NP Hiring

Free Tool · For Employers

What should I pay a nurse practitioner?

Median and 25th to 75th percentile posted pay by state, straight from live listings. Pick a state, drop in the number you had in mind, and see where it lands before candidates do.

Median posted salary · all states

$137,345

Middle of the market: $111,542 to $169,855 (25th to 75th percentile), from 1,787 published NP postings that disclose pay, across 412 employers.

$111,542Median $137,345$169,855

Aggregates only. A state appears once at least 5 postings from 3 or more employers disclose ranges, with no single employer contributing more than 40% of them. Listings whose pay was inferred rather than posted are left out. This is posted pay, not accepted offers or total compensation.

How this benchmark is built

What it assumes

  • Each posting contributes the midpoint of its disclosed salary range. We report the median plus the 25th and 75th percentiles of those midpoints.
  • A state is published only when it has at least 5 salaried postings from at least 3 distinct employers, with no single employer contributing more than 40% of them.
  • The pool is the same one the salary guide publishes from: live nurse practitioner titles with an annual salary range the employer posted. Listings whose pay was inferred rather than posted, expired listings, hourly or contract rates, and roles that are not NP positions are excluded entirely.
  • Figures refresh daily from live published listings on this board.
  • National context comes from BLS OEWS, Nurse Practitioners (29-1171), median annual wage, May 2025: a median annual wage of $132,300.

What it does not include

  • Accepted offers and negotiated outcomes. This is advertised pay, not signed pay.
  • Bonuses, sign-on payments, shift and weekend differentials, productivity incentives, relocation, retirement match, and the cash value of benefits.
  • Any employer-identifying detail. The tool never exposes which employers sit behind a figure, and per-employer analytics stay behind the employer dashboard login.
  • Specialty, setting, and experience segmentation. State-level medians pool an entire market. Use them as a starting anchor, not a final number.

Sources

Employer questions

What should I pay a nurse practitioner?
Start from the median posted salary for your state in the tool above, then adjust for the things a median cannot see: setting, specialty, shift pattern, call burden, experience floor, and how quickly you need the seat filled. The 25th-to-75th percentile band is the practical decision range: below the 25th you are competing on something other than pay, and above the 75th you are buying speed. For national context, the BLS median annual wage for nurse practitioners is $132,300 (BLS OEWS, Nurse Practitioners (29-1171), median annual wage, May 2025).
Where does this benchmark data come from?
Published listings on this board that disclose a salary range. We take each posting's range midpoint, then report the median and the 25th and 75th percentiles per state. Listings whose pay was inferred rather than posted by the employer are excluded, as are expired listings, hourly or contract rates, and roles that are not NP positions, so every figure traces to an annual range a real employer chose to publish. It is the same pool the salary guide uses, and a state gets a figure here only when it clears the same sample gate and employer-share cap there.
Why is my state missing from the dropdown?
Because it has not cleared the disclosure threshold yet. A state is published only when it has at least 5 salaried postings from at least 3 distinct employers, with no single employer contributing more than 40% of them. Otherwise the figure would lean on one organization's pay scale. Use the national figure in the meantime.
Is this posted pay or accepted pay?
Posted pay. It reflects what employers advertise, not what candidates ultimately sign for, and it excludes bonuses, shift differentials, productivity incentives, retirement match, and the value of benefits. Treat it as the number your posting will be compared against by candidates browsing the same market.
Should I put the range in the job posting?
Yes, and in many states you are legally required to. Beyond compliance, a visible range filters out mismatched expectations before the first screen and is one of the few posting changes that reliably improves applicant volume. If your range sits below the market band here, publishing it alongside what you do offer (schedule, autonomy, support ratio) beats hiding it.

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