How to hire a medical technologist

How to hire a medical technologist, step by step

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

What does a medical technologist do?

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1. Identify your hiring needs

   The medical technologist 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

   You should also consider the ideal background you'd like them a medical technologist 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 medical technologist that fits the bill.

   This list presents medical technologist salaries for various positions.

   Type of Medical Technologist	Description	Hourly rate
   Medical Technologist	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.	$19-32
   Laboratory Aide	A laboratory aide is primarily responsible for maintaining the cleanliness and order in laboratories, all while performing support tasks for scientists. Their duties revolve around arranging specimens and samples, transporting materials from one laboratory to another, preparing apparatuses and machines, and storing them accordingly... Show more	$9-18
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Clinical Laboratory
   • ASCP
   • Customer Service
   • Patient Care
   • Microbiology
   • Hematology
   • Proficiency Testing
   • OSHA
   • Blood Pressure
   • Dexterity
   • Laboratory Procedures
   • CLIA
   • Laboratory Tests

   Check all skills

   Responsibilities:

   • Manage departmental recovery activities after installation of upgrades affecting the LIS affect.
   • Perform medical/laboratory procedures in all departments including microbiology, chemistry, blood bank, hematology, urinalysis, and immunology.
   • Perform laboratory test to corporal fluids applying analysis fields like biochemistry, microbiology, hematology, immunology, urinalysis and blood bank
   • Execute and analyze laboratory test in biochemistry, urinalysis, hematology, microbiology, blood bank and serology department.
   • Direct participation on proficiency testing programs on hematology, chemistry, urinalysis, blood bank, serology, and bacteriology.
   • Work full-time as an evening/night shift generalist rotating through hematology, urinalysis, serology, chemistry, blood bank and microbiology.

   More medical technologist duties

3. Make a budget

   Including a salary range in the medical technologist job description is a good way to get more applicants. A medical technologist salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a medical technologist in Missouri may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level medical technologist. Additionally, a medical technologist with lots of experience in the field may command a higher salary as a result.

   Average medical technologist salary

   $53,249yearly

   $25.60 hourly rate

   ---

   Entry-level medical technologist salary

   $41,000 yearly salary

   Updated January 9, 2026

   Average medical technologist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$70,241	$34
   2	Oregon	$67,369	$32
   3	Nevada	$65,062	$31
   4	Massachusetts	$64,929	$31
   5	Connecticut	$62,393	$30
   6	New York	$59,467	$29
   7	New Hampshire	$58,543	$28
   8	District of Columbia	$56,981	$27
   9	Maine	$56,448	$27
   10	Arizona	$55,910	$27
   11	Utah	$55,270	$27
   12	Florida	$55,256	$27
   13	Pennsylvania	$54,761	$26
   14	Maryland	$54,735	$26
   15	Colorado	$54,390	$26
   16	Michigan	$53,529	$26
   17	Minnesota	$53,391	$26
   18	Virginia	$53,275	$26
   19	North Dakota	$52,999	$25
   20	New Mexico	$51,108	$25

   Average medical technologist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Children's Hospital Colorado	$72,527	$34.87	14
   2	American Red Cross	$67,988	$32.69	3
   3	Mount Auburn Hospital	$66,733	$32.08
   4	Club Staffing	$66,561	$32.00
   5	Concord Hospital	$66,514	$31.98	15
   6	Health First	$66,391	$31.92	36
   7	Miriam Hospital	$66,154	$31.80
   8	Dana-Farber Cancer Institute	$66,067	$31.76	13
   9	Brigham and Women's Hospital	$66,052	$31.76	74
   10	University of Washington	$65,982	$31.72	25
   11	Massachusetts General Hospital	$65,600	$31.54	2
   12	Sage Memorial Hospital	$65,482	$31.48
   13	Tufts Medical Center	$65,474	$31.48	1
   14	Legacy Health	$65,448	$31.47	9
   15	Nantucket Cottage Hospital	$65,238	$31.36
   16	Beth Israel Deaconess Medical Center	$65,064	$31.28	3
   17	Oregon Health & Science University	$65,050	$31.27	25
   18	Health Advocates	$65,039	$31.27	181
   19	Favorite Healthcare Staffing	$64,847	$31.18	7
   20	Boston Medical Center	$64,816	$31.16	51

