2022 TITAN Aesthetic Injector Compensation Report and Insights Guide(2021 data)

Table of Contents

  • Methodology
  • Executive Summary (including average compensation on a national level)
  • Respondent Profile (title, years of experience, geographical location, ownership vs. employee, type of employment setting, hours worked per week, # of patients treated per week)
  • Total Annual Revenues Generated (part-time vs. full time, facial injectables vs. other, employee vs. owner vs. 1099 contractor)
  • Average Total Compensation: national level and separated out by the following groups (part-time vs. full-time, years of experience, tenure with current employer, RN vs. NP vs. PA, employee vs. 1099 contractor vs. self-owner, geography, employer type, higher gross revenue vs. lower gross revenue generator)
  • Potential Structures for compensating Non-Physician Injectors
  • The average dollar value for bonuses and commission
  • Prioritization of salary/hourly vs. commission/bonus in a compensation structure
  • Non-compensation benefits and how they are valued
  • Profile of the Non-physician injectors earning $200,000+
  • Factors in switching employers
  • Training resources and impact
  • Industry Involvement (memberships, conferences attended, training and education)
  • COVID impact from the 2020 calendar year on compensation and ownership issues
Analytical Note Disclaimers:
  1. Throughout the report 2022 data insights are compared to the data insights from 2020 and 2019 where possible.
  2. While the overall sample size is 229, when the responses are divided up into different groups (i.e. insights for total annual compensation looked at by 5 different geographical regions) the sample size for each region gets smaller. The findings are still valid, however, when sample sizes are smaller for certain data cuts, the reader should interpret the insights directionally.
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