76% of US medical sales job postings publish what the role pays. That is 7,092 of 9,364 live postings, counted on this board — so 2,272 still say nothing about pay. The share varies from 88% to 48% 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.
| State | Publishes pay | Postings |
|---|---|---|
| Maine | 88% | 28 of 32 |
| New Jersey | 87% | 196 of 226 |
| Washington | 86% | 184 of 213 |
| Maryland | 86% | 118 of 137 |
| New York | 86% | 500 of 584 |
| California | 85% | 881 of 1,036 |
| Connecticut | 85% | 88 of 104 |
| Colorado | 84% | 158 of 188 |
| State | Publishes pay | Postings |
|---|---|---|
| South Dakota | 48% | 13 of 27 |
| Kansas | 56% | 31 of 55 |
| Kentucky | 59% | 60 of 102 |
| South Carolina | 62% | 64 of 103 |
| Wisconsin | 62% | 78 of 125 |
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.
| Employer | Publishes pay | Postings |
|---|---|---|
| AbbVie | 100% | 156 of 156 |
| Charlie Health | 100% | 139 of 139 |
| Viatris | 100% | 110 of 110 |
| Inizio Engage | 100% | 92 of 92 |
| Praxis Precision Medicines | 100% | 86 of 86 |
| Aquestive Therapeutics | 100% | 80 of 80 |
| Sanofi | 100% | 73 of 73 |
| Axsome Therapeutics | 100% | 72 of 72 |
| Employer | Publishes pay | Postings |
|---|---|---|
| Vanda Pharmaceuticals | 0% | 0 of 56 |
| Quipt Home Medical | 0% | 0 of 48 |
| Globus Medical | 0% | 0 of 45 |
| Paratek Pharmaceuticals | 0% | 0 of 33 |
| Avanos Medical | 0% | 0 of 23 |
| Galt Pharmaceuticals | 0% | 0 of 21 |
| Integra LifeSciences | 0% | 0 of 21 |
| Koya Medical | 0% | 0 of 20 |
| Industry | Publishes pay | Postings |
|---|---|---|
| Care services | 97% | 208 of 215 |
| Biotech | 88% | 1,118 of 1,271 |
| Pharmaceutical | 83% | 2,376 of 2,848 |
| Diagnostics | 70% | 497 of 708 |
| Medical device | 70% | 2,429 of 3,483 |
| Distribution | 69% | 161 of 232 |
| Health IT & software | 67% | 175 of 260 |
| Home medical equipment & care | 37% | 128 of 347 |
A posting counts as publishing pay when it states a pay figure or range (a single figure counts), at any period, whether that is a base salary, on-target earnings or a draw. Wording such as “competitive”, with no figure, does 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 10. 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 November 6, 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 9,364 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.