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How to hire a medical records analyst

Medical records analyst hiring summary. Here are some key points about hiring medical records analysts in the United States:

  • The median cost to hire a medical records analyst is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • HR departments typically allocate 15% of their budget towards recruitment efforts.
  • Small businesses spend $1,105 per medical records analyst on training each year, while large companies spend $658.
  • It takes approximately 12 weeks for a new employee to reach full productivity levels.
  • There are a total of 5,278 medical records analysts in the US, and there are currently 61,145 job openings in this field.
  • Houston, TX, has the highest demand for medical records analysts, with 5 job openings.

How to hire a medical records analyst, step by step

To hire a medical records analyst, you need to identify the specific skills and experience you want in a candidate, allocate a budget for the position, and advertise the job opening to attract potential candidates. To hire a medical records analyst, you should follow these steps:

Here's a step-by-step medical records analyst 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 records analyst job description
  • Step 5: Post your job
  • Step 6: Interview candidates
  • Step 7: Send a job offer and onboard your new medical records analyst
  • Step 8: Go through the hiring process checklist

What does a medical records analyst do?

A medical records analyst oversees healthcare records and data within an organization. Their job duties include creating reports and using records to determine how to better streamline processes. They also need to compile, calculate, audit, verify and organize information. They review the records to ensure they are accurate, interpret billing and payment information, and generate reports to be used by the management for review. The main qualification for this position is a degree in health information management.

Learn more about the specifics of what a medical records analyst does
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  1. Identify your hiring needs

    The medical records analyst 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?

    Hiring the perfect medical records analyst 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.

    This list presents medical records analyst salaries for various positions.

    Type of Medical Records AnalystDescriptionHourly rate
    Medical Records AnalystMedical records and health information technicians, commonly referred to as health information technicians, organize and manage health information data. They ensure its quality, accuracy, accessibility, and security in both paper and electronic systems... Show more$25-48
    Health Information TechnicianA health information technician is primarily responsible for managing and handling patient information, ensuring accuracy and confidentiality. They coordinate with various health care workers to gather patient data, laboratory results, test findings, and medical histories, encoding them in clinical databases in a timely and efficient manner... Show more$12-21
    Health Care AdministratorA health care administrator is primarily in charge of overseeing the daily administrative operations of medical and health care facilities. They are responsible for setting objectives, establishing guidelines and employee schedules, maintaining accurate records, gathering and analyzing data, developing strategies to optimize operations, and coordinating with nurses, physicians, patients, and other health care experts... Show more$23-45
  2. Create an ideal candidate profile

    Common skills:
    • Patients
    • Patient Care
    • Medical Terminology
    • Data Entry
    • HIPAA
    • CPT
    • EHR
    • Computer System
    • Emergency Room
    • Patient Charts
    • Medical History
    • JCAHO
    • SQL
    • Hippa
    Check all skills
    Responsibilities:
    • Implement policies and procedures to achieve optimum DRG reimbursement.
    • Manage and transfer health records as requested following HIPAA regulations and internal procedures.
    • Attend state and local AHIMA, Medicare, CPT-4 and ICD-9 meetings/seminars.
    • Support user on ICU units.
    • Write appeals for claim denials.
    • Head up the ICD-10-CM preparation project.
    More medical records analyst duties
  3. Make a budget

    Including a salary range in your medical records analyst job description helps attract top candidates to the position. A medical records analyst salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

    For example, the average salary for a medical records analyst in Alabama may be lower than in Connecticut, and an entry-level medical records analyst usually earns less than a senior-level medical records analyst. Additionally, a medical records analyst with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

    Average medical records analyst salary

    $73,609yearly

    $35.39 hourly rate

    Entry-level medical records analyst salary
    $53,000 yearly salary
    Updated January 19, 2026

    Average medical records analyst salary by state

    RankStateAvg. salaryHourly rate
    1Connecticut$89,013$43
    2California$88,440$43
    3Ohio$84,250$41
    4Minnesota$82,309$40
    5New York$81,548$39
    6Pennsylvania$79,228$38
    7Virginia$77,897$37
    8Hawaii$76,451$37
    9North Carolina$76,252$37
    10Massachusetts$75,548$36
    11Utah$71,502$34
    12Arizona$71,421$34
    13Florida$71,402$34
    14Illinois$71,284$34
    15Texas$70,396$34
    16Iowa$69,660$33
    17Missouri$67,554$32
    18New Jersey$66,333$32
    19Kentucky$62,700$30
    20Colorado$60,967$29

