How to hire a heart specialist

How to hire a heart specialist, step by step

Here's a step-by-step heart specialist hiring guide:

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

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1. Identify your hiring needs

   The heart specialist 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 heart specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, heart specialists 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 heart specialists and their corresponding salaries.

   Type of Heart Specialist	Description	Hourly rate
   Heart Specialist		$14-85
   Doctor	A doctor is a medical expert who diagnoses and treats illnesses and injuries, often specializing in particular areas. Their responsibilities revolve around conducting initial interviews and examinations, studying a patient's medical history and laboratory results, providing consultations and care advice, prescribing medication, and referring patients to specialists when necessary... Show more	$50-196
   Resident Physician In Radiology	A resident physician in radiology provides comprehensive education, training, and experience in all areas of diagnostic imaging, including plain film radiography, angiography, and interventional procedures, computed tomography, ultrasound, magnetic resonance imaging, mammography, nuclear radiology, physics, radiobiology, and radiation protection. They also work to create an intellectual environment that encourages residents to continue active learning and continuing medical education following completion of the program.	$45-214

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Clinical Expertise
   • EKG
   • Appointment Scheduling
   • Vital Signs
   • Arrhythmia
   • ECG
   • Quality Patient Care
   • Blood Pressure
   • Test Results
   • Medical History
   • Epic
   • Patient History
   • Insurance Verification

   Check all skills

   Responsibilities:

   • Develop skills in managing diabetes, hyperlipidemia, and hypertension.
   • Gain increased recognition for the physical medicine and rehabilitation specialty from other medical departments.
   • Submit correct ICD and CPT codes for corresponding services with modifiers as needed.

3. Make a budget

   Including a salary range in your heart specialist job description is a great way to entice the best and brightest candidates. A heart specialist salary can vary based on several factors:

   • Location. For example, heart specialists' average salary in hawaii is 56% less than in new york.
   • Seniority. Entry-level heart specialists earn 83% less than senior-level heart specialists.
   • Certifications. A heart specialist with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a heart specialist's salary.

   Average heart specialist salary

   $73,764yearly

   $35.46 hourly rate

   ---

   Entry-level heart specialist salary

   $30,000 yearly salary

   Updated December 17, 2025

4. Writing a heart specialist job description

   A good heart specialist 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 a heart specialist job description:

   Heart specialist job description example

   Among our many accolades, we have been designated 8 times the only A-Rated for Safety Hospital, awarded M a g n et Recognition for superior nursing, named Best Regional Hospital by US News and World Report and ranked among the 100 best places to work in healthcare (nationally). Jersey City Medical Center is also ideally located in the vibrant Jersey City waterfront community overlooking the harbor, just 10 minutes from New York City, with a grand view of the Statue of Liberty.

   Job Description

   Assists nursing and surgical staff with direct patient care activities. Assumes responsibility for providing technical assistance in the environment of the operating room. Plans and evaluates care provided. Assists in the delivery of quality patient care through utilization of technical skills. Performs technical duties relating to scrub personnel, including smooth, precise, and efficient reaction to all situations, and assists with departmental work as assigned. Participates in staff, patient and/or family education to a degree consistent with personal knowledge base. The Open Heart Specialist surgical tech will be fully competent, independent and autonomous in all specialties with a primary focus on open heart. Responsible for the open heart specialty including but not limited to: training current and new staff, managing par levels and supplies, checking supplies for outdates, work with SPD to manage instruments and develop needed trays to keep up with volume.

   Additional Requirements

   • High school graduate.
   • Completion of an OR Technician training program or equivalent.
   • Previous Open Heart Experience
   • Certification by the Association of Surgery Technologists desired.
   • Successful completion of all Orientation Programs.

   We are committed to High Reliability and consistent demonstration of our Safety Together behaviors and tools:

   S - Speak up for Safety

   A - Accurately communicate

   F - Focus on the task

   E - Exercise and accept a questioning attitude

   T - Thoughtfully interact

   Y - You and Me Together

   RWJBarnabas Health offers excellent-provided benefits which include: competitive compensation, comprehensive medical/dental benefits, 403 (B) savings plan, Flexible Spending Plans, PTO program, tuition reimbursement and so much more.
   
   Equal Employment Opportunity

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5. Post your job

   To find heart specialists 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 heart specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level heart specialists 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 heart specialist job on Zippia to find and attract quality heart specialist candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting heart specialists 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 heart specialist

   Once you have selected a candidate for the heart specialist 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new heart specialist. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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