Michigan—a state with just six Gastroenterology listings—is paying an average of $782,080 to $846,560, making it the highest-compensated market in the nation for a specialty that spans 504 active postings. The market is vast, geographically dispersed, and wildly inconsistent in how it values the same scope of practice. Of those 504 listings, only 94 disclosed salary data. The full range stretches from $200,000 to $900,000, with the national average landing at $519,571 to $575,220. This is a market where scarcity and volume operate on entirely different compensation logic.
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The Gastroenterology Job Market at a Glance
Total listings: 504. Listings with salary data: 94. Full national range: $200,000 to $900,000. Average range: $519,571 to $575,220.
The spread is enormous, and the clustering tells the real story. Most full-time positions sit between $400,000 and $700,000, but outliers exist at both ends—some driven by part-time or hospitalist roles, others by leadership premiums or rural scarcity pricing. The floor is low enough to raise questions about scope or hours. The ceiling is high enough to reflect either medical directorships or markets willing to pay for immediate coverage.
States with active listings include Florida, New York, California, Illinois, Texas, Pennsylvania, Tennessee, Indiana, Washington, Ohio, Missouri, Virginia, North Carolina, Wisconsin, Minnesota, Maryland, Massachusetts, New Jersey, Connecticut, Colorado, Arkansas, Nevada, Louisiana, Utah, Oklahoma, Alabama, Kentucky, Arizona, Georgia, Oregon, New Hampshire, New Mexico, West Virginia, Montana, Wyoming, North Dakota, South Dakota, Mississippi, Iowa, Kansas, Nebraska, Idaho, Hawaii, Maine, and Washington DC. The demand is national. The transparency is not.
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How States Stack Up
Overperformers:
Michigan leads the nation at $782,080 to $846,560, a remarkable premium for a state with minimal volume. Illinois averages $678,750 across eight salary-disclosing listings, blending volume with strong compensation. Florida comes in at $683,333, though only three of its 46 listings disclosed pay—a transparency problem masking what could be a top-tier market. Missouri averages $637,500 to $637,750 across four listings, offering consistency in the upper band. Louisiana shows $624,000 to $832,000 on a single listing, suggesting high-ceiling rural opportunities. Arkansas posted $600,000 to $1,000,000 on one listing, the widest range in the dataset and a signal of urgent need. Nevada averages $587,775 to $650,000 across two listings, a strong showing for a low-volume state. Utah hits $600,000 flat across two listings, competitive without the variability.
Near-average:
Washington averages $526,612 to $676,334 across five listings, offering solid mid-to-upper compensation with reasonable volume. Oklahoma lists $525,000 on a single data point, right at the national midpoint. Maryland averages $500,000 to $534,286 across seven listings, clustering tightly around the national mean. Massachusetts shows $500,000 to $550,000 on one listing, a narrow and predictable band. California averages $497,646 to $596,516 across 13 listings, balancing volume with near-average pay despite its cost of living. Indiana averages $550,000 flat across three listings, a clean middle-market position.
Underperformers:
New Jersey averages $458,333 to $469,833 across six listings, surprisingly low for a high-cost metro-adjacent state. New York averages $461,735 to $527,346 across 28 listings—the second-highest volume state in the nation, paying below the national average. Ohio comes in at $448,333 to $488,333 across three listings, trailing the mean despite decent volume. Colorado averages $450,000 to $462,500 across two listings, underwhelming for a competitive physician market. Connecticut bottoms out at $409,000 to $428,333 across three listings, the lowest average in the dataset and a red flag for a Northeast corridor state.
Volume leaders: Florida (46 listings), New York (41), California (25), Illinois (24), Texas (22), Pennsylvania (18), Indiana (18), Tennessee (17), Ohio (16), Washington (16). Texas disclosed zero salaries despite 22 listings. New York’s volume-to-pay ratio is poor. Florida’s transparency rate is abysmal.
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What This Means If You’re a Physician
If your priority is maximum compensation: Target Michigan, Illinois, Florida, Missouri, and Arkansas. The highest-paying listing in the dataset is in North Little Rock, Arkansas, offering $600,000 to $1,000,000—a range that wide suggests either desperation or a highly variable scope (likely both). The second-highest is a GI Medical Director role in Gardnerville, Nevada, at $680,000 to $800,000, a leadership premium in a rural setting.