    Average medical records analyst salary by company

    RankCompanyAverage salaryHourly rateJob openings
    1Mayo Clinic$112,967$54.3125
    2St. Joseph Healthcare$108,907$52.362
    3St. Joseph's Health$104,998$50.482
    4CVS Health$103,518$49.7767
    5Kaiser Permanente$96,817$46.5571
    6Cincinnati Children's Hospital Medical Center$95,705$46.015
    7Children's Hospital of Philadelphia$91,557$44.026
    8Health First$90,119$43.334
    9Verisk Analytics$90,064$43.301
    10Carle Foundation$88,110$42.36127
    11Vanderbilt University Medical Center$87,284$41.962
    12Atlantic Health$85,038$40.884
    13RWJBarnabas Health$84,515$40.63
    14Rochester Regional Health$82,733$39.783
    15Change Healthcare$82,611$39.72
    16Nebraska Methodist Health System$82,217$39.531
    17US Oncology Holdings Inc$81,373$39.1215
    18Northside Hospital$80,933$38.9117
    19HCA Healthcare$80,408$38.66114
    20St. Luke's Health System$77,436$37.2313
  4. Writing a medical records analyst job description

    A job description for a medical records analyst role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a medical records analyst job description:

    Medical records analyst job description example

    • Conducts analysis of inpatient, observation, emergency and outpatient charts with 48 hours of discharge/visit.
    • Identifies appropriate physician/provider for chart completion of each portion of the medical record.
    • Applies appropriate deficiency within the electronic medical record (EMR).
    • Assists physicians/providers in completion of the record(s). May respond to questions regarding completion requirements.
    • Ensures physician/provider has required understanding of processes and procedures related to compliance.
    • Provides daily oversight of transcription services, including running reports checking the accuracy and flow to the EMR, editing patient demographics when necessary, assisting physicians/providers with corrections to transcribed reports, printing and distributing transcribed reports, updating user list (assigning Physician Dictation Number when necessary) within transcription system, and training in the use of the system.
    • Provides "uncoded" list to the appropriate Coder.
    • Provides completed queries to physicians and appropriate Coder. Follows up on outstanding queries. Scan completed query in to EMR.
    • Scans physician notes in to EMR as needed
    • Copies, prints and/or faxes pertinent records in response to Request for Release of Record or Continued Care, when requested.
    • Copies, prints and/or faxes Face Sheet, discharge date and/or dictations to physician office, when requested.

    The successful candidate will possess the following:
    • High School Diploma or equivalent
    • Five (5) years Medical Records experience, acute care environment preferred
    • Working knowledge of the Health Insurance Portability and Accountability Act (HIPAA) and able to effectively applies to all aspects of the position
    • Above average organizational skills with the ability to manage multiple tasks
    • Demonstrated proficiency with Microsoft Office suite (primarily Word and Excel), with one or more years' entering data
    • Experience with Electronic Medical Record (EMR) preferred
    • Working understanding of basic office machines including fax, copier and scanner
    • Must be able to communicate (speak and understand) English, including complex medical terminology
    • Knowledge of medical terminology preferred
    • Demonstrated success working in an environment requiring attention to detail
  5. Post your job

    To find medical records analysts 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 records analysts they would recommend.
    • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level medical records analysts 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.
    To find medical records analyst candidates, you can consider the following options:
    • Post your job opening on Zippia or other job search websites.
    • Use niche websites that focus on engineering and technology jobs, such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
    • Post your job on free job posting websites.
  6. Interview candidates

    Your first interview with medical records analyst 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 medical records analyst

    Once you have selected a candidate for the medical records analyst 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.

    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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How much does it cost to hire a medical records analyst?

Before you start to hire medical records analysts, it pays to consider both the one-off costs like recruitment, job promotion, and onboarding, as well as the ongoing costs of an employee's salary and benefits. While most companies that hire medical records analysts pay close attention to the initial cost of hiring, ongoing costs are much more significant in the long run.

You can expect to pay around $73,609 per year for a medical records analyst, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for medical records analysts in the US typically range between $25 and $48 an hour.

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