These figures are based primarily on MedAxiom’s national cardiovascular compensation survey and MGMA-referenced compensation data. (Cardiovascular Business)

Compensation Percentiles

General Cardiology

(Cardiovascular Business)

Interventional Cardiology

(Cardiovascular Business)

Electrophysiology

Geographic Premiums

For physicians in metropolitan coastal areas (like New York City or Los Angeles), compensation often hovers around the 25th to 50th percentiles due to a high supply of candidates. Conversely, upper-midwest states, the South, and rural areas often pay at the 75th to 90th percentiles plus hefty signing bonuses to attract top talent

FQHC Reality Check

FQHCs typically recruit General/Non-Invasive Cardiologists to manage chronic clinical diseases. Due to federal grant structures, an FQHC salary will usually lean toward the 10th to 25th percentile ($450,000 – $550,000) base, but they offset this lower number by offering:

• Government student loan forgiveness via the NHSC (National Health Service Corps).
• Pristine outpatient work-life balance with minimal to no weekend hospital call.
• Comprehensive federal malpractice coverage under the Federal Tort Claims Act (FTCA).

Cardiology Compensation Growth

New cardiologists are seeing dramatically higher starting salaries than a decade ago.

According to MedAxiom, median compensation for cardiologists under age 35 increased from approximately $214,000 in 2014 to nearly $600,000 by 2023—a 179% increase driven largely by workforce shortages and increasing demand. (MedAxiom)

Hospital vs Private Practice

The compensation gap between employed cardiologists and private-practice cardiologists is now the largest seen in more than five years. (Cardiovascular Business)

Why Cardiology Salaries Continue to Rise

1. Physician Shortages

Nearly one-quarter of practicing cardiologists are older than 61, creating significant retirement pressure. (MedAxiom)

2. Aging Population

Heart disease remains the leading cause of death in the United States, increasing demand for cardiovascular specialists. (VitalSolution)

3. Procedure-Based Revenue

Interventional cardiologists and electrophysiologists perform high-value procedures that generate substantial hospital revenue, supporting premium compensation. 

4. Growing Structural Heart Programs

Expansion of TAVR, Watchman, MitraClip, AF ablations, and complex EP procedures continues to increase demand for advanced cardiology specialists.

Most Difficult Cardiology Specialties to Recruit

1. Electrophysiology

• Highest compensation
• Limited fellowship output
• Significant procedural demand

2. Interventional Cardiology

• Strong demand nationwide
• Rural shortages severe
• Heavy call burden

3. Structural Heart Specialists

• TAVR and Watchman expertise
• Limited supply

4. Non-Invasive Cardiology

• Large number of openings
• Growing demand from health systems

(Cardiovascular Business)

Signing Bonuses & Incentives

Typical 2026 recruitment packages include:

Market-leading interventional and EP opportunities frequently exceed these benchmarks. (MedAxiom)

Outlook Through 2030

Cardiology is expected to remain among the most heavily recruited physician specialties.

Expected trends:

• Continued salary growth
• Increasing use of APPs
• More employed physician models
• Growing structural heart programs
• Significant retirement-driven shortages

Electrophysiologists and interventional cardiologists are likely to remain among the highest-paid physicians in medicine for the foreseeable future. (Cardiovascular Business)

Key Takeaway for Hiring Organizations

If you are recruiting cardiologists in 2026, competitive compensation generally starts around:

• General Cardiology: $600,000-$700,000
• Interventional Cardiology: $700,000-$900,000
• Electrophysiology: $800,000-$1,000,000+

Organizations below these ranges will increasingly struggle to attract experienced candidates in a highly competitive market. (Cardiovascular Business)

Summary Matrix : Recruiting Strategy

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Radiology remains one of the strongest physician employment markets in the United States.

Demand continues to exceed supply in most regions, resulting in rising compensation, increased use of teleradiology, and longer search timelines for employers.

