Cardiologist Salary Guide
Quick Facts: Cardiologist Compensation 2026
Average annual salary: $450,000 - $750,000
Highest-paying subspecialty: Interventional Cardiology and Electrophysiology
Top-paying states/regions: California, Texas, New York, Florida, and Massachusetts
Cardiologist Salary Overview
Cardiologist compensation varies significantly based on subspecialty training, practice setting, geographic location, and years of experience. Across the United States, cardiovascular specialists remain among the highest-paid medical providers, reflecting both the technical complexity of cardiac care and the essential role cardiologists play in managing life-threatening conditions.
Subspecialty-trained cardiologists, particularly those in interventional cardiology and electrophysiology, typically command compensation at the higher end of salary ranges due to procedural volume, call requirements, and advanced technical expertise. This section breaks down how experience level, geographic region, and practice setting influence earning potential for both permanent and locum tenens cardiologist positions.
By Experience Level
Experience significantly impacts cardiologist compensation. Earning potential increases as you build procedural proficiency, develop referral networks, and demonstrate expertise in complex cardiac cases.
Annual Cardiologist Salary by Experience Level
Early Career
Building procedural skills, establishing practice patters, general cardiology or subspecialty foudation
Mid-Career
Proven procedural competency, subspecialty expertise, possible leadership roles
Experienced
Advanced case management, complex procedures, practice leadership, mentorship
Cardiologist earning potential more than doubles from $350K to $950K+ as you build expertise and advance to leadership roles.
Top-Paying States for Cardiologists
Geographic location significantly influences cardiologist compensation. Factors including cost of living, provider shortages, patient volumes, payer mix, and regional healthcare demand drive substantial salary variations across states.
Cardiologist Compensation by State (Top Markets)
1. California
$550,000 – $850,000
High
Large metropolitan markets, academic medical centers, high patient volumes
2. Texas
$520,000 – $800,000
Moderate
Major metro growth, no state income tax, expanding healthcare infrastructure
3. New York
$500,000 – $780,000
High
NYC and academic centers, high acuity, specialty referral patterns
4. Florida
$480,000 – $750,000
Moderate
Aging population, high cardiac disease prevalence, no state income tax
5. Massachusetts
$490,000 – $770,000
High
Academic medical center concentration, research opportunities, specialty expertise
6. Pennsylvania
$470,000 – $740,000
Moderate
Multiple major metro areas, academic institutions, diverse practice settings
7. Illinois
$460,000 – $720,000
Moderate – High
Chicago metro concentration, Midwest regional referral hub
8. Ohio
$450,000 – $710,000
Moderate
Cleveland Clinic and academic presence, lower cost of living advantages
9. North Carolina
$460,000 – $730,000
Moderate
Research Triangle, growing population, expanding healthcare systems
10. Washington
$480,000 – $750,000
Moderate – High
Seattle metro demand, Pacific Northwest lifestyle destination
All Star Healthcare Solutions connects cardiologists with opportunities across all 50 states, matching your subspecialty expertise and geographic preferences with positions that align with your compensation goals and lifestyle priorities.
Texas and Florida offer $480,000 – $800,000 salaries with no state income tax—a significant take-home pay advantage over comparable markets.
By Practice Setting
Practice setting influences both compensation structure and earning potential. Different environments offer unique benefits beyond base salary, from procedural volume opportunities to lifestyle considerations.
Large Hospital Systems and Academic Medical Centers: Cardiologists earn $500,000 – $800,000 annually in major hospital systems. Compensation packages typically include comprehensive benefits such as malpractice coverage, CME allowances, retirement contributions, and opportunities for teaching or research stipends. These positions often provide access to advanced imaging technology, multidisciplinary cardiac teams, and complex case volumes that support subspecialty skill development.
