Gastroenterologist Salary Guide
Quick Facts: Gastroenterologist Compensation 2025
| Average annual salary | $475,000 - $575,000 |
| Highest-paying subspecialty | Advanced Endoscopy (ERCP/EUS) |
| Top-paying regions | Plains ($745,000), Mid-Atlantic ($604,000), Southeast (~$604,500) |
Gastroenterologist Salary Overview
Gastroenterologist compensation varies significantly based on practice type, employment structure, subspecialty focus, geographic location, and years of experience. Across the United States, GI physicians remain among the highest-paid medical specialists, reflecting both the procedural revenue potential of endoscopic services and the essential role gastroenterologists play in cancer screening, chronic disease management, and acute gastrointestinal emergencies.
Practice ownership and ambulatory surgery center equity substantially impact total compensation, with partner-track gastroenterologists often earning 30-50% more than employed counterparts due to profit-sharing and ancillary revenue streams. This section breaks down how experience level, geographic region, and practice setting influence earning potential for both permanent and locum tenens gastroenterologist positions.
By Experience Level
Experience significantly impacts gastroenterologist compensation. Earning potential increases as you build endoscopic proficiency, develop referral networks, and progress toward partnership or ownership opportunities.
| Experience Level | Permanent Annual Salary | Typical Focus Areas |
|---|---|---|
| Early Career (0-3 years) | $475,000 - $525,000 | Building procedural skills, establishing practice patterns, general gastroenterology foundation |
| Mid-Career (4-10 years) | $525,000 - $575,000 | Proven endoscopic competency, partnership consideration, referral network development |
| Experienced (10+ years) | $550,000+ (top earners exceed $600,000) | Advanced procedures, practice leadership, partnership/ownership, mentorship roles |
Top-Paying Regions for Gastroenterologists
Geographic location significantly influences gastroenterologist compensation. Factors including cost of living, provider shortages, endoscopy center density, payer mix, and regional healthcare demand drive substantial salary variations across states.
Top-Paying Regions (2025)
Highest-Paying Regions by Average Annual Compensation:
- Plains Region: ~$745,000 average annual compensation
- Mid-Atlantic: ~$604,000
- Southeast & Atlantic Islands: ~$604,500
- Southwest: ~$583,500
- New England: ~$554,500
- West: ~$518,500
Top-Paying States for Gastroenterologists (2025)
| Rank | State | Salary Range | Cost of Living | Key Market Drivers |
|---|---|---|---|---|
| 1 | Florida | $490,000 - $600,000+ (average ~$545,000; top earners reach $1,020,000) | Moderate | Aging population, high screening volumes, no state income tax, strong private practice culture |
| 2 | Texas | $475,000 - $600,000+ | Moderate | Major metro growth, high demand (locum roles pay $3,255/day), no state income tax, strong private practice culture |
| 3 | New York | $449,000 - $600,000 | High | NYC and regional centers, high patient volumes, diverse payer mix, established GI networks |
| 4 | California | $450,000 - $600,000 | High | Large metropolitan markets, high procedure volumes, ASC ownership opportunities, academic presence |
| 5 | Massachusetts | $475,000 - $575,000 | High | Academic medical center concentration, IBD specialty centers, Boston area demand |
| 6 | Washington | $475,000 - $575,000 | Moderate-High | Seattle metro demand, Pacific Northwest lifestyle destination, strong healthcare infrastructure |
| 7 | Pennsylvania | $475,000 - $575,000 | Moderate | Multiple major metros, established GI practice networks, Mid-Atlantic region |
| 8 | Illinois | $475,000 - $575,000 | Moderate-High | Chicago metro concentration, Midwest regional referral hub |
| 9 | North Carolina | $475,000 - $575,000 | Moderate | Research Triangle growth, Charlotte metro expansion, expanding healthcare systems |
| 10 | Arizona | $475,000 - $575,000 | Moderate | Phoenix metro expansion, retirement population screening needs, desert lifestyle destination |
All Star Healthcare Solutions connects gastroenterologists with opportunities across all 50 states, matching your practice preferences and subspecialty expertise with positions that align with your compensation goals and lifestyle priorities.
By Practice Setting
Practice setting influences both compensation structure and earning potential. Different environments offer unique benefits beyond base salary, from ASC ownership potential to lifestyle considerations and procedural autonomy.
Private Practice Group (Non-PE): Gastroenterologists earn $475,000 - $600,000 annually in private group practices, with partnership status often pushing total compensation to $600,000 - $800,000+ when including profit-sharing and ASC ownership distributions. These positions typically feature productivity-based compensation with wRVU bonuses, partnership tracks requiring buy-in investments, and significant ancillary revenue opportunities from in-office procedures, pathology services, and ambulatory surgery center equity.
Private Equity-Owned Groups: Annual pay ranges from $475,000 - $575,000 in PE-backed gastroenterology practices. These positions often provide competitive base salaries with RVU-based productivity incentives, but partnership structures differ from traditional private practice with earn-out provisions, equity unit distributions, and post-acquisition changes to call coverage and administrative expectations affecting long-term compensation trajectory.
Hospital-Employed (Non-Academic): Gastroenterologists receive $475,000 - $550,000 annually (average ~$514,208) in community hospital employment. These roles typically offer stable base salaries with moderate productivity bonuses, comprehensive benefits including malpractice coverage and retirement contributions, and predictable schedules with defined call obligations, appealing to GI physicians prioritizing work-life balance over maximum earning potential.
Academic Medical Centers: Compensation reaches $425,000 - $525,000 annually in academic gastroenterology positions. These roles emphasize research, teaching, and advanced procedural training with protected time for scholarly activities, opportunities for Public Service Loan Forgiveness eligibility, and potential for supplemental income through consulting, industry relationships, and moonlighting to offset lower base compensation compared to private practice.
Locum Tenens: Gastroenterologists working locum tenens assignments earn significantly more on average. Some markets offer high daily rates, plus callback pay.
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.
Key Compensation Factors
Beyond practice type, employment structure, and geographic location, several additional factors significantly impact gastroenterologist 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 gastroenterology careers.
Education & Certifications
Board certification and advanced procedural training directly impact gastroenterologist compensation. Subspecialty expertise and additional certifications command significant premiums reflecting technical complexity and market demand.
Board Certification (ABIM - Gastroenterology): Board certification by the American Board of Internal Medicine in Gastroenterology is the baseline expectation for competitive compensation. Non-certified gastroenterologists face significant earning limitations and restricted opportunities.
Advanced Endoscopy Fellowship Training: Gastroenterologists with fellowship training in advanced therapeutic endoscopy (ERCP, EUS) command the highest premiums in the specialty. These advanced procedural skills are in particularly high demand, with facilities competing aggressively for providers who can perform complex biliary interventions, pancreatic procedures, and endoscopic ultrasound-guided diagnostics and therapeutics.
