Georgia posted 14 Pain Management job listings — more than any other state in the nation — and compensates its physicians roughly $56,250 below the national average. The disconnect is instructive. Across 106 active listings spanning 28 states, the Pain Management market shows broad geographic demand but wildly inconsistent salary disclosure. Only 16 positions published compensation data, revealing a national range from $300,000 to $700,000. The market rewards selectivity: physicians willing to chase the data will find that geography matters more than volume.
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The Pain Management Job Market at a Glance

Total listings: 106. Listings with disclosed salary data: 16. Full compensation range: $300,000 to $700,000. National average salary range: $381,250 to $484,375.

The spread is wide but not erratic. Most disclosed positions cluster between $350,000 and $550,000, suggesting a stable mid-market with meaningful outliers on both ends. The $700,000 ceiling appears in Ohio, a state with modest listing volume but top-tier pay. The $300,000 floor sits in South Carolina, where a single disclosed listing defines the entire state average (and serves as a cautionary data point for physicians prioritizing transparency).

The 15.1% disclosure rate means 85% of employers are recruiting without naming a number — a structural feature that shifts negotiating leverage and makes state-level comparisons difficult outside the 10 states with published data.

States represented:

• New York
• South Carolina
• Illinois
• California
• Ohio
• Georgia
• Indiana
• Texas
• Tennessee
• Pennsylvania
• Kentucky
• Michigan
• Wisconsin
• Nevada
• Missouri
• Florida
• Maine
• Delaware
• Louisiana
• New Mexico
• Minnesota
• New Jersey
• Connecticut
• Alabama
• Virginia
• West Virginia
• Arkansas
• Arizona

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How States Stack Up

Overperformers: Ohio leads nationally with an average range of $450,000 to $700,000, anchored by a Youngstown listing that defines the market ceiling. Illinois follows closely at $450,000 to $600,000, with Eldorado posting the state’s top figure. New Jersey offers a wide band from $350,000 to $600,000, rewarding physicians who can navigate its internal variability. Connecticut delivers a tight, above-average range of $425,000 to $450,000 — predictable and well-compensated.

Near-average: California averages $366,667 to $516,667 and combines solid pay with the third-highest job count nationally, making it the rare state where volume and compensation align favorably. Nevada posts $400,000 to $500,000, sitting comfortably at the national midpoint. Kentucky offers a flat $400,000 average, reflecting a single disclosed listing with no range. New York averages $375,000 to $450,000 across three disclosed positions, tracking slightly below the national mean but offering four total listings for optionality.

Underperformers: Georgia averages $325,000 to $350,000 despite leading the nation with 14 job listings — a volume-pay inversion that suggests either market saturation or strategic underpricing. South Carolina posts the national floor at $300,000, based on one disclosed listing in Columbia that sits $81,250 below the national average low.

Volume leaders: Georgia (14 listings), Florida (10), California (8), Texas (8), South Carolina (6), Ohio (6), Michigan (6), Pennsylvania (5). Florida and Texas disclosed no salary data despite their high listing counts, forcing physicians to negotiate blind. Georgia’s volume leadership is undermined by below-average pay. California remains the exception: high volume, above-average compensation, and multiple disclosed listings.
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What This Means If You’re a Physician

If your priority is maximum compensation: Target Ohio and Illinois. The highest-paying listing identified nationally is in Youngstown, OH, offering up to $700,000. Eldorado, IL follows with a top range of $600,000. Both markets represent the upper boundary of Pain Management compensation and warrant serious consideration despite modest overall job counts in their respective states.

If your priority is maximum optionality: California offers eight total listings with three disclosing salary data in the $366,667 to $516,667 range — above-average pay with the third-highest job volume nationally. Georgia leads in sheer listing count (14) but compensates below the national average; consider it only if non-salary factors dominate your calculus.

If your priority is balance: Nevada ($400,000 to $500,000) and Connecticut ($425,000 to $450,000) offer near-average to above-average pay with predictable ranges and lower competition. New York provides four listings and mid-range compensation, pairing East Coast access with reasonable salary floors. California remains the best all-around market for physicians seeking both opportunity and pay without geographic compromise.

Cost-of-living mismatch alert: South Carolina’s $300,000 listing in Columbia underperforms even after adjusting for regional cost differences. Georgia’s $325,000 to $350,000 average in a high-volume market suggests either oversupply or strategic underbidding by employers.
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What This Means If You’re a Recruiter

Salary transparency rate: 15.1% (16 listings with disclosed compensation out of 106 total). This is among the lowest disclosure rates across physician specialties and creates a candidate pipeline problem. Physicians prioritizing predictability will self-select into the 16 transparent listings, leaving the remaining 90 positions to compete on reputation, geography, and non-cash benefits alone.

Volume-pay misalignment: Georgia posted 14 listings but averaged $325,000 to $350,000 — roughly $56,250 below the national average low. Florida (10 listings) and Texas (8 listings) disclosed no salary data, forcing recruiters to rely entirely on employer brand and location appeal. California is the counterexample: eight listings, three with disclosed salaries, and above-average pay. Recruiters in low-transparency, high-volume markets will need to lead with scope of practice, partnership track, or lifestyle positioning rather than compensation.

Candidate implications: Physicians with geographic flexibility will bypass non-disclosing employers in favor of the 15.1% that published data. Recruiters in Georgia, Florida, and Texas should expect longer fill times and more frequent compensation negotiations unless transparency increases.
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What’s Driving the Numbers

Geographic scarcity commands a premium, but only when disclosed. Ohio and Illinois — neither a high-volume market — posted the top salary ranges nationally, suggesting that underserved or less competitive regions price in scarcity when they choose to compete on compensation. South Carolina, by contrast, disclosed a $300,000 listing despite having six total positions, indicating either local oversupply or a strategic decision to anchor low. The lesson: scarcity alone does not drive pay unless employers choose to signal it.

High volume does not correlate with high pay in Pain Management. Georgia leads nationally with 14 listings but compensates below average. Florida and Texas combined for 18 listings and disclosed nothing. California is the lone exception, pairing volume with above-average pay. This breaks the typical supply-demand relationship and suggests that Pain Management job density may reflect regulatory environment, payer mix, or practice model proliferation rather than true physician scarcity.

The 15.1% transparency rate distorts state-level comparisons and shifts negotiating power. Ten states disclosed salary data; 18 did not. Physicians evaluating non-disclosing markets are flying blind, and recruiters in those states are competing with one hand tied. The low disclosure rate is not a data artifact — it is a strategic choice that benefits employers in the short term and undermines candidate trust over time.

Part-time and specialized roles do not appear to distort the floor meaningfully. The $300,000 low in South Carolina is a full-time-equivalent figure, and the $700,000 ceiling in Ohio reflects standard Pain Management scope without leadership or procedural premiums. The range is wide because geography and market saturation matter more than scope variability within the specialty.

The Bottom Line

The Pain Management job market is geographically broad, moderately transparent, and inconsistently priced. Physicians who prioritize compensation should target Ohio and Illinois; those who value optionality should focus on California; and those willing to negotiate in the dark will find 90 additional listings with undisclosed pay across 18 states. The volume leaders do not pay the best, the highest-paying states do not post the most jobs, and 85% of employers are betting that physicians will apply without knowing the number.

There is a lot of money available for managing pain, but you will need to ask where it is.
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Salary data based on 16 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.