75% of US medical sales job postings publish what the role pays. That is 5,702 of 7,630 live postings, counted on this board — so 1,928 still say nothing about pay. The share varies from 91% to 57% depending on the state, and far more than that depending on the employer.
The top of this table is mostly states that require pay to be disclosed in a job advertisement, and the bottom is mostly states that do not. This board does not track legislation and does not claim to — the pattern is what it counted, and which law applies where is worth looking up rather than taking from a job board.
| Segment | Publishes pay | Postings |
|---|---|---|
| Washington | 91% | 171 of 188 |
| New Jersey | 88% | 144 of 164 |
| California | 88% | 692 of 789 |
| Connecticut | 88% | 70 of 80 |
| District of Columbia | 86% | 51 of 59 |
| Minnesota | 86% | 121 of 140 |
| New York | 86% | 397 of 460 |
| Massachusetts | 85% | 220 of 260 |
| Segment | Publishes pay | Postings |
|---|---|---|
| Mississippi | 57% | 23 of 40 |
| South Carolina | 60% | 47 of 78 |
| Florida | 61% | 260 of 427 |
| New Mexico | 61% | 25 of 41 |
| Georgia | 61% | 137 of 224 |
Every figure below is computed from that employer's own public job advertising. An employer near the bottom is not breaking any rule — most US states require nothing — it is simply choosing not to say, and a candidate is entitled to know that before spending an afternoon on an application.
| Segment | Publishes pay | Postings |
|---|---|---|
| AbbVie | 100% | 242 of 242 |
| Amgen | 100% | 188 of 188 |
| Teva Pharmaceuticals | 100% | 157 of 157 |
| Charlie Health | 100% | 139 of 139 |
| Bayer | 100% | 116 of 116 |
| Philips | 100% | 66 of 66 |
| HeartFlow | 100% | 62 of 62 |
| Axsome Therapeutics | 100% | 59 of 59 |
| Segment | Publishes pay | Postings |
|---|---|---|
| Vanda Pharmaceuticals | 0% | 0 of 47 |
| Viemed | 2% | 1 of 61 |
| Mirum Pharmaceuticals | 2% | 1 of 49 |
| Lincare | 15% | 12 of 78 |
| BrightSpring Health | 44% | 25 of 57 |
| Smith+Nephew | 44% | 42 of 95 |
| AstraZeneca | 45% | 31 of 69 |
| Olympus | 45% | 18 of 40 |
| Segment | Publishes pay | Postings |
|---|---|---|
| Biotech | 89% | 154 of 173 |
| Health tech | 86% | 345 of 401 |
| Pharmaceutical | 81% | 2,465 of 3,043 |
| Medical device | 71% | 2,064 of 2,896 |
| Diagnostics | 71% | 419 of 590 |
| Other | 63% | 40 of 63 |
| Distribution & home care | 46% | 215 of 464 |
A posting counts as publishing pay when it states a minimum and a maximum, at any period, whether that is a base salary or on-target earnings. Wording such as “competitive”, and a single figure with no range, do not count. This is deliberately wider than the salary guide and the salary dataset, which need an annual base figure because an hourly rate cannot join a median without assuming hours nobody published. Here the question is whether the employer said, not whether the figure can be averaged.
Each posting is counted once, in the state it is based in. A role covering several states appears only under its primary one, so these counts are smaller than a search of the same state on this board — that search deliberately also returns multi-state roles based elsewhere. Counting a ten-state requisition ten times would spread one employer's disclosure habit across ten rows and leave the states no longer comparable.
No state or industry is shown from fewer than 25 postings, and no employer from fewer than 40. Below that a percentage is arithmetic rather than a finding: an employer with two postings can read 0% or 100% and mean neither.
Counted on September 22, 2026. The board is rewritten twice a day, so this is a snapshot: postings close, new ones open, and the same count next quarter describes a different set. Cite the date with the number.
Because most US states do not require it. A dozen now do, and in those states disclosure is close to universal; everywhere else it is an employer's choice, and the table above is what those choices look like across 7,630 live postings.
It is what was advertised, which is usually base salary or base plus a target bonus. Commission at plan is rarely published, so a field rep's real earnings are normally higher. The salary guide sets out what that does and does not include.
A posting publishes pay in this report when the stored employer advertisement contains a numeric pay range. This measure includes different pay periods and compensation types, so it is broader than the annual base salary sample. The tables show which populations meet the reporting floor. A missing range means pay was not recorded in the posting, not that the employer pays less.