RCMJobs / RCM Salary Benchmarks
Compiled from live RCM job postings and industry sources — HFMA, AAPC, BLS Occupational Outlook. Updated monthly. Use these ranges to benchmark your compensation, negotiate an offer, or price a role competitively.
| Role | 25th %ile | Median | 75th %ile | Top 10% | Remote Premium | Cert Bump |
|---|---|---|---|---|---|---|
| Prior Authorization Specialist | $38K | $48K | $59K | $72K | +$9K | +$6K (CPC) |
| Denial Management Specialist | $42K | $54K | $66K | $80K | +$11K | +$8K (CPMA) |
| Medical Billing & Coding Specialist | $37K | $48K | $60K | $75K | +$8K | +$9K (CPC/CCS) |
| Revenue Integrity Analyst | $56K | $70K | $84K | $100K | +$13K | +$12K (CPMA) |
| RCM Manager | $74K | $90K | $108K | $130K | +$15K | +$14K (CHFP) |
| Director of Revenue Cycle | $100K | $122K | $148K | $178K | +$18K | +$18K (CHFP/RHIA) |
Sources: HFMA Salary Survey 2025, AAPC Coder Compensation Report 2025, BLS OES data, and 2,400+ live RCM job postings aggregated by RCMJobs. Remote premium reflects median differential between remote and on-site postings for the same role. Cert bump reflects average reported salary increase post-certification.
Revenue cycle pay varies substantially by setting, specialty, and scope. These additional 2026 benchmarks are aligned with the detailed career guides across RCMJobs and make it easier to compare compensation beyond the headline roles above.
| Role / Setting | Entry | Mid-Career | Senior / Lead | Manager / Director |
|---|---|---|---|---|
| CDI Specialist — Hospital / Health System | $62K | $76K | $92K | $105K+ |
| CDI Specialist — Academic Medical Center | $66K | $82K | $98K | $115K |
| CDI Specialist — Consulting / Staffing | $58K | $73K | $88K | $100K |
| CDI Specialist — Remote | $60K | $75K | $90K | $102K |
| Medical Coder — Physician Group / Clinic | $35K–$44K | $45K–$58K | $59K–$72K | — |
| Medical Coder — Hospital / Inpatient DRG | $40K–$50K | $51K–$64K | $65K–$80K | — |
| Medical Coder — RCM Vendor | $36K–$46K | $47K–$60K | $61K–$78K | — |
| Medical Coder — Remote / National | $38K–$48K | $49K–$63K | $64K–$80K | — |
| Insurance Verification — Small Practice | $32K | $42K | $52K | — |
| Insurance Verification — Specialty Group / ASC | $36K | $48K | $60K | — |
| Insurance Verification — Health System | $40K | $54K | $65K | — |
| Insurance Verification — RCM / BPO | $38K | $50K | $68K | — |
| Payment Posting — Hospital / Health System | $36K–$46K | $46K–$58K | $58K–$72K | $78K–$98K |
| Payment Posting — Physician Group | $34K–$44K | $44K–$56K | $56K–$68K | $72K–$90K |
| Payment Posting — Billing Company | $34K–$43K | $43K–$55K | $55K–$67K | $70K–$88K |
| Payment Posting — Remote | $35K–$45K | $45K–$57K | $57K–$70K | $72K–$92K |
| Dental / DSO Billing | $34K–$44K | $44K–$58K | $58K–$78K | $85K–$120K |
| Payor Contracting / Managed Care | $55K–$75K | $75K–$110K | $110K–$145K | $145K–$200K+ |
| Revenue Cycle Leadership | $80K–$110K Manager | $105K–$145K Director | $145K–$195K VP | $195K–$280K+ CRO |
Benchmarks are directional national ranges and can vary by geography, organization size, specialty complexity, certification, and scope of responsibility. See the individual RCM career guides for role-specific context.
Median annual base salary — U.S. national average. Excludes bonus, incentive pay, and equity. Remote premium not included.
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These ranges are compiled from three sources: HFMA's annual healthcare finance salary survey, AAPC's coder compensation report, and BLS Occupational Employment Statistics for healthcare support and health information roles. We cross-reference these against the salary fields in live job postings aggregated by RCMJobs — currently 2,400+ active listings.
No salary data set is perfect. Self-reported surveys skew toward engaged professionals (often more experienced and credentialed). Postings increasingly omit salary ranges. We publish these as benchmarks and update them monthly as new data becomes available. For individual negotiation, use the role-level ranges as a starting point and adjust for your specific market, experience, and credentials.
Start with the 75th percentile as your target if you have 3+ years of experience and a relevant certification. The median is a reasonable anchor for mid-level roles with standard credentials. Use the remote premium data as leverage if you're being asked to come on-site — a $9K–$18K gap is a concrete number to put on the table.
When negotiating, cite the source: "Based on HFMA salary data and current postings, the market rate for this role is X." Having the data in writing shifts the conversation from what you want to what the market pays. If an employer can't meet the 50th percentile, ask about sign-on, accelerated review timelines, or remote flexibility as compensating factors.
Certifications have the clearest leverage at the specialist level. If you're pre-CPC and post-offer, negotiate a tuition reimbursement clause or a salary step-up trigger on passing the exam — many employers will agree to this rather than lose a candidate over $6K–$9K.