Michigan is offering $400,000 to manage diabetes and thyroid disorders. Vermont, a state with three total listings, is paying a flat $300,000. Meanwhile, someone in Cleveland is being offered $175,000 to do the same work (though other Ohio positions climb to $350,000, so geography within a state matters more than the state itself). The national Endocrinology market includes 145 active listings spread across 36 states. The data reveals a specialty with strong baseline compensation, dramatic geographic variance, and a transparency problem that obscures two-thirds of the market.
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The Endocrinology Job Market at a Glance
Total listings: 145
Listings with salary data: 39
Full salary range: $175,000 to $400,000
Average salary range: $260,596 to $294,282
The $225,000 spread between floor and ceiling tells a story of market fragmentation. Most positions cluster between $225,000 and $325,000, which is a comfortable band for a cognitive specialty with procedural elements. But the outliers matter. The $175,000 floor suggests either part-time work, academic discounting, or a market test that will fail. The $400,000 ceiling proves that scarcity pricing exists for Endocrinology, particularly in states willing to compete aggressively for specialists who can manage complex metabolic disease.
States with active listings: New York, California, Florida, Illinois, Texas, Ohio, Maryland, Massachusetts, Missouri, Vermont, Wisconsin, North Carolina, Indiana, Arizona, Tennessee, Connecticut, Georgia, Michigan, Alabama, Idaho, Oregon, New Mexico, Pennsylvania, Washington, Maine, Nebraska, West Virginia, South Carolina, Minnesota, North Dakota, Kentucky, New Jersey, Virginia, New Hampshire, Arkansas.
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How States Stack Up
Overperformers:
Michigan leads nationally with an average range of $250,000 to $400,000, anchored by the single highest-paying listing in the dataset. Vermont offers a flat $300,000 average, remarkable for a state with only three total postings and proof that small markets can outbid large ones. Missouri averages $250,000 to $350,000, with Saint Joseph driving the high end. Illinois delivers $284,167 to $310,688 across six salary-disclosed listings, combining top-tier pay with meaningful volume.
Near-average:
New York averages $253,750 to $283,750 across 16 disclosed listings, a solid midpoint that reflects its status as the highest-volume market. California ranges from $254,205 to $297,476, consistent with its cost structure. Florida sits at $257,500 to $275,000, slightly compressed but within national norms. Ohio averages $251,667 to $285,000 across three disclosed listings, though its $175,000 floor drags down the mean. Maryland posts a flat $285,000 from a single disclosed listing. Colorado, with one disclosed listing, offers $267,000 to $297,000.
Underperformers:
Massachusetts, despite seven total listings, discloses only one salary at $251,000, below the national average low and surprisingly weak for a high-cost academic hub.
Volume leaders: New York (29 listings), California (10), Florida (10), Illinois (9), Texas (7), Massachusetts (7), Wisconsin (6), Tennessee (5), Connecticut (5). Texas leads in volume among states with zero salary transparency, posting seven listings without a single disclosed figure. New York dominates in both volume and transparency, but pays below Michigan, Missouri, and Vermont on a per-listing basis.
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What This Means If You’re a Physician
If your priority is maximum compensation: Target Michigan, where the highest disclosed listing reaches $400,000. Missouri and Vermont also command premiums, with ceilings at $350,000 and $300,000 respectively. The Michigan listing represents the national peak and should be your negotiation benchmark.
If your priority is maximum optionality: New York offers 29 total listings, nearly triple any other state, with 16 disclosing salary data. California and Florida each provide 10 listings, and Illinois adds 9. High-volume states give you leverage to compare offers, negotiate scope, and choose practice settings.
If your priority is balance: Illinois pairs strong compensation ($284,167 to $310,688 average) with nine total listings, offering both pay and choice. Colorado delivers a single disclosed listing at $267,000 to $297,000, a reasonable midpoint in a high-quality-of-life market. Avoid Massachusetts unless the academic prestige justifies a $251,000 salary in one of the nation’s most expensive regions (it probably does not).
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What This Means If You’re a Recruiter
Salary transparency rate: 26.9% (39 listings with disclosed data divided by 145 total listings). This is a pipeline problem. Nearly three-quarters of Endocrinology listings omit compensation, forcing candidates to waste time on preliminary calls or skip your posting entirely. In a specialty where the floor is $175,000 and the ceiling is $400,000, silence reads as lowball.
Texas posted seven listings with zero salary data. Wisconsin posted six. Tennessee, Connecticut, and Massachusetts each posted five or more with minimal transparency. If you are recruiting in these states, you will need to lead with scope, partnership track, call schedule, or payer mix, because your compensation data is invisible. Candidates will assume the worst.
New York and California disclose salary in roughly half their listings, a marginal improvement but still insufficient in a competitive market. Michigan, Missouri, and Vermont disclose selectively but pay aggressively, which works when your numbers are defensible. If your market pays below $260,000, transparency will not help you. If it pays above $300,000, transparency is your only weapon.
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What’s Driving the Numbers
High-end listings command premiums for scope, not just geography. The $400,000 Michigan listing and the $350,000 postings in Missouri, New York, and California likely reflect hospital employment with inpatient rounding, diabetes center leadership, or underserved rural markets pricing in scarcity. Endocrinology is not a procedural specialty, so compensation variance is driven by patient volume expectations, call burden, and whether the role includes program-building or administrative responsibilities.
Part-time or academic roles distort the floor but do not define the market. The $175,000 Cleveland listing is an outlier, sitting $75,000 below the next-lowest disclosed salary. This is either a 0.5 FTE position, a fellowship-adjacent role, or a market failure. The rest of the data clusters above $250,000, suggesting the floor for full-time clinical Endocrinology is well-established and resistant to downward pressure.
Underserved markets do not consistently price in scarcity. Vermont pays $300,000 with three listings, but North Dakota, West Virginia, and Nebraska post listings with zero salary transparency despite similar rural profiles. Either these states are paying competitively and hiding it (unlikely), or they are relying on lifestyle appeal and hoping candidates will not notice the compensation gap (more likely). Scarcity pricing works only when it is advertised.
Volume and pay are uncorrelated, which benefits physicians and frustrates recruiters. New York leads in listings but pays below Michigan, Missouri, and Vermont. Texas posts seven listings with no disclosed data, while Vermont posts three and discloses all of them at $300,000. High-volume markets assume demand will drive applications; low-volume markets use salary to manufacture demand. The latter strategy is working.
The Bottom Line
The Endocrinology job market is geographically broad, competitively compensated, and selectively transparent. Physicians have leverage in high-volume states and pricing power in high-pay states, but rarely both in the same market. Recruiters in states with strong compensation should disclose it; recruiters in states without it should prepare to sell everything else. The specialty rewards those who can manage complex endocrine pathology, and the market rewards those who know which states are willing to pay for it.
There is a $225,000 gap between the floor and ceiling for helping people regulate their hormones, and whether you land at $175,000 or $400,000 depends more on your zip code than your clinical skill.
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Salary data based on 39 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.