If your priority is maximum optionality: New York (41 listings), Florida (46), and California (25) dominate volume, though New York pays below average and Florida’s transparency is poor. Illinois (24 listings) offers both volume and strong compensation, making it the rare overlap market.
If your priority is balance: Washington, Maryland, and California offer reasonable volume, near-average or better pay, and geographic stability. Indiana provides $550,000 with 18 listings and low cost of living. Michigan offers the highest pay in the nation but only six listings—a calculated bet on scarcity.
Cost-of-living mismatches: Connecticut, New Jersey, and New York are paying well below the national average despite high living costs. California’s $497,646 to $596,516 looks reasonable until adjusted for housing. The gap between New York’s volume and its compensation is the most glaring inefficiency in the market.
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What This Means If You’re a Recruiter
Salary transparency rate: 18.7% (94 of 504 listings disclosed compensation). This is a low-transparency market, and it will cost you candidates. Physicians evaluating Gastroenterology opportunities have limited salary visibility in high-volume states, forcing them to rely on reputation, geography, or recruiter relationships instead of data. That benefits no one.
Candidate pipeline implications: New York, Texas, Pennsylvania, and Tennessee—collectively responsible for 100 listings—disclosed little to no salary data. You are asking candidates to engage blind in some of the highest-volume markets in the country. Expect longer decision cycles, more counteroffers, and higher drop-off rates. Florida’s 46 listings with only three salary disclosures is a pipeline liability masquerading as market leadership.
Volume-pay misalignments: New York has 41 listings and pays $461,735 to $527,346. Ohio has 16 listings and pays $448,333 to $488,333. Both are underperforming relative to their volume, meaning recruiters will need to lead with lifestyle, partnership track, procedural volume, or metro access instead of compensation. In contrast, Michigan has six listings and pays $782,080 to $846,560—a scarcity premium that recruits itself. If you are hiring in a high-volume, low-pay state, your pitch must be airtight.
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What’s Driving the Numbers
Scope and leadership command a steep premium.
The $680,000 to $800,000 GI Medical Director listing in Nevada and the $600,000 to $1,000,000 Arkansas opportunity both reflect leadership or expanded scope. The gap between these and the $409,000 Connecticut floor is not explained by geography alone. Medical directorships, hospital employment with administrative duties, and roles requiring ERCP or advanced endoscopy are pulling the top end of the range upward. Recruiters should assume that any listing above $700,000 includes either leadership responsibilities or procedural complexity beyond standard outpatient GI.
Part-time and hospitalist roles distort the floor.
The $200,000 low end of the national range and the $250,000 to $300,000 GI Hospitalist role in Maryland suggest part-time, shift-based, or reduced-scope positions are bending the lower bound. These are not comparable to full-time outpatient or hospital-employed GI roles. Physicians evaluating offers below $400,000 should confirm FTE status, call obligations, and procedural expectations before assuming the market has undervalued them.
Underserved markets price in scarcity, but inconsistently.
Michigan, Arkansas, and Nevada—all low-volume states—are paying at or near the top of the national range. But Wyoming, Montana, and North Dakota, also low-volume, disclosed no salary data. Scarcity pricing exists, but it is not universal. Rural and underserved markets that disclose competitive compensation are filling roles. Those that do not are likely struggling. If you are recruiting in a low-volume state and withholding salary data, you are fighting with one hand tied.
The volume-pay relationship is broken.
Florida has the most listings in the nation and pays well. New York has the second-most and pays poorly. Texas has 22 listings and disclosed nothing. Volume does not predict compensation, and in some cases it predicts the opposite. High-volume markets may be saturated, driving pay down, or they may simply be under-disclosing. Either way, physicians cannot assume that more opportunities mean better pay, and recruiters in high-volume states cannot assume demand will do the work for them.
The Bottom Line
The Gastroenterology job market is large, active, and geographically broad, but it rewards information asymmetry and penalizes transparency. Physicians who prioritize compensation should target Michigan, Illinois, Missouri, and Arkansas. Those who prioritize optionality should focus on New York, Florida, and California, but with the understanding that volume does not equal value. Recruiters in high-volume, low-transparency states are operating at a structural disadvantage. The market is there. The data is not.
There is a lot of money available for looking at the inside of people. But you will have to ask where it is.
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Salary data based on 94 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.