Private Cardiology Groups: Annual pay ranges from $450,000 – $750,000 in private group practices. These positions often feature productivity-based compensation with wRVU bonuses, partnership tracks with profit-sharing potential, and ancillary revenue opportunities from in-office imaging, stress testing, and other cardiac services. Call requirements and administrative responsibilities vary based on group size and structure.
Community Hospitals: Cardiologists receive $400,000 – $650,000 annually in community hospital settings. These roles typically offer strong work-life balance, predictable call schedules, and the ability to build long-term patient relationships while managing a broad spectrum of cardiac conditions with appropriate subspecialty referral pathways when needed.
Outpatient Cardiology Clinics: Compensation reaches $380,000 – $550,000 annually in outpatient-focused practices. These positions emphasize preventive cardiology, chronic disease management, non-invasive testing, and lifestyle-focused schedules with minimal to no overnight call requirements, appealing to cardiologists prioritizing work-life balance.
Locum tenens positions across all settings typically include comprehensive benefits packages. Standard inclusions are housing stipends or furnished accommodations, travel reimbursement, malpractice coverage with tail insurance, credentialing support, and licensing assistance, significantly increasing total compensation value by an estimated 20-30% beyond stated hourly rates.
Cardiology Subspecialty Salary Comparison
Subspecialty training significantly impacts cardiologist compensation, with procedural subspecialties commanding premium pay due to technical complexity, call requirements, and revenue generation potential. Understanding these differences helps guide fellowship decisions and career planning.
Interventional Cardiologist Compensation
Interventional cardiologists perform coronary interventions, structural heart procedures, and complex catheterization laboratory work, commanding the highest compensation in cardiovascular medicine. Permanent positions typically pay $600,000 – $950,000 annually, while locum tenens interventional cardiologists earn significantly higher daily rates.
Compensation reflects intensive call requirements, procedural volume expectations, catheterization laboratory availability, and the technical expertise required for percutaneous coronary interventions and advanced structural heart procedures. Many positions include wRVU-based productivity bonuses that can substantially increase total compensation for high-volume operators.
Interventional cardiologists and electrophysiologists earn $600,000 – $950,000 annually, commanding the highest compensation in cardiovascular medicine.
All Star currently has 90 open Cardiology locums positions.
Find one in your area.
Electrophysiologist Salary Ranges
Cardiac electrophysiologists specializing in arrhythmia management, ablation procedures, and device implantation earn $580,000 – $900,000 annually in permanent roles. Locum tenens electrophysiology positions command 25% rates, reflecting the specialized nature of EP lab procedures and device management.
EP compensation accounts for procedural complexity, device implantation volume, ablation case mix, on-call requirements for urgent arrhythmia management, and the extended training required for fellowship completion. Remote monitoring and device clinic responsibilities often provide additional compensation streams beyond procedural work.
Noninvasive Cardiologist Pay
Noninvasive cardiologists focusing on clinical cardiology, imaging interpretation, preventive care, and chronic disease management earn $380,000 – $550,000 annually. Locum tenens noninvasive cardiology rates vary, reflecting clinic-based practice patterns and imaging volume.
While base compensation may be lower than procedural subspecialties, noninvasive positions often provide better lifestyle balance with predictable schedules, limited call requirements, and opportunities for advanced imaging credentials that can increase earning potential through echocardiography, cardiac CT, or cardiac MRI interpretation.
Invasive Cardiologist Earnings
Invasive cardiologists performing diagnostic catheterizations without interventional procedures typically earn $500,000 – $750,000 annually in permanent positions. Locum tenens invasive cardiology compensation ranges from $1,800 – $3,200/day, positioned between noninvasive and interventional subspecialty pay scales.
These positions balance procedural work with clinical cardiology, requiring catheterization laboratory proficiency while maintaining flexibility for transition to interventional practice if desired. Call requirements for urgent diagnostic catheterizations and catheterization laboratory availability significantly influence compensation structures.