Subspecialty Expertise Impact: Advanced endoscopy training can significantly increase earning potential due to:
- Higher complexity procedures generating more RVUs per case
- Stronger negotiating position due to limited provider supply
- Access to specialized referral networks
- Premium compensation in academic and tertiary care centers
Additional High-Value Certifications:
- Interventional Endoscopy: ERCP and EUS capabilities are particularly valued
- Inflammatory Bowel Disease (IBD): Specialized IBD expertise enhances marketability in academic and specialty centers
- Advanced Imaging: Expertise in capsule endoscopy and advanced imaging modalities
- Bariatric Endoscopy: Growing demand as obesity treatment options expand
All Star's consultants understand how to position your advanced training and subspecialty expertise to maximize compensation in both locum tenens and permanent opportunities.
Practice Factors
Day-to-day practice characteristics significantly influence gastroenterologist compensation, with factors such as endoscopy volume expectations, wRVU productivity targets, call requirements, and administrative responsibilities directly affecting both base pay and overall work satisfaction.
Endoscopy Volume and wRVU Productivity: Most gastroenterology compensation models are heavily wRVU-based. Typical annual wRVU targets range from 8,000 - 12,000 for full-time gastroenterologists, with conversion factors ranging from $55 - $75 per wRVU. High-volume endoscopy practices with efficient nursing support enable gastroenterologists to exceed baseline targets, generating substantial productivity bonuses. Colonoscopy and therapeutic procedures (ERCP, EUS) generate significantly more RVUs per clinical hour than consultations.
ASC Ownership and Profit-Sharing: Ambulatory surgery center ownership provides substantial additional income through facility fee distributions. Buy-in investments typically range from $100,000 - $300,000 depending on ownership percentage and facility valuation. ASC ownership can add $75,000 - $200,000+ annually to clinical compensation through profit distributions, often providing return on investment within 3-5 years.
Call Requirements: GI call for urgent endoscopy (GI bleeding, foreign body removal) influences compensation. Positions with frequent call requirements typically offer 10-20% higher base compensation or separate call stipends. Facilities requiring 24/7 GI coverage availability often provide additional compensation or arrange call-sharing among group members.
Partnership Timeline and Buy-In Structure: Understanding partnership tracks is crucial for long-term earning potential. Typical partnerships require 2-4 years as an associate before buy-in opportunities. Partnership structures may involve cash investments, practice loans with reduced compensation during associate years, or sweat equity arrangements. Partner gastroenterologists typically earn 30-50% more than employed counterparts due to profit-sharing.
Administrative Responsibilities: Medical director roles, endoscopy center directors, and quality officers receive additional compensation ranging from $25,000 - $75,000 annually. Academic positions with teaching responsibilities may include protected time but often at reduced clinical compensation.
Market Demand
Market dynamics directly impact gastroenterologist compensation and opportunities, with sustained provider shortages and increasing colorectal cancer screening mandates creating exceptional leverage for qualified candidates throughout the United States.
Growing Demand Drivers: Multiple factors drive increasing demand for gastroenterologists:
- Aging Population ("Silver Wave"): Growing population requiring colorectal cancer screening and chronic GI disease management
- Colorectal Cancer Screening Expansion: Lowered screening age recommendations (now starting at 45) increasing procedure volumes
- Rising IBD Prevalence: Inflammatory bowel disease diagnoses increasing, requiring specialized long-term management
- Preventive Care Emphasis: Healthcare systems prioritizing preventive endoscopy for early cancer detection
Sign-On Bonuses: The competitive market for gastroenterologists drives substantial sign-on bonuses averaging $46,040, with ranges from $15,000 - $100,000 depending on location, practice type, and urgency of need. Rural and underserved areas often offer premium sign-on packages plus loan repayment assistance.
Urgent Coverage Needs: Facilities facing immediate GI coverage gaps due to provider departures, unexpected leaves, or sudden volume increases often pay premium rates 20-40% above standard locum tenens compensation. Holiday coverage, particularly for Thanksgiving, Christmas, and New Year periods, commands additional premiums.
Reimbursement Pressures: While demand remains strong, some gastroenterologists report compensation pressure. Recent data indicates average GI pay declined slightly from ~$512,000 in 2023 to ~$495,000 in 2024, attributed to reimbursement cuts and practice consolidation. However, private practice gastroenterologists with ASC ownership continue experiencing strong compensation growth through facility revenue.
This combination of high demand, procedural revenue potential, and ASC ownership opportunities positions gastroenterology among the most financially rewarding specialties in medicine, particularly for providers pursuing partnership tracks in private practice settings.
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 gastroenterologists 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 GI specialists to opportunities nationwide, we understand what matters most to you—whether that's finding private practice partnerships with ASC ownership potential, exploring flexible locum tenens assignments between positions, securing hospital employment with predictable compensation, or evaluating opportunities based on procedural volume and call requirements. Here's how we support your success.
Expert Compensation Negotiation and Partnership Evaluation
Our consultants possess deep knowledge of gastroenterology compensation across all 50 states, practice models, and partnership structures. We negotiate on your behalf to secure competitive base pay while clarifying the full value of benefits packages including wRVU conversion factors, productivity bonus structures, ASC buy-in opportunities, profit-sharing timelines, and partnership requirements. We help you evaluate the true long-term earning potential of different practice models, comparing employed positions against partnership tracks with realistic projections.
Comprehensive Credentialing and Privileging Support
We manage the gastroenterology credentialing process from start to finish, including subspecialty privileging for advanced procedures like ERCP and EUS. This includes document collection, primary source verification, communication with facility credentialing offices, and ensuring your procedural competency documentation meets facility requirements. We handle multi-state licensing for gastroenterologists working locum assignments, reducing administrative burden substantially.
Practice Model Expertise and Strategic Career Planning
We understand the nuances between private practice, PE-owned groups, hospital employment, and academic positions. Our consultants help you evaluate opportunities based on your career stage and goals—whether you're seeking partnership potential with ASC ownership, predictable employed compensation, or flexible locum tenens work. We provide transparent intelligence about partnership timelines, buy-in requirements, call expectations, and realistic earning trajectories for different practice models.
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 about procedure volumes, call schedules, or partnership progression before they become issues. Many All Star gastroenterologists work with the same consultant for years, creating relationships built on trust, understanding, and shared success.
Ready to Explore Gastroenterology Opportunities?
Whether you're exploring locum tenens for the first time, seeking partnership opportunities with ASC ownership potential, or ready to find an assignment that better aligns with your compensation goals and procedural interests, All Star Healthcare Solutions is here to guide you through every step of the process.
Our gastroenterology consultants specialize in matching GI specialists with opportunities that support both your financial objectives and career aspirations. With opportunities nationwide—from high-volume private practice partnerships 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 and procedural satisfaction.
