Choose from a wide range of CV templates and customize the design with a single click.
Use ATS-optimised CV and resume templates that pass applicant tracking systems. Our CV builder helps recruiters read, scan, and shortlist your CV faster.
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CV
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CVIf you're researching assistant professor salary, you're likely asking: how much does an assistant professor make in the US, what determines the pay, and how can you maximize your compensation?
The reality is that assistant professor compensation varies widely depending on institution type, field, funding, and negotiation leverage. Unlike corporate roles, salaries are often tied to budget-constrained academic pay bands, but there is still meaningful room for optimization.
This guide breaks down average salary, total compensation, salary by experience and specialization, and how hiring decisions actually happen — so you can position yourself for the highest possible offer.
The average salary for assistant professors in the United States sits within a broad range due to major differences across disciplines and institutions.
Minimum: $55,000 per year
Average: $82,000 per year
High end: $130,000+ per year
Average monthly salary: $6,800
Top-tier fields (STEM/Business): $9,000+
Unlike corporate roles, assistant professor salaries don’t scale dramatically year-over-year. Instead, progression is tied to tenure track milestones and promotion timelines.
Salary range: $55,000 – $75,000
Typical hires: PhD graduates or postdocs
Limited negotiation leverage unless highly specialized
Salary range: $70,000 – $95,000
Increased leverage from publications and grants
Often eligible for internal raises or retention adjustments
Field specialization is the single biggest driver of salary differences.
Business (Finance, Accounting): $110K – $180K
Computer Science: $100K – $160K
Engineering: $95K – $150K
Economics: $100K – $170K
Nursing: $80K – $120K
Psychology: $70K – $110K
Public Health: $75K – $115K
Base salary: $55K – $130K
Bonuses (rare but possible): $2K – $15K
Research stipends: $5K – $50K+
Total compensation: $65K – $180K+
Key insight: In academia, base salary is only part of the story. Research funding, summer teaching, and grants significantly impact real earnings.
Salary range: $85,000 – $120,000+
Strong leverage if competing offers exist
Retention bonuses become possible
Recruiter insight: Universities rarely adjust salaries aggressively unless there’s external pressure (competing offers).
Humanities (History, English): $55K – $80K
Social Sciences: $60K – $90K
Fine Arts: $50K – $75K
Why this happens:
Compensation reflects external market value. Fields with strong industry demand (tech, finance) must compete with private sector salaries.
Salary: $85K – $160K+
Additional funding: Significant research grants
High pressure: Publication + grant expectations
Salary: $65K – $110K
Moderate research expectations
More stable but less upside
Salary: $60K – $95K
Focus on teaching
Lower research funding
Salary: $50K – $85K
Teaching-heavy roles
Limited research income potential
Hiring reality: Budget constraints are strict, but top candidates can still command premiums at elite institutions.
Understanding total compensation (TC) is critical because academic pay is structured differently than corporate roles.
Fixed annual salary
Typically 9-month contract (important nuance)
Additional 2–3 months of pay via grants or teaching
Can add $10K – $40K annually
Startup packages: $20K – $1M+ (especially STEM)
Covers labs, equipment, assistants
Rare but possible
Retention bonuses or performance-based incentives
Strong healthcare coverage
Pension or 403(b) retirement plans
Generous PTO and sabbatical options
Key insight: A $90K base salary can realistically become $120K+ total income with summer funding and grants.
Tech and business disciplines command premiums
Humanities have less external competition
High-impact journals increase bargaining power
Directly tied to perceived future grant success
Universities invest in candidates who can bring funding
Strong grant history = higher offer
Multiple offers dramatically increase salary
Without competition, negotiation leverage is limited
Departments operate within fixed salary bands
Exceptions require dean-level approval
California, New York: higher salaries but high cost of living
Midwest, South: lower salaries but stronger purchasing power
From a recruiter and hiring committee perspective:
Department sets salary range based on budget
HR defines pay band for the role
Final candidates are ranked academically
Offer is calibrated based on:
Candidate strength
Competing offers
Internal equity
Critical insight:
Academic hiring is less about negotiation skill alone and more about market validation of your value.
This is the single most powerful negotiation lever.
Weak Example:
“I was hoping for a higher salary based on my qualifications.”
Good Example:
“I’m currently considering another offer at $95K. Is there flexibility to align closer to that range?”
Focus on total compensation.
Startup funding
Research assistants
Teaching load reduction
Summer salary guarantees
Universities care about:
Grant funding potential
Publications
Institutional prestige
If you show ROI, budgets become flexible.
STEM and business schools pay significantly more
R1 universities offer higher upside
Best leverage: after offer, before acceptance
Worst leverage: after signing
Salary increase: +$10K – $30K
Typical timeline: 5–7 years
Salary range: $110K – $250K+
Top earners (business/medicine): $300K+
Consulting: $10K – $200K+
Speaking engagements
Industry collaborations
Top 1% earners combine academia + external income.
Most universities expect negotiation
Even small increases compound over time
Assistant professor salary in the US is not just about base pay. It’s a combination of:
Base salary
Summer income
Research funding
Career trajectory
Realistic expectation:
Most earn $70K – $110K
High-demand fields reach $150K+
Top performers exceed $200K+ with external income
If you understand how universities think about compensation and how to position yourself strategically, you can significantly outperform the average — even within the constraints of academia.
Upload CV
Import from Linkedin
