How to hire an ob/gyn

How to hire an ob/gyn, step by step

Here's a step-by-step ob/gyn hiring guide:

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

What does an ob/gyn do?

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1. Identify your hiring needs

   Before you start hiring an ob/gyn, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   An ob/gyn's background is also an important factor in determining whether they'll be a good fit for the position. For example, ob/gyns 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 ob/gyns and their corresponding salaries.

   Type of Ob/Gyn	Description	Hourly rate
   Ob/Gyn	Registered nurses (RNs) provide and coordinate patient care, educate patients and the public about various health conditions, and provide advice and emotional support to patients and their family members.	$21-95
   Triage Nurse	A triage nurse provides patient care and overall nursing duties alongside the resident doctor in a clinic or hospital. It is the task of a triage nurse to oversee the condition of each patient and to report immediately to a doctor when emergencies occur... Show more	$20-45
   Registered Nurse	The primary responsibilities of a registered nurse involve caring for a variety of patients, from ill and injured to those who are healthy and wanting to stay that way. Nurses have different specialization and work with particular patients, such as newborn babies or those who are suffering from particular medical conditions... Show more	$21-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • OB
   • GYN
   • Patients
   • Obstetrics
   • Surgery
   • Patient Care
   • EMR
   • Ultrasound
   • Rehabilitation
   • Vital Signs
   • Triage
   • Pediatrics
   • Radiology
   • Primary Care

   Check all skills

   Responsibilities:

   • Manage patient files by making new charts, keying all encounters through ICD-9 coding procedures and posting in patient database.
   • Recognize and manage maternal complications: hemorrhage, preeclampsia, endometritis.
   • Demonstrate clinical competency and compassion in providing care, using technology, performing procedures and managing emergencies.
   • Work in many different specialties including: family practice, internal medicine, pediatrics, podiatry, OB/GYN, and cardiology.
   • Complete routine pap smears, ob appointments of patients in all stages of pregnancy.
   • Work in various practices including family practice, endocrinology, pediatrics, OB/GYN and internal medicine.

   More ob/gyn duties

3. Make a budget

   Including a salary range in your ob/gyn job description is a great way to entice the best and brightest candidates. An ob/gyn salary can vary based on several factors:

   • Location. For example, ob/gyns' average salary in iowa is 45% less than in new york.
   • Seniority. Entry-level ob/gyns earn 77% less than senior-level ob/gyns.
   • Certifications. An ob/gyn 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 an ob/gyn's salary.

   Average ob/gyn salary

   $94,663yearly

   $45.51 hourly rate

   ---

   Entry-level ob/gyn salary

   $45,000 yearly salary

   Updated December 14, 2025

   Average ob/gyn salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$159,865	$77
   2	Massachusetts	$155,368	$75
   3	Connecticut	$147,623	$71
   4	California	$133,252	$64
   5	Michigan	$125,911	$61
   6	North Carolina	$121,464	$58
   7	Ohio	$120,949	$58
   8	Arizona	$118,765	$57
   9	Maryland	$114,273	$55
   10	New Jersey	$112,793	$54
   11	Delaware	$111,218	$53
   12	Florida	$110,110	$53
   13	Nevada	$104,997	$50
   14	Virginia	$99,581	$48
   15	Pennsylvania	$99,261	$48
   16	Tennessee	$99,238	$48
   17	Georgia	$99,238	$48
   18	Texas	$91,881	$44
   19	Illinois	$90,093	$43
   20	Washington	$89,535	$43

   Average ob/gyn salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Washington Hospital Healthcare System	$229,544	$110.36
   2	Scripps Health	$228,998	$110.10
   3	Baptist Health Care	$215,955	$103.82
   4	Northwestern Medicine	$214,324	$103.04	13
   5	PeaceHealth	$212,771	$102.29	102
   6	Ogden Clinic	$211,465	$101.67	3
   7	Baylor Scott & White Health	$208,454	$100.22	200
   8	Providence Health & Services	$207,863	$99.93	253
   9	MaineGeneral Health	$202,499	$97.36	9
   10	UC Health	$201,574	$96.91
   11	Atrium Health Floyd	$197,840	$95.12	155
   12	Kaiser Permanente	$195,177	$93.84	91
   13	Logan Health	$193,948	$93.24	2
   14	Reliant Medical Group	$189,845	$91.27
   15	UCHealth	$179,334	$86.22	32
   16	Mohawk Valley Health System	$175,386	$84.32
   17	Gundersen Lutheran Medical Foundation Inc.	$172,705	$83.03	64
   18	Morehouse School of Medicine	$171,518	$82.46	2
   19	UnityPoint Health	$168,942	$81.22	44
   20	Northeast Medical Group	$168,493	$81.01

4. Writing an ob/gyn job description

   A job description for an ob/gyn 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 an ob/gyn job description:

   Ob/gyn job description example

   How would you like to work in a place where your contributions and ideas are valued? A place where you can serve with compassion, pursue excellence and honor every voice? At Wellstar, our mission is simple, yet powerful: to enhance the health and well-being of every person we serve. We are proud to have become a shining example of what's possible when the brightest professionals dedicate themselves to making a difference in the healthcare industry, and in people's lives.
   Responsibilities
   
   Must be flexible with work hours to meet department needs. Must be dependable, accountable and cooperative. Assists with providing safe, age appropriate care to the patient by performing all exams provided by the department per department protocols. Has the knowledge and ability to properly and safely obtain a quality diagnostic study. Responsible for performing a wide variety of technical procedures requiring independent judgment, ingenuity and initiative in the utilization of equipment for the diagnosis and/or treatment of diseases. Able to independently perform job functions. Sets up the equipment to provide imaging service and positions patient for the procedure.
   
   Qualifications
   
   Required Minimum Education Graduate of an accredited Sonography Program Required Minimum Certification CCI, ARDMS or ARRT-S; BLS certified Required Minimum Experience Successful completion of a Sonography Training Program Preferred Minimum Experience Prefer one (1) year clinical experience Required Minimum Skills Must exhibit excellent communication skills because this position requires frequent verbal and written communications with: physicians, patients, visitors, departmental staff and nursing staff. The employee obtains, presents and discusses clinical information regarding job responsibilities on a routine basis. Candidate must be able to explain or give directions to maintain goodwill, and obtain cooperation with all contacts. Must possess the ability to function independently and under pressure while still actively participating in a team environment. Position requires the employee to exhibit excellent customer service skills at all times.
   
   Must be able to perform effectively in a stressful and fast paced work environment. Must have the ability to prioritize appropriately. Must be detail oriented and have the capacity to effectively multitask throughout the work shift. Must have excellