Meet the HENRYS: The Six-Figure Earners Who Don’t Feel Rich
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    HOUSE MEDIAN ASKING PRICES AND WEEKLY CHANGE     Sydney $1,736,779 (+1.11%)       Melbourne $1,057,340 (+0.67%)       Brisbane $1,151,226 (+0.91%)       Adelaide $1,015,559 (-0.31%)       Perth $1,005,131 (+1.51%)       Hobart $796,466 (+0.04%)       Darwin $882,186 (+3.28%)       Canberra $964,108 (-3.09%)       National $1,143,418 (+0.66%)                UNIT MEDIAN ASKING PRICES AND WEEKLY CHANGE     Sydney $795,054 (-0.05%)       Melbourne $519,602 (-0.44%)       Brisbane $725,709 (+0.28%)       Adelaide $576,859 (+0.27%)       Perth $556,364 (-0.30%)       Hobart $539,090 (+1.17%)       Darwin $431,601 (-3.46%)       Canberra $496,653 (+1.87%)       National $602,168 (+0.09%)                HOUSES FOR SALE AND WEEKLY CHANGE     Sydney 12,039 (+174)       Melbourne 12,993 (-35)       Brisbane 7,289 (-39)       Adelaide 2,335 (-40)       Perth 5,251 (-17)       Hobart 827 (+11)       Darwin 144 (+1)       Canberra 937 (+12)       National 41,815 (+67)                UNITS FOR SALE AND WEEKLY CHANGE     Sydney 9,101 (+9)       Melbourne 6,848 (-50)       Brisbane 1,320 (-17)       Adelaide 358 (+2)       Perth 1,221 (-32)       Hobart 171 (+4)       Darwin 244 (+4)       Canberra 1,120 (+13)       National 20,383 (-67)                HOUSE MEDIAN ASKING RENTS AND WEEKLY CHANGE     Sydney $800 ($0)       Melbourne $580 ($0)       Brisbane $670 ($0)       Adelaide $630 (-$10)       Perth $700 ($0)       Hobart $600 (+$8)       Darwin $750 ($0)       Canberra $690 (-$10)       National $685 (-$2)                UNIT MEDIAN ASKING RENTS AND WEEKLY CHANGE     Sydney $750 (-$10)       Melbourne $599 (-$1)       Brisbane $650 ($0)       Adelaide $535 (+$8)       Perth $650 (-$25)       Hobart $460 (-$5)       Darwin $595 (-$5)       Canberra $570 ($0)       National $612 (-$6)                HOUSES FOR RENT AND WEEKLY CHANGE     Sydney 5,374 (-74)       Melbourne 7,632 (-176)       Brisbane 3,997 (+12)       Adelaide 1,498 (-8)       Perth 2,385 (-46)       Hobart 156 (-18)       Darwin 100 (+7)       Canberra 417 (-34)       National 21,559 (-337)                UNITS FOR RENT AND WEEKLY CHANGE     Sydney 7,991 (-97)       Melbourne 5,949 (-41)       Brisbane 1,977 (-78)       Adelaide 411 (-13)       Perth 729 (-25)       Hobart 70 (-7)       Darwin 149 (+12)       Canberra 680 (-44)       National 17,956 (-293)                HOUSE ANNUAL GROSS YIELDS AND TREND         Sydney 2.40% (↓)       Melbourne 2.85% (↓)       Brisbane 3.03% (↓)       Adelaide 3.23% (↓)       Perth 3.62% (↓)     Hobart 3.92% (↑)        Darwin 4.42% (↓)     Canberra 3.72% (↑)        National 3.11% (↓)            UNIT ANNUAL GROSS YIELDS AND TREND         Sydney 4.91% (↓)     Melbourne 5.99% (↑)        Brisbane 4.66% (↓)     Adelaide 4.82% (↑)        Perth 6.08% (↓)       Hobart 4.44% (↓)     Darwin 7.17% (↑)        Canberra 5.97% (↓)       National 5.28% (↓)            HOUSE RENTAL VACANCY RATES AND TREND       Sydney 2.0% (↑)      Melbourne 1.9% (↑)      Brisbane 1.4% (↑)      Adelaide 1.3% (↑)      Perth 1.2% (↑)      Hobart 1.0% (↑)      Darwin 1.6% (↑)      Canberra 2.7% (↑)      National 1.7% (↑)             UNIT RENTAL VACANCY RATES AND TREND       Sydney 2.4% (↑)      Melbourne 3.8% (↑)      Brisbane 2.0% (↑)      Adelaide 1.1% (↑)      Perth 0.9% (↑)      Hobart 1.4% (↑)      Darwin 2.8% (↑)      Canberra 2.9% (↑)      National 2.2% (↑)             AVERAGE DAYS TO SELL HOUSES AND TREND       Sydney 26.8 (↑)        Melbourne 27.0 (↓)       Brisbane 29.6 (↓)       Adelaide 24.7 (↓)       Perth 34.3 (↓)       Hobart 27.7 (↓)       Darwin 25.7 (↓)       Canberra 26.9 (↓)       National 27.8 (↓)            AVERAGE DAYS TO SELL UNITS AND TREND         Sydney 27.1 (↓)       Melbourne 27.4 (↓)       Brisbane 29.3 (↓)       Adelaide 26.8 (↓)       Perth 34.5 (↓)       Hobart 26.7 (↓)     Darwin 31.3 (↑)      Canberra 39.7 (↑)        National 30.4 (↓)           
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Meet the HENRYS: The Six-Figure Earners Who Don’t Feel Rich

