Denver Data & Analytics: Python, SQL, AWS Lead 443 Roles -- January 2026

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Denver's data job market in January 2026 features 467 roles across 280 employers, with strong remote availability (69%) and a median of $181K among the 27% of tracked roles with employer-disclosed salary ranges. Professional Services and Fintech lead hiring activity.

This report analyzes 443 Data & Analytics job postings from 269+ companies tracked via direct employer career pages and job board aggregators. Our coverage skews toward tech-forward and scaling companies; large enterprises using enterprise hiring platforms may be underrepresented. Coverage varies by section and is noted throughout.

Key Takeaways for Job Seekers

1.0Leverage pay transparency 27% of tracked roles include employer-disclosed salary ranges. Where available, use these figures to benchmark expectations before negotiating.

1.1Target enterprise employers Large companies represent 58% of postings and typically offer competitive base salaries and benefits.

1.2Build Python and SQL proficiency These skills appear in 51% and 41% of roles respectively, forming the foundation of most data positions.

1.3Consider remote opportunities 69% remote availability means you can access Denver-based roles from anywhere, expanding your options.

1.4Explore Professional Services At 18% of postings, consulting and services firms offer varied project exposure for career development.

Skills Demand

61% of roles with skills data

Low

High

Skills insight: Python (51%) and SQL (41%) remain foundational skills, with AWS (20%) leading cloud platforms. Modern data stack tools like Airflow (15%), Snowflake (13%), and dbt (12%) show strong demand. The Python + SQL skill pair appears in 34% of roles, confirming their combined importance.

Seniority Distribution

Junior: 0-2 years | Mid-Level: 3-5 years | Senior: 6-10 years | Staff/Principal: 11+ years (IC track) | Director+: Management track

Low

High

vs December 2025

Biggest Gainer

Director+

+3pp

Biggest Decline

Staff/Principal

-4pp

Senior-to-Junior Ratio

12:1

Senior+ roles per Junior role

Entry Accessibility Rate

21%

Junior + Mid-Level roles combined

Senior roles lead at 50%, with Staff/Principal at 16% and Mid-Level at 15%. Director+ roles gained 3 percentage points month-over-month, while Staff/Principal declined 4 points. Junior positions at 7% remain limited, creating a challenging entry market for new professionals.

Working Arrangement

Onsite: office full-time | Hybrid: mix of office and remote | Remote: work from anywhere | Flexible: employee chooses arrangement

99% of roles with known working arrangement

69%Remote

Remote69%

Flexible20%

Hybrid8%

Onsite3%

Remote positions lead at 69%, with Flexible at 20%, Hybrid at 7%, and Onsite at just 3%. Denver employers have embraced distributed work models, expanding the candidate pool nationally while allowing local talent to compete regardless of office proximity.

Role Specialization

Low

High

vs December 2025

Biggest Gainer

Data Scientist

+4pp

Biggest Decline

Data Engineer

-2pp

ML Engineer leads at 24%, followed by Data Scientist at 20% and Data Engineer at 18%. Data Scientist gained 4 percentage points month-over-month, suggesting continued investment in modeling and analytics capabilities. Data Analyst roles at 16% emphasize business intelligence and stakeholder communication.

IC vs Management Track

86%IC

Individual Contributor86%

Management14%

Individual Contributors comprise 87% of roles versus 13% Management, reflecting the technical nature of data work. Management opportunities indicate ongoing team-building activity, with employers seeking leaders to guide data initiatives and build team structure.

Compensation

27% of roles with disclosed salary ranges

Overall Distribution

25th Percentile

$146K

Median

$181K

75th Percentile

$225K

IQR (Spread)

$79K

Advertised Salary by Seniority

Advertised Salary by Role

Market Context

1.January 2026 layoffs US tech layoffs reached their highest levels since 2009, creating a challenging hiring environment and increased competition for open roles.

2.Colorado pay transparency Colorado's pay transparency law requires salary disclosure, though only 27% of tracked roles include employer-provided ranges. This lower coverage reflects the exclusion of predicted or estimated salaries, limiting figures to directly disclosed data.

3.Remote work prevalence Denver employers maintain strong remote work offerings at 69%, reflecting lasting post-pandemic flexibility norms in the tech sector.

4.Enterprise hiring stability Large companies account for 58% of tracked postings, suggesting enterprise employers continue hiring despite broader market uncertainty.

5.Senior talent focus The 11:1 senior-to-junior ratio indicates employers prioritize experienced hires who can deliver immediate impact over building junior pipelines.

Methodology

This report analyzes direct employer job postings for Data & Analytics roles in Denver during January 2026.

Data collection:

1.Over 400 roles from 280+ employers aggregated from multiple sources
2.Recruitment agency postings identified and excluded (8% of raw data)
3.Jobs deduplicated across sources to avoid double-counting

Classification:

1.Roles classified using an LLM-powered taxonomy
2.Subfamily, seniority, skills, and working arrangement extracted
3.Employer metadata enriched from company databases where available

Limitations:

1.Not a complete census of the market - some roles may not be captured
2.Skills analysis based on 269 roles with skill data (61% coverage)
3.Salary data available due to pay transparency law
4.Working arrangement based on 160 ATS-sourced roles (Adzuna excluded due to truncated descriptions)

Data coverage:

78%

Seniority coverage

Roles with seniority level classified

99%

Arrangement coverage

Roles with working arrangement known

61%

Skills coverage

Roles with skills extracted from description

68%

Employer metadata

Roles with enriched company data

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