Frontend Jobs Hiring Report — June 2026

Key facts

• As of June 2026, there are 1,035 open frontend roles across 724 companies on the direct-apply boards I track.
• Net hiring is positive: +113 roles in the last 28 days (434 opened, 321 closed).
• 186 companies posted their first frontend role in the last 28 days — a wave of new employers, not just churn from the usual names.
• Only 18% of postings disclose pay; among those that do, the median band is $120,000–$160,000/yr (n=17).
• Remote is 30% of listings — roughly one role in three.

The headline I'd lead with isn't the total — it's the 186 companies that opened their first frontend role in the last 28 days. That's a quarter of every employer in the dataset arriving fresh this cycle. When new names enter at that rate, it usually means demand is broadening rather than concentrating, and that's the more useful signal for anyone job-hunting right now: you're not just competing for slots at the same forty companies everyone else is applying to.

How many frontend jobs are open right now?

There are 1,035 open frontend roles across 724 companies as of this June 2026 snapshot. The spread matters as much as the count — 724 companies for 1,035 roles works out to roughly 1.4 openings per employer, which tells you this is a long-tail market. Most companies are hiring one or two frontend people, not staffing out whole teams. A handful of larger boards pull the average up, but the typical employer here has a single seat to fill. You can browse the full set on the frontend jobs board.

That structure has a practical consequence. If you're targeting volume — firing applications at companies with five or ten open frontend reqs — you'll run out of targets fast. The depth is in the breadth. Casting wider across the 724 employers beats hammering the same dozen.

Is frontend hiring growing or cooling?

It's growing, modestly. Net new roles over the trailing 28 days came in at +113, with 434 postings opened against 321 closed. That's a healthy ratio — about 1.35 openings for every closure — and it's the kind of positive churn you want to see. Roles are turning over (321 closed means jobs are getting filled or pulled, which is normal), but new demand is outrunning it.

I'd resist reading +113 as a boom. On a base of 1,035 it's a single-digit-percent monthly expansion, steady rather than explosive. But steady-positive with 186 brand-new employers underneath it is a better-quality growth than a spike driven by one company dumping fifty reqs. The expansion is distributed. If you want to watch how this moves week to week, the frontend movers page tracks the opens and closes.

Which companies are hiring fastest?

BJAK leads net new frontend hiring with +6 over 28 days, and notably all six of its active roles are new — there's no backlog here, it's a clean ramp. BJAK is the clearest single-company story in this edition.

Behind it, two companies tie at +4: Airwallex and Ro. The difference between them is worth a look. Airwallex carries 10 active frontend roles, so its +4 sits on top of an existing footprint — sustained, ongoing hiring. Ro shows +4 against just 4 active, meaning essentially its entire current frontend presence opened inside this window. One is a steady employer adding capacity; the other looks like a fresh push. Both are good news if you're applying, but they're different kinds of bet.

A cluster sits at +3: Easygo (7 active), Gen Digital, NISC, Sarvam (all three at 3 active), and Betsson (5 active). Then Phantom and Anduril Industries at +2, with 6 and 7 active roles respectively. What jumps out is how many of these — Gen Digital, NISC, Sarvam — have net new exactly equal to active count. Same pattern as Ro: these are companies whose visible frontend hiring is essentially all from this cycle. The presence of Easygo and Betsson, both with larger active counts, suggests a couple of employers in gaming-adjacent spaces keeping a consistent pipeline going. I'll only say what the postings support, but the contrast between "all-new" and "topping up an existing team" is the most actionable read in the mover table.

What do frontend jobs pay?

Among the minority that disclose, the median band is $120,000–$160,000/yr — but the honest answer is that most postings don't tell you. Only 18% disclose pay, and the median above rests on just 17 listings. That's a thin sample, and I won't dress it up as more than it is. Treat $120k–$160k as a directional midpoint for the disclosed slice, not a market-wide truth.