When you’re a HENRY—high earner, not rich yet—a hefty salary isn’t enough to buy freedom from financial pressure

By CALLUM BORCHERS
Mon, Oct 7, 2024 11:09amGrey Clock 4 min

Fifteen years ago if you’d told April Little that she’d make $300,000 a year, she would have pictured a life free of financial stress.

“The white picket fence—I have the whole visual in my head,” says Little, 38 years old, a human-resources executive turned career coach in Rochester, N.Y. “I don’t want to sound ungrateful, but when I got to that proverbial mountaintop I realised there’s a lot of expenses. And I still don’t own a home.”

So go the plush-but-not-too-plush lives of the Americans who qualify as HENRY—high earner, not rich yet.

Little makes multiple six figures running her own business but carries $90,000 of college and grad-school debt. Child care and education for her three children would be so costly that she and her husband decided the better option was for him to leave his radio job to parent and home-school full time.

New census data show 14.4% of U.S. households bring in $200,000 or more a year, a near record. Yet the money doesn’t have the buying power those earners wish it did, partly due to the rising prices hammering us all and partly due to the supercharged costs of things like houses and cars. HENRYs describe feeling stuck on a hamster wheel—a nice one that other hamsters envy—but running in place nonetheless.

Oh come on, you’re thinking . You’re asking me to feel sympathy for Audi-driving, Chase Sapphire-loving, Whole Foods-shopping consultant types with kids in private school?

Well…not exactly. But what they’re feeling is a version of what a lot of Americans at every income level face—making more money but not feeling like there’s a surplus. The essence of being a HENRY is feeling a gap between what you have and what you think you need to be comfortable.

What these high earners consider essentials might be termed luxuries (or nonsense) by the rest of us, but it’s also true that it takes more money to feel rich these days. And their great fear is becoming a HENRE: high earner, not rich ever .

Short of expectations

Attorney Joshua Siegel doesn’t expect sympathy as he motors around Los Angeles in his Lexus SUV. He just figured at age 40, having risen to partner and chair of the transactional tax group at Albrecht Law, that he might be driving from a house he owns to a country club where he’s a member.

Instead, his occasional golf outings take him from his rental home to a public course. Raising three kids in one of the country’s most expensive cities has been a reality check, he says. He’s also realised that a lot of people with jobs like his come from wealthy families where trust funds and down-payment assistance give them financial head starts.

The son of an electrician and a dental assistant, Siegel is making his own way in the white-collar world.

“It really just feels like treading water,” he says.

