MedStaff Nationwide Offer Report 2026: What Physicians and APPs Were Actually Offered
What clinicians were actually offered this year, aggregated from real offers our clients extended, with every figure withheld unless at least five offers stand behind it.
Salary surveys tell you what clinicians say they earn. This report tells you what they were offered, and whether they said yes. Every figure below is aggregated from offers clients extended to candidates MedStaff Nationwide presented in 2026, recorded with the full package: base compensation, comp model, sign-on and retention bonuses, relocation, loan repayment, paid time off, CME, and malpractice coverage.
Three rules govern what is published. Aggregates only, never a single offer. Salaries round to the nearest thousand dollars. And no figure appears unless at least 5 offers stand behind it, so a blank line below means the data is real but too thin to publish yet.
- Offer acceptance rate
- 87%
- 38 decided offers
- Median NP and PA base
- $145,000
- 7 offers
- Median days to a decision
- 0
- 32 decided offers
Base compensation
The median base across all offers was $145,000. The comp model split below shows how often employers led with straight salary versus a production-based or hybrid structure.
| Item | Share | Offers |
|---|---|---|
| Salary | 16 |
By specialty
Specialties with at least 5 offers this year. Median base is shown where at least 5 offers carried a base salary.
| Item | Share | Offers | Median base · acceptance |
|---|---|---|---|
| Nurse Practitioner | 26 | $151,000 · 90% accepted | |
| Therapist | 12 | 71% accepted | |
| Physician | 7 | 80% accepted |
What was in the package beyond base
- Included a sign-on bonus
- 6%
- Included loan repayment
- 14%
- Most often NHSC
- Included relocation
- 2%
- Included a retention bonus
- 2%
- Median paid time off
- 4 wks
- 10 offers
- Median CME allowance
- $1,900
- 5 CME days
- Occurrence malpractice
- 100%
- of offers stating coverage type
The pattern our recruiters see week to week: base salary gets a candidate to the interview, and the second tier of the package, loan repayment where the site qualifies, a sign-on bonus when two offers are close, tail coverage, and a CME allowance that matches the specialty, is what gets the offer signed. Employers that state those terms in the first written offer close faster than employers that add them after a decline.
| Item | Share | Offers |
|---|---|---|
| Full time | 15 |
How long candidates took to decide
The median decided offer was answered 0 days after it was extended, across 32 decided offers. Offers with a stated decision date and a complete package were answered fastest; open-ended offers drifted.
How to use this when you write an offer
- Benchmark base against the median for the profession and specialty, then decide deliberately whether you are above or below it and why.
- If your site qualifies for NHSC or state loan repayment, put the figure and the years in the first written offer. It is the single most persuasive line for many clinicians.
- Name the malpractice type and whether tail is covered. Candidates comparing offers read that line before PTO.
- Give a decision date. Offers with a date were answered faster and declined less often for reasons of drift.
Frequently asked questions
- Where does the offer data come from?
- From offers recorded in MedStaff Nationwide's placement system as clients extended them to candidates we presented during the year. Each offer captures base compensation, comp model, sign-on and retention bonuses, relocation, loan repayment, PTO, CME, and malpractice terms, plus whether it was accepted or declined.
- Is any client or candidate identifiable?
- No. The report publishes aggregates only, rounds salaries to the nearest thousand dollars, and withholds any figure that rests on fewer than five offers.
- How is the acceptance rate calculated?
- Accepted offers divided by all decided offers, meaning accepted plus declined. Offers still open and offers that were rescinded are excluded, and a revised offer replaces the version it superseded so each negotiation counts once.
- How does a median base salary here compare to a posted range?
- A posted range is what an employer advertised. The median here is the midpoint of what was actually offered, which is usually more useful for setting a budget. See the Hiring Demand Snapshot for posted ranges across current searches.