Consider the Med-Ped physician: dual-boarded in internal medicine and pediatrics, capable of managing a 74-year-old’s congestive heart failure in the morning and a toddler’s ear infection after lunch. You would think the market would reward this range with unambiguous enthusiasm. Instead, it responds with 89 open listings, 17 disclosed salaries, and a shrug. The national floor sits at $200,000. The ceiling touches $400,000. And 81 percent of employers have decided that showing you the number is optional. The data tells a clear story: Med-Ped demand is steady, geographically scattered, and priced almost entirely behind a curtain.
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The Med-Ped Job Market at a Glance

Total listings: 89
Listings with disclosed salary: 17
Full national range: $200,000 – $400,000
National average range: $254,324 – $290,629

That $200,000 spread is not a rounding error. It is the difference between a starter home in Wichita and a down payment on something with a view in Los Angeles. The average range clusters in the mid-$250s to high-$280s, meaning the true center of gravity for Med-Ped compensation lives well below the headline maximum. The $400,000 top-end figure is real, but it is also singular — one California listing, doing a lot of heavy lifting for the entire west coast average.

States represented: California, Massachusetts, New York, Missouri, North Carolina, Illinois, Virginia, Kansas, Michigan, Florida, Maryland, Wisconsin, Tennessee, New Jersey, Indiana, Georgia, Ohio, Arkansas, Kentucky, Iowa, Oregon, Arizona, West Virginia, Minnesota, Texas, New Hampshire, Alabama.
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How States Stack Up

Overperformers:

• California — $400,000 on a single disclosed listing, which is either a genuine outlier or the entire state’s compensation strategy hiding behind one job post.
• Iowa — $300,000 to $400,000 range on one listing, quietly the most interesting number in the dataset.
• Arkansas — a flat $350,000, no negotiation implied.
• Kentucky — $300,000 on a single disclosure, punching well above regional expectations.
• Illinois — $300,000 to $325,000, anchored by the Rockford listing.

Near-average:

• Ohio — $250,000 flat, textbook benchmark.
• New York — $230,583 to $270,950 across six disclosures, the most statistically credible number in the report and, unfortunately for New York, not a flattering one.

Underperformers:

• Kansas — $200,000 to $260,000 across four listings, the disclosed floor of the national market.
• Missouri — $240,000 to $250,000 on one listing, below the national average despite seven total postings.

Volume leaders: California (10), Massachusetts (10), New York (9), Missouri (7), North Carolina (6), Illinois (5), Virginia (5), Kansas (5). Massachusetts leads on volume and discloses nothing. Missouri offers seven jobs at below-average pay. The volume-pay relationship, put charitably, does not exist here.
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What This Means If You’re a Physician

If your priority is maximum compensation: The highest-paying disclosed listing is a Med-Ped role in Rockford, Illinois, posted by Curare Group, Inc., at $300,000 to $325,000 per year. California’s $400,000 figure is higher on paper, but it is one listing, and $400,000 in California is not $400,000 in Rockford. Iowa’s $300,000 to $400,000 range deserves a serious look for anyone willing to relocate somewhere with actual parking.

If your priority is maximum optionality: California, Massachusetts, and New York collectively account for 29 of 89 listings. You will have choices. You will also have to ask what the job pays, because Massachusetts disclosed exactly zero salaries.

If your priority is balance: New York offers the most transparent, statistically meaningful data at a mid-market number — which sounds reasonable until you remember it is New York.
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What This Means If You’re a Recruiter

Salary transparency rate: 17 of 89 listings, or 19.1 percent. Roughly four out of five Med-Ped postings do not tell candidates what the job pays. In a specialty defined by breadth and relative scarcity, this is a pipeline problem, not a negotiation strategy. Candidates who can practice both IM and pediatrics have options; they will filter past listings without numbers.

Volume-pay misalignments are stark. Massachusetts and California tie for listing volume, but Massachusetts discloses nothing and California’s ceiling rests on a sample of one. Missouri posts seven jobs at Missouri money. Recruiters in high-volume, low-transparency states will need to lead with scope, schedule, patient mix, and lifestyle — because compensation is not doing the recruiting work for them.
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What’s Driving the Numbers

Scope commands a premium — sometimes. Med-Ped physicians can staff both adult and pediatric panels, which theoretically doubles their utility. The Rockford, Iowa, and Arkansas numbers suggest that some employers are pricing that dual capability accordingly. Most are not.

Part-time and specialized roles likely distort the floor. The $200,000 Kansas listings from The Inline Group appear repeatedly and may reflect clinic-based, defined-scope positions rather than full-spectrum inpatient-outpatient roles. Treat the low end of this data with appropriate skepticism.

Underserved markets are pricing in scarcity. Arkansas at $350,000, Kentucky at $300,000, and Iowa reaching $400,000 all reflect a familiar rural-recruitment premium. The states that need Med-Peds most are the ones willing to name a number and mean it.

The volume-pay relationship has broken. Traditionally, high-listing states signal high demand and rising compensation. Here, the two largest markets (California, Massachusetts) offer either one data point or none. Volume is a proxy for churn, not premium.

The Bottom Line

The Med-Ped market rewards physicians who can read between the lines — or, more precisely, physicians willing to email a recruiter and ask the question 72 employers refused to answer in writing. The best-paying opportunities are concentrated in smaller, less obvious markets: Rockford, rural Iowa, Arkansas, Kentucky. The largest markets offer volume, ambiguity, and the coastal cost of living to go with them.

Med-Ped physicians are trained to handle two populations at once; the job market has decided to compensate them like it can only remember one.
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Salary data based on 17 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.