North Carolina has 58 ObGyn job postings. Exactly one disclosed compensation. That single listing reports $450,000 annually, making it the nominal highest-paying state in the nation. This is either the best-kept secret in women’s health or a statistical artifact masquerading as market intelligence. The ObGyn job market comprises 1,119 active listings nationwide, spanning nearly every state and offering compensation from $190,000 to $750,000. The data reveals a market defined less by geography than by transparency: only 261 listings disclose salary, and those that do expose a national landscape where volume and pay rarely align.
👉 Explore ObGyn job market insights and trends

The ObGyn Job Market at a Glance

Total listings: 1,119
Listings with salary data: 261
Full national range: $190,000 to $750,000
Average salary range: $316,969 to $361,271

The $560,000 spread between floor and ceiling reflects the fragmented nature of ObGyn practice. The national average sits comfortably in the low-to-mid $300,000s, but outliers abound. A $750,000 ceiling suggests leadership roles, partnership tracks, or underserved markets pricing in desperation. The $190,000 floor likely reflects part-time work, academic positions, or California cost-of-living calculations gone wrong.

States represented: California, New York, Texas, Illinois, Florida, Arizona, Washington, Ohio, Indiana, Pennsylvania, North Carolina, New Jersey, Minnesota, Connecticut, Hawaii, Maryland, Nevada, Delaware, Vermont, Tennessee, Massachusetts, Alabama, Colorado, Oregon, Missouri, Michigan, South Carolina, Arkansas, Idaho, Virginia, Rhode Island, West Virginia, Iowa, Louisiana, New Mexico, New Hampshire, Kentucky, Montana, South Dakota, Alaska, Utah, Wisconsin, Georgia, Mississippi, Wyoming, Kansas, North Dakota, Washington DC, Maine, Oklahoma.
👉 Browse ObGyn physician job opportunities

How States Stack Up

Overperformers

• North Carolina: $450,000 average (1 salary listing, 58 total jobs) — statistically meaningless, narratively compelling.
• Iowa: $425,000 average (1 salary listing, 12 total jobs) — same problem, smaller denominator.
• Kentucky: $412,500 average (2 salary listings, 13 total jobs) — still thin, but twice as credible as the leaders.
• Oregon: $403,750 to $416,250 average (4 salary listings, 19 total jobs) — the most reliable high-paying market in the dataset.
• Alabama: $390,000 average (1 salary listing, 13 total jobs) — a single data point in the Deep South.
• Texas: $358,000 to $489,200 average (5 salary listings, 60 total jobs) — high volume, high ceiling, and the upper bound that makes recruiters salivate.

Near-Average Performers

• Illinois: $320,065 to $360,484 average (31 salary listings, 59 total jobs) — solid volume, solid transparency, solid middle-class physician income.
• Arizona: $366,200 to $383,700 average (10 salary listings, 34 total jobs) — above average and sunny.
• Minnesota: $355,276 to $405,993 average (5 salary listings, 14 total jobs) — cold weather premium appears intact.
• Florida: $325,625 to $360,000 average (8 salary listings, 52 total jobs) — high volume, average pay, no state income tax.
• Connecticut: $330,000 to $426,000 average (5 salary listings, 19 total jobs) — wide range suggests mix of employed and partnership models.
• Nevada: $347,640 to $372,640 average (2 salary listings, 6 total jobs) — small sample, decent pay, legal recreational everything.
• Tennessee: $375,000 average (2 salary listings, 24 total jobs) — competitive pay, low transparency.
• Massachusetts: $334,133 to $374,200 average (3 salary listings, 19 total jobs) — academic medicine mecca pays like one.
• Colorado: $312,200 to $360,000 average (5 salary listings, 12 total jobs) — lifestyle market priced accordingly.
• California: $311,935 to $352,497 average (54 salary listings, 104 total jobs) — the most data-rich state in the nation pays below its own reputation.
• Ohio: $318,571 to $352,971 average (7 salary listings, 40 total jobs) — Midwest baseline.
• Indiana: $309,605 to $343,355 average (8 salary listings, 42 total jobs) — nearly identical to Ohio, as expected.

Underperformers

• New Jersey: $286,138 to $320,292 average (13 salary listings, 26 total jobs) — the only state where both bounds fall below the national average low.
• New York: $296,914 to $354,344 average (65 salary listings, 111 total jobs) — highest volume in the country, below-average entry pay.
• Maryland: $300,533 to $324,133 average (6 salary listings, 8 total jobs) — high transparency, low reward.
• Michigan: $300,000 to $350,000 average (3 salary listings, 18 total jobs) — unremarkable in every dimension.
• Washington: $299,908 to $377,513 average (6 salary listings, 36 total jobs) — wide range, low floor.
• Vermont: $303,333 to $370,000 average (3 salary listings, 6 total jobs) — rural charm does not command a premium.
• Pennsylvania: $311,000 to $326,000 average (5 salary listings, 41 total jobs) — high volume, compressed pay.
• Hawaii: $325,000 to $350,000 average (1 salary listing, 4 total jobs) — paradise pays less than Kentucky.
• Missouri: $325,800 to $348,700 average (2 salary listings, 18 total jobs) — middle of the country, middle of the pack.