Key Compensation Factors
Beyond experience level, location, and subspecialty, several additional factors significantly impact cardiologist compensation and overall career satisfaction. Understanding these elements empowers you to evaluate opportunities holistically and negotiate packages that align with your professional goals and personal priorities.
The following factors play crucial roles in determining both immediate pay and long-term career trajectory. Thoughtful evaluation of these components helps you maximize earning potential while ensuring sustainable practice conditions that support fulfilling, long-term cardiology careers.
Education & Certifications
Board certification by ABIM in Cardiovascular Disease is essential. Subspecialty fellowship training in interventional cardiology, electrophysiology, advanced heart failure, or cardiac imaging typically increases compensation 20-40%, translating to $50,000 – $150,000 additional annual earnings reflecting technical expertise and market demand for specialized procedural skills.
Practice Factors
wRVU-based compensation models, procedural volume expectations, and call requirements significantly influence cardiologist earnings. Typical conversion factors range from $55 – $75 per wRVU. Medical director and catheterization laboratory leadership roles add $25,000 – $100,000 annually, while intensive call schedules command additional stipends reflecting availability demands.
Market Demand
Projected cardiologist shortages drive competitive compensation nationwide, particularly in rural areas and interventional/EP subspecialties.
Facilities offer $25,000 – $100,000 sign-on bonuses to attract qualified candidates. Urgent coverage needs command premium rates 15–30% above standard compensation, creating exceptional opportunities for flexible providers.
Urgent coverage needs command premium rates 15–30% above standard compensation, creating exceptional opportunities for flexible providers.
All Star Healthcare Advantage
Competitive compensation matters, but it represents just one element of your career satisfaction and success. At All Star Healthcare Solutions, we partner with cardiologists to maximize not just earning potential, but overall career fulfillment through comprehensive support and genuine advocacy throughout your career journey.
With over two decades connecting cardiovascular specialists to opportunities nationwide, we understand what matters most to you—whether that's maximizing income through strategic locum tenens assignments, finding permanent positions that align with your subspecialty expertise, exploring different practice environments while maintaining procedural competency, or achieving sustainable work-life balance in a demanding specialty. Here's how we support your success.
Expert Compensation Negotiation and Market Intelligence
Our consultants possess deep knowledge of cardiology compensation across all 50 states, subspecialties, and practice settings. We negotiate on your behalf to secure competitive pay while clarifying the full value of benefits packages—from malpractice coverage and wRVU conversion factors to call stipends and partnership timelines.
Comprehensive Credentialing and Licensing Support
We manage the cardiology credentialing process from start to finish, handling document collection, primary source verification, and communication with facility credentialing offices. This includes subspecialty-specific privileging for catheterization laboratory procedures, EP lab work, or advanced imaging, allowing you to focus on patient care.
Flexible Assignment Options Matching Your Goals
We take time to understand your preferences regarding location, procedural volume, call requirements, and practice setting. Then we match you with cardiology opportunities that align with your subspecialty training and career goals across short-term locum tenens, extended contracts, or permanent positions.
24/7 Dedicated Support Throughout Your Assignment
Your assigned consultant remains available throughout every assignment as your advocate and problem-solver. We're available around the clock for urgent matters and maintain regular check-ins to ensure everything meets expectations, addressing concerns before they become issues throughout your cardiology career.
Ready to Explore Cardiology Opportunities?
Whether you're exploring locum tenens for the first time, seeking your next permanent position, or ready to find an assignment that better aligns with your compensation goals and subspecialty expertise, All Star Healthcare Solutions is here to guide you through every step of the process.
Our cardiology consultants specialize in matching cardiovascular specialists with opportunities that support both your financial objectives and career aspirations. With opportunities nationwide—from high-volume catheterization laboratories to academic medical centers to flexible locum tenens assignments in desirable locations—we'll connect you with positions that align with your expertise, preferences, and goals while respecting your need for work-life balance in this demanding specialty.
