How Much Does a Pest Control Technician Make? A Pay Guide for Business Owners

Hiring and keeping great pest control technicians isn’t as easy as it used to be. The job market is tight, and turnover is high. 

Younger workers increasingly prioritize fair and transparent compensation. And the rising cost of living means techs want jobs that offer better pay and security.

If you run a pest control business, it’s important to know what techs are earning. That includes industry-wide rates and wages in your area. This guide is a resource for employers aiming to build resilient teams and maintain a competitive edge.

We’ll break down the average pest control salaries across the US. We’ll also look at the highest- and lowest-paying states and explain the factors that affect technician pay.

Let’s dive in.

TL;DR: Pest Control Pay Overview

Pest control technicians’ salaries can vary significantly depending on region, experience, and the type of work they do.

To give you a quick snapshot, we’ve put together an infographic that breaks down national averages, the highest and lowest-paying states, and regional pay scales.

Use this information to better understand what your team is earning and stay competitive in your hiring and retention strategies.

Average Pest Control Technician Pay in the US

Now, let’s get into the details.

Pay is one of the first things pest control technicians will look at (and talk about). So, how much does a pest control tech make today?

Here’s a closer look at recent national wage estimates from the U.S. Bureau of Labor Statistics:

Mean annual wage: $44,650
Mean hourly wage: $21.46
10th percentile annual wage: $30,670
25th to 75th percentile wage range: $36,710 to $48,400
90th percentile annual wage: $60,430

For employers, this data offers a few key takeaways. If you’re hiring experienced techs or want to retain high performers, aim for the higher end of the pay scale—$60,000 or more.

Bonus structures also play a significant role in overall compensation. Commissions and incentives can boost total pay considerably. They can also help reward performance without raising base salaries across the board.

On the lower end, entry-level pay is creeping toward $30,000. Anything below that may make your job postings less competitive. 

It’s worth noting that wage transparency is becoming increasingly common and expected. Sharing pay ranges upfront can attract better candidates and build trust early. 

Regional Pest Control Pay Differences

Where your business is located greatly impacts what pest control technicians expect to earn. Pay often varies by region—and not just a little. 

In 2023, for example, the average annual wage for a pest control tech in Texas was $41,270. In Massachusetts, it was significantly higher at $53,790. That’s a difference of more than $12,000 for the same role, simply based on location.

Why the difference? There are several contributing factors. Cost of living is a big one. Techs in high-cost areas like the Northeast or West Coast often need higher wages to get by.

Another factor is demand. Areas with dense populations, frequent pest problems, or warmer climates may see more consistent work throughout the year. States such as Florida or California, where pests are a year-round issue, may offer higher wages to keep up with service volume.

Regulations also play a role. In states with strict pesticide application laws or licensing requirements, techs often need more training and certifications. This can justify higher pay.

Finally, competition matters. In saturated markets, multiple companies are fighting for a limited labor pool. Offering a higher wage (or better benefits) becomes a key way to attract and keep talent.

Highest Paying States

These were the top-paying states for pest control techs as of May 2023:

State	Hourly Mean Wage	Annual Mean Wage
Colorado	$25.94	$53,960
Massachusetts	$25.86	$53,790
Delaware	$25.28	$52,580
New Hampshire	$24.76	$51,500
New York	$24.60	$51,170

These states typically have a higher cost of living, which can drive up wages. Some, like Colorado and Massachusetts, also have a strong demand for pest control services. If you operate in one of these states, offering competitive pay is even more important.

Even if you’re not in a top-paying state, this list can serve as a helpful benchmark. It shows what the market will bear and what high-performing techs are looking for.

Lowest Paying States

Some states offer lower wages than others. This can be due to a lower cost of living, less demand for services, or fewer regulations.

If your business is in one of these states, you may face more competition for skilled workers. Local techs might leave for better-paying jobs nearby—or even in other states.

According to query results, these states have the lowest average annual wages for pest control techs:

State	Hourly Mean Wage	Annual Mean Wage
New Mexico	$17.61	$36,630
Oklahoma	$18.67	$38,830
Idaho	$18.90	$39,320
Iowa	$19.37	$40,280
Arkansas	$19.51	$40,580

To stay competitive, consider boosting your overall compensation package. Flexible schedules, paid training, or performance bonuses can go a long way in keeping techs on your team.

