New York has 23 Cardiology job openings. Kentucky has four. New York pays an average of $426,157 to $483,294. Kentucky pays $725,000. The Cardiology job market currently features 279 active listings spread across 46 states, with salary data disclosed in just 64 of them. Compensation ranges from $300,000 to $725,000 annually, averaging $483,929 to $543,208 nationwide. The data reveals a market where volume and value move in opposite directions.
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The Cardiology Job Market at a Glance
The market includes 279 total listings, 64 of which disclose salary information. The full national range spans $300,000 to $725,000, with an average range of $483,929 to $543,208. Most positions cluster between $450,000 and $600,000, though outliers exist at both ends.
The $425,000 spread between floor and ceiling reflects significant variation in practice setting, scope, and geography. The bottom is anchored by downstate New York positions starting at $300,000. The top belongs to a single Kentucky listing at $725,000 (a figure that stands alone, unaccompanied by peers, and utterly unbothered by the national average).
States with active listings include New York, Florida, North Carolina, Washington, California, Illinois, Connecticut, Indiana, Ohio, Missouri, Maryland, New Jersey, Wisconsin, Oregon, Kentucky, Vermont, Delaware, Nevada, Utah, Colorado, Texas, Pennsylvania, South Carolina, West Virginia, Michigan, Georgia, Alabama, Arizona, Tennessee, Virginia, Kansas, Arkansas, South Dakota, Montana, Louisiana, New Mexico, Nebraska, Maine, Oklahoma, Minnesota, Idaho, Alaska, New Hampshire, Mississippi, Massachusetts, and Iowa.
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How States Stack Up
Overperformers: Kentucky leads all states at $725,000 based on one listing, a figure so far above the national average it warrants independent verification (or immediate relocation). Illinois follows at $618,750 to $665,000 across four listings, offering both premium pay and statistical credibility. Missouri averages $575,000 to $641,667 across three positions, making it a consistent high performer. Wisconsin posts $600,000 on one listing, and Washington delivers $518,400 to $585,800 across five data points, pairing strong compensation with meaningful job volume (14 listings total).
Near-average states: Oregon averages $525,000 across two listings, landing squarely at the national midpoint. Maryland posts $481,250 to $575,000 across four positions. Nevada averages $485,000 to $560,000 with two salary listings. California comes in at $484,250 to $527,000 across four data points, offering stability if not excitement. Connecticut mirrors the national average almost exactly at $480,714 to $544,286 across seven listings, making it a useful benchmark state. Ohio averages $492,500 to $585,000 with two salary listings. Indiana shows $475,000 to $500,000 on one listing.
Underperformers: New York posts the lowest average among high-volume states at $426,157 to $483,294 across 19 salary listings, a disappointing return given its 23 total openings. New Jersey averages $458,333 with no range variation across three listings, suggesting a compressed and uninspiring pay structure. Delaware and Utah both show $400,000 averages on single listings. Colorado and Vermont each post $450,000 to $600,000 ranges, but both rely on one data point. Florida, despite leading the nation with 27 total listings, discloses salary in only two of them and averages a modest $487,750 to $555,350.
Volume leaders: Florida leads with 27 listings, followed by New York (23), North Carolina (18), Washington (14), California (13), Connecticut (12), and Indiana (11). Of these, only Washington pairs high volume with above-average pay. Florida and New York both underperform on compensation despite offering the most opportunities. North Carolina, Texas, and Pennsylvania provide no salary data at all despite strong listing counts (18, 6, and 9 respectively).
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What This Means If You’re a Physician
If your priority is maximum compensation: target Kentucky ($725,000), Illinois ($618,750 to $665,000), or the Portsmouth, Ohio listing at $585,000 to $720,000. The Ohio position represents the single highest disclosed range in the dataset and appears to be the most lucrative opportunity with specific geographic and salary detail.
If your priority is maximum optionality: focus on Florida (27 listings), New York (23), or North Carolina (18). Understand that volume comes at a cost. New York pays $57,772 below the national average at the low end. Florida discloses salary in only 7% of its listings. North Carolina offers zero salary transparency.