View Open Gastroenterologist Positions
Frequently Asked Questions About Gastroenterologist Salaries
What is the average Gastroenterologist salary in the United States?
Gastroenterologists earn $475,000 - $575,000 annually in permanent positions, with practice type and ownership status significantly impacting compensation. These figures reflect base compensation and vary substantially based on practice setting, partnership status, geographic location, and subspecialty training.
When evaluating total compensation, consider the complete package including wRVU productivity bonuses, ASC profit distributions, sign-on bonuses ranging from $15,000 - $100,000 (average $46,040), partnership buy-in opportunities, and comprehensive benefits that reduce out-of-pocket expenses for malpractice insurance, tail coverage, licensing, and continuing education.
Do Gastroenterologists make more in private practice than hospital employment?
Yes. Private practice partner gastroenterologists typically earn 30-50% more than hospital-employed counterparts, with annual compensation often exceeding $600,000 - $800,000+ when including profit-sharing and ASC ownership distributions. Private practice offers maximum earning potential through productivity incentives, ambulatory surgery center equity, and ancillary revenue from pathology and anesthesia services.
Hospital employment provides $475,000 - $550,000 (average ~$514,208) with stable base salary, comprehensive benefits, and predictable schedules but limited upside potential compared to partnership positions. The trade-off involves balancing maximum compensation and clinical autonomy in private practice against income stability and reduced business risk in employment models.
How do wRVUs work in Gastroenterologist compensation?
Work Relative Value Units measure physician productivity based on procedure complexity and volume. Most gastroenterology compensation models include base salary covering minimum wRVU thresholds, typically 8,000 - 12,000 annually, with productivity bonuses earned when exceeding benchmarks. Conversion factors range from $55 - $75 per wRVU, with colonoscopy and therapeutic procedures generating higher wRVUs per clinical hour than consultations.
Understanding your wRVU targets, conversion factors, tier structures, and whether compensation models include caps or diminishing returns at high production levels is essential when evaluating gastroenterology offers. Efficient endoscopy practices with strong nursing support enable higher wRVU generation without excessive working hours.
What regions pay Gastroenterologists the highest salaries?
According to recent compensation data, the Plains region offers the highest average gastroenterologist compensation at approximately $745,000 annually, followed by the Mid-Atlantic (~$604,000) and Southeast/Atlantic Islands (~$604,500) regions.
Top individual states include Florida (average $545,000, with top earners exceeding $1,020,000), Texas (strong demand with locum rates up to $3,255/day), and New York ($449,000+). However, cost of living significantly impacts purchasing power, and states with lower baseline salaries but also lower costs of living may offer comparable or superior net financial positions after tax and housing adjustments.
States with no income tax such as Texas and Florida provide additional take-home pay advantages when comparing geographically. Rural areas within many states offer premium compensation to attract gastroenterologists to underserved communities, with some rural facilities offering $50,000 - $150,000 above metropolitan compensation plus loan repayment assistance.
What is a good starting salary for a new Gastroenterologist?
New gastroenterologists completing fellowship typically receive starting offers of $475,000 - $525,000 annually as employed physicians, with private practice associate positions offering similar ranges during pre-partnership years. Starting packages should include evaluation of sign-on bonuses (average $46,040, range $15,000-$100,000), relocation assistance, loan repayment programs, and partnership timelines with clear buy-in requirements and profit-sharing structures.
First-year gastroenterologists working locum tenens assignments can achieve competitive annual earnings particularly when accepting assignments in high-need areas or providing urgent coverage commanding premium rates. Starting compensation should be evaluated in context of procedural volume expectations, call requirements, wRVU targets, and potential for partnership advancement within 2-4 years.
What is a typical ASC buy-in for Gastroenterologists?
ASC buy-in investments for gastroenterologists typically range from $100,000 - $300,000 depending on facility valuation, ownership percentage offered, and practice financing arrangements. Many practices structure buy-ins as cash investments, practice loans with repayment through reduced compensation during associate years, or sweat equity arrangements where associates work at reduced pay before achieving partner status.
ASC ownership provides substantial additional income through facility fee distributions, often adding $75,000 - $200,000+ annually to clinical compensation depending on procedure volume and ownership percentage. Return on investment typically occurs within 3-5 years, with ongoing distributions providing significant long-term financial benefits beyond clinical revenue generation. ASC ownership is one of the primary factors driving the 30-50% compensation premium that partner gastroenterologists earn over employed counterparts.
How do Gastroenterologist locum tenens rates compare to permanent salaries?
Locum tenens Gastroenterologists often exceed permanent salary equivalents when calculated hourly and accounting for paid time off. Gastroenterologists working full-time locum tenens schedules can achieve $500,000 - $650,000+ annually through strategic assignment selection, particularly when accepting urgent coverage assignments or providing weekend/holiday coverage commanding premium rates.
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 gastroenterologists by an estimated 20-30%. Our consultants help you understand the complete compensation picture, comparing total package value across employment models to maximize your earning potential and lifestyle preferences.
Data Sources Cited
- Medscape Gastroenterologist Compensation Report 2025
- Doximity 2025 Physician Compensation Report
- MGMA DataDive 2025 Provider Compensation and Productivity Report
- U.S. Bureau of Labor Statistics - Physicians and Surgeons Occupational Outlook
Cardiologist Salary Guide
Quick Facts: Cardiologist Compensation 2025
| 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.
| Experience Level | Permanent Annual Salary | Typical Focus Areas |
|---|---|---|
| Early Career | $350,000 – $450,000 | Building procedural skills, establishing practice patterns, general cardiology or subspecialty foundation |
| Mid-Career | $500,000 – $650,000 | Proven procedural competency, subspecialty expertise, possible leadership roles |
| Experienced | $650,000 – $950,000 | Advanced case management, complex procedures, practice leadership, mentorship |
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.
Top-Paying States
| Rank | State | Salary Range | Cost of Living | Key Market Drivers |
|---|---|---|---|---|
| 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.
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.
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.
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.
View Open Cardiologist Positions
Frequently Asked Questions About Cardiologist Salaries
What is the average cardiologist salary in the United States?
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.
Which cardiology subspecialty pays the most?
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.
How do wRVUs work in cardiologist compensation?
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.
What states pay cardiologists the highest salaries?
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.
What is a good starting salary for a new cardiologist?
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.
How do cardiologist locum tenens rates compare to permanent salaries?
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.
Do private practice cardiologists earn more than employed cardiologists?
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.
How many hours do cardiologists work per week?
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)
Emergency Medicine Salary Guide
Quick Facts: Emergency Medicine Doctor Compensation 2025
| Average annual salary | $380,000 - $460,000 |
| Highest-paying subspecialty | Critical Care, Toxicology, and Pediatric Emergency Medicine (15-30% premium) |
| Top-paying states/regions | New Mexico, Alabama, Georgia, Arizona, Idaho |
Locum tenens emergency medicine providers typically higher hourly rates, with subspecialists and those willing to serve high-need areas often receiving premium pay 15-25% above standard rates.
