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Search Salaries > Verification Engineer > Philadelphia
Job Description

How much does a Verification Engineer in Philadelphia make?

The base salary for a Verification Engineer in Philadelphia is 96,000
Also known as: test engineer, battery validation engineer, battery test engineer, agricultural equipment test engineer.

96,000

Median Base Salary (Percentile 50)
2750 observations
(Updated: 17 Mar 2025)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Verification Engineer earns a median base salary of 96,000 in Philadelphia, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Verification Engineer in Philadelphia usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

74%

Female

26%

Benefits

There are statutory benefits associated with a Verification Engineer in Philadelphia according to ...

Most Common Benefits

Competitive advantages associated with a Verification Engineer in Philadelphia
Access to cutting-edge technology in Philadelphia attracts top talent by providing the latest tools and software for efficient and creative work. This benefit enhances the company's competitive edge by fostering a culture of innovation and excellence.
Health insurance provides employees and their families with access to essential healthcare services, including medical, dental, and vision coverage. It ensures well-being and financial security by covering healthcare costs and promoting overall health.
An equal opportunity employer ensures a diverse and inclusive workplace where all employees have equal access to opportunities and resources, regardless of their background. This approach fosters innovation and improves the organization's ability to serve diverse clients effectively.

Side Benefits to attract & retain talent

Additional perks for a Verification Engineer in Philadelphia
Equal Opportunity Employer
Health Insurance
Work-Life Balance
Flexible Working Hours

Statutory Benefits

Mandatory benefits in Philadelphia
Federal tax rates for singles, married filing jointly, and heads of households - 37%. Flat tax rate for single or joint filers, includes supplemental wage/bonus tax rate - 3.07%.
Employer payroll contributions include Unemployment Insurance, FICA Social Security, FICA Medicare, and FUTA tax.
Employee payroll contributions include Unemployment, FICA Social Security, FICA Medicare, and additional tax on earnings over $200,000.
Pennsylvania’s minimum wage is the same as the federal minimum wage, which is $7.25 per hour.
Employees are generally paid semi-monthly and monthly. Salary payment must be made within 10 days of the end date of the pay period.
Various visas available for foreign nationals to work in the U.S., including H-1B, L, and others. Employers must verify work authorization.
The workweek is a maximum of 40 hours per week or 8 hours per day. Overtime is paid at 150% of the regular pay.
Includes jury duty, voting leave, military leave, and leave for family care under FMLA.
FMLA provides up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons. Philadelphia and Pittsburgh have additional paid sick leave requirements.
Includes 12 public holidays per year such as New Year’s Day, Independence Day, and Christmas Day.
FMLA allows 12 working weeks of leave in any one year for a child’s birth and to care for the newborn child within one year of birth.
Not required unless provided in an employment contract or collective bargaining agreement. Often based on length of employment.
Employment is at-will, meaning either party can terminate the employment relationship without notice. WARN Act requires 60 days notice for mass dismissals.