If your priority is balance: Washington provides 14 listings and above-average pay ($518,400 to $585,800). Illinois offers premium compensation with seven total listings and four salary disclosures. Connecticut delivers 12 openings at the national average ($480,714 to $544,286), a reasonable trade-off for physicians seeking Northeast proximity without New York’s pay penalty. The gap between New York and Kentucky compensation is $298,843 at the average low end (a figure that could fund a second home, a boat, or several years of malpractice insurance).
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What This Means If You’re a Recruiter
The salary transparency rate is 22.9% (64 listings with data divided by 279 total listings). This is low. This is a problem.
Candidate pipelines will bottleneck in states where volume is high but compensation is obscured or disappointing. New York’s 23 listings and below-average pay will require recruiters to lead with geography, practice culture, or academic affiliation. Florida’s 27 listings and 7% transparency rate means most conversations will involve salary negotiation rather than salary confirmation. North Carolina, Texas, and Pennsylvania offer zero disclosed compensation across 33 combined listings, forcing recruiters to sell opportunity in a vacuum.
Illinois and Missouri present the opposite challenge: premium pay with limited inventory (seven and five listings respectively). Recruiters in these markets can lean on compensation but will face supply constraints. Washington offers the best recruiter positioning: 14 listings, five salary disclosures, and above-average pay. Kentucky’s $725,000 listing will attract attention but lacks peer data to establish market norms. Delaware, Utah, and New Jersey all show pay compression or below-average ranges despite modest listing counts, requiring recruiters to reframe value propositions around cost of living, lifestyle, or partnership track.
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What’s Driving the Numbers
High volume does not command high pay, and in Cardiology, the inverse appears true.
Florida and New York dominate listing counts but lag on compensation. New York’s 23 listings average $57,772 below the national low, and Florida’s 27 listings yield only two salary disclosures. Meanwhile, Kentucky’s four listings include one at $725,000, and Illinois’s seven listings average $618,750 to $665,000. The data suggests that saturated markets suppress wages while undersupplied regions price in scarcity. Physicians following volume will find opportunity. Physicians following compensation will find the opposite.
Geographic outliers reveal where scarcity commands a premium.
Portsmouth, Ohio offers $585,000 to $720,000. Walla Walla, Washington posts $607,000. Albany, New York lists $600,000. These are not major metros. These are not academic hubs. These are markets where cardiologists are scarce and health systems are willing to pay for coverage. The pattern holds across smaller markets in Kentucky, Wisconsin, and Missouri, where single listings or small datasets show outsized compensation. Physicians willing to trade prestige for pay will find the math compelling.
Salary transparency is inconsistent and strategically deployed.
Only 22.9% of listings disclose compensation, and the distribution is uneven. New York provides salary data in 19 of 23 listings (82.6%), while Florida discloses in just 2 of 27 (7.4%). North Carolina, Texas, and Pennsylvania offer zero transparency despite 33 combined openings. This suggests that some markets use compensation as a recruiting tool while others withhold it to preserve negotiating leverage. Physicians entering opaque markets should assume pay is either uncompetitive or highly variable. Recruiters in those markets will need to lead with non-financial value propositions.
The floor is shaped by part-time roles and underperforming metros, not market norms.
The $300,000 floor appears twice, both in downstate New York (Nesconset and Brooklyn). These are outliers, not benchmarks. The Brooklyn listing caps at $325,000, suggesting limited scope or part-time expectations. Removing these from the dataset would lift the effective floor closer to $400,000, aligning with Delaware, Utah, and the lower end of most disclosed ranges. Physicians evaluating sub-$350,000 offers should scrutinize scope, call burden, and FTE status before assuming market-rate compensation.
The Bottom Line
The Cardiology job market offers broad geographic distribution, inconsistent salary transparency, and a clear inverse relationship between listing volume and compensation. Physicians seeking premium pay should target low-volume, high-need markets in the Midwest and Mountain West. Those seeking job optionality should prepare for below-average offers in high-volume coastal states. Recruiters in opaque markets will need to sell culture and geography, not compensation.
There are 279 ways to practice Cardiology in America, but only 64 will tell you what they pay upfront.
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Salary data based on 64 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.
