How to hire an md physician-dermatologist

How to hire an md physician-dermatologist, step by step

Here's a step-by-step md physician-dermatologist hiring guide:

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

What does an md physician-dermatologist do?

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1. Identify your hiring needs

   First, determine the employments status of the md physician-dermatologist you need to hire. Certain md physician-dermatologist roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect md physician-dermatologist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of md physician-dermatologists and their corresponding salaries.

   Type of MD Physician-Dermatologist	Description	Hourly rate
   MD Physician-Dermatologist	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	$74-262
   Family Practice MD	A family practice MD is responsible for monitoring and diagnosing patients' conditions of all ages. Family practice MDs identify the patients' medical histories and administer treatment plans and medications... Show more	$76-292
   Professor Of Family Medicine	A professor of family medicine is a medical expert who facilitates discussions and lectures for future medical practitioners. Their responsibilities revolve around developing teaching strategies, creating lesson and assessment plans, organizing activities and projects, preparing coursework, and monitoring the progress of students... Show more	$46-160

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Mohs
   • Patients
   • Surgery
   • Internal Medicine
   • Patient Care
   • Epic
   • Medical Care
   • Cosmetic Procedures
   • Exam Rooms
   • ICU
   • CPR
   • EKG
   • Surgical Procedures
   • Healthcare Professionals

   Check all skills

   Responsibilities:

   • Develop skills in managing diabetes, hyperlipidemia, and hypertension.
   • Assist patients in filling out medical documents and retrieving any missing information.
   • Experience with electronic medical records and the coordination and distribution of professional documents in accordance to HIPAA regulations.
   • Monitor and manage patient medical records in compliance with HIPPA.

   More md physician-dermatologist duties

3. Make a budget

   Including a salary range in your md physician-dermatologist job description is one of the best ways to attract top talent. An md physician-dermatologist can vary based on:

   • Location. For example, md physician-dermatologists' average salary in hawaii is 23% less than in north dakota.
   • Seniority. Entry-level md physician-dermatologists 72% less than senior-level md physician-dermatologists.
   • Certifications. An md physician-dermatologist 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 md physician-dermatologist's salary.

   Average md physician-dermatologist salary

   $290,531yearly

   $139.68 hourly rate

   ---

   Entry-level md physician-dermatologist salary

   $154,000 yearly salary

   Updated December 22, 2025

   Average md physician-dermatologist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	North Dakota	$361,648	$174
   2	Indiana	$342,799	$165
   3	Ohio	$324,176	$156
   4	South Carolina	$312,284	$150
   5	Iowa	$309,891	$149
   6	Florida	$303,391	$146
   7	Tennessee	$293,151	$141
   8	Virginia	$289,456	$139
   9	Michigan	$281,065	$135
   10	California	$277,961	$134
   11	Georgia	$276,810	$133
   12	Louisiana	$275,997	$133
   13	New Mexico	$271,092	$130
   14	Kansas	$270,145	$130
   15	New York	$267,775	$129
   16	Texas	$266,714	$128
   17	Utah	$247,006	$119
   18	Maryland	$246,566	$119
   19	Arizona	$235,387	$113

   Average md physician-dermatologist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	CareMount Medical	$333,989	$160.57
   2	Southern California Medical Center	$319,108	$153.42	61
   3	Essentia Health	$318,125	$152.94	135
   4	Presbyterian	$312,456	$150.22	16
   5	Alice Hyde Medical Center	$300,811	$144.62
   6	Aledade	$300,562	$144.50
   7	TidalHealth	$296,976	$142.78	9
   8	Clinical Management Consultants	$284,788	$136.92
   9	Merritt Hawkins	$283,535	$136.31
   10	Provider Solutions & Development	$280,493	$134.85	24
   11	Celerion	$278,346	$133.82
   12	Integrity Locums	$278,318	$133.81	100
   13	Private Practice	$276,693	$133.03	4
   14	Curare Physician Recruiting	$273,386	$131.44	50
   15	Premier Family Physicians	$271,844	$130.69
   16	Health Career Connection	$269,399	$129.52	1
   17	Kaiser Permanente	$262,352	$126.13	7
   18	Banner Health	$260,854	$125.41	23
   19	Valley Health System	$259,104	$124.57	7
   20	Henry Ford Health System	$258,702	$124.38	5

4. Writing an md physician-dermatologist job description

   An md physician-dermatologist 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 an md physician-dermatologist job description:

   Md physician-dermatologist job description example

   Management & Training Corporation is proud to operate the Imperial Regional Detention Center in Calexico, CA where our employees strive to improve the lives of those in our care through robust educational programming, clinical care, and other resources.
   
   MTC and the Imperial Regional Detention Center are looking for a full time **Physician** for this ambulatory-like setting in Calexico, CA. Emergency Medicine (EM), Internal Medicine (IM), Urgent Care (UC), or Family Practice (FP) physicians would be well-suited for this role.
   **Salary:** $230-$300k depending on experience
   
   **Call:** Split between physicians and mid-levels (1:3)
   
   **Shift:** 8 or 10 hour days; Monday-Friday NO WEEKENDS!
   
   **The Practice:**
   
   Backed by national accrediting organizations, MTC Medical staff are dedicated to providing quality medical and dental services to men and women in our care.
   
   + Ambulatory-like setting
   
   + Safe, clean environment without the hassles of insurance paperwork typical of community and hospital-based practice (safer than most emergency departments)
   
   + Setting conducive to the practice of medicine with an industry standard formulary, manageable patient load, better work hours (M-F with 8 or 10 hour shifts available. No nights/weekends)
   
   + Varied medical pathologies, some of which you might not ever experience in residency, community or hospital practice
   
   We offer excellent benefits, training, and flexible schedules, a reflection of our commitment to making a social impact and our BIONIC philosophy - "Believe It Or Not, I Care." We invite you to explore a career with an established, international corporation.
   
   **WHAT WE OFFER**
   
   **Career Advancement** through training and development. At MTC, you can have a good job that can grow into a career. Just ask our executive team, ALL of whom have come from one of our sites!
   
   **Financial Security** through competitive wages, affordable health, dental, and prescription drug insurance, 401k, and education tuition assistance.
   
   **Work/Life balance** in the form paid time off, paid holidays, and flexible schedules and shifts where possible
   
   **Stability** with strong leadership, financial performance and history of being active in all the communities in which we find ourselves
   
   **The Ability To Make A Social Impact** through serving our clients every, single day! These are individuals in our care and we strive to make a daily impact by being good role models, providing excellent care and treating each individual with dignity and respect. \#zr #talent
   
   Management & Training Corporation is an Equal Opportunity Employer: Minority/Female/Disability/Veteran

   Copy this example

   

5. Post your job

   To find the right md physician-dermatologist 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 md physician-dermatologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit md physician-dermatologists 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 md physician-dermatologist job on Zippia to find and recruit md physician-dermatologist 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 md physician-dermatologists 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 md physician-dermatologist

   Once you've selected the best md physician-dermatologist 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.

   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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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