Emergency Medicine Salary Overview
Emergency medicine compensation varies based on subspecialty training, practice setting, geographic location, and years of experience. Across the United States, ER doctors remain among the most sought-after medical providers, reflecting both the demanding nature of emergency care and the critical role emergency departments play in healthcare delivery.
Subspecialty-trained emergency medicine providers, particularly those with critical care, toxicology, or pediatric emergency medicine fellowships, typically command pay at the higher end of compensation ranges. This section breaks down how experience level, geographic region, and practice setting influence earning potential for both permanent and locum tenens emergency medicine positions.
By Experience Level
Experience significantly impacts emergency medicine compensation. Earning potential increases as you build expertise, develop procedural proficiency, and demonstrate the ability to manage high-acuity patients efficiently.
| Experience Level | Permanent Annual Salary | Typical Focus Areas |
|---|---|---|
| Early Career (0-3 years) | $280,000 - $310,000 | Building foundational EM skills, developing efficiency, managing common presentations |
| Mid-Career (4-9 years) | $320,000 - $370,000 | Proven reliability, shift leadership, quality improvement involvement |
| Experienced (10+ years) | $375,000 - $450,000+ | Clinical judgment expertise, mentorship roles, complex case management |
Top-Paying States/Regions for Emergency Medicine
Geographic location significantly influences emergency medicine compensation. Factors including cost of living, provider shortages, patient volumes, and regional healthcare demand drive salary ranges.
Top-Paying States for Emergency Medicine (2025)
| Rank | State | Salary Range | Cost of Living | Key Market Drivers |
|---|---|---|---|---|
| 1 | New Mexico | $475,000 | Moderate | Provider shortages in underserved areas; growing metro populations in Albuquerque; high demand for EM coverage |
| 2 | Alabama | $454,000 | Low-Moderate | Rural hospital needs; competitive markets in Birmingham and Mobile; regional medical center demand |
| 3 | Georgia | $446,000 | Moderate | Atlanta metro growth; expanding healthcare infrastructure; high patient volumes |
| 4 | Idaho | $435,000 | Moderate | Boise metro expansion; mountain resort communities; shortage in rural areas |
| 5 | Arizona | $430,000 | Moderate | Phoenix and Tucson metros; retirement population drives volume; desert lifestyle destination |
| 6 | Texas | $422,000 | Moderate | Houston, Dallas, Austin metros; high patient volumes; no state income tax |
| 7 | Ohio | $406,000 | Low-Moderate | Cleveland, Columbus, Cincinnati metros; strong academic presence; lower cost of living advantages |
| 8 | California | $405,000 | High | San Francisco Bay Area and Los Angeles metro demand; strong academic presence; high cost of living offset by higher pay |
| 9 | Wyoming | $404,000 | Moderate | Critical access hospitals; resort town needs; low population density creates coverage challenges |
| 10 | Wisconsin | $402,000 | Moderate | Milwaukee and Madison metros; Great Lakes region; strong hospital systems |
Other High-Paying States:
- New York: $380,000 - $450,000 (NYC and academic centers drive compensation; upstate offers lower COL with competitive pay)
- Washington: $375,000 - $440,000 (Seattle metro and Pacific Northwest demand; strong healthcare infrastructure)
- Massachusetts: $370,000 - $440,000 (Concentration of academic medical centers in Boston area; high-acuity trauma centers)
- Florida: $360,000 - $430,000 (Tampa, Miami, Jacksonville growth; aging population; no state income tax)
- Oregon: $370,000 - $420,000 (Portland area and coastal communities; lifestyle destination)
- Colorado: $365,000 - $415,000 (Denver metro and mountain resort communities; growing population)
- North Carolina: $350,000 - $410,000 (Research Triangle and Charlotte metros; academic medical centers)
All Star Healthcare Solutions maintains nationwide relationships with facilities in all 50 states, connecting emergency medicine providers with opportunities matching their geographic preferences and compensation goals.
By Practice Setting
Practice setting influences both compensation structure and earning potential. Different environments offer unique benefits beyond base salary.
Large Hospital Systems and Trauma Centers: ER doctors earn $375,000 - $450,000 annually in high-volume trauma centers. Compensation packages typically include comprehensive benefits such as malpractice coverage, CME allowances, retirement contributions, and shift differentials for overnight and weekend coverage. These positions often involve the highest patient acuity, fastest pace, and most complex resuscitations.
Community Hospitals: Annual pay ranges from $320,000 - $400,000 in community emergency departments. These positions often feature predictable schedules, broad case mix, and strong integration into local healthcare communities. Call requirements may be more manageable than larger trauma systems, though ER doctors handle everything from minor complaints to critical emergencies.
Freestanding Emergency Departments: Emergency medicine providers receive $300,000 - $370,000 annually in freestanding ED settings. These facilities typically experience lower patient volumes than hospital-based EDs, reduced boarding times, and fewer critical trauma cases. The trade-off between slightly lower compensation and improved work-life balance appeals to many ER doctors.
Urgent Care and Hybrid Models: Compensation reaches $250,000 - $330,000 annually in urgent care or hybrid emergency-urgent care settings. These positions typically feature daytime-focused schedules, lower acuity presentations, and reduced overnight requirements. ER doctors in these settings sacrifice some of the intensity and compensation of traditional EDs for improved lifestyle predictability.
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, licensing support, and credentialing assistance, significantly increasing total compensation value by an estimated 20-30% beyond stated hourly rates.
Key Compensation Factors
Beyond experience level, location, and practice setting, several additional factors significantly impact emergency medicine 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. Smart evaluation of these components helps you maximize earning potential while ensuring sustainable practice conditions that support fulfilling, long-term emergency medicine careers.
Education & Certifications
Advanced credentials and subspecialty training directly impact emergency medicine compensation. Certain specializations command significant premiums, ranging from 15-30% above general emergency medicine pay.
Board Certification (ABEM or AOBEM): Board certification by the American Board of Emergency Medicine or American Osteopathic Board of Emergency Medicine is the baseline expectation for competitive compensation. Non-certified ER doctors face significant earning limitations and restricted opportunities, particularly at academic medical centers, trauma centers, and many large hospital systems.
Subspecialty Fellowship Training: ER doctors with fellowship training in high-demand subspecialties typically earn 15-30% more than general emergency medicine providers. This premium translates to an additional $50,000 - $100,000 annually in permanent positions or even more for locum tenens work.
High-Value Subspecialties:
- Emergency Medical Services (EMS) and Disaster Medicine: Valued in trauma systems and facilities with flight programs or disaster preparedness roles.
- Toxicology: Medical toxicologists command premium compensation in poison centers, academic institutions, and facilities managing complex overdose cases.
