Mobile App Developer — iOS, Android and React Native, US Product Teams

Product, media, health and fintech teams across the United States hire mobile developers to build and maintain the iOS and Android apps their customers actually use every day. Because the work is reviewable through a pull request and testable through TestFlight or a Play track, a large share of these roles are remote or offer a remote option.

What the work involves

Building screens and flows against a design system, integrating REST or GraphQL APIs, and handling the conditions the web rarely has to: no signal, a cold start, a backgrounded process, a device four years old. Beyond the code, you own the release — versioning, store submission, staged rollout, and watching the crash dashboard afterwards.

Requirements

• One platform in real depth: Swift and SwiftUI for iOS, or Kotlin and Jetpack Compose for Android
• Or React Native with TypeScript — and, for the senior band, the ability to write the native module rather than wait for someone else to
• Offline-first data handling, caching and state management, which is where most mobile bugs actually live
• App Store Connect and Google Play Console: submission, versioning, phased release and the review process
• Crash and performance monitoring — Sentry, Crashlytics or equivalent — and the habit of acting on it
• At least one app you have shipped to a public store and can point at

How the pay is structured

• Salaried roles sit against the BLS software developer occupation: a $135,980 median as of May 2025, with the lowest tenth under $82,460 and the highest tenth above $214,670
• Platform depth pays more than platform breadth. "Ships production Swift" beats "familiar with iOS, Android and Flutter" at the same number of years
• Cross-platform roles pay at the native band when the role expects native module work, and below it when it does not — the job description usually tells you which

Before you apply

Ask who owns the release. If one person has the signing certificates, the store accounts and the rollout decisions, and that person is leaving, you are inheriting a release process rather than joining one. It is a fair question and the answer is revealing.

Note: pay, remote policy, stack requirements and any sponsorship decision are set by each employer — not by JobGader. Confirm the details on the employer's own advertisement before applying.