The disclosure rate itself is the more durable takeaway. Eighty-two percent of these companies are asking you to apply without naming a number. That's normal for direct-apply boards, where a lot of postings come from smaller or international employers who don't publish ranges, but it changes how you should prep: go in with your own band researched and be ready to anchor first, because the posting often won't anchor for you. I keep the disclosed figures aggregated on the frontend salaries page, and I'd read those numbers with the small-sample caveat front of mind.

What seniority levels are companies hiring for?

This is a senior market with almost no junior door. Of the 1,035 roles, 443 are explicitly senior and 118 are principal — so 561, more than half, sit at senior-and-above before you even count the 449 listed as unspecified seniority. Junior roles number just 17. Seventeen. Across more than a thousand postings.

That 17 is the figure I'd want every early-career reader to sit with. Frontend hiring at this level of the market is overwhelmingly aimed at people who already have a track record. Add the 7 director and 1 executive roles and the top end is small but present; the bottom end is nearly closed. The 449 "unspecified" bucket is the wildcard — some of those will be open to mid-level candidates who don't carry a senior title yet, and that's where I'd focus if you're two-to-four years in and don't see your level named outright.

For seniors and principals, the read is straightforward: the demand is genuinely there, with 561 roles explicitly pitched at you. For juniors, the read is harder but worth saying plainly — the direct-apply boards are not where the entry-level volume lives right now, at least not in frontend. You'll likely do better through internships, referrals, or company programs that never hit a public Greenhouse page.

What kind of frontend roles are these?

They're engineering roles, full stop — 1,032 of the 1,035 classify as engineering, with 3 flagged as junk (mislabeled or spam postings I filter). There's no meaningful split here into design-leaning or non-engineering frontend work in this dataset; if a posting says frontend, it's an engineering req. That's a useful expectation-setter. The roles assume you ship code, and the seniority skew above reinforces it: these companies want engineers who can own frontend work, not generalists who touch it.

Where are the remote frontend jobs?

Remote is 30% of listings — so a little under a third of these roles are remote, and a clear majority still expect you somewhere specific. That's a number worth recalibrating expectations against if you've been assuming frontend is a remote-default field. It isn't, at least not in first-party postings. Two out of three roles here tie to a location in some form.

Thirty percent is still a real pool — roughly 310 roles if the share holds across the full set — but it means remote-only searchers are filtering out the bulk of available demand from the start. If you can flex on location or hybrid, you open up a market more than three times larger.

Is this a good time to look for a frontend job?

For senior and principal engineers, yes — and the data backs that without much hedging. Net hiring is positive, 561 roles explicitly want your level, and 186 new companies just entered the market in 28 days. The combination of broadening demand and senior skew is about as favorable as this niche gets for experienced people.

For juniors, it's harder, and I'd rather be straight than encouraging. With 17 junior roles in the whole dataset, the direct-apply path is thin. That doesn't mean don't look — it means widen your channels and treat the unspecified-seniority postings as your realistic target, since some of those will take mid-level candidates the title doesn't name.

One caution on the optimism: this dataset captures companies' own Greenhouse, Lever and Ashby boards, so it skews toward employers who self-publish openly. It's a clean, first-party signal, but it's not the entire market — big enterprises that hire only through their internal portals or agencies won't all show up here. Read the trends as accurate for the direct-apply slice, which is exactly the slice you can act on without a recruiter in the middle.

The takeaway for job seekers

Start with the 186 new entrants and the +4-on-4 companies like Ro — fresh postings mean fresh processes, fewer applicants who've already been in the pipeline for weeks, and hiring managers who actually need someone now. If you're senior or principal, this is a market that wants you; apply broadly across the long tail rather than fixating on the handful of high-volume names. If you're early-career, point yourself at the 449 unspecified-seniority roles and supplement the direct-apply search with referrals, because 17 explicit junior openings won't carry you. And whoever you are: have your salary number ready before the first call, because four out of five of these postings won't give you one to react to. Watch the movers page for the next batch of first-time employers — that's where the freshest demand keeps showing up.