Labor Market Pulse · Information Technology · September 2026
Information Technology Labor Market Report: Huntington-Ashland, WV-KY-OH MSA — September 2026
Huntington's IT pay signals are diverging — and那 gap matters.
Network Engineer advertised pay jumped significantly to $90,509 even as Cybersecurity Analyst pay slipped to $99,713, against a metro unemployment rate of 4.5% and a 53.8% labor force participation rate — the lowest in the nation.
Free archive edition. Published by WageScape as sent to subscribers; data as of September 2026.
Key indicators
- Metro unemployment rate: 4.5% — June 2026, vs 4.0% statewide in August
- WV labor force participation: 53.8% — 51st nationally, down from 55.1% in 2024
- Metro job postings growth: +12.5% YoY — Early 2026, driven partly by Vertiv expansion
- Network Engineer pay gap: $23,891 — Metro $90,509 vs national $114,400 median
Key takeaways
Cybersecurity pay is softening locally while the national market heats up.
Metro Cybersecurity Analyst advertised pay moved down even as national rates rose moderately, a gap that may suggest employers here are struggling to post competitively or that the role mix has shifted toward junior tiers. Compensation teams should watch whether this reflects reduced demand or simply weaker local price discovery.
Network Engineer pay is catching up, but the gap is still wide.
Metro Network Engineer advertised pay rose significantly this cycle, yet the $23,891 national gap remains the largest among benchmarked IT roles. Given Vertiv's local data-center manufacturing footprint, this may signal early competition for infrastructure talent that hasn't yet fully repriced.
Recharge WV could make in-house upskilling cheaper than outsourcing.
House Bill 4004's reimbursement of up to $10,000 per employee for credential training tied to a 25% wage increase lowers the cost of building cybersecurity and cloud skills internally. IT leaders weighing build-vs-buy for infrastructure functions now have a subsidized path to grow talent rather than contract it out.
Remote-eligible roles are the metro's real competitive lever.
Ascend WV's relocation incentives and 96% retention among remote participants show distributed hiring works here better than traditional recruiting into a shrinking labor pool. Infrastructure and security roles that can be performed remotely may offer more hiring flexibility than commodity support functions tied to a physical office.
Median advertised pay by role — Huntington-Ashland, WV-KY-OH MSA
| Role | 25th percentile | Median advertised pay | 75th percentile | Metro trend | National median |
|---|---|---|---|---|---|
| Data Scientist * | $112,809 | $144,389 | $154,817 | Stable | $148,250 |
| Systems Administrator * | $76,937 | $92,321 | $102,187 | Stable | $101,168 |
| Network Engineer | $81,690 | $90,509 | $109,311 | Significant increase | $114,400 |
| Software Engineer | $118,535 | $149,936 | $149,950 | Significant increase | $153,652 |
| Help Desk/IT Support Specialist | $37,354 | $42,848 | $45,760 | Stable | $53,644 |
| Cybersecurity Analyst * | $81,900 | $99,713 | $127,000 | Moderate decline | $106,790 |
| IT Project Manager * | $100,335 | $110,175 | $122,028 | Stable | $117,530 |
* State-level figure shown where metro postings were too few.
WageScape's median is calibrated to correct for spurious low-value postings (reported as the 60th percentile of raw advertised pay). Download: CSV · JSON
Local market conditions
Huntington-Ashland's unemployment rate held near 4.5% in June 2026 against a statewide rate of 4.0% in August, while West Virginia's workforce participation rate sits at 53.8% — second-lowest in the nation. Metro job postings rose 12.5% year-over-year in early 2026, driven partly by Vertiv's data-center infrastructure manufacturing presence, suggesting hiring demand is outpacing the available local labor pool.
What it means
Network Engineer advertised pay in the metro jumped significantly this cycle yet remains $23,891 below the national median, while Cybersecurity Analyst pay moved down even as national demand accelerated — a divergence that signals local employers may be losing pricing power for specialized infrastructure and security talent. Shrinking labor force participation makes local-only hiring for cloud and security roles increasingly uneconomical relative to remote or outsourced alternatives. Consider evaluating whether network engineering and cybersecurity headcount should shift toward remote-eligible postings or managed-service arrangements rather than competing solely on local advertised pay.
Looking ahead
Worth watching: West Virginia's workforce participation rate sits at 53.8%, second-lowest nationally, with no near-term catalyst for reversal. IT leaders planning headcount growth in infrastructure or support should model a persistently thin local candidate pool rather than expecting cyclical recovery.
Emerging pressure point: Metro Network Engineer pay just posted a significant increase while Cybersecurity Analyst pay declined — a divergence worth tracking for whether it reflects genuine demand shifts or posting volatility in a thin market. A second consecutive month of movement in either direction would be more decision-relevant than this one.
Early indicator: Recharge WV's training reimbursements only recently became available; watch whether local employers begin advertising credential-linked upskilling as a retention tool over the next two cycles. Early adoption could shift the build-vs-buy calculus for cloud and security roles.
Potential inflection point: National WARN filings remain elevated at tech and telecom employers including Amazon, Meta, and Verizon. Any regional spillover into the Huntington-Ashland candidate pool, particularly in networking or systems administration, would be the first test of whether displaced national talent is willing to relocate into a low-participation labor market.
Methodology
Advertised pay from active employer job postings, not survey data. WageScape's median is calibrated to correct for spurious low-value postings: distribution analysis shows roughly the lowest 10% of raw values are erroneous entries, so the reported median is the 60th percentile of raw advertised pay. WageScape observes 98% of U.S. job openings daily.
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