Aggregated from live frontend developer postings rather than opinion. Every figure below is measured from real adverts and recalculated daily.
A frontend developer builds the part of the product people actually touch — turning a design into working interface code, wiring it to whatever the backend provides, and handling the long tail of reality a design file never shows: the loading state, the error state, the empty state, the form somebody submitted twice, the screen that is 320 pixels wide. It is harder than it looks from outside because it sits where three sets of constraints disagree — designers want it to look a specific way, product wants it shipped, and the browser remains the unreliable, wildly varied runtime it has always been.
Aggregated from the live descriptions of postings whose title names the role. Not a shortlist, and not anybody's opinion of what matters.
Share of Frontend Developer postings mentioning the skill — a posting asks for many, so these do not add to 100. Measured across postings whose title is the role.
21 of those 147 remote Frontend Developer roles are open to candidates anywhere in the world — the rest are remote within one country only. Most job boards do not separate the two.
The same skill list, split by the seniority of the posting asking for it. Bars run right where senior postings ask more often, left where mid-level postings do.
Percentage-point gap between the senior+ and mid-level shares naming each skill. Senior+ includes principal, staff and executive.
Everyone asks for the top of that first chart, so naming it proves nothing. These sit far enough down to differentiate you, and close enough to the top to be worth the effort.
United States 85 
Singapore 38 
Germany 15 
Canada 10 
Malta 6 
France 5 
Netherlands 5 
United Kingdom 5 Where our listings sit, not the world's — the corpus skews to US and English-language boards.
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The frameworks near the top of this chart are the ones employers are hiring for right now, which is a genuinely useful thing to know and a frequently misread one. It is a snapshot of open roles, not a prediction and not an endorsement — a framework can dominate the hiring market for years after the people who follow this closely have moved on, simply because there is a great deal of existing code in it.
For someone choosing where to spend learning time, the top of the list is where the jobs are and the middle is where the competition is thinner. Both are defensible strategies; what is not defensible is picking based on which one was loudest online this year, which is exactly what a measured list is useful for avoiding.
Underneath the framework churn sits a set of requirements that barely moves: the language the browser actually runs, the layout and styling model, testing, and increasingly accessibility and performance. Those appear across postings that share no framework at all.
They are also what the seniority chart above tends to separate on. Junior and mid postings name tools; senior ones name the concerns those tools are used to address. That gap is a fairly direct answer to what to learn next.
JavaScript or TypeScript, a component framework, the layout and styling model of the browser, and testing — plus, increasingly, accessibility and performance. The ranked list above shows the current share of postings naming each one, measured from live adverts and recalculated daily.
The chart above gives the distribution as minimums, meaning the lower bound each advert states. Frontend has a somewhat more accessible entry band than backend or devops, which is part of why it is a common first engineering role.
The ranked list above is the honest answer for employability: it shows what employers are hiring for right now rather than what is being discussed. Whichever you pick, the underlying language and browser fundamentals transfer between all of them and the framework does not.
The sample size at the top of this page is the direct answer, and it is recalculated daily rather than asserted. It is a smaller pool than backend or general software engineering, which is worth knowing, but it is a real and continuously replenished one.
The work-policy chart above shows the actual split for these postings, including how many are open to candidates in any country rather than remote within a single one. The second figure is always much smaller than the first and is the one that matters if you plan to stay where you are.
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Romania 
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Malaysia 
Taiwan 
Brazil