How to hire an associate professor of neurology and attending physician

How to hire an associate professor of neurology and attending physician, step by step

Here's a step-by-step associate professor of neurology and attending physician hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an associate professor of neurology and attending physician job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new associate professor of neurology and attending physician
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring an associate professor of neurology and attending physician, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An associate professor of neurology and attending physician's background is also an important factor in determining whether they'll be a good fit for the position. For example, associate professors of neurology and attending physician from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of associate professors of neurology and attending physician and their corresponding salaries.

   Type of Associate Professor Of Neurology And Attending Physician	Description	Hourly rate
   Associate Professor Of Neurology And Attending Physician	Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests... Show more	$22-75
   Neurologist	A neurologist is responsible for treating patients with muscles and nerve abnormalities. Neurologists conduct a series of examinations to determine the patients' condition, administer treatment plans, and refer immediate medical procedures as needed... Show more	$67-223
   Professor	A professor is a teaching professional who provides instructions to students on various academic and vocational subjects in colleges, universities, and vocational schools. Professors design curriculums for courses and ensure that they meet college and department students... Show more	$42-134

2. Create an ideal candidate profile

   Common skills:

   • Research Projects
   • C++
   • Physiology
   • NIH
   • Undergraduate Courses
   • Abet
   • Data Analysis
   • Cancer Biology
   • SAS
   • Scientific Journals
   • MSC
   • Research Paper
   • International Conferences
   • Executive Committee

   Check all skills

   Responsibilities:

   • Used blackboard online to manage students tests, grade papers and assign materials.
   • Supervise 11 MSc students theses in cyber security relate topics and supervise 13 seniorgraduation projects for undergraduate students.
   • Experiment with different surface chemistry to improve quality of yields -participate in poster session and presentation to faculty and graduate students.
   • Design and execute antiangiogenic gene therapy using AAV vector-mediat gene delivery.

3. Make a budget

   Including a salary range in your associate professor of neurology and attending physician job description is one of the best ways to attract top talent. An associate professor of neurology and attending physician can vary based on:

   • Location. For example, associate professors of neurology and attending physician' average salary in hawaii is 41% less than in connecticut.
   • Seniority. Entry-level associate professors of neurology and attending physician 71% less than senior-level associate professors of neurology and attending physician.
   • Certifications. An associate professor of neurology and attending physician with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an associate professor of neurology and attending physician's salary.

   Average associate professor of neurology and attending physician salary

   $85,390yearly

   $41.05 hourly rate

   ---

   Entry-level associate professor of neurology and attending physician salary

   $46,000 yearly salary

   Updated December 16, 2025

4. Writing an associate professor of neurology and attending physician job description

   A good associate professor of neurology and attending physician job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an associate professor of neurology and attending physician job description:

   Associate professor of neurology and attending physician job description example

   The Department of Industrial Design, in the Division of Architecture + Design, at the Rhode Island School of Design (RISD), invites applications for two full-time faculty appointments at the rank of Assistant/Associate Professor, to commence in fall 2023. Rank will be dependent on professional status and teaching experience.
   
   RISD recognizes principles of social equity, diversity, and inclusion as fundamental to its academic mission as an art and design school. We understand these principles to require ongoing attention to differential embodied experience and expansion of the forms of knowledge from which our curricula originate. RISD is engaged in the collective work of institutional transformation and would value applicants whose pedagogical and professional experiences have prepared them to foster equitable teaching and learning environments. We seek applicants whose teaching and professional work (creative practice and/or academic scholarship) attends to embodied difference as intersectional and centers on bodies of knowledge from historically underrepresented communities. We encourage applicants from traditionally underrepresented communities including Native American peoples, Black and Indigenous peoples of color, Latinx, people who identify as LGBTQIA+, veterans, and persons with disabilities.
   
   The Industrial Design Department is actively engaged with RISD's strategic plan to help shape more just societies, to address sustainability and the climate crisis, and to contribute new knowledge through creative inquiry and practice. We seek candidates who are accomplished designers, have a clear and compelling research agenda - as evidenced through their creative, scholarly or professional work - and who share our deep commitment to teaching. Candidates should be able, and ready, to teach a range of core and advanced coursework for undergraduate and graduate students.
   
   We invite applications from agile thinkers working across the breadth of industrial design. Candidates' applications should demonstrate their ability to enhance and advance the department's curriculum and to expand our vision of industrial design by bringing fresh perspectives to research and design processes, to making and experimentation, and to forms of practice.
   
   All applications are welcome. However, the Department is keen to add colleagues whose teaching and professional records aligns with one or more of the following areas:
   
   * A skilled maker whose work advances material exploration, innovative processes, or technological innovation. They would work with colleagues to extend our foundational curriculum in order to contribute to sustainable 21st century materials, making, and methods. A successful applicant in this area will help conceive and advance this effort in the department.
   
   * A design researcher or practitioner whose work focuses on equity and inclusion. Applications are welcome for activist-practitioners who engage with the experiences and forms of knowledge of historically underrepresented communities and who apply new methods for working for, with, and alongside their community collaborators. Applications are also welcome from those whose scholarly training and/or experience could help the department craft and teach new courses that decenter canons by introducing alternate ways of making, learning, and knowing, or from those who may be exploring issues of power in the discipline.
   
   * Cutting edge academics or professionals who are eager to join the ID faculty and contribute in new and novel ways to our department mission through their work and their teaching.
   Candidates should possess the ability and desire to work collaboratively as part of a creative team of faculty. Successful candidates will join faculty colleagues with diverse skills and experiences in stewarding the development and growth of the Department, its graduate and undergraduate programs, and a shared masters program with the Engineering Department at Brown University (MADE).

   Copy this example

   

5. Post your job

   To find associate professors of neurology and attending physician for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any associate professors of neurology and attending physician they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level associate professors of neurology and attending physician with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your associate professor of neurology and attending physician job on Zippia to find and recruit associate professor of neurology and attending physician candidates who meet your exact specifications.
   • Use field-specific websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting associate professors of neurology and attending physician requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new associate professor of neurology and attending physician

   Once you've selected the best associate professor of neurology and attending physician candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new associate professor of neurology and attending physician. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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