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Cardiologist Compensation 2026: Invasive vs Non-Invasive vs EP, RVU Targets, Partnership Math
Cardiology in 2026 is one of the most stratified specialties in medicine. Non-invasive cardiologists earning $500K work alongside electrophysiologists earning $1M+ in the same group. The split between invasive, non-invasive, and EP determines almost every other contract variable, call schedule, productivity targets, partnership timeline, even non-compete radius.
This guide covers what cardiologists are actually earning across all three subspecialties in 2026, and the structural variables that drive the differences.
National compensation by subspecialty: 2026
| Subspecialty | Median (W-2) | 25th | 75th |
|---|---|---|---|
| Non-invasive cardiology | $565,000 | $485,000 | $650,000 |
| Invasive (non-interventional) | $640,000 | $555,000 | $745,000 |
| Interventional cardiology | $720,000 | $625,000 | $840,000 |
| Electrophysiology (EP) | $810,000 | $715,000 | $945,000 |
| Heart failure / advanced HF | $525,000 | $455,000 | $610,000 |
| Imaging-focused (CT/MR) | $540,000 | $465,000 | $625,000 |
Numbers reflect employed W-2 base + RVU bonus, no partnership equity. Private group partnership tracks add $150K-$400K once equity vests (typically year 2-4).
RVU targets by subspecialty
The standard hospital-employed RVU model:
- Non-invasive: 7,500-9,000 wRVU target, $58-$72/wRVU after threshold
- Invasive (non-interventional): 9,000-11,000 wRVU, $62-$78/wRVU
- Interventional: 11,000-13,500 wRVU, $68-$85/wRVU
- EP: 10,000-12,500 wRVU, $75-$95/wRVU (procedures weight heavier)
The bonus structure is where contracts diverge most. A 10,000-wRVU interventional cardiologist at $72/RVU after a 9,000-RVU threshold earns $72,000 in bonus on top of base. The same volume at $85/RVU earns $85,000. Negotiate the conversion factor harder than the base. It scales with productivity.
Call structure
Call is the single biggest lifestyle variable.
| Setup | Frequency | Pay structure |
|---|---|---|
| Non-invasive only | 1:6 to 1:10 weeks | Often unpaid (built into base) |
| General invasive | 1:5 to 1:7 weeks | $1,500-$2,500/week call stipend |
| STEMI call (interventional) | 1:4 to 1:6 weeks | $2,500-$5,000/week stipend + procedure RVUs |
| EP call | 1:4 to 1:8 weeks | $2,000-$3,500/week, often shared with cards |
STEMI call is the highest-friction in interventional cardiology. The stipend often looks attractive ($150K-$250K/year additional) but the schedule disruption is real, and the productivity bonus from cath cases done on STEMI call is small relative to the lifestyle hit.
Top-paying states: 2026
- Mississippi: Median $755K invasive, $895K EP, supply shortage premium
- Alabama: $720K invasive, $865K EP
- Iowa / Nebraska: $695K invasive, $840K EP
- Oklahoma: $685K invasive, $820K EP
- West Virginia: $675K invasive (large single-system markets like Charleston)
The pattern: states with smaller populations and one or two dominant cardiology groups pay more because they have to. Florida, California, and New York pay less than the national median in cardiology, too many cardiologists chasing fewer slots, especially in coastal markets.
Locum tenens rates
- Non-invasive: $1,800-$2,500/day, $225-$310/hour
- Invasive: $2,400-$3,200/day, $300-$400/hour
- Interventional: $3,000-$4,500/day, $375-$565/hour
- EP: $3,500-$5,500/day, $440-$685/hour
STEMI call locum: $1,200-$2,000/24-hour call shift on top of daily rate.
Partnership track economics
Private group partnerships in cardiology typically follow a 2-4 year track:
- Year 1: W-2 employee, base $475K-$575K, no equity
- Year 2: Performance review, partnership offer if approved
- Year 2-3 (buy-in period): Equity buy-in $150K-$400K, often via salary withhold or bank loan
- Post-buy-in: 1099 K-1 distributions, total comp $850K-$1.4M for interventional
The buy-in math: $250K buy-in spread over 24 months = $125K/year reduced take-home during ramp. Net of that, partnership track post-vest is usually $200K-$400K higher than the equivalent hospital-employed role at the same productivity.
What we see at Ava Health
About 20% of our cardiology placements last year were partnership-track positions. The biggest negotiating mistake we see: candidates focus on year-1 base and ignore the buy-in number. A group offering $475K base with a $150K buy-in beats a group offering $525K base with a $400K buy-in over 5 years, by a wide margin.
Always ask in the first interview: (1) what's the buy-in amount, (2) over what period, (3) what does post-buy-in distribution look like for current partners at year 5? If the group dodges any of those questions, the partnership math is probably worse than they're letting on.
Related: Physician Contract Negotiation: 10 Hidden Levers, Anesthesiologist Compensation 2026.
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