Hire Respiratory Therapists in Minnesota
Minnesota has 2,050 licensed respiratory therapists — ranking #20 nationally. Median salary: $81k.
Minnesota ranks #20 of 51 states for respiratory therapists with 2,050 providers. Average time-to-fill: ~49 days. Sign-on bonuses avg $15,000.
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Respiratory Therapists Salary & Compensation in Minnesota
To recruit mid-career respiratory therapists in Minnesota, target offers at $85,008+. Sign-on bonuses averaging $15,000 can help close competitive candidates. (Source: BLS OOH)
Minnesota Recruiting Market Overview
Minnesota ranks #20 of 51 states for respiratory therapists with 2,050 providers.
With 18.2% annual turnover, Minnesota sees approximately 373 respiratory therapists position changes per year. Top retention factors: work-life balance (85%), competitive salary (82%), and supportive management (78%).
Average time-to-fill is ~49 days. Recruiters should factor in 60-120 days for hospital credentialing and 90-180 days for insurance paneling.
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Frequently Asked Questions: Hiring Respiratory Therapists in Minnesota
How many respiratory therapists are in Minnesota?
Minnesota has 2,050 licensed respiratory therapists, ranking #20 nationally. Source: CMS NPPES NPI Registry.
What is the salary for respiratory therapists in Minnesota?
The national median is $80,960. Entry-level: $55,000, Senior: $88,000. Sign-on bonuses averaging $15,000 are common for hard-to-fill roles. Source: BLS 2024.
Is Minnesota a Nurse Licensure Compact state?
Check with the Minnesota Board of Nursing. The Nurse Licensure Compact includes 42 member states.
Which cities in Minnesota have the most respiratory therapists?
The largest concentrations are in .
What is the turnover rate for respiratory therapists in Minnesota?
Annual turnover averages 18.2%. Top exit reasons: burnout (35%), better pay (28%). Proactive retention programs reduce turnover 25-40%.
How long does recruiting respiratory therapists take?
Average time-to-fill is ~49 days (moderate competition). Hospital credentialing adds 60-120 days. Start the process early to avoid staffing gaps.
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