The national salary floor for Hematology Oncology sits at $250,000 in Vermont while the ceiling reaches $870,000 in California—a 248% spread that says less about oncology than it does about geography, negotiating leverage, and whether your hospital system believes in paying for scarcity. The market currently holds 323 active listings spanning nearly every state in the country, from high-volume coastal hubs to single-listing outposts in the Plains. What the data reveals is a specialty with exceptional demand, wildly inconsistent transparency, and compensation structures that reward location arbitrage more than clinical volume.
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The Hematology-Oncology Job Market at a Glance

Total listings: 323. Listings with salary data: 65. Full salary range: $250,000 to $870,000. Average salary range: $493,633 to $583,255.

That average obscures more than it reveals. The $620,000 spread between floor and ceiling reflects a market segmented by practice type, payer mix, regional cost of living, and whether the employer is competing for talent or assuming captive supply. States with disclosed data cluster into three camps: those paying for scarcity (Montana, Maryland, Missouri), those paying for volume and reputation (California, Massachusetts, Illinois), and those paying below replacement cost (Vermont, New Jersey, Florida).

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

Overperformers

• Massachusetts: $450,000 to $800,000 average—the highest ceiling in the dataset, driven by two disclosed salaries across 17 total listings.
• Michigan: $600,000 to $650,000 average—strong pay with 13 total listings, though only two disclosed compensation.
• Missouri: $650,000 flat average—a single data point, but it leads the nation in midpoint compensation.
• Maryland: $650,000 flat average—one listing, one number, and it is excellent.
• Montana: $650,000 flat average—paying frontier premiums without apology.
• Nevada: $625,000 flat average—one disclosed salary in a state with four total listings.
• Illinois: $556,250 to $731,250 average—the widest range among high performers, with meaningful upside across four salary listings.
• California: $542,916 to $660,759 average—above-national compensation across 10 disclosed salaries and 23 total listings, making it both lucrative and liquid.
• Minnesota: $587,500 to $597,500 average—tight range, above-average pay, four disclosed salaries.
• Oregon: $575,000 to $675,000 average—one disclosed salary out of 14 total listings, but the number competes nationally.

Near-average performers

• Ohio: $490,000 to $515,000 average—textbook national benchmark across five disclosed salaries and 12 total listings.
• Colorado: $491,750 to $557,250 average—four disclosed salaries, reliable midpoint, no drama.
• West Virginia: $550,000 flat average—two disclosed salaries across 14 total listings, paying slightly above the national mean.
• Wyoming: $500,000 flat average—one disclosed salary, four total listings, and a clean national midpoint.
• North Dakota: $500,000 flat average—one disclosed salary, two total listings, and the same clean midpoint.
• Washington: $475,000 to $550,000 average—one disclosed salary out of 10 total listings, landing just below the national average.

Underperformers

• New York: $420,952 to $536,190 average—the volume leader with 27 total listings and 21 disclosed salaries, yet paying below the national average (a mismatch worth interrogating).
• Florida: $400,000 to $425,000 average—17 total listings but only one disclosed salary, and that number trails the market badly.
• New Jersey: $350,000 flat average—one disclosed salary, and it is the second-lowest in the dataset.
• Vermont: $250,000 to $350,000 average—the national floor, one disclosed salary, and a figure that raises questions about scope, part-time status, or market dysfunction.

Volume leaders

New York leads with 27 listings, followed by California with 23, Florida and Massachusetts with 17 each, Wisconsin with 15, Oregon and West Virginia with 14 each, Michigan with 13, and Ohio with 12. High volume does not guarantee high pay. New York and Florida both post double-digit listings while compensating below the national average. California and Michigan, by contrast, deliver both liquidity and premium pricing.
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What This Means If You’re a Physician

If your priority is maximum compensation: Target the Redding, California listing at $770,000 to $870,000—the highest disclosed salary in the dataset and the top of the national range for Hematology Oncology. Massachusetts, Maryland, Montana, and Missouri also clear $650,000 on average, though sample sizes are thin. Illinois offers meaningful upside with a ceiling above $730,000.

