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Job outlook for marine surveyors in the United States
Are marine surveyor jobs in demand?
Marine surveyor job and salary trends over time
Marine surveyor jobs over time
Marine surveyor job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 493 | 0.00% |
| 2020 | 465 | 0.00% |
| 2019 | 481 | 0.00% |
| 2018 | 482 | 0.00% |
| 2017 | 462 | 0.00% |
Average marine surveyor salary over time
Marine surveyor salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $70,572 | $33.93 | +3.4% |
| 2025 | $68,237 | $32.81 | +1.3% |
| 2024 | $67,333 | $32.37 | +2.4% |
| 2023 | $65,784 | $31.63 | +2.9% |
| 2022 | $63,901 | $30.72 | +2.4% |
Marine surveyor jobs by state
Most common states for marine surveyors
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | Maine | 1,335,907 | 24 | 2% |
| 2 | District of Columbia | 693,972 | 16 | 2% |
| 3 | Alaska | 739,795 | 14 | 2% |
| 4 | Texas | 28,304,596 | 146 | 1% |
| 5 | Virginia | 8,470,020 | 116 | 1% |
| 6 | North Carolina | 10,273,419 | 96 | 1% |
| 7 | Washington | 7,405,743 | 74 | 1% |
| 8 | Michigan | 9,962,311 | 61 | 1% |
| 9 | Ohio | 11,658,609 | 59 | 1% |
| 10 | New Jersey | 9,005,644 | 46 | 1% |
| 11 | Massachusetts | 6,859,819 | 45 | 1% |
| 12 | South Carolina | 5,024,369 | 44 | 1% |
| 13 | Oregon | 4,142,776 | 41 | 1% |
| 14 | Louisiana | 4,684,333 | 40 | 1% |
| 15 | Wisconsin | 5,795,483 | 38 | 1% |
| 16 | Colorado | 5,607,154 | 37 | 1% |
| 17 | Connecticut | 3,588,184 | 21 | 1% |
| 18 | Iowa | 3,145,711 | 20 | 1% |
| 19 | New Hampshire | 1,342,795 | 14 | 1% |
| 20 | North Dakota | 755,393 | 4 | 1% |
Most common cities for marine surveyors
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Washington | 1 | 0% | $61,884 |
Marine Surveyor job outlook: Expert opinions
Our panel of marine surveyor experts
University of New Orleans
University of Michigan
Vincent Xiaochuan Yu Ph.D.
Associate Professor, Boysie Bollinger School of Naval Architecture and Marine Engineering, Director & Principal Research Scientist, Laboratory of Applied Offshore TechnologyUniversity of New Orleans
Naval Architecture and Marine Engineering
What hard/technical skills are most important for Marine Surveyors?
Vincent Xiaochuan Yu Ph.D.: Some project experiences focusing on hydrodynamics analysis, hydrostatic analysis, mooring analysis, and design may be useful. So internship may be important for you to know this industry.
What skills will help Marine Surveyors earn the most?
Vincent Xiaochuan Yu Ph.D.: Solid engineering background is important if your target is to become an excellent engineer in the future. In other words, know how to analyze and solve real engineering problems.
Dr. David Singer Ph.D.
Associate Professor, Undergraduate Program ChairUniversity of Michigan
Department of Naval Architecture and Marine Engineering
What skills stand out on Marine Surveyor resumes?
Dr. David Singer Ph.D.: As someone who has been in the industry and hired young engineers, GPA only matters if it is terrible. The three skills that matter most are the non-academic transferable skills, grade trend, and involvement in the field. You hire a young engineer based on their potential. The real questions are their potential, whether they have the base knowledge and skills needed to exercise their potential, have they demonstrated a passion for the field, and have acquired softer transferable skills such as writing, speaking, and emotional intelligence.
Non-academic transferable skills include volunteer work, leadership activities, teams, etc. Anything outside of class in which they are actively involved would have provided them the experiences needed to achieve personal growth.
However, when I do look at a person's GPA, the question I always ask is, why? Suppose students have a lower GPA because they messed up during their first year but got high grades in their junior and senior years when real naval architecture education occurs. In that case, the trend is good, and their GPA does not correctly reflect their potential. On the other hand, if they did well in their first and second years but did not do well in their junior and senior year, this would raise a red flag. That is an alarming trend.