While advances in artificial intelligence have generated significant discussion within healthcare, AI has not reduced demand for radiologists. In fact, growing imaging volumes, physician retirements, and expanding subspecialization have increased the need for qualified radiologists.

Organizations that offer competitive compensation, manageable workloads, flexible scheduling, and partnership opportunities continue to attract the highest-quality candidates

Radiology Workforce Overview

• Radiology is consistently ranked among the most difficult physician specialties to recruit.
• Several factors are contributing to the shortage:
• Aging physician workforce
• Increased imaging utilization
• Growth of subspecialty radiology
• Burnout related to high study volumes
• Increased demand for evening and weekend coverage
• Limited residency expansion
• Many practices report that radiologists remain on the market for only a few weeks before accepting new opportunities.
• In today’s environment, employers often compete nationally for the same candidates.

2026 Radiologist Compensation

Diagnostic Radiology

Interventional Radiology

Compensation packages often include:

• Signing bonuses
• Relocation assistance
• Productivity incentives
• Partnership distributions
• Retirement contributions
• Student loan assistance
• CME allowances

Compensation by Practice Type

Private Practice

• Average Compensation: $893,000
• Private practice continues to offer the highest earning potential. Partner-track opportunities frequently exceed $1 million annually after partnership.
• Advantages include:
• Higher compensation
• Equity ownership
• Greater autonomy
• Profit-sharing opportunities
• Challenges include:
• Increased productivity expectations
• Call responsibilities
• Business management involvement

Hospital Employed

• Average Compensation: $645,000
• Hospital-employed opportunities remain attractive due to stability and benefits.
• Advantages include:
• Predictable income
• Strong benefits
• Reduced administrative burden
• Employment security

Academic Medicine

• Average Compensation: $563,000
• Academic positions offer lower compensation but often provide:
• Teaching opportunities
• Research support
• Reduced productivity expectations
• Fellowship involvement

Highest Paying States for Radiologists

Radiologists generally earn the highest compensation in states with physician shortages and fewer training programs.

Top-paying markets frequently include:

• South Dakota
• North Dakota
• Wyoming
• Alaska
• Montana
• Iowa
• Indiana
• Wisconsin
• Texas
• Oklahoma

Many of these markets offer compensation significantly above national averages.

Most Competitive Recruitment Markets

The most difficult locations to recruit radiologists often include:

• Rural Texas
• Michigan
• Indiana
• Wisconsin
• Minnesota
• Missouri
• Kentucky
• Pennsylvania
• West Virginia
• Upstate New York

Searches in these locations commonly require six to twelve months to complete.

What Radiologists Want in 2026

Compensation remains important, but candidate priorities have shifted significantly.

The most commonly cited factors when evaluating opportunities are:

1. Work-Life Balance

Radiologists increasingly prioritize schedule flexibility and manageable workloads.

Many candidates also carefully evaluate:

2. Call Burden

• Overnight call
• Weekend coverage
• Holiday coverage
• Night-hawk support

3. Remote Reading Opportunities

• Teleradiology and hybrid schedules continue to grow in popularity.

4. Partnership Opportunities

• Private practice candidates continue to seek clear pathways to partnership.

5. Culture and Leadership

Candidates increasingly evaluate:

• Physician retention
• Leadership transparency
• Group stability
• Governance structure

Teleradiology Trends

Teleradiology has permanently changed the profession.

Current trends include:

• Fully remote positions
• Hybrid schedules
• Multi-state coverage
• After-hours interpretation
• National recruitment strategies

Despite the growth of remote work, many hospitals and groups continue to prefer physicians who can maintain some on-site presence.

Impact of Artificial Intelligence

• Artificial intelligence continues to improve workflow efficiency but has not reduced demand for radiologists.
• AI is currently most effective at:
• Workflow prioritization
• Detection assistance
• Quality assurance
• Report generation support
• Most experts believe AI will augment radiologists rather than replace them.
• Healthcare organizations continue expanding radiology hiring despite increased AI adoption.