Monique So, a 40-year-old financial consultant, says she and her husband, a software engineer, have a net worth in the mid-seven figures. But she likely won’t breathe easy until, or if, they accumulate an eight-figure net worth. Daycare for their 2-year-old takes a $30,000 bite out of their family budget.

“I have this scarcity mindset that is very common,” she says.

What it takes to feel rich

Caitlin Frederick, director of financial planning at Ullmann Wealth Partners in Jacksonville Beach, Fla., says many of her mid career clients are less affluent than their salaries suggest. She advises a lot of prototypical millennials who racked up student loans in hopes of vaulting into high-paying jobs. They delayed buying houses and starting families while climbing professional ladders.

The first part of their plans worked, she says. The degrees led to hefty incomes. Now that they’re having kids, shopping for real estate and wishing to upgrade their Camrys, they’re discovering that many of life’s major expenses shot up faster than the overall rate of inflation.

Lifestyle creep is a factor too, she says, noting clients who overspend on trips and restaurants.

“It is easy for people to just continue to increase their lifestyle every time they get a promotion,” Frederick says.

Then again, they watched their slightly older co-workers spend freely, and buy lake houses, too. The good life requires more money than it used to, she adds.

In 2009, the median home price was $220,900, according to the Federal Reserve, and a new car cost an average of $23,276, according to the Energy Department. Had prices increased at the rate of the consumer-price index, the average house would cost $322,000 today and a car would cost $34,000. Instead, the Fed reports an average house goes for $412,000 today, and a typical new car is $48,000, according to Kelley Blue Book.

The national going rate for a babysitter 15 years ago was $10.50 an hour, according to Care.com. Now it’s $18.38, 20% more than if the cost had tracked the consumer-price index.

Budget-conscious HENRYs tell me it’s often hard to find mid tier options in, well, anything, as companies push luxury versions of everything from high-end water bottles to $1,000-a-night hotel rooms .

Another big-ticket item

Another financial curveball comes up frequently in my conversations with high earners: school costs.

Nearly half of American private schools increased enrolment in the last academic year, according to the Cato Institute. Parents who originally planned to send their children to public school tell me they’ve gone private for reasons that include pandemic learning disruptions, public schools’ difficulty retaining good teachers and budget problems . Some say they’re convinced private schools are the only places their kids will thrive, though more than 80% of American kids attend public school.

Brad Gyger and his wife shuttle their three children around in a 2014 GMC Yukon with 130,000 miles—not exactly the late-model, luxury ride he expected to own as a three-time chief revenue officer in the tech sector. Then again, he didn’t anticipate annual private-school tuition payments roughly equivalent to the price of a new, fully loaded Cadillac Escalade.

Gyger, now an independent sales consultant in California, says he didn’t consider private education until a few years ago, when he and his wife concluded their oldest child would thrive in a more academically challenging environment. The school could also accommodate their second child’s learning needs. And how could they leave out the youngest?

Gyger, 46, says his family is fortunate to even have education options. The trade-off is living more modestly than his résumé might suggest.

He gave up gym and tennis-club memberships, opting to stay fit on the cheap by cycling and lifting dumbbells in his garage. And forget about upgrading from the home the couple bought in 2015.

“We’re probably never moving,” says Gyger. He hopes they’ll remodel the kitchen. Someday.



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In a Sea of Tech Talent, Companies Can’t Find the Workers They Want

A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.

By CALLUM BORCHERS
Thu, Oct 2, 2025 4 min

There has rarely, if ever, been so much tech talent available in the job market. Yet many tech companies say good help is hard to find.

What gives?

U.S. colleges more than doubled the number of computer-science degrees awarded from 2013 to 2022, according to federal data. Then came round after round of layoffs at Google, Meta, Amazon, and others.

The Bureau of Labor Statistics predicts businesses will employ 6% fewer computer programmers in 2034 than they did last year.

All of this should, in theory, mean there is an ample supply of eager, capable engineers ready for hire.

But in their feverish pursuit of artificial-intelligence supremacy, employers say there aren’t enough people with the most in-demand skills. The few perceived as AI savants can command multimillion-dollar pay packages. On a second tier of AI savvy, workers can rake in close to $1 million a year .