If your priority is maximum optionality: California and New York provide the deepest job markets, with 23 and 27 listings respectively. California pays well above average; New York does not. Massachusetts offers 17 listings and the highest average ceiling. Wisconsin posts 15 listings but zero salary transparency. You will have options in volume states—just understand what you are trading.

If your priority is balance: Michigan, Ohio, and Colorado combine above-average or benchmark pay with double-digit listing counts and reasonable disclosure rates. Minnesota offers a tight, above-average range with modest volume. These are markets where compensation meets expectations and the job supply supports negotiation without requiring you to chase outliers or move to Brattleboro.
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What This Means If You’re a Recruiter

Salary transparency rate: 20.1% (65 listings with disclosed compensation divided by 323 total listings). That is a disclosure problem, not a data problem. Four out of five Hematology Oncology listings expect candidates to engage without knowing whether the opportunity pays $250,000 or $870,000—a spread too wide to ignore and too common to dismiss.

Candidate pipeline implications: Physicians in this specialty have 323 national options, many of them in states with zero published salary data (Wisconsin, Pennsylvania, Indiana, North Carolina, Texas). In a market this large, the listings that lead with compensation will pull earlier and harder. The ones that do not will need to lead with something else: geography, partnership track, research access, lifestyle, or scope. In high-volume, low-transparency states like Wisconsin (15 listings, zero salaries), recruiters will spend more time qualifying intent and less time closing on numbers.

Volume-pay misalignments: New York posts 27 listings and pays below average. Florida posts 17 and pays even less. Both will struggle to convert volume into velocity unless they are selling location, not compensation. California and Michigan prove the inverse: 23 and 13 listings respectively, both paying well above average, both positioned to win on multiple variables. Recruiters in underperforming volume states will need to surface non-financial value faster, earlier, and more convincingly.
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What’s Driving the Numbers

Geographic scarcity commands a premium, but not uniformly.

Montana, Wyoming, and North Dakota all clear $500,000 despite modest listing counts, suggesting that rural and frontier markets are pricing in recruitment difficulty and limited local supply. But Vermont—equally rural, equally remote—pays $250,000 to $350,000, the lowest in the dataset. The difference is not geography alone. It is whether the employer treats scarcity as a cost to be paid or a problem to be endured. Markets that acknowledge competition pay accordingly. Markets that assume captive demand do not.

High-volume markets are not high-pay markets by default.

New York and Florida combine for 44 listings and below-average compensation. Both are large, liquid markets with deep candidate pipelines and institutional employers who may be pricing to market saturation rather than specialty value. California, by contrast, pairs 23 listings with above-average pay, suggesting that volume alone does not suppress compensation—volume without competing employers does. The lesson for physicians: liquidity is not leverage unless multiple buyers are bidding.

Transparency correlates with competitive pay, but the relationship is not causal.

States with higher disclosure rates (New York at 78%, California at 43%, Ohio at 42%) tend to cluster near or above the national average. States with zero transparency (Wisconsin, Pennsylvania, Indiana, Texas) may be paying well—but they are not competing on that basis in the public market. The absence of data is not evidence of low pay, but it is evidence of low urgency. In a specialty this well-compensated, silence is a choice.

The salary floor is an outlier, not a trend.

Vermont’s $250,000 figure is 50% below the national average and likely reflects part-time work, limited scope, or a compensation structure divorced from the national market. It pulls the range downward but does not represent the functional floor for full-time, full-scope Hematology Oncology practice. The true floor, absent structural anomalies, sits closer to $400,000. Physicians evaluating offers below that threshold should ask why.

The Bottom Line

The Hematology Oncology job market is large, geographically diverse, and segmented by transparency, volume, and willingness to pay for scarcity. Physicians have 323 options, but only 65 come with enough information to make an informed decision on day one. The highest earners will target California, Massachusetts, and the Mountain West. The most risk-averse will choose Ohio, Colorado, and Michigan. The most opportunistic will arbitrage the gap between New York’s volume and Montana’s pricing.

There are 323 ways to treat cancer for a living, and at least 65 ways to get paid for it.
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Salary data based on 65 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.