Recruiting Outlook Through 2030

The long-term outlook for radiology remains exceptionally strong.

Key factors supporting demand include:

• Aging U.S. population
• Increased imaging utilization
• Continued physician retirements
• Expansion of cancer screening programs
• Growth of interventional procedures
• Most workforce projections suggest demand will continue exceeding supply through at least 2030.

Hiring Recommendations for Employers

Healthcare organizations seeking to recruit radiologists successfully should consider:

• Making every effort to make the position 100% remote, as this will help fill the position faster.  
• Responding to candidates within 24 hours.
• Completing interviews within two weeks.
• Offering compensation at or above the market median.
• Providing signing bonuses and relocation support.
• Minimizing unnecessary call burden.
• Offering remote or hybrid flexibility when possible.
• Clearly defining partnership opportunities.
• Maintaining a streamlined hiring process.
• Organizations that move quickly consistently outperform competitors.

Sourcing & Screening Matrix for Radiology Recruitment

2026 Radiology Market Summary

The 2026 radiology recruitment landscape remains fiercely competitive, with the demand for qualified specialists drastically outpacing the available supply. Driven by surging imaging volumes, an aging physician workforce, and expanding subspecializations, qualified radiologists are accepting offers within just weeks of entering the market. While artificial intelligence continues to streamline diagnostic workflows, it has augmented rather than replaced the human specialist – leaving healthcare organizations to compete on a national stage. To secure elite talent, employers must pivot to ultra-efficient hiring cycles, offer compensation at or above the market median ($544K–$590K for Diagnostic; $599K–$650K for Interventional), and aggressively leverage fully remote or hybrid teleradiology schedules to drastically reduce their time-to-hire.

Secure Your Team with NOW Healthcare Recruiting

Navigating a deficit this stark requires an active, deeply connected recruitment partner rather than passive job boards. At NOW Healthcare Recruiting, we maintain a proprietary network of top-tier specialists, connecting your organization directly with fully vetted, ready-to-interview radiologists. Don’t let empty reading rooms stall your clinical throughput or burn out your existing staff.

Call or text us today at 843-494-1253 or email david@nowhealthcare.org to launch your priority search and secure the talent you need.

Additional Resources & Market References: Historical Baseline Employment Data: U.S. Bureau of Labor Statistics (BLS) Occupational Employment Statistics

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“Clinically strong” isn’t just knowledge 4 it’s decision-making under uncertainty, judgment, and pattern recognition.
Behavioral questions can absolutely surface that& if they’re framed the right way.

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2026 Physician Job Market Trends

Data, Demand, and Your Advocate for the Perfect Fit

As we move through 2026, the “physician shortage” headline is still true, but it’s no longer the whole story. The market has fractured. In some cities, you’ll find five offers before lunch; in others, you’re competing with a dozen other overqualified specialists for a single hospital slot.

For physicians in 2026, finding the right fit requires looking past national averages to see where the local supply-and-demand scales are actually tipping.

According to the latest data from DocCafe, which tracks physician job activity across thousands of employers nationwide, demand varies significantly by specialty, geography, and candidate engagement. That variability is what’s shaping opportunity in today’s market.

Physician Job Market by the Numbers (2026)

Real-time workforce data is playing a bigger role than ever in how physicians and employers make decisions.

Platforms like DocCafe provide insight into:

• Active physician job postings across the U.S.
• Number of candidates actively searching
• Application volume by specialty
• Regional supply-and-demand imbalances

Because this data is updated regularly, it offers a more accurate snapshot of the current market, not just projections. The takeaway? Opportunities aren’t evenly distributed. Some specialties and regions are significantly more competitive than others, while certain markets are actively struggling to fill roles.

What’s Driving Physician Job Market Trends in 2026?

