How to hire a cardiac technician

How to hire a cardiac technician, step by step

Here's a step-by-step cardiac technician hiring guide:

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

What does a cardiac technician do?

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1. Identify your hiring needs

   The cardiac technician hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A cardiac technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, cardiac technicians 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.

   Here's a comparison of cardiac technician salaries for various roles:

   Type of Cardiac Technician	Description	Hourly rate
   Cardiac Technician	Diagnostic medical sonographers and cardiovascular technologists and technicians, including vascular technologists, operate special imaging equipment to create images or to conduct tests. The images and test results help physicians assess and diagnose medical conditions... Show more	$14-24
   Sonographer	A Sonographer performs diagnostic procedures using sonographic equipment. Their duties include preparing patients, explaining the exam, and performing the procedure.	$27-60
   Cardiovascular Sonographer	A cardiovascular sonographer specializes in operating non-invasive imaging equipment to help physicians in diagnosing and treating cardiovascular issues. They conduct imaging test procedures and assist patients by answering questions, preparing them for the tests, helping them understand the process, providing step-by-step instructions, and making them feel at ease the entire time... Show more	$26-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • BLS
   • CPR
   • Acls
   • Cardiology
   • ECG
   • Catheter
   • Vital Signs
   • Arrhythmia
   • Cath Lab
   • Telemetry
   • Customer Service
   • Electrocardiogram
   • Patient Education

   Check all skills

   Responsibilities:

   • Assist with placement and manage intra-aortic balloon pumps.
   • Receive and edit electrocardiogram (ECG) data in order to and formulate sound clinical judgments.
   • Provide technical phone-base support and customer service in a call center environment to LifeWatch cardiac patients.
   • Enter data in the EMR.
   • Train in first aid, CPR, deliberation and shock techniques.
   • Complete test relate paperwork and enter into EMR according to HIPAA compliance.

   More cardiac technician duties

3. Make a budget

   Including a salary range in your cardiac technician job description is one of the best ways to attract top talent. A cardiac technician can vary based on:

   • Location. For example, cardiac technicians' average salary in florida is 53% less than in california.
   • Seniority. Entry-level cardiac technicians 38% less than senior-level cardiac technicians.
   • Certifications. A cardiac technician 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 a cardiac technician's salary.

   Average cardiac technician salary

   $39,698yearly

   $19.09 hourly rate

   ---

   Entry-level cardiac technician salary

   $31,000 yearly salary

   Updated December 17, 2025

   Average cardiac technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	North Dakota	$51,691	$25
   2	Colorado	$48,564	$23
   3	New York	$45,992	$22
   4	Wisconsin	$44,414	$21
   5	Oregon	$43,990	$21
   6	New Hampshire	$40,115	$19
   7	Alabama	$40,058	$19
   8	Massachusetts	$39,368	$19
   9	Texas	$39,088	$19
   10	Pennsylvania	$38,471	$19
   11	South Carolina	$38,209	$18
   12	Michigan	$38,135	$18
   13	Indiana	$37,677	$18
   14	Maine	$37,674	$18
   15	Georgia	$36,976	$18
   16	Tennessee	$36,893	$18
   17	South Dakota	$35,105	$17
   18	Rhode Island	$34,864	$17
   19	North Carolina	$34,766	$17
   20	Virginia	$33,521	$16

   Average cardiac technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Brigham and Women's Hospital	$53,032	$25.50	30
   2	Erlanger Health System	$50,671	$24.36	20
   3	UMass Memorial Health	$46,194	$22.21	33
   4	Tufts Medical Center	$45,918	$22.08	3
   5	Parkland Hospital	$45,777	$22.01	11
   6	Prime Healthcare	$44,904	$21.59	35
   7	Baptist Health	$44,834	$21.55	17
   8	Baptist Health Care	$44,774	$21.53	24
   9	OSF HealthCare	$44,534	$21.41	18
   10	Children's Hospital Los Angeles	$44,398	$21.35	3
   11	Oregon Health & Science University	$44,206	$21.25	5
   12	Sutter Health	$43,588	$20.96	56
   13	University of Washington	$43,293	$20.81	2
   14	Philips	$42,901	$20.63	3
   15	Marin General Hospital: Foley Pamela MD	$42,521	$20.44
   16	Covenant Health System	$42,446	$20.41
   17	Mount Sinai Health System	$42,168	$20.27	14
   18	UofL Hospital	$42,032	$20.21	4
   19	Catholic Health East	$41,924	$20.16	9
   20	Maxim Healthcare Group	$41,730	$20.06	4

4. Writing a cardiac technician job description

   A cardiac technician job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a cardiac technician job description:

   Cardiac technician job description example

   The Cardiac Technician maintains close observation of all monitors in the central monitoring room, notifying personnel when rhythm disturbances are observed on patients. This position performs all responsibilities required as defined in the scope of service, to ensure that the unique nature of the client is addressed.Baptist Health Care is a not-for-profit health care system committed to improving the quality of life for people and communities in northwest Florida and south Alabama. The organization is a proud a member of the Mayo Clinic Care Network and includes three hospitals, four medical parks, Andrews Institute for Orthopaedic & Sports Medicine, and an extensive primary and specialty care provider network. With more than 4,000 team members, Baptist Health Care is one of the largest non-governmental employers in northwest Florida. Maintains close observation of EKG tracing continuously during assigned watch Notifies clinical personnel of all rhythm disturbances, continuously artifact inoperative alarms and other monitoring problems. Utilizes telemetry emergency call system for life-threatening arrhythmias. Consults with RN when treatment of the arrhythmia is indicated. Refers all major systems problems to Clinical Manager, Charge Nurse or Assistant Director and Bio-medical Electronics Department. Communicates to oncoming shift a status report on all telemetry patients and monitoring equipment. Responds to all monitor alarms and notifies appropriate personnel as needed. Interprets alarms and validates computer interpretation within five (5) minutes Reserves and issues telemetry units when ordered. Maintains accurate telemetry assignments and current stop alerts according to unit policy. Assures quality of ECG input signal, uses appropriate techniques to correct artifact or interference. Differentiates arrhythmias which require immediate and non-immediate action and responds accordingly. Maintains up-to-date and accurate documentation of data collected.Assist in other duties as assigned to support the operational needs of the department and organization. May be required to remain on campus immediately before, during, and after severe weather and/or disasters. **Minimum Education**
   + High School Diploma or Equivalent Required
   
   **Required Skills, Knowledge and Abilities**
   
   + Ability to communicate effectively and document information accurately.
   
   + Knowledge of basic medical terminology.
   
   + Basic computer knowledge.
   
   + Must possess good interpersonal and organizational skills.

   Copy this example

   

5. Post your job

   To find the right cardiac technician for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with cardiac technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit cardiac technicians who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your cardiac technician job on Zippia to find and recruit cardiac technician 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 cardiac technicians 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   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 cardiac technician

   Once you have selected a candidate for the cardiac technician position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new cardiac technician. 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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