- Critical Care: ER doctors with critical care training are particularly valued in facilities with combined ED-ICU models or those seeking emergency intensivists.
- Pediatric Emergency Medicine: Fellowship-trained pediatric emergency medicine providers command premium compensation in children's hospitals and academic medical centers, reflecting limited fellowship-trained provider supply.
- Ultrasound: Emergency ultrasound fellowships enhance marketability, particularly in academic settings and facilities seeking point-of-care ultrasound program directors.
Advanced Certifications: Additional certifications in advanced procedures (such as difficult airway management, REBOA, or ECMO) enhance marketability and may qualify ER doctors for procedural stipends or differential pay. Many employers offer CME allowances ranging from $2,000 - $5,000 annually to support maintaining relevant certifications.
All Star Healthcare Solutions understands how to position your credentials to maximize compensation in both locum tenens and permanent opportunities, ensuring your specialized training translates into appropriate financial recognition.
Practice Factors
Day-to-day practice characteristics significantly influence emergency medicine compensation, with factors such as shift structure, patient volume expectations, call requirements, and administrative responsibilities directly affecting both base pay and overall work satisfaction.
Shift Structure and Volume: ER doctors working high-volume shifts (typically 20-30 patients per 8-12 hour shift) command premium compensation, while lower-volume settings may offer reduced rates with the trade-off of less intense work pace. Shift length also matters—those working 12-hour shifts versus 8-10 hour shifts often see different hourly equivalent rates. Facilities requiring significant overnight, weekend, or holiday coverage typically offer shift differentials of $25 - $75 per hour for undesirable shifts.
Call Requirements and Coverage Obligations: On-call responsibilities for trauma activation, STEMI response, stroke alerts, or backup coverage influence compensation structures. Facilities with extensive in-house call requirements typically compensate through higher base salaries, separate call stipends ranging from $500 - $1,500 per shift, or guaranteed minimum hourly rates for call-back scenarios. Trauma centers with Level I or Level II designation often require ER doctors to be immediately available for resuscitation team activation.
Productivity Expectations and RVU Models: Some practice groups and hospital systems compensate based on productivity metrics such as Relative Value Units (RVUs) or patients-per-hour benchmarks. Productivity-based models can significantly increase earnings for efficient providers, with conversion factors typically ranging from $45 - $65 per RVU or bonuses for exceeding baseline patient volume thresholds. These models require balancing throughput with quality care, patient satisfaction, and thorough documentation.
Administrative and Teaching Responsibilities: ER doctors serving as medical directors, quality officers, residency program directors, or core faculty receive additional compensation ranging from $20,000 - $75,000 annually, depending on time commitment and scope of responsibilities. Academic positions often include protected time for teaching, research, and administrative duties, which may reduce clinical compensation but offer career development and intellectual stimulation. Locum tenens positions typically focus purely on clinical care, minimizing administrative burden and allowing you to concentrate on patient care during assignments.
Market Demand
Market dynamics directly impact emergency medicine compensation and opportunities, with sustained provider shortages and evolving healthcare delivery models creating exceptional leverage for qualified candidates throughout the United States.
Current Shortage Impact: The projected shortage includes significant gaps in emergency medicine coverage, particularly affecting rural hospitals, critical access facilities, inner-city emergency departments serving vulnerable populations, and facilities experiencing high patient volumes with extended boarding times. This persistent shortage drives competitive compensation across all settings, with many facilities offering $25,000 - $75,000 in sign-on bonuses and enhanced benefits packages to attract qualified ER doctors.
Growing Demand Drivers: Multiple factors continue increasing demand for emergency medicine providers including aging populations requiring more emergency services, growth in high-deductible health plans leading patients to seek emergency care for conditions previously managed in primary care settings, expansion of freestanding emergency departments creating new coverage needs, and increasing emergency department volumes outpacing workforce growth. Emergency visit trends showing continued growth intensify the need for emergency medicine staffing solutions nationwide.
Urgent Coverage Needs and Premium Rates: Facilities facing immediate coverage gaps due to provider departures, unexpected leaves, sudden volume increases, or credentialing delays for permanent hires often pay premium rates 20-40% above standard compensation to secure emergency locum tenens coverage quickly. Holiday coverage, particularly for Thanksgiving, Christmas, and New Year periods, commands additional premiums ranging from $50 - $100 per hour above base rates, creating lucrative short-term opportunities for ER doctors with schedule flexibility.
Boarding Crisis Impact: The national emergency department boarding crisis, with patients waiting hours or days for inpatient beds, creates challenging working conditions that drive compensation increases. Facilities struggling with significant boarding and hallway care often offer premium compensation to attract and retain ER doctors willing to work in these demanding environments.
This sustained demand creates exceptional opportunities for emergency medicine providers exploring locum tenens work as a primary income source, a supplement to permanent employment, or a bridge between positions. The combination of high baseline compensation, sign-on bonuses, shift differentials, and market urgency positions emergency medicine among the most financially rewarding specialties in medicine today.
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 emergency medicine providers 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 ER doctors 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 lifestyle priorities, exploring new practice environments while maintaining clinical excellence, 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 emergency medicine compensation across all 50 states and practice settings. We negotiate on your behalf to secure competitive pay while clarifying the full value of benefits packages, ensuring you receive compensation that reflects your skills and experience.
Comprehensive Credentialing and Licensing Support
We manage the credentialing process from start to finish, handling document collection, applications, and communication with credentialing offices and state medical boards. This reduces administrative burden substantially, allowing you to focus on patient care rather than paperwork.
Flexible Assignment Options Matching Your Goals
We take time to understand your preferences regarding location, practice setting, shift structure, and schedule flexibility. Then we match you with emergency medicine opportunities that align with your personal and professional goals across short-term, extended, 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.
Ready to Explore Emergency Medicine 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 lifestyle priorities, All Star Healthcare Solutions is here to guide you through every step of the process.
Our emergency medicine consultants specialize in matching ER doctors with opportunities that support both your financial objectives and career aspirations. With opportunities nationwide—from high-volume Level I trauma centers to community emergency departments 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.
Connect with us today to discuss your options and learn how we can support your emergency medicine career.
View Emergency Medicine Positions
Frequently Asked Questions About Emergency Medicine Salaries
What is the average emergency medicine salary in the United States?
Emergency medicine physicians earn $380,000 - $460,000 annually in permanent positions. Locum tenens emergency medicine doctors typically earn more. These figures reflect base compensation and vary based on geographic location, practice setting, experience level, and subspecialty training.
When evaluating total compensation, consider the full package. Actual take-home earnings often exceed base salary when you include overtime shifts, holiday premiums, sign-on bonuses ranging from $25,000 - $75,000, and comprehensive benefits that reduce your out-of-pocket expenses for malpractice insurance, tail coverage, licensing, and continuing education.
How do emergency medicine locum tenens rates compare to permanent salaries?