Frequently Asked Questions About Cardiologist Salaries
Cardiologists earn $450,000 - $750,000 annually in permanent positions, with subspecialty training significantly impacting compensation. Locum tenens cardiologists typically earn up to 20% more. These figures reflect base compensation and vary based on subspecialty, geographic location, practice setting, and years of experience.
When evaluating total compensation, consider the full package including wRVU productivity bonuses, call stipends, sign-on bonuses ranging from $25,000 – $100,000, partnership potential with profit-sharing, and comprehensive benefits that reduce out-of-pocket expenses for malpractice insurance, tail coverage, licensing, and continuing education.
Interventional cardiologists and cardiac electrophysiologists typically earn the highest compensation, with annual salaries ranging from $450,000 – $750,000. These subspecialties command premium pay due to procedural complexity, intensive call requirements, catheterization laboratory or EP lab availability, and the additional fellowship training required beyond general cardiology.
Compensation differences reflect procedural volume expectations, technical expertise requirements, revenue generation potential, and market demand for these subspecialty skills. Noninvasive cardiologists earn $450,000 – $750,000 annually, representing lower base compensation but often providing better work-life balance with predictable schedules and limited call requirements.
Work Relative Value Units (wRVUs) measure physician productivity based on the complexity and volume of services provided. Many cardiology compensation models include base salary covering a minimum wRVU threshold, with additional productivity bonuses earned when exceeding benchmarks. Typical conversion factors range from $55 – $75 per wRVU.
Procedural subspecialties generate higher wRVUs per clinical hour due to catheterization procedures, ablations, and device implantations compared to clinic-based evaluation and management services. Understanding your wRVU targets, conversion factors, and whether compensation models include caps or tiered bonus structures is essential when evaluating cardiology offers.
California, Texas, New York, Florida, and Massachusetts typically offer the highest cardiologist compensation, with annual salaries ranging from $450,000 – $750,000. However, cost of living significantly impacts purchasing power, and states with lower baseline salaries but also lower costs of living may offer comparable net financial positions.
Rural areas within many states offer premium compensation to attract cardiologists to underserved communities, with some rural facilities offering $25,000 – $75,000 above metropolitan compensation. States with no income tax such as Texas and Florida provide additional take-home pay advantages when comparing geographically.
New cardiologists completing general cardiology fellowship typically receive starting offers of $450,000 – $750,000 annually, while interventional cardiology and electrophysiology fellowship graduates command $450,000 – $750,000. Starting salaries should include evaluation of sign-on bonuses, relocation assistance, loan repayment programs, and partnership timelines.
First-year cardiologists working locum tenens assignments can achieve competitive annual earnings particularly when accepting assignments in high-need areas or providing urgent coverage that commands premium rates. Starting compensation should be evaluated in context of call requirements, wRVU expectations, and potential for productivity bonuses.
Locum tenens cardiologists earnings almost always exceed permanent salary equivalents when calculated hourly and accounting for paid time off. Subspecialty-trained cardiologists working full-time locum tenens schedules can exceed $800,000 annually through strategic assignment selection.
Locum tenens compensation includes coverage for malpractice insurance with full tail coverage, travel expenses, housing stipends, and credentialing costs—expenses that reduce take-home pay for permanently employed cardiologists by an estimated 20-30%. Our consultants help you understand the complete compensation picture, comparing total package value across opportunities.
Private practice cardiologists with partnership status often earn more than employed cardiologists when accounting for profit-sharing, ancillary revenue from in-office services such as echocardiography and stress testing, and potential catheterization laboratory or ambulatory surgery center ownership interests. However, employed positions typically offer more predictable income, comprehensive benefits, and reduced business risk.
Partnership track timelines, buy-in requirements, practice overhead, and call obligations significantly impact the risk-reward profile of private practice versus employed positions. Our consultants help you evaluate both models based on your career stage, financial goals, and risk tolerance.