Landing a job is tough for most everyone else.

Frustrated job seekers contend businesses could expand the AI talent pipeline with a little imagination. The argument is companies should accept that relatively few people have AI-specific experience because the technology is so new. They ought to focus on identifying candidates with transferable skills and let those people learn on the job.

Often, though, companies seem to hold out for dream candidates with deep backgrounds in machine learning. Many AI-related roles go unfilled for weeks or months—or get taken off job boards only to be reposted soon after.

Playing a different game

It is difficult to define what makes an AI all-star, but I’m sorry to report that it’s probably not whatever you’re doing.

Maybe you’re learning how to work more efficiently with the aid of ChatGPT and its robotic brethren. Perhaps you’re taking one of those innumerable AI certificate courses.

You might as well be playing pickup basketball at your local YMCA in hopes of being signed by the Los Angeles Lakers. The AI minds that companies truly covet are almost as rare as professional athletes.

“We’re talking about hundreds of people in the world, at the most,” says Cristóbal Valenzuela, chief executive of Runway, which makes AI image and video tools.

He describes it like this: Picture an AI model as a machine with 1,000 dials. The goal is to train the machine to detect patterns and predict outcomes. To do this, you have to feed it reams of data and know which dials to adjust—and by how much.

The universe of people with the right touch is confined to those with uncanny intuition, genius-level smarts or the foresight (possibly luck) to go into AI many years ago, before it was all the rage.

As a venture-backed startup with about 120 employees, Runway doesn’t necessarily vie with Silicon Valley giants for the AI job market’s version of LeBron James. But when I spoke with Valenzuela recently, his company was advertising base salaries of up to $440,000 for an engineering manager and $490,000 for a director of machine learning.

A job listing like one of these might attract 2,000 applicants in a week, Valenzuela says, and there is a decent chance he won’t pick any of them. A lot of people who claim to be AI literate merely produce “workslop”—generic, low-quality material. He spends a lot of time reading academic journals and browsing GitHub portfolios, and recruiting people whose work impresses him.

In addition to an uncommon skill set, companies trying to win in the hypercompetitive AI arena are scouting for commitment bordering on fanaticism .

Daniel Park is seeking three new members for his nine-person startup. He says he will wait a year or longer if that’s what it takes to fill roles with advertised base salaries of up to $500,000.

He’s looking for “prodigies” willing to work seven days a week. Much of the team lives together in a six-bedroom house in San Francisco.

If this sounds like a lonely existence, Park’s team members may be able to solve their own problem. His company, Pickle, aims to develop personalised AI companions akin to Tony Stark’s Jarvis in “Iron Man.”

Overlooked

James Strawn wasn’t an AI early adopter, and the father of two teenagers doesn’t want to sacrifice his personal life for a job. He is beginning to wonder whether there is still a place for people like him in the tech sector.

He was laid off over the summer after 25 years at Adobe , where he was a senior software quality-assurance engineer. Strawn, 55, started as a contractor and recalls his hiring as a leap of faith by the company.

He had been an artist and graphic designer. The managers who interviewed him figured he could use that background to help make Illustrator and other Adobe software more user-friendly.

Looking for work now, he doesn’t see the same willingness by companies to take a chance on someone whose résumé isn’t a perfect match to the job description. He’s had one interview since his layoff.

“I always thought my years of experience at a high-profile company would at least be enough to get me interviews where I could explain how I could contribute,” says Strawn, who is taking foundational AI courses. “It’s just not like that.”

The trouble for people starting out in AI—whether recent grads or job switchers like Strawn—is that companies see them as a dime a dozen.

“There’s this AI arms race, and the fact of the matter is entry-level people aren’t going to help you win it,” says Matt Massucci, CEO of the tech recruiting firm Hirewell. “There’s this concept of the 10x engineer—the one engineer who can do the work of 10. That’s what companies are really leaning into and paying for.”

He adds that companies can automate some low-level engineering tasks, which frees up more money to throw at high-end talent.

It’s a dynamic that creates a few handsomely paid haves and a lot more have-nots.

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