Locum tenens emergency medicine physicians earn higher hourly rates, which frequently exceed permanent salary equivalents on an hourly basis. Permanent emergency medicine physicians average $380,000 - $460,000 annually. Locum tenens providers working full-time or near full-time schedules can exceed $450,000 annually through strategic assignment selection.
The compensation difference becomes even more favorable when you account for what's included. Locum tenens rates come with coverage for malpractice insurance with full tail coverage, travel expenses, housing stipends, and licensing costs. These expenses can reduce take-home pay for permanently employed physicians by an estimated 20-30%. Our consultants help you understand the complete compensation picture, comparing total package value across opportunities to ensure you maximize your earning potential.
How many hours do emergency medicine salary estimates assume?
Emergency medicine salary estimates typically assume 2,080 hours annually, which equals 40 hours per week for 52 weeks, when converting hourly wages to annual figures. However, actual clinical hours worked show substantial variation from this standard calculation.
Most ER doctors work shift-based schedules of 12-18 shifts per month, with each shift lasting 8-12 hours. Full-time employment typically involves 120-180 clinical hours per month. Locum tenens providers enjoy significant flexibility in setting their own schedules based on income goals, family obligations, and burnout prevention needs. This flexibility makes annualized income highly variable and controllable, allowing you to optimize your work-life balance while meeting your financial objectives.
Data Sources Cited
- Medscape Physician Compensation Report 2025
- Doximity 2025 Physician Compensation Report
- U.S. Bureau of Labor Statistics (BLS) - Emergency Medicine Physicians
- American College of Emergency Physicians (ACEP) - Salary Resources
Radiologist Salary Guide
Quick Facts: Radiologist Compensation 2025
| Average annual salary | $500,000 |
| Highest-paying subspecialty | Interventional Radiology (IR) and Neuroradiology |
| Top-paying states/regions | New York, Pennsylvania, New Hampshire, New Jersey, Wyoming |
Locum tenens radiology subspecialists (and those willing to serve high-need areas) often receive premium pay 15-25% above standard rates.
Radiologist Salary Overview
Radiologist compensation varies based on subspecialty training, practice setting, geographic location, and years of experience. Across the United States, radiologists remain among the highest-paid physicians, reflecting both the technical expertise required and the critical role diagnostic imaging plays in patient care.
Subspecialty-trained radiologists, particularly interventional radiologists, neuroradiologists, and breast imaging specialists, typically command pay at the higher end of compensation ranges. This section breaks down how experience level, geographic region, and practice setting influence earning potential for both locum tenens and permanent radiology positions.
By Experience Level
Experience significantly impacts radiologist compensation. Earning potential increases as you build expertise and develop subspecialty skills.
| Experience Level | Permanent Annual Salary | Typical Focus Areas |
|---|---|---|
| Early Career | $400,000 - $500,000 | General diagnostic radiology, building foundational skills |
| Mid-Career | $500,000 - $600,000 | Subspecialty certification emerging, proven accuracy |
| Experienced | $600,000 - $650,000+ | Subspecialty expert, leadership roles available |
Highest-Paying States/Regions for Radiologists
Geographic location significantly influences radiologist compensation. Factors including cost of living, provider shortages, and regional healthcare demand drive salary ranges.
Top-Paying States for Radiologists (2025)
| Rank | State | Salary Range | Cost of Living | Key Market Drivers |
|---|---|---|---|---|
| 1 | California | $450,000 - $600,000 | High | San Francisco Bay Area and Los Angeles metro demand; strong academic presence |
| 2 | New York | $409,782 | High | NYC and academic centers drive compensation; upstate offers lower COL |
| 3 | Massachusetts | $354,403 | High | Concentration of academic medical centers in Boston area |
| 4 | Washington | $356,971 | Moderate-High | Seattle metro and Pacific Northwest demand |
| 5 | Oregon | $350,612 | Moderate-High | Portland area and coastal communities |
| 6 | Connecticut | $450,000 - $600,000 | Moderate-High | Proximity to NYC and Boston markets |
| 7 | New Jersey | $361,359 | Moderate | Commutable to major metros; high-demand market |
| 8 | Texas | $450,000 - $600,000 | Moderate | Houston, Dallas, Austin metros; no state income tax |
| 9 | Florida | $450,000 - $600,000 | Moderate | Tampa, Miami, Jacksonville growth; no state income tax |
| 10 | Colorado | $450,000 - $550,000 | Moderate | Denver metro and mountain resort communities |
Additional High-Paying States:
- Pennsylvania: $375,232
- New Hampshire: $366,923
- Wyoming: $357,458
- Wisconsin: $354,412
- Alaska: $353,475
All Star Healthcare Solutions maintains nationwide relationships with facilities in all 50 states, connecting radiologists with opportunities matching their geographic preferences and compensation goals.
By Practice Setting
Practice setting influences both compensation structure and earning potential. Different environments offer unique benefits beyond base salary.
Large Hospital Systems: Radiologists earn $450,000 - $600,000 annually in comprehensive hospital settings. Compensation packages typically include comprehensive benefits such as malpractice coverage, CME allowances, retirement contributions, and partnership track opportunities. These positions often involve high case volumes across diverse imaging modalities.
Community Hospitals: Annual pay ranges from $400,000 - $500,000 in community settings. These positions often feature more predictable schedules, lower case complexity, and strong integration into the local healthcare community. Call requirements may be more manageable than larger systems.
Academic Medical Centers: Radiologists receive $350,000 - $500,000 annually with additional compensation for teaching, research, and subspecialty expertise. These positions offer access to cutting-edge technology and opportunities to shape the next generation of radiologists. Teaching responsibilities may reduce reading volume compared to pure clinical positions.
Outpatient Imaging Centers: Compensation reaches $500,000 - $600,000+ annually in outpatient settings. These positions typically feature lower call requirements, predictable daytime schedules, and focus on outpatient diagnostic imaging. These positions appeal to radiologists prioritizing work-life balance.
Teleradiology Companies: Pay is highly variable based on volume and flexibility. Radiologists read studies remotely and often cover overnight or weekend shifts for multiple facilities.
Locum tenens positions across all settings typically include comprehensive benefits packages. Standard inclusions are housing stipends, travel reimbursement, malpractice coverage with tail insurance, licensing support, and credentialing assistance, significantly increasing total compensation value by an estimated 20-30% beyond typical rates.
Key Compensation Factors
Beyond experience level, location, and practice setting, several additional factors significantly impact radiologist compensation.
These factors play crucial roles in determining both immediate pay and long-term career trajectory.
Education & Certifications
Advanced credentials and subspecialty training directly impact radiologist compensation. Certain specializations command significant premiums, ranging from 15-30% above general diagnostic radiology pay.
Board Certification (ABR): Board certification by the American Board of Radiology is the baseline expectation for competitive compensation in radiology. Non-certified radiologists face significant earning limitations and restricted opportunities.
