How to hire a medical and health information manager

How to hire a medical and health information manager, step by step

Here's a step-by-step medical and health information manager hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the medical and health information manager you need to hire. Certain medical and health information manager 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

   A medical and health information manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, medical and health information managers 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.

   This list presents medical and health information manager salaries for various positions.

   Type of Medical And Health Information Manager	Description	Hourly rate
   Medical And Health Information Manager	Medical and health services managers, also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility, a specific clinical area or department, or a medical practice for a group of physicians... Show more	$34-120
   Interim Director	An interim director is responsible for supporting business operations, organizing training, as well as specific department programs for staff to maximize their productivity and improve optimal performance to meet project deliverables and achieve client satisfaction. Interim directors coordinate with the management and board executives on corporate decisions, implementing company guidelines and procedures, and identifying business opportunities to generate more revenues and profitability... Show more	$31-77
   Nursing Director	A nursing director's role is to oversee and evaluate all nurse staff in a hospital or organization, ensuring their efficiency at providing care towards patients. A nursing director's responsibilities mainly revolve around administrative tasks such as coordinating with physicians and other consultants, producing reports, conducting assessments, managing the budget and expenditures, and resolving issues... Show more	$30-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Medical Review
   • Promotional Materials
   • FDA
   • Medical Writing
   • Promotional Review
   • Sops
   • HIPAA
   • Chart Audits
   • Medicaid
   • External Healthcare Professionals
   • Medical Science
   • DRG
   • Clinical Trials
   • Amcp

   Check all skills

   Responsibilities:

   • Manage and facilitate manuscript preparation of oncology clinical trials results arising from currently market and pipeline drugs.
   • Prepare periodic safety update reports for submission to the FDA.
   • Answer telephone and written inquiries concerning medical records in compliance with facility, state and HIPAA guidelines.
   • Analyze and project payroll activities and determine the accuracy of information need to calculate and prepare salary expense transfers as necessary.
   • Establish office protocols and aggressively manage patient A/R to maximize reimbursements.

3. Make a budget

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

   • Location. For example, medical and health information managers' average salary in hawaii is 67% less than in new hampshire.
   • Seniority. Entry-level medical and health information managers earn 71% less than senior-level medical and health information managers.
   • Certifications. A medical and health information manager 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 medical and health information manager's salary.

   Average medical and health information manager salary

   $134,978yearly

   $64.89 hourly rate

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   Entry-level medical and health information manager salary

   $72,000 yearly salary

   Updated December 5, 2025

4. Writing a medical and health information manager job description

   A medical and health information manager 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 medical and health information manager job description:

   Medical and health information manager job description example

   The Manager, Credentialing for the Downtown Campus will plan, develop and coordinate all Credentialing activities. The Manager will work closely with medical staff officers, service chiefs and committee chairmen in order to ensure that the Medical Staff meet The Centers for Medicare & Medicaid Services (CMS) and The Joint Commission (TJC) requirements for credentialing and privileging. This position acts as a liaison from the Credentialing Verification Organization (CVO) to the hospital's Medical Staff Office.
   Responsibilities • Organizes and directs a comprehensive and specialized credentialing program to assure continued accreditation by TJC and other regulatory organizations
   • Maintains systems to identify and track medical staff members and their clinical privileges; prepares and maintains related records and reports
   • Directs the development, enhancement and maintenance of the credentialing database; assures accuracy of data entry; monitors critical data for analysis and coordinates functional report generation
   • Oversees the credentialing process for physicians, allied health professionals, and other health professionals/categories specified in the Medical Staff Bylaws; works with medical staff leadership and hospital clinical staff for the approval and ongoing review of these practitioners
   • Oversees the Graduate Medical Education function which includes residents, medical students and allied professional students, including orientation, education, and IS access • Monitors and revises credentialing and privileging forms and functions as needed to ensure consistency and in accordance with regulatory agency guidelines • Ensures compliance with CME accreditation process
   • Directs the gathering of information, verification of licensure and entry of data for all referring providers (physicians, dentists, chiropractors) to the hospital
   • Ensures the ongoing development and implementation of policies and procedures that guide and support the provision of services
   • Interprets, explains and follows all regulatory guidelines, including medical staff bylaws, fair hearing plan, rules and regulations and policies
   • Maintains compliance with all company policies, procedures and standards of conduct
   • Complies with HIPAA privacy and security requirements to maintain confidentiality at all times
   • Performs other duties as assigned Qualifications Education:
   • Bachelor's degree in business administration or healthcare related field (required) or 10 years relevant experience required in lieu of education
   Experience:
   • Three (3) years of experience in healthcare credentialing (required)
   • Two (2) years of leadership experience (preferred)
   Certification:
   • Current Certified Professional Medical Services Management (CPMSM) and Certified Provider Credentialing Specialist (CPCS) credentials or eligibility to sit for exam within (1) year of date of hire (required)

   Copy this example

   

5. Post your job

   To find medical and health information managers 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 medical and health information managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level medical and health information managers 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 medical and health information manager job on Zippia to find and recruit medical and health information manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit medical and health information managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 medical and health information manager

   Once you have selected a candidate for the medical and health information manager 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.

   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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