Supply and Demand Are No Longer Balanced

One of the clearest trends in 2026 is the growing imbalance between open roles and available physicians in certain specialties. While major metropolitan areas remain attractive, they are no longer the only or even the best option for many physicians. While Florida and California continue to show high overall demand due to aging populations and sheer size, they aren’t the only story. To find the best compensation and autonomy, you have to look at physician density.

In high-demand areas, employers are:

• Increasing compensation packages
• Offering signing bonuses and relocation support
• Prioritizing faster, more flexible hiring processes

Meanwhile, in more saturated specialties or metro areas, competition among candidates can be significantly higher. Understanding where your specialty falls on that spectrum is critical when evaluating opportunities.

Geographic Shifts Are Creating New Opportunities

If you are looking in Rhode Island, New Jersey, or the District of Columbia, expect a much tighter market. These areas have some of the highest physician-to-population ratios in the country. Because these regions are often anchored by major academic hubs (like Boston or NYC), employers can offer lower starting salaries or fewer “perks” because the local talent supply is high.

States like Montana, Indiana, and Louisiana are currently the “hidden gems” for 2026. Data from the AAMC and recent WalletHub rankings show these states have significant gaps in coverage. In these markets, physicians often see starting salaries 15–20% higher and more aggressive signing bonuses than in the Northeast corridor.

Physician Specialty Spotlight

Demand isn’t just about where you live; it’s about what you do.

Surging Demand: Hematology/Oncology and Radiology are seeing record-high recruitment activity. The aging “Baby Boomer” population is driving a massive need for these services.

The Behavioral Health Crisis: Psychiatry remains one of the fastest-growing sectors. Despite more residency slots opening up, the fill rate remains high because the demand for mental health services is outpacing supply in almost every state.

The Primary Care Paradox: Family Medicine has thousands of openings, but the “Match” fill rate has dipped to around 83.6%. This means while demand is infinite, candidates are becoming more selective about the type of practice, favoring outpatient models with lower administrative burdens.

For many clinicians, expanding a job search beyond traditional urban hubs can open the door to better lifestyle alignment and long-term satisfaction.

Broader Industry Trends Are Reshaping Care Delivery

Alongside the data, larger healthcare trends are also influencing the job market.

We’re seeing continued momentum toward:

• Outpatient and ambulatory care models
• More efficient, patient-centered delivery systems
• Technology-enabled workflows, including telehealth and remote monitoring

Here’s how to stay ahead

For long-term planning, it’s also helpful to monitor broader workforce projections. Resources like the Bureau of Labor Statistics continue to provide insight into how physician demand is expected to grow over the next decade.

In a market this dynamic, a reactive job search is no longer enough. Physicians who take a more strategic, informed approach are seeing better outcomes.

How Physicians Can Navigate the 2026 Job Market

• Use real-time data to understand demand in your specialty
• Evaluate multiple geographic markets, not just major cities
• Look beyond compensation to assess schedule, autonomy, and support
• Stay adaptable as care models and practice settings evolve

Why Data Isn’t Enough (And How NOW Healthcare Helps)

Market data tells you what is happening, but it doesn’t tell you how to secure the best fit for your life or your organization. This is where the NOW Healthcare Recruiting team changes the equation. Instead of a reactive search, we provide a strategic partnership to navigate these 2026 trends:

• For Physicians: We don’t just show you a list of openings. We use real-time market insights to identify where your skills are most valued and advocate for packages that reflect your true market worth. We know which hospitals in high-demand states like Montana offer the most autonomy, and which “big name” systems in saturated markets like New Jersey are currently struggling with retention. Whether you’re looking for a geographic shift or a better lifestyle, we handle the heavy lifting of the negotiation.

• For Healthcare Organizations: Competing for top-tier talent in 2026 requires more than a job posting. The team at NOW Healthcare Recruiting can help you align your offers with current market conditions, ensuring your recruitment process is fast, flexible, and attractive to candidates with the most options.

