How to hire a cytologist

How to hire a cytologist, step by step

Here's a step-by-step cytologist hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a cytologist, 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

   You should also consider the ideal background you'd like them a cytologist to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a cytologist that fits the bill.

   This list presents cytologist salaries for various positions.

   Type of Cytologist	Description	Hourly rate
   Cytologist	Medical laboratory technologists (commonly known as medical laboratory scientists) and medical laboratory technicians collect samples and perform tests to analyze body fluids, tissue, and other substances.	$17-36
   Laboratory Coordinator	A laboratory coordinator is responsible for supporting laboratory examinations and experiments, collecting laboratory samples, and ensuring the efficiency and performance of laboratory tools and equipment. Laboratory coordinators maintain the cleanliness and orderliness of the laboratory facility at all times to avoid contaminations and hazards that may affect laboratory results and accuracy of examinations... Show more	$18-34

2. Create an ideal candidate profile

   Common skills:

   • ASCP
   • QC
   • Non-Gyn
   • Laboratory Operations
   • Microbiology
   • Preliminary Diagnosis

   Responsibilities:

   • Manage curriculum development, authore and publish lab manuals in physiology and ecology.
   • Stain process development in accordance with FDA regulation specific to milk.
   • Support laboratory quality control and safety initiatives and provide direct support to the microbiology, processing and emergency departments as needed.
   • Initiate and assign TIQ appropriately.

3. Make a budget

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

   • Location. For example, cytologists' average salary in oklahoma is 17% less than in rhode island.
   • Seniority. Entry-level cytologists 51% less than senior-level cytologists.
   • Certifications. A cytologist 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 cytologist's salary.

   Average cytologist salary

   $53,483yearly

   $25.71 hourly rate

   ---

   Entry-level cytologist salary

   $37,000 yearly salary

   Updated December 18, 2025

4. Writing a cytologist job description

   A cytologist 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 cytologist job description:

   Cytologist job description example

   + The Cytologist is responsible for the processing and examination of cytology specimens.
   
   + MINIMUM QUALIFICATIONS
   
   + Education: Baccalaureate Degree in a science or lab related field; completion of a one year Cytotechnology program.
   
   + Experience: N/A
   
   + Licensure/Certification/Registration: ASCP Certification as Cyto-Technologist within twelve (12) months of hire. Those hired without valid certification are encouraged to take the first available examination after their date of hire and pass this certifying exam within three (3) consecutive administrations of the exam within twelve (12) months of hire.
   
   + PREFERRED QUALIFICATIONS
   
   + Education: N/A
   
   + Experience: N/A
   
   + Licensure/Certification/Registration: N/A
   
   + KNOWLEDGE, SKILLS AND ABILITIES
   
   + Ability to process cytology specimens; ability to screen and evaluate adequacy on cytology specimens; perform clerical duties such as: computer entry, order, filing and reporting; knowledge of histochemical/immunocytochemical procedures; good communication skills; work in close quarters with other people often under stressful conditions. Occasional prolonged standing/walking.
   
   +
   
   + READING - Intermediate: Ability to read and interpret documents such as operating and maintenance instructions and procedure manuals.
   
   + WRITING - Intermediate: Ability to write routine reports, correspondence, or procedures.
   
   + SPEAKING - Intermediate: Ability to effectively present information in one-on-one, small group situations or before groups of customers, clients, and other employees of the organization.
   
   + MATHEMATICAL SKILLS - Basic Skills: Ability to add and subtract two-digit numbers and to multiply and divide with 10's and 100's. Ability to perform these operations using units of American money and weight measurement, volume, and distance.
   
   + REASONING ABILITY - Intermediate Skills: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
   
   + PHYSICAL DEMANDS AND ENVIRONMENT
   
   + PHYSICAL DEMANDS
   
   + Stand - Continuously Over 2/3 (5.5 - 8 hours)
   
   + Walk - Continuously Over 2/3 (5.5 - 8 hours)
   
   + Sit - Frequently 1/3 to 2/3 (2.5 - 5.5 hours)
   
   + Use hands to finger, handle, or feel - Continuously Over 2/3 (5.5 - 8 hours)
   
   + Reach with hands and arms - Frequently 1/3 to 2/3 (2.5 - 5.5 hours)
   
   + Stoop, Squat, Kneel, or Crouch - Occasionally Under 1/3 (1-2.5 hours)
   
   + Bending-repetitive forward - Occasionally Under 1/3 (1-2.5 hours)
   
   + Talk or hear - Continuously Over 2/3 (5.5 - 8 hours)
   
   + LIFTING REQUIREMENTS
   
   + Up to 10 pounds - Continuously Over 2/3 (5.5 - 8 hours)
   
   + Up to 25 pounds - Frequently 1/3 to 2/3 (2.5 - 5.5 hours)
   
   + Up to 35 pounds - Occasionally Under 1/3 (1-2.5 hours)
   
   + WORK ENVIRONMENT
   
   + Typical Noise Level - Moderate noise (examples: business office with computers and printers, light traffic)
   
   + WORKING CONDITIONS
   
   + Exposed to infection from disease-bearing specimens, occasionally exposed to radiation hazards; exposed to odorous chemicals and specimens

   Copy this example

   

5. Post your job

   To find cytologists 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 cytologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level cytologists 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 cytologist job on Zippia to find and recruit cytologist 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

   Your first interview with cytologist candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 cytologist

   Once you have selected a candidate for the cytologist 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.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new cytologist. 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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How much does it cost to hire a cytologist?