Volume Leaders

New York leads with 111 total listings, followed by California with 104, Texas with 60, North Carolina with 58, and Illinois with 59. Florida posts 52, Indiana 42, Pennsylvania 41, and Ohio 40. The volume-pay relationship is inverted: New York and California dominate in listings but underperform on compensation. North Carolina has high volume and a statistically dubious claim to the top salary spot. Texas combines volume with legitimately high pay, making it the rare state where choice and compensation coexist.
👉 Compare ObGyn compensation and opportunities by region

What This Means If You’re a Physician

If your priority is maximum compensation: Target Texas, Oregon, or Kentucky. The highest individual listing in the dataset is Poughkeepsie, NY, at $350,000 to $450,000 annually (specific scope not detailed). Texas offers a verified upper range of $489,200 with multiple listings, and Oregon provides the most consistent high-pay market with four listings averaging $403,750 to $416,250. Kentucky and Iowa report higher averages, but thin data makes them riskier bets.

If your priority is maximum optionality: New York and California offer 111 and 104 listings respectively, but both pay below the national average at the entry level. Illinois (59 listings) and North Carolina (58 listings) provide nearly comparable volume with better average pay. Texas (60 listings) splits the difference, offering both volume and top-tier compensation.

If your priority is balance: Illinois, Arizona, Minnesota, and Florida offer above-average or near-average pay with meaningful job volume and salary transparency. These states provide enough data to negotiate confidently and enough openings to be selective. Avoid New Jersey and Maryland unless you have compelling personal reasons (both pay poorly relative to cost of living and market position).
👉 Search ObGyn jobs by location and compensation

What This Means If You’re a Recruiter

Salary transparency rate: 23.3% (261 listings with salary data divided by 1,119 total listings). This is a disclosure problem. Fewer than one in four postings provide compensation data, which means three-quarters of your candidate pipeline is operating blind. Physicians with options will skip over non-transparent listings, and those who engage will demand top-of-range offers to compensate for uncertainty.

Volume-pay misalignments are pronounced. New York and California generate the most listings but pay below the national average at entry. You will need to lead with lifestyle, prestige, partnership potential, or practice autonomy, because the salary floor will not close competitive candidates. Conversely, North Carolina has 58 listings and one disclosed salary. If that $450,000 figure represents your actual market, say so in every posting. If it does not, you are setting false expectations. Texas proves that volume and pay can align when markets are genuinely competitive. Recruiters in lower-transparency states should take note: the 23.3% disclosure rate is not a feature, it is a filter, and it is screening out your best candidates before they ever apply.
👉 Post ObGyn positions on PhysEmp

What’s Driving the Numbers

Part-time and hourly roles distort the floor but not the narrative.

Two California listings report hourly rates of $145 to $160, annualizing to roughly $301,000 to $333,000. These sit comfortably in the national average range and do not explain the $190,000 floor. That low-end figure likely reflects part-time work, early-career academic positions, or undercompensated employed models. It does not represent the going rate for full-time ObGyn practice, and physicians should treat it as an outlier rather than a baseline.

Underserved markets price in scarcity, but inconsistently.

Oregon, Kentucky, and Iowa report some of the highest average salaries despite modest job volumes, suggesting that rural or underserved areas are willing to pay premiums to attract candidates. However, states like Vermont, New Hampshire, and Montana (which post zero salary data despite double-digit listings) do not follow the same pattern. Either they are underpricing their scarcity or they are unwilling to compete transparently. Both are recruitment liabilities.

High-volume states suppress entry-level pay through saturation.

New York and California have the most listings and some of the lowest average starting salaries. This is not coincidental. Physician density in these states allows employers to pay less at the entry level while relying on lifestyle, reputation, and career progression to retain talent. The strategy works until it doesn’t—when high-paying states like Texas and Oregon start poaching mid-career physicians who realize they have been undercompensated for years.

Leadership and partnership models command premiums, but the data does not isolate them.

The $750,000 ceiling and the $489,200 upper range in Texas likely reflect partnership income, administrative roles, or high-volume surgical practices. Without scope or role breakdowns, it is impossible to say whether these figures are accessible to early-career physicians or reserved for equity partners. Recruiters advertising these ranges without clarifying the path to them are setting up disappointment (and turnover).

The Bottom Line

The ObGyn job market offers abundant opportunity, inconsistent transparency, and a wide compensation band that rewards both geography and negotiation skill. Physicians who prioritize pay should look to Texas, Oregon, and Kentucky. Those who prioritize volume should look to New York, California, and Illinois, but should expect to negotiate hard. The 23.3% salary transparency rate means most listings are asking physicians to apply blind, which is a poor strategy in a candidate-driven market.

There is a lot of work available for bringing new life into the world. The pay varies by $560,000 depending on where you do it and whether anyone bothers to tell you what it pays.
👉 Browse all ObGyn physician jobs
👉 Upload your CV to get matched with opportunities
👉 Set alerts for new ObGyn roles

Salary data based on 261 listings with disclosed compensation. Figures may reflect part-time or specialized roles. This report is informational and should not replace professional judgment or financial planning.