situation.

▼ For job search consultation and more details about HRAIT, please click here.

▶ Register with HRAIT and explore job opportunities

References

• Software Developers, Quality Assurance Analysts, and Testers｜U.S. Bureau of Labor Statistics, Occupational Outlook Handbook
• 15-1252 Software Developers｜U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics
• Characteristics of H-1B Specialty Occupation Workers, Fiscal Year 2023 Annual Report to Congress｜U.S. Citizenship and Immigration Services
• H-1B Specialty Occupations｜U.S. Citizenship and Immigration Services
• H-1B Cap Season｜U.S. Citizenship and Immigration Services
• Weighted Selection Process for Registrants and Petitioners Seeking To File Cap-Subject H-1B Petitions｜Federal Register
• USCIS Announces FY2027 H-1B Cap Reached: No Second Lottery to Be Conducted｜Mintz
• Court Says No to the $100K H-1B Fee, for Now｜Reddy Neumann Brown PC
• 9 FAM 402.9 Treaty Traders, Investors, and Specialty Occupations – E Visas｜U.S. Department of State
• L-1A Intracompany Transferee Executive or Manager｜U.S. Citizenship and Immigration Services
• Canaries in the Coal Mine? Six Facts about the Recent Employment Effects of Artificial Intelligence｜Stanford Digital Economy Lab
• Who’s Losing Jobs to AI? New Stanford Analysis Breaks It Down｜TIME