Subspecialty Fellowship Training: Radiologists with fellowship training in high-demand subspecialties typically earn 15-30% more than general diagnostic radiologists. This premium translates to an additional $75,000 - $150,000 annually in permanent positions or $50 - $90 per hour for locum tenens work.
High-Value Subspecialties:
- Interventional Radiology: Commands the highest premiums across all radiology subspecialties. Compensation often exceeds diagnostic radiology by $100,000 - $200,000 annually. This premium reflects additional procedural training, call requirements, and strong facility demand for IR programs.
- Neuroradiology: Strong demand exists for specialized CNS and spine imaging expertise. Neuroradiologists are particularly valued in academic centers and comprehensive stroke centers.
- Breast Imaging: Growing demand is driven by screening programs and breast cancer detection initiatives. Dedicated breast imagers command premium compensation, with highest pay in dedicated women's imaging centers.
- Musculoskeletal Radiology: MSK subspecialists are valued for sports medicine programs and orthopedic partnerships.
- Pediatric Radiology: Premium compensation is offered in children's hospitals and academic medical centers due to limited fellowship-trained providers and specialized technical requirements.
Advanced Imaging Certifications: Additional certifications in specific modalities (MRI, CT, nuclear medicine, PET) enhance marketability and compensation, particularly for subspecialists.
All Star's consultants understand how to position your credentials to maximize compensation in both locum tenens and permanent opportunities, ensuring your specialized training translates to appropriate financial recognition.
Practice Factors
Day-to-day practice factors significantly influence compensation structure and overall earning potential for radiologists.
Call Requirements: Positions requiring frequent night, weekend, or holiday call typically offer 10-20% higher compensation or additional call stipends. Locum tenens assignments specifically covering call or nighthawk reading can command a premium, particularly for subspecialty coverage. Interventional radiology call, which may require on-site procedures, typically commands the highest premiums.
Reading Volume and Productivity Expectations: Higher productivity expectations, measured in RVUs (Relative Value Units) or studies read per day, often correlate with higher base compensation but may impact work-life balance. Understanding volume expectations relative to compensation is crucial for comparing opportunities. Teleradiology positions often compensate per study read rather than hourly, creating variable earning potential based on efficiency and volume.
Modality Mix and Case Complexity: Positions requiring interpretation across multiple imaging modalities (plain film, CT, MRI, ultrasound, nuclear medicine) may command higher compensation than single-modality focus. Subspecialists reading complex cases (neuro CT/MRI, interventional procedures, advanced cardiac imaging) typically earn more than general diagnostic radiologists handling routine studies.
Autonomy vs. Collaboration: Practice structure impacts both workflow and compensation. Partnership-track positions in private practice groups may offer lower starting salaries but significant long-term earning potential through profit-sharing and ownership. Hospital employment typically provides stable compensation without profit-sharing upside but also without business management responsibilities.
Administrative Responsibilities: Medical director roles, section chiefs, and radiologists with quality assurance, IT, or leadership responsibilities typically receive additional compensation beyond clinical reading. Locum tenens positions typically minimize administrative responsibilities, allowing focus purely on clinical interpretation and maximizing time spent on compensated activities.
Market Demand
Market dynamics directly impact radiologist compensation and opportunity availability. Strong demand creates favorable conditions for both locum tenens and permanent positions.
Current Shortage: The Association of American Medical Colleges projects a shortage of radiologists through 2030, driven by increased imaging utilization, aging population requiring more diagnostic studies, and retirement of senior radiologists. This sustained shortage drives competitive compensation across all practice settings and experience levels.
Growing Imaging Utilization: Healthcare systems' increasing reliance on advanced imaging for diagnosis, treatment planning, and monitoring creates expanding demand. CT and MRI volume growth outpaces radiologist workforce expansion, particularly for subspecialty interpretation.
Telehealth and Remote Reading Expansion: The normalization of teleradiology during and after the COVID-19 pandemic created new compensation models and geographic flexibility. Radiologists can now serve multiple facilities remotely, often with premium compensation for off-hours coverage while maintaining desired lifestyle and location.
Urgent Coverage Needs: Facilities facing immediate coverage gaps, due to provider departures, sudden volume increases, or credentialing delays for permanent hires, often offer 20-40% above standard locum tenens rates for rapid deployment. Holiday coverage, particularly Christmas and New Year periods, commands premium rates.
Subspecialty Demand Variations: While all radiology subspecialties face workforce shortages, interventional radiology, neuroradiology, and breast imaging experience particularly acute demand. Facilities compete aggressively for qualified providers in these subspecialties.
This sustained demand creates exceptional opportunities for radiologists exploring locum tenens as a career path, supplemental income source, or transition strategy between permanent positions. The market strongly favors providers willing to bring expertise to underserved areas or high-need facilities.
All Star Healthcare Advantage
Competitive compensation matters, but it's just one piece of your career satisfaction and financial success. At All Star Healthcare Solutions, we partner with radiologists to maximize not just earning potential, but overall career fulfillment through our comprehensive support and signature Red Carpet Service.
With over 20 years connecting radiologists to opportunities nationwide, we understand what matters most to you, whether that's maximizing income through strategic locum tenens assignments, exploring different practice environments before committing to permanent roles, or achieving better work-life balance through flexible scheduling. Here's how we support your success:
Expert Compensation Negotiation and Market Intelligence
Our consultants understand radiologist market rates across all 50 states, subspecialties, and practice settings. We negotiate on your behalf to ensure competitive compensation while explaining the full value of benefits packages, from malpractice coverage and tail insurance to housing stipends, travel reimbursement, CME allowances, and licensing support.
We provide transparent market intelligence about what your specific combination of experience, subspecialty training, and preferences should command. This expertise means you focus on choosing the right opportunity while we handle the financial details, ensuring you're fairly compensated for your skills and experience. Unlike many staffing firms, we're upfront about how we're compensated, building trust through transparency rather than obscuring our business model.
Comprehensive Credentialing and Licensing Support
Credentialing and multi-state licensing create significant administrative burdens for radiologists pursuing locum tenens opportunities. We handle the entire credentialing process, managing applications, following up with facilities, and ensuring timely completion so you can start assignments on schedule.
For radiologists working in multiple states, we support multi-state medical licensing applications and renewals, reducing the paperwork burden that often discourages providers from exploring geographic flexibility. Our team manages ongoing renewals, tracks expiration dates, and ensures you maintain credentials for future opportunities. This support removes administrative friction, allowing you to focus on clinical excellence while we ensure you're ready to practice wherever opportunities arise.
Flexible Assignment Options Matching Your Goals
We specialize in matching radiologists to positions aligning with your preferences, not just filling our clients' openings with whichever provider is available. Whether you prefer academic medical centers with cutting-edge technology, community hospitals with manageable call schedules, teleradiology reading from home, or locum tenens assignments exploring different regions, we listen first and present options matching your stated goals.