Cardiologists typically work 50-60 hours per week including clinical time, call coverage, and administrative responsibilities. Interventional cardiologists and electrophysiologists often work longer hours due to procedural demands and urgent on-call requirements for STEMI activations or urgent ablations.
Locum tenens cardiology provides significant flexibility in setting your own schedule based on income goals and work-life balance priorities. Many locum tenens cardiologists work intensive blocks of clinical time followed by extended time off, creating annualized hours that align with personal preferences while maintaining competitive annual income.
Data Sources Cited
- Medscape Physician Compensation Report 2025
- Doximity 2025 Physician Compensation Report
- MGMA DataDive 2025 Provider Compensation and Productivity Report
- U.S. Bureau of Labor Statistics - Occupational Employment and Wage Statistics (Cardiologists)
Getting Started in Your New Role as a locum
Beginning your locum tenens career with All Star means entering each role prepared, adaptable, and backed by expert support.
- Be flexible, proactive, and make a strong first impression
- Choose an experienced agency with clear communication and full-service support
- Ensure your coverage, compensation, and contracts are well understood
Once you’ve chosen a locum tenens nurse practitioner role and you’re ready to start pursuing the next phase of your career with help from All Star, it’s time to set your expectations for the early days of your new position. Here are some pro tips from our staffing experts on how to make the most of your first days on the job.
Understand that Orientation Might Be Brief
Often, locum tenens nurse practitioner positions are available because the permanent staff is overworked or shorthanded. They really need someone to hit the ground running and start making a difference right away. So maximize your orientation time with really targeted questions like:
- What are the EHR systems?
- What are the emergency protocols?
- What is the referral process?
- What are the local pharmacy and lab procedures?
- How does work flow through the practice?
- Who are the key contacts for the practice?
Make a Great First Impression
Sometimes you’ll be going into clinic settings that are a little stressed or tense. Short staffing can make even the most supportive and welcoming new coworkers edgy at times. The best thing for you to do is to be as friendly, positive, and adaptable as possible in your early days.
Understand Your Scope of Practice
Just like cultures can differ from one clinic to the next, practice norms can differ from healthcare system to healthcare system. It’s important that you understand things like:
- Your level of autonomy in that state
- What situations require physician collaboration
- What protocols and restrictions exist in that facility
- How schedules and rotations are created
Get to Know the Chain of Command
We know you’ll be meeting a lot of new people and learning a lot of new things in your new locum tenens role, but it’s important that you know things like:
- Who you report to
- How to escalate clinical issues
- Who handles vital functions like scheduling, ordering, and patient feedback
Protect Your License
Regardless of who is covering your malpractice insurance—your staffing agency, the employer, or yourself—make sure it’s active and that you have appropriate coverage. You don’t want to make any mistakes where insurance and your coverage are concerned.
Get to Know the Patient Population
Every community has its own cultural norms and health trends, so getting to know the patient population will help you treat them with more empathy. Understanding things like language preferences, social determinants, and prevalent conditions can help you deliver better care.
Stay Organized
Locum tenens positions for nurse practitioners can come with a lot of paperwork, so make sure you keep copies of your important documents in a safe, accessible location. Contracts, insurance policies, and licenses should all be stored in filing cabinets, safety deposit boxes, or lock boxes to keep them organized and reachable.
- Tip from an All Star Pro: Keep detailed notes and write down anything unusual or concerning that you may experience during your locum tenens contract. Don’t forget to date your records just in case you need them in the future.
Communicate Early and Often
No one wants to be a squeaky wheel, but proactive communication with All Star and the on-site team is critical to resolving issues quickly and effectively. It’s OK to speak up if you see something you don’t agree with, and it’s important to keep everyone in the loop.
Be Adaptable
Even the most well-prepared facilities may have gaps or surprises in store, and we all know that processes and protocols change from practice to practice, so keep your cool and stay focused on delivering high-quality care.
- Tip from an All Star Pro: Don’t forget that we’re here to help with tricky situations like scope creep, scheduling breakdowns, or other issues.
