MedTech Compensation Guide.
The MedTech industry is evolving fast, and so are the compensation trends that drive it. Whether you're building a high-performing team or exploring your next career move, understanding the current market landscape is essential.
The full guide
All 62 roles with the guide's notes on each, as a PDF to keep and share with your team.
Published every two years. Free, in exchange for your name and email.
Find the role, then compare the scope.
Each function is a page of its own: the roles, their base and total compensation ranges and averages, and the guide's notes on what moves the numbers.
- Associate and Sales Representative
- Regional Sales Manager
- Director and AVP of Sales
- VP of Sales and Chief Commercial Officer
- National Accounts Manager and Director
- VP of National Accounts
- Event Manager and Product Manager
- Marketing Manager and Director of Marketing
- VP of Marketing
- Reimbursement Specialist and Field Reimbursement Manager
- Director of Reimbursement and Market Access
- VP of Reimbursement and Market Access
- Clinical Specialist and Clinical Research Associate
- Medical Science Liaison
- Clinical Affairs Manager and Director
- VP of Clinical Affairs and Chief Medical Officer
- R&D Manager and Director of R&D
- Chief Technology Officer
- Regulatory Affairs Specialist
- Quality Assurance Manager and Director
- VP of Regulatory Affairs and VP of Quality Assurance
- Quality Engineer
- Mechanical Engineer
- Electrical Engineer
- R&D Engineer
- Software Engineer
- Sales Operations Manager and Operations Manager
- Director of Operations
- VP of Operations
- Chief Operating Officer and Chief Executive Officer
- Controller
- AP and AR Manager
- VP of Corporate Development and VP of Finance
- Chief Financial Officer
- HR Business Partner and HR Manager
- Director and VP of Human Resources
A planning reference, not a price list.
The figures on each role
- Base salary range and average
- Salary before any bonus, commission or equity.
- Total compensation range and average
- Base plus the variable pay the role actually earned.
- Average variable
- The gap between the average total and the average base, as a share of base. A sales rep at 111% earns more in commission than in salary.
Each role profile includes compensation benchmarks and role-specific context. Compare responsibilities and scope as well as title. Salary data are a planning reference for the two-year edition; request a current, role-specific benchmark before making a compensation decision.
Our 2026-2027 Compensation Guide draws on over 4,300 verified data points from the original research dataset: from candidates we've placed, job seekers we've supported, hiring managers we've partnered with, and comprehensive survey responses. We then triangulate this information with trusted third-party data sources to deliver a practical reference for MedTech compensation planning.
Salary ranges vary across company size, geography, vertical, and compensation structure (including bonus and equity). For a more granular, role-specific analysis, you can request a custom compensation benchmark at compbenchmark@floodgatemedical.com.
For employers
This guide reveals what it truly takes to attract and retain top-tier talent in a competitive market.
For job seekers
It provides a data-backed view of where you stand and where the opportunities lie.
The 2026-2027 FloodGate Medical Compensation Guide is published every two years to support talent planning across the U.S. MedTech industry. It presents compensation benchmarks and role descriptions for hiring, retention, and career decisions. Figures reflect the original research dataset; they are not a forecast of 2027 salaries or a guarantee of individual pay. Validate benchmarks against current market conditions, role scope, and company stage before making an offer or setting a compensation budget.
In addition to the data collected by FloodGate Medical, additional statistics and insights were sourced from Deloitte, payscale.com, Medical Design & Outsourcing, talent.com, glassdoor.com, ERI Economic Research Institute, and more.
Three more things the guide covers.
Talent decisions compound over time, for better or worse.
Benchmarks are the start. The decision is the rest.
For current compensation benchmarking, workforce planning, or hiring support, bring us the role and the business outcome it needs to produce.