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Morgan Stanley tech pay in 2024: What you'll earn from intern to director

If you're looking for a long-term technology job in finance, you might want to work at Morgan Stanley. Its technology leaders tend to stick around in the company for a while, but does the pay warrant working your way up there?

Using data from, we've looked at average compensation at each seniority from analyst to executive director. We've also looked at compensation for its 2024 intern class to see what you'll be paid if you join at the ground level.

How much do you earn as a software engineer at Morgan Stanley

Globally, compensation at Morgan Stanley appears to start slow and ramp up very quickly. At $77.5k, average global pay for analysts on Morgan's Stanley's technology team, is lower than at Goldman Sachs and JPMorgan, but higher than at Citi. Morgan Stanley's pay doesn't progress too much at associate level, but at VP it almost doubles to $177.8k

As at JPMorgan, Morgan Stanley's engineering managers seem to get the better rub when it comes to pay. Engineering managers at director at the bank level appear to earn significantly more than standard software engineers.

How much does Morgan Stanley pay tech interns?

While it's difficult to find global figures, New York's pay transparency laws show you what you're likely to earn at the bank's headquarters. 

2024 internships advertised last year for both quants and tech analyst at Morgan Stanley had maximum salaries of $110k, or roughly $52.88 per hour. In a 10-week internship program, you'd earn a total of $21.2k. Some Morgan Stanley tech interns were only earning $13.5k, however.

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Where does Morgan Stanley pay its engineers the most?

In New York, Morgan Stanley pays its engineers $190.2k on average.

It's also very competitive in London, paying more than Goldman Sachs and Citi. Singapore, meanwhile, appears to be one of its weakest locations for comparative pay.

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Bear with us if you leave a comment at the bottom of this article: all our comments are moderated by human beings. Sometimes these humans might be asleep, or away from their desks, so it may take a while for your comment to appear. Eventually it will – unless it’s offensive or libelous (in which case it won’t.)

AUTHORAlex McMurray Editor
  • Un
    9 March 2024

    Give a rise to the dev that wants to understand before committing to implementation.

    Working on 2 projects in parallel is very likely to increase total time of delivery Vs sequential (ad with sequential delivery at least you get the benefits from the first project while you develop the second).

    My experience with devs is seeing people in the office for the time they are paid for and sometimes carry on working (just because they like it) when back at home.

    Also, remember their bonuses are not directly linked to the impact of their work (can the bank sell a new product? They won’t get a share. Got a new account? No share. Increased marked share? It won’t benefit them). The model is designed to work that way, you can’t blame people for optimising their work accordingly.

  • Un
    8 May 2019

    I do not understand why banks are trying to attract so many developers. My personal experience with developers is negative (both front and back office devs). They refuse to code stuff that they do not understand, hence I have to spend time explaining what the algorithms are supposed to do (i once even had to explain what matrix inversion is...).
    They do not like working on multiple projects, apparently this is against their Scrum beliefs.
    They start looking for a new job the moment the job becomes intensive.
    Not to mention that to implement something simple Project Manager, Business Analyst, Scrum Master, Tester, Developer and so on have to be recruited each doing something infinitesimal...

    I very rarely see a developer in the office before 9:30am and after 5:30pm. They need their flexible hours...

    The list goes on and on...

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