4. Writing a medical technologist job description

   A medical technologist 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. Below, you can find an example of a medical technologist job description:

   Medical technologist job description example

   This job is typically 12-weeks length in assignment. This job receives and prepares specimens according to standard protocols and procedures; performs laboratory tests and calculations to provide data for use in diagnosis and treatment of disease; performs quality control procedures and evaluates test performance and results; calibrates, maintains and monitors equipment used in analytical determinations; performs phlebotomy procedures as appropriate; and maintains confidentiality of patient related information.
   Education Required - Bachelor's degree
   Work Experience Required - None.
   Certifications Required - Current license or temporary license as a Clinical Laboratory Scientist-Generalist or Clinical Laboratory Scientist-Specialist in the state of practice
   Meet CLIA and CAP requirements for testing personnel relative to scope of duties
   ASCP certification as a Medical Technologist
   Any incumbents certified by ASCP on or after January 1, 2004 must successfully complete the requirements of the ASCP's Certification Maintenance Program Knowledge Skills and Abilities (KSAs) Must have computer skills and dexterity required for data entry and retrieval of patient information. Must be proficient with Windows-style applications and keyboard. Effective verbal and written communication skills and the ability to present information clearly and professionally to varying levels of individuals throughout the patient care process. Good analytical and problem solving skills Demonstrates good judgement in performing duties and conflict resolution Good interpersonal skills
   Job Duties Performs, develops and interprets routine and/or specialized laboratory testing independently without error, within established time frames. Performs, analyzes and records quality control and instrument maintenance/troubleshooting making judgments concerning results, and takes appropriate action necessary to maintain accuracy and precision. Escalates appropriately when results are out of control and ensures adequate documentation of corrective action. Adheres to regulatory compliance guidelines and maintains an awareness of accreditation standards for laboratories by reviewing the most current checklist/standards. Follows safety guidelines, OIG compliance requirements and follows protocol for proficiency testing of samples. Participates in performance improvement opportunities by assisting in the collection and analysis of data and supports business development and cost reduction initiatives by managing supply and reagent inventory. Adapts behavior to the specific patient population, including but not limited to: respect for privacy, method of introduction to the patient, adapting explanation of services or procedures to be performed, requesting permissions and communication style. Other related duties as required. The above statements describe the general nature and level of work only. They are not an exhaustive list of all required responsibilities, duties, and skills. Other duties may be added, or this description amended at any time.
   Remains knowledgeable on current federal, state and local laws, accreditation standards or regulatory agency requirements that apply to the assigned area of responsibility and ensures compliance with all such laws, regulations and standards.
   This employer maintains and complies with its Compliance & Privacy Program and Standards of Conduct, including the immediate reporting of any known or suspected unethical or questionable behaviors or conduct; patient/employee safety, patient privacy, and/or other compliance-related concerns.
   
   The employer is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status.
   Physical and Environmental Demands
   The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   Heavy Work - Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly to move objects. (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible. Mechanical lifting devices (carts, dollies, etc.) or team lifts should be utilized.
   Must be able to work a flexible work schedule (e.g. 24/7, weekend, holiday, on call availability).
   Must be able to stoop, bend, reach and grab with arms and hands, manual dexterity.
   Must be able to stand and sit for prolonged periods of time.
   Must be able to travel throughout and between facilities.
   
   Duties performed routinely require exposure to blood, body fluid and tissue.
   
   The incumbent works in a patient care area; works in an area where patients enter; works directly with patients; and/or works with specimens that could contain diseases. There may be an occupational risk for exposure to all communicable diseases. Because the incumbent works within a healthcare setting, there may be occupational risk for exposure to hazardous medications or hazardous waste within the environment through receipt, transport, storage, preparation, dispensing, administration, cleaning and/or disposal of contaminated waste. The risk level of exposure may increase depending on the essential job duties of the role.

   Copy this example

   

5. Post your job

   To find the right medical technologist 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 medical technologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit medical technologists 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 medical technologist job on Zippia to find and recruit medical technologist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit medical technologists, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 medical technologist

   Once you have selected a candidate for the medical technologist 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.

   After that, you can create an onboarding schedule for a new medical technologist. 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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