111 New Athletic Trainer Jobs — Monday, March 16th, 2026

Welcome to the 11th edition of the Athletic Trainer Finder Weekly job digest. We saw a slight rebound in volume this week with 111 unique postings after last week's slower cycle, and the geographic spread was wide.

I'll be honest with you,  this wasn't a flashy week. No six-figure ceilings, no high pay band professional roles, no executive-level pay bands, but it was steady. Solid mid-tier roles, a handful of non-traditional settings, and the same pattern we've been tracking all year: the employers who post transparently are clustering in occupational health and clinical settings, while a significant share of traditional sports coverage roles are still withholding pay entirely.

Roughly 45% of full-time postings this week listed no salary. That number hasn't moved much in eleven weeks. Worth keeping in mind every time a role leads with "competitive compensation" and stops there.

Before the picks, we have a milestone worth mentioning. Moore Wellness Systems has officially signed on as AT Finder's first athletic training staffing partner. If you've been reading this newsletter, you've seen their name before.Transparent pay. Retirement matching. Four-day work weeks. No nights, no weekends, no events. AT-owned and operating for over 30 years. On top of that, the athletic trainers who work there have had nothing but positive things to say about the organization when they've reached out to us directly. That's not something we take lightly. That's the standard we want partners held to, and Moore Wellness clears it without question. Six of their full-time industrial openings are in this week's pool across five states. We have featured one of their roles below.

Emory Healthcare also put two strong roles on the board this week — a surgical AT and a clinical management position, both with student loan repayment assistance and day-one benefits. That kind of disclosure from a major health system is still not the norm and is definitely worthy of your attention.

Let's get into it.

Certified Athletic Trainer | Adventist Health

Ukiah, CA  |  $74,880–$95,519 (Annual)

Highest explicit annual ceiling this week. Half your time is in clinic supporting orthopedic surgeons — fracture management, casting, splinting, post-op care for arthroscopic procedures. The other half is secondary school outreach. That dual scope is what earns the range, and for an AT who wants to grow clinical skills beyond the sideline, it's structured differently than most outreach postings. Ukiah is a smaller California market two hours north of San Francisco — cost of living changes the real value of this number considerably. No retirement disclosed; worth asking directly.

Clinical Assistant Manager/Athletic Training  &  Athletic Trainer/Surgical | Emory Healthcare

Atlanta, GA  |  $77,875–$92,560 (Annual, converted)  &  Brookhaven, GA  |  $74,173–$88,171 (Annual, converted)

Emory posted two full-time AT roles this week and both are worth a look. The Clinical Assistant Manager role in Atlanta puts you in charge of running clinical operations and leading interdisciplinary care teams — not covering events. Converted range of $77,875–$92,560, day-one benefits, and student loan repayment assistance confirmed. Ask about the split between administrative duties and direct patient care before accepting. The Surgical AT role in Brookhaven is the more distinctive of the two — OR access, including assisting surgeons, supporting post-op recovery, and mentoring within a formal residency program are all hallmarks of this role. Converted ceiling just over $88,000. Get clarity on the OR-to-clinic split. Both roles include student loan repayment and day-one benefits, which remains above the norm for employer disclosure in this profession.

Director of Sports Medicine | Mullen High School

Denver, CO  |  $60,000–$85,000 (Annual)

A $25,000 band at a high school signals real negotiating room tied to experience. Director title, supervisory responsibility over an assistant AT, a program with 85+ state championships behind it. Resources and expectations both run high. Master's degree and Colorado licensure required. Ask what determines placement within that band before you sit down for an offer — the difference between $60k and $85k is not a small conversation.

Assistant Athletic Trainer | Minnesota State University, Moorhead

Moorhead, MN  |  $47,607–$93,342 (Annual)

The $45,000 spread warrants scrutiny. A ceiling of $93,342 at an assistant-level collegiate role is exceptional; the floor is below threshold. What earns inclusion is the benefits structure — pension plan, 457(b), 403(b), six weeks paid parental leave, and tuition waivers for employees and dependents. Clinical preceptor role in an MSAT program adds real professional development value. Understand realistically where you'd land in that band before investing heavily in the application.

Athletic Trainer | University of Vermont 

Burlington, VT  |  $60,000–$68,000 (Annual)

Union-represented, D-I, published pay range, 11-month contract. The UVMSU union status means the salary band and contract terms have been collectively negotiated — structural protection you won't find in most AT postings. Sport assignment isn't listed, which is the first question to ask. (Home market for AT Finder.)

FEATURED ROLE OF THE WEEK

These employers have committed resources to enhancing their job's visibility and confirmed their salary ranges.

Industrial Athletic Trainer | Moore Wellness Systems   ★ Featured Staffing Partner

Battle Creek, MI  |  $60,000–$64,000 (Annual)

Four 10-hour days per week. $60,000–$64,000 with full health, dental, vision, and life insurance. Simple IRA with employer matching. Medbridge account for CEUs. License and credentials reimbursement after one year. Employee Wellness Program included. This is what a well-structured industrial AT role looks like — the scope is clear, the schedule is defined, and the benefits package is written out line by line rather than hidden behind “competitive compensation package.” The athletic trainers working for Moore Wellness have had nothing but positive things to say when they have reached out to us directly. If you are evaluating the industrial space, this is a strong place to start.

What's Worth Noting This Week:

We're halfway through National Athletic Training Month, and the most interesting thing happening in the profession right now isn't on social media — it's in the West Virginia legislature.

Two separate bills are moving through Charleston this session. Senate Bill 232 would establish a five-year program to place licensed athletic trainers in every public secondary school in the state, with CTE programs built into each high school and loan repayment incentives for ATs who commit to secondary school placements. Senate Concurrent Resolution 8, ordered to the House just this past Saturday, requests a formal government study on AT access in secondary schools statewide.

Together they are trying to solve two problems the profession has been sitting with for a long time. First, many secondary schools in West Virginia don't have an athletic trainer, students are competing without one. Second, if you want to fix that long-term, you have to get students interested in athletic training early enough that they pursue it in college and eventually come back to fill those positions. The CTE pipeline piece of SB232 is the part worth watching most closely. It is not just about getting ATs into schools now, it is about building the people who will be the ATs those schools need in ten years.

It is very much in the early stages, but if it passes, West Virginia would not be the first state to get this right — but it would be an example worth following. Hawaii is the model. The state earmarks over $4 million annually for secondary school athletic trainers, a program that started as a $371,000 pilot in 1993 and scaled over five years until nearly every public high school had coverage. Today 91% of Hawaii high schools have an athletic trainer on staff. The approach West Virginia is proposing, phased, funded, tied to a pipeline — mirrors what Hawaii proved can work.

No other state has replicated it at scale. That is the opportunity sitting in front of West Virginia right now, and it is worth paying attention to regardless of what state you work in.

Until next week — stop looking, start finding.