Our assignment options range from short-term coverage (1-4 weeks) ideal for supplemental income between permanent positions, to long-term locum contracts (3-12 months) allowing you to thoroughly evaluate a community and facility before considering permanent commitment. Many of our radiologists use locum tenens as a "try-before-you-commit" strategy, working temporarily at facilities before accepting permanent offers, reducing the risk of poor cultural fits or misaligned expectations.
We understand that work-life balance matters as much as compensation. If you need specific scheduling accommodations, preferred locations, or particular practice environments, we work to find opportunities matching your requirements rather than pressuring you to accept misaligned positions.
24/7 Dedicated Support Throughout Your Assignment
Unlike staffing firms that disappear after placement, All Star provides dedicated consultant relationships with 24/7 availability throughout your assignments. Your consultant serves as your advocate, handling issues that arise, answering questions about contracts or logistics, and ensuring smooth experiences from interview through assignment completion.
If challenges emerge during assignments, facility expectations differing from what was communicated, housing issues, scheduling conflicts, or other concerns, we intervene on your behalf to find solutions. This ongoing support means you're never alone in navigating the locum tenens experience.
Our consultants build career-long partnerships, getting to know your evolving preferences and career goals. As your circumstances change, family situations, financial goals, desired locations, we adapt recommendations accordingly. Many All Star radiologists work with the same consultant for years, creating relationships built on trust, understanding, and shared success.
Ready to Explore Radiology Opportunities?
Whether you're exploring locum tenens for the first time, seeking to maximize your income through strategic assignments, or ready to find your next permanent position, All Star Healthcare Solutions is here to guide you. Our consultants specialize in radiology placements and understand the unique challenges radiologists face, from managing high reading volumes and call requirements to seeking better work-life balance.
With opportunities nationwide, from major academic medical centers to community hospitals, teleradiology positions to outpatient imaging centers, we'll match you with positions that align with your compensation goals, lifestyle preferences, and career aspirations.
Our Red Carpet Service means you'll receive personalized attention from initial conversation through assignment completion and beyond. We're not just filling positions; we're building career-long partnerships with radiologists who value authentic relationships, transparent communication, and unwavering support.
Frequently Asked Questions About Radiologist Salaries
What is the average salary for a radiologist in 2025?
Radiologists earn an average of approximately $500,000 annually in permanent positions, with compensation varying by subspecialty, experience, and location. Interventional radiologists earn at the higher end while early-career general diagnostic radiologists start at the lower end.
Locum tenens radiologists can match or exceed these annual figures.
How much do locum tenens radiologists earn compared to permanent positions?
Locum tenens radiologists typically earn ~110%–160% of the full-time equivalent hourly rate, reflecting a premium over permanent positions. As a result, radiologists working locum tenens on a full-time basis can achieve annual earnings equal to or higher than permanent roles. This is comparable to, and in some cases exceeding, permanent salaries that generally fall between $400,000 and $600,000.
Locum tenens rates include malpractice insurance with tail coverage, medical licensing fees, travel expenses, and housing stipends. These benefits reduce take-home pay for permanently employed radiologists by an estimated 20-30%. All Star consultants help you compare total package value across opportunities to maximize earning potential.
Do radiologists earn more in certain states or regions?
Yes, West Coast states (California, Washington, Oregon) and Northeast states (New York, Massachusetts, Connecticut) typically offer the highest radiologist salaries. However, Mountain West and Southeast growth markets often provide better purchasing power when adjusted for cost of living.
Rural and underserved areas frequently offer premium compensation to attract radiologists, sometimes exceeding major metropolitan salaries despite lower living costs. Locum tenens assignments in these areas can be particularly lucrative, with facilities offering significant premiums for providers willing to serve temporary coverage needs.
How does subspecialty training affect radiologist salary?
Subspecialty fellowship training significantly increases earning potential, with interventional radiologists earning $100,000 - $200,000 more than general diagnostic radiologists. Neuroradiology, breast imaging, and musculoskeletal radiology subspecialists also command premiums reflecting specialized expertise.
The compensation advantage extends throughout your career. Subspecialists access more opportunities, gain greater negotiating leverage, and earn higher locum tenens rates. Facilities with specialized programs, comprehensive stroke centers, women's imaging centers, orthopedic surgery programs, actively recruit subspecialty-trained radiologists and compensate accordingly.
What's included in locum tenens radiologist compensation beyond hourly rate?
Locum tenens packages include malpractice insurance with full tail coverage, housing stipends or furnished accommodations, and travel reimbursement for flights and mileage. Additional benefits include medical licensing support with application fees, credentialing assistance, CME reimbursement, and weekly or bi-weekly payment.
These benefits add an estimated 20-30% to effective hourly compensation when comparing locum tenens to permanent positions. All Star consultants provide detailed breakdowns helping you understand total package value beyond stated rates.
Standard locum tenens benefits:
- Malpractice insurance with tail coverage
- Housing stipends or furnished temporary accommodations
- Travel reimbursement (flights, mileage, local transportation)
- Medical licensing support and application fees
- Credentialing assistance for facility requirements
- CME reimbursement for continuing education
- Weekly or bi-weekly payment for better cash flow
How can I maximize my earning potential as a radiologist?
Maximize earning potential by pursuing subspecialty fellowship training, particularly interventional radiology. Geographic flexibility to work in underserved or high-need regions significantly increases compensation for locum tenens assignments.
Additional strategies include developing multi-modality expertise across CT, MRI, ultrasound, and nuclear medicine. Build strong negotiation intelligence by understanding market rates for your experience and training, All Star provides this intelligence. Explore locum tenens strategically in high-need areas or during peak demand periods like holidays. Maintain board certification and continuing education to access premium opportunities.
Key strategies:
- Pursue subspecialty training (interventional radiology offers highest premiums)
- Consider geographic flexibility for underserved areas
- Develop multi-modality interpretation expertise
- Build negotiation intelligence about market rates
- Explore strategic locum tenens during high-demand periods
- Maintain board certification and subspecialty credentials
Do interventional radiologists earn significantly more than diagnostic radiologists?
Yes, interventional radiologists typically earn 15-30% more than diagnostic radiologists, with compensation reaching $600,000 - $800,000 annually in permanent positions.
The premium reflects additional fellowship training, call responsibilities involving on-site procedures, higher liability exposure from invasive procedures, and strong facility demand for interventional programs. Interventional radiologists also access facility-based compensation models that can significantly increase earnings beyond employed salaries.
Data Sources Cited
- Doximity 2025 Physician Compensation Report
- Medscape Physician Compensation Report 2025
- U.S. Bureau of Labor Statistics (BLS) - Occupational Employment and Wages for Radiologists
- Radiology Business - Medscape Compensation Analysis