Choosing the Locum Tenens Companies
We know that this guide is an exciting introduction into the world of locum tenens for nurse practitioners, taking you through the process from beginning to end. Before you get started though, we wanted to highlight one of the most critical facets—finding, selecting and partnering with the ideal nurse practitioner staffing agency. There are lots of things to consider, and in this section, we’re going to highlight the most important.
Reputation Counts
Do your research and learn about the staffing agency’s reputation in the industry and online. Talk to your colleagues, check online reviews, and follow them on social media to get a feel for how they show up in the world. Look for:
- Positive reviews on nurse practitioner forums, social media, and employment platforms like Glassdoor
- How long they’ve been in business and how many advanced practitioners they’ve helped
- Recognition and accolades from professional associations
- Client and employer testimonials
All Star is proud to have a national reputation for excellence in advanced practitioner staffing services, with over 30 years of experience and an ever-growing network.
Experience Counts
While young startup staffing agencies might be enthusiastic, they lack the experience necessary to place advanced practitioners like you in high-quality positions. You need a staffing agency that understands:
- Your scope of practice
- Your licensing needs
- Your credentialing timelines
- Your insurance obligations
Communication Counts
Your time is valuable and your schedule is busy, which is why you should only partner with a staffing agency that respects your time, understands your goals, and goes above and beyond to keep you informed throughout the process. Ask yourself:
- Are they up front about rates, locations, and responsibilities?
- Do they respond quickly and clearly to questions or concerns?
- Do they explain contract terms effectively, making every effort to clarify key points?
Support Counts
The right nurse practitioner staffing agency does so much more than just compiling lists of opportunities and emailing them over once a week. A truly professional staffing agency will have all the resources to help you navigate the locum tenens process, providing help with things like:
- Navigating multi-state licensure and compact states
- Handling your paperwork and timelines
- Covering your application fees or assisting with reimbursement
Coverage Counts
Your staffing agency should have processes in place to help with your malpractice insurance coverage. Whether they provide it directly to their clients or they facilitate malpractice insurance provisions through employers, they should ensure that you’re provided with:
- Occurrence-based or claims-made insurance with tail coverage
- Adequate and appropriate policy limits
- Appropriate insurance documentation and copies of your policies
Compensation Counts
You should be able to rely on your staffing agency to fully explain and outline the pay rates, policies, stipends, and other financial arrangements you’ll need for your locum tenens role.
Variety Counts
Another reason to select an established, well-respected agency like All Star is that we can offer a wide range of opportunities, filtered by state, specialty, setting, and duration. We make it possible to truly tailor your experience without compromising on what matters most to you.
Relationships Count
There’s no point in partnering with a recruiter who doesn’t listen to your goals and advocate for your preferences. Instead, build a strong, long-term partnership with a staffing agency like All Star that respects you and wants to build a lasting relationship with you. No matter what staffing agency you ultimately select, make sure you:
- Will have a consistent, reliable point of contact
- Know how often they’ll check in
- Ask for references and referrals from other advanced practitioners and employers
Quality Counts
The best staffing agencies, like All Star, are compliant, ethical, and committed to providing the highest quality experience for everyone involved. We are here to put our expertise, network, and experience to work for you as your career advocates.
Your Locum Tenens Journey Starts Here
Locum tenens roles for nurse practitioners are an empowering path to career success on your terms. Whether that means gaining new skills, working in new settings, or achieving a better work-life balance, locums offer the flexibility, competitive pay, and enhanced experience you’re craving.
At every stage of this journey, having the right staffing partner on your side makes all the difference. When you work with All Star, you’ll get more than just a recruiter in your inbox. You’ll get access to our top-tier network of employers, customized support solutions, and a trusted advocate who shares your goals and aspirations. Our Red Carpet Service commitment will help you navigate every step with confidence.
Ready to see where locum tenens might take you? Let’s get started! Your opportunities are waiting.