RELATED ARTICLE: 8 Ways to Maximize Your Pest Control Income

Pay Scale by Region

Knowing average pay by region helps with more than just hiring. It can guide your budgets and pay decisions. If you work in more than one region, it helps you match pay to local expectations.

So, how much does a pest control technician make across different regions? Here’s the average as of May 2024, sourced from the Bureau of Labor Statistics search query:

Region	Hourly Mean Wage	Annual Mean Wage
Northeast	$23.68	$49,243
Southeast	$20.64	$42,956
Midwest	$21.79	$45,307
Southwest	$20.00	$41,593
West	$22.43	$46,652

What Influences Pest Control Technician Salary?

Pest control salary isn’t one-size-fits-all. A few key factors can affect how much a pest control technician makes. Knowing what drives pay can help you set fair wages.

Here’s what makes a difference:

Experience Level

Techs with more years on the job often earn more. They work faster and handle complex issues with less oversight. They are also better equipped to troubleshoot on the spot.

Experienced techs may also play a role in training new hires or managing small teams. This adds extra value to your business. 

Offering incremental pay increases tied to tenure or milestones can help you retain skilled employees over the long haul.

Certifications and Licenses

Certified techs can take on more advanced or regulated work. 

This includes termite treatments, fumigation, or pesticide applications that require a license. These credentials reduce liability and increase trust with customers. Higher pay reflects the added responsibility and compliance requirements.

Offering to cover certification costs or increase their pest control salary after licensure can help attract qualified candidates.

Location

Pay often matches the cost of living. Urban areas or states with higher demand tend to offer more competitive wages. For example, techs in New York or California may earn more than those in rural markets.

But it’s not just about geography. Local competition also matters. If other employers in your area offer higher wages or better perks, you’ll need to match or differentiate.

Specialties

Techs working with termites, wildlife, bed bugs, or commercial accounts often earn more. These jobs might require extra training, involve more risk, or need stronger people skills. They also bring in more revenue, so higher pay makes sense.

Clear pay differences between general and specialty work can set expectations and motivate upskilling.

Company Size and Structure

Large companies may offer more raises, bonuses, and perks such as 401(k) matching or paid training. Smaller companies often attract techs who want flexibility or a close team. 

No matter your size, being clear about pay and growth builds trust and loyalty.

Performance and Reliability

Techs who meet customer satisfaction or upsell goals often earn bonuses or raises. These are not always included in the base pest control salary. Performance-based incentive programs can motivate your team and drive better results.

Even with a tight budget, recognizing and rewarding top performers goes a long way.

Seasonality and Scheduling Flexibility

In regions with strong seasonality, you may need to offer competitive wages during peak months. 

Techs willing to work weekends, evenings, or emergency calls may also expect more pay. Offering premium rates for after-hours jobs can help cover all shifts and prevent burnout.

Competitive Pay Strategies for Pest Control Businesses

Competitive pay sends a clear message—you value your team. Technicians want to feel like their skills and hard work are recognized. This is especially true in a job that’s physically demanding and customer-facing.

When wages fall short, it doesn’t go unnoticed. In today’s job market, experienced techs have options. If they can earn more elsewhere, they probably will. 

It’s important to treat compensation as a tool not just for hiring, but for long-term retention.

Here are a few ways to stay ahead:

Benchmark your pay: Check current wage data for your state or city. Look at national averages, too. Use sources such as the Bureau of Labor Statistics, Indeed, or Glassdoor to see what other businesses are offering. This helps you avoid under- or over-paying.
Include bonuses and incentives: Base pay is just one part of the picture. Motivate your team with commissions, performance bonuses, and safety rewards. This also gives them room to grow their income.
Be clear and transparent: Posting a pay range in your job ads builds trust. It also helps you attract techs who are a good financial and professional fit.
Offer room to grow: Establish clear steps for pay increases tied to experience, certifications, or performance. Techs are more likely to stick around if they see a future with your company.
Review pay regularly: Costs go up—and so should pay. Make it a habit to review and adjust wages as needed. This keeps you competitive. It also helps you avoid losing good people to better-paying offers.

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