The Bottom Line

In 2026, insight creates opportunity. But execution creates results. Don’t just watch the physician job trends; use them to your advantage.

Ready to find your next move or your next hire? Connect with NOW Healthcare Recruiting today to turn market data into your next success story.

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Supply, Demand, & Pay of Locum Tenens Physicians in 2026

The U.S. healthcare system is evolving, and so is the role of locum tenens physicians. Once seen as a temporary or “between jobs” option, locum tenens (Latin for “to hold the place of”) has become a major force in healthcare workforce planning. As a physician recruiting firm that interviews hundreds of new physician job seekers per week, it feels like there are more physicians looking for locum assignments than there are locum openings.

Is There an Oversupply of Locum Tenens Physicians?

This comprehensive guide explores whether there’s an oversupply of physicians available for locum work, which specialties need them most, how much they earn compared to permanent physicians, and whether the use of locums has grown over the past 5–10 years.

What Is a Locum Tenens Physician?

A locum tenens physician is a doctor who works on a temporary contract basis, filling in for permanent physicians on leave, covering staffing gaps, or supporting clinics that can’t yet hire permanent staff. Assignments can range from a few days to several months, and locums work in hospitals, private practices, urgent care centers, rural clinics, and more.  Typically, locum tenans staffing companies mark up their billable hourly rate to the medical group by 30-50% above the rate they pay the physician. 

Is There an Oversupply of Physicians Looking for Locum Tenens Work?

Short answer: Not exactly.

While the number of physicians exploring locum tenens roles is increasing, the healthcare system overall faces a physician shortage, not a surplus. According to recent industry data from ZipDo:

• 68% of U.S. hospitals report difficulty filling permanent physician positions.
• The U.S. is projected to face a shortage of 122,000 physicians by 2030 due to rising demand and aging demographics.

At the same time, many physicians are opting for locum tenens work for lifestyle reasons, including flexibility, travel opportunities, and better control over schedules. One survey found that more than 63% of physicians are already working in or considering locum tenens roles within the next five years.

Hospitals Tightened Locum Tenens Budgets

Compared to 2020–2022, Locum Tenen Budgets are changing:

• CFOs are scrutinizing locum spend heavily
• Systems are pushing internal coverage models
• Many groups are trying to convert locums to permanent
• PE-backed groups are cutting staffing costs

So demand has not grown at the same pace as physician interest in a locum tenens opportunity.

That creates a temporary imbalance.

So while more physicians are engaging in locum work, this isn’t because the market is saturated; it’s driven by physician preference and growing demand for temporary coverage in underserved regions and high-burnout specialties.

Why More Physicians Are Considering Locum Tenens Work

Several factors are contributing to the rise of locum tenens popularity:

1. Physician Burnout & Work-Life Balance: Many doctors seek locum roles to reduce burnout by controlling their schedules and reducing administrative burdens.
2. Retirement Wave: A significant portion of the physician workforce is approaching retirement age, creating openings that hospitals struggle to fill permanently.
3. Lifestyle Flexibility: Locum physicians can choose assignments that fit their desired pace, location, and duration.
4. Enhanced Compensation Options: Locum tenens physician salaries are typically more competitive than permanent work salaries, especially when travel and housing stipends are factored in.

Looking Ahead at Locum Tenens Physicians Trends

Looking ahead, locum tenens will likely play an even larger role as physician shortages, burnout, and patient demand continue to be issues. The physicians who thrive will be the ones who use locum work intentionally, choosing assignments that align with their values, lifestyle, and long‑term career goals rather than taking whatever comes along.

If you’re exploring locum tenens jobs or considering a change from your current role, our team at NOW Healthcare Recruiting can help you sort through the noise, understand real‑world pay and demand, and match you with opportunities that fit your priorities instead of forcing you into a one‑size‑fits‑all job. Connect with us to talk confidentially about your options and see what the 2026 locum market really looks like from a recruiter’s seat.

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