Of 46 Infectious Disease job listings posted nationally this cycle, exactly six disclosed a salary. All six were in New York. The other 20 states — from California to Connecticut, Florida to North Dakota — collectively volunteered nothing. Zero. A specialty that spent the last decade being publicly thanked for its pandemic-era labor has apparently decided that compensation is now a private matter (between the employer and whichever candidate blinks last). The thesis is simple: Infectious Disease has demand, geography, and a listings footprint. What it does not have is a functioning price signal outside the Empire State.
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The Infectious Disease Job Market at a Glance

Total listings: 46
Listings with salary data: 6
Full salary range: $200,000 to $275,000
National average range: $220,833 to $247,500

The spread is narrow, which sounds reassuring until you remember it is drawn entirely from one state. Six data points do not make a market; they make a New York sample with a national label. The disclosed band tops out at $275,000, which is competitive for cognitive specialties but modest against procedural peers. The floor of $200,000 is the more interesting number — it hints that part-time or reduced-scope roles may be quietly setting the low end.

States represented: New York, Indiana, Connecticut, Virginia, North Carolina, Michigan, Kentucky, Montana, North Dakota, Maryland, Tennessee, Georgia, Wisconsin, Ohio, Texas, Illinois, West Virginia, Florida, South Carolina, California, and Alabama.
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How States Stack Up

Overperformers
New York: The only state with disclosed salaries and, by default, the highest-paying state in the dataset ($220,833 to $247,500 average, topping out at $275,000). Winning by forfeit still counts as winning.

Near-average
There are none. With salary transparency confined to a single state, no other market can be benchmarked against the national average. This is not a tier so much as a void.

Underperformers
Also undefined — every non-New York state is opaque, not cheap. Absence of data is not evidence of low pay, though it is evidence of something.

State commentary

• Indiana: Seven listings, zero salaries — high demand, silent pricing.
• Connecticut: Five listings, zero salaries — same story, smaller state.
• North Carolina, Kentucky, Montana, Tennessee, Georgia, Ohio, Texas: Two listings each, no compensation disclosed.
• Virginia, Michigan, North Dakota, Maryland, Wisconsin, Illinois, West Virginia, Florida, South Carolina, California, Alabama: One listing each, all salary-blind.

Volume leaders: New York (8), Indiana (7), Connecticut (5). Together, 20 of 46 listings — 43% of the market — sit in just three states. Indiana and Connecticut carry real volume without disclosing a single dollar figure, which is either a recruiting strategy or an oversight. Probably both.
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What This Means If You’re a Physician

If your priority is maximum compensation: Aim at New York. The highest disclosed listing is a CompHealth posting in Kingston, NY offering $250,000 to $260,000 annually, closely followed by a Tandym Health role in Middletown, NY at a flat $250,000. Enterprise Medical Recruiting stretches the ceiling to $275,000 in New York City and Woodstock. Do the cost-of-living math before celebrating — $275,000 in Manhattan and $275,000 in Woodstock are not the same currency.

If your priority is maximum optionality: Indiana (7) and Connecticut (5) offer volume without price tags. Bring your own salary expectations to the table; they clearly did not.

If your priority is balance: The Kingston and Middletown listings sit in the Hudson Valley — upstate cost structure, downstate pay bands. That is the arbitrage.
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What This Means If You’re a Recruiter

Salary transparency rate: 6 of 46, or approximately 13%. That is not a rate. That is a rounding error dressed as a data point.

Candidates are increasingly filtering job boards by disclosed pay. Every listing without a number is a listing that never gets clicked by the physicians most confident in their market value — which is to say, the ones you want. Indiana and Connecticut are the clearest self-inflicted wounds: real volume, real need, invisible compensation. Recruiters in those markets will need to lead with lifestyle, patient panel, call structure, loan-forgiveness eligibility, or academic affiliation, because “competitive salary” is no longer doing the work it used to. The volume-pay relationship is not weak here; it is untested. Post the number.
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What’s Driving the Numbers

Scope and leadership premiums are invisible in this dataset. With no fellowship-directorship or system-medical-officer roles surfacing at the top of the band, the ceiling of $275,000 likely reflects general clinical Infectious Disease work rather than premium administrative scope. The true top of the market is almost certainly higher — it just is not posting publicly.

Part-time and reduced-scope roles are compressing the floor. A $200,000 low in a specialty that routinely pays $230,000+ for full-time clinical work suggests that at least some of the disclosed listings are banded to accommodate reduced FTE. The floor is a shape, not a signal.

Underserved markets are not pricing in scarcity — at least not visibly. Rural and small-state postings (Montana, North Dakota, West Virginia, Alabama) show up as single listings with no compensation attached. If scarcity premiums exist, they are being negotiated privately, which defeats the purpose of a scarcity premium.

The volume-pay relationship is broken, or at least muted. New York leads on both listings and disclosed pay, but Indiana and Connecticut — the second and third busiest markets — refuse to participate in the pricing conversation at all. Volume is not translating to transparency, and transparency is where trust compounds.

The Bottom Line

Infectious Disease in 2026 is a specialty with steady demand, a broad geographic footprint, and a compensation picture drawn almost entirely from one state’s willingness to type a number into a form field. New York is the only market you can price. Everywhere else, you negotiate blind — which favors whoever brings the better data to the table, and that is rarely the physician.

Infectious Disease pays fine, sometimes well, and almost never says so out loud.
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*Salary data based on 6 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.*