Software Design Engineer II H-1B salary at Concur Technologies — 43 certified filings (FY2016–FY2022)
- 1
- Filings · FY2022
- $123k
- Median base · FY2022
- $123k–$123k
- Middle 50% · FY2022
- +4%
- vs market median · all years
Concur Technologies filed 1 certified H-1B LCAs for Software Design Engineer II in FY2022 (down 87% from the year before), with a median base salary of $123k and the middle 50% of offers between $123k and $123k. Across all years its $105k median is 4% above the $101k market median for Software Design Engineer II. It has filed 43 Software Design Engineer II LCAs since FY2016, most often in Bellevue, WA.
How much does Concur Technologies pay a Software Design Engineer II?
Certified base salary for Software Design Engineer II at Concur Technologies by fiscal year: each box is the p25–p75 range, the heavy line the median, the whiskers reach p10–p90. $123k median in FY2022. Base pay only — hover a year for its figures.
Does Concur Technologies pay Software Design Engineer IIs above the market?
Concur Technologies's all-years median against every employer's certified Software Design Engineer II LCAs — 4% above the market. Same cleaned DOL title, same base-salary definition, so the two rows compare like for like.
| Base salary for this title | Filings | Median |
|---|---|---|
| Concur Technologies | 43 | $105k |
| All employers · Software Design Engineer II | 108 | $101k |
How has Concur Technologies's Software Design Engineer II hiring changed by year?
12 certified Software Design Engineer II filings in FY2016 → 1 in FY2022. The change column is each year against the one before.
| Fiscal year | Filings | vs prior FY | Median base |
|---|---|---|---|
| FY2022 | 1 | −87% | $123k |
| FY2020 | 8 | +100% | $113k |
| FY2019 | 4 | −56% | $107k |
| FY2018 | 9 | 0% | $105k |
| FY2017 | 9 | −25% | $95k |
| FY2016 | 12 | — | $103k |
Which wage levels does Concur Technologies file for Software Design Engineer II?
DOL prevailing-wage levels I–IV approximate experience tiers (I = entry, IV = fully competent). 14% of Concur Technologies's Software Design Engineer II filings sit at Level III–IV. Higher levels earn more entries in the wage-weighted H-1B lottery.
Share of 21 Software Design Engineer II filings with a wage level · all years
- Level I4.8%1
- Level II81.0%17
- Level III14.3%3
Where does Concur Technologies hire H-1B Software Design Engineer IIs?
Worksite states and cities on the certified filings for this title, all years, with the median base salary at each.
| State | Filings | Median base |
|---|---|---|
| Washington | 22 | $115k |
| Minnesota | 9 | $95k |
| Virginia | 7 | $100k |
| California | 2 | $99k |
| Texas | 2 | $90k |
| Georgia | 1 | $85k |
| City | Filings | Median base |
|---|---|---|
| Bellevue, WA | 21 | $115k |
| St. Louis Park, MN | 8 | $95k |
| Vienna, VA | 7 | $100k |
| Allen, TX | 2 | $90k |
| San Francisco, CA | 2 | $99k |
| Atlanta, GA | 1 | $85k |
| Sammamish, WA | 1 | $113k |
| St. Louis, MN | 1 | $96k |
Also filed as
Concur Technologies's other sponsored titles, and the employers that file the most Software Design Engineer II LCAs. All years.
Other titles at Concur Technologies
| Job title | Filings | Median base |
|---|---|---|
| Senior Developer | 176 | $141k |
| Developer | 144 | $118k |
| Software Design Engineer III | 31 | $115k |
Top Software Design Engineer II sponsors
| Employer | Filings | Median base |
|---|---|---|
| Divensi | 26 | $101k |
| N S International | 10 | $95k |
| Netscout Systems Texas | 5 | $81k |
| Navico | 5 | $67k |
| Arbor Networks | 4 | $77k |
| ZF Active Safety US | 2 | $96k |
| Paradyme Management | 2 | $79k |
| Populus Group | 1 | $166k |
| Brunswick | 1 | $91k |
Common questions about Software Design Engineer II H-1B pay at Concur Technologies
- How much does Concur Technologies pay a Software Design Engineer II on an H-1B?
- Concur Technologies's median certified H-1B base salary for Software Design Engineer II is $123k in FY2022, from 1 filings; the middle 50% of offers fall between $123k and $123k. Across all years the median is $105k.
- How many Software Design Engineer II H-1B LCAs has Concur Technologies filed?
- Concur Technologies has 43 certified H-1B Labor Condition Applications for Software Design Engineer II on record (FY2016–FY2022), 1 of them in FY2022. That is 5% of its 784 certified filings across all titles.
- Does Concur Technologies pay Software Design Engineer IIs above the market?
- Concur Technologies's all-years median of $105k is 4% above the $101k median for Software Design Engineer II across all H-1B employers (108 certified filings).
- Where does Concur Technologies hire H-1B Software Design Engineer IIs?
- Concur Technologies's Software Design Engineer II LCAs name worksites mostly in Washington, Minnesota, Virginia; the top cities are Bellevue, WA, St. Louis Park, MN, Vienna, VA.
- Does a certified LCA mean an H-1B visa was approved?
- No. A Labor Condition Application (LCA) is the Department of Labor attestation an employer must have certified before filing an H-1B petition with USCIS. It records the job, worksite and offered wage, but not whether the petition was filed, selected in the lottery, or approved. Filing counts measure intent to sponsor, not headcount.
- What salary do these figures show?
- The base annual wage offered on the certified LCA, converted to a yearly amount. Bonus, equity, overtime and benefits are not included, so total compensation is typically higher. Figures are medians and percentiles over certified filings; wages above $5,000,000 a year are excluded as data-entry errors.
- What do prevailing-wage levels I–IV mean?
- The Department of Labor assigns each LCA an OES wage level from I (entry) to IV (fully competent) for the occupation and area. Under the FY2027 wage-weighted H-1B lottery rule, a higher level earns more selection entries, so an employer's level mix is a proxy for how senior its sponsored roles are.
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Source: U.S. Department of Labor, Office of Foreign Labor Certification — certified LCA disclosure data through June 2026 (FY2016–FY2022). An LCA is not an approved visa; pay figures are base salary and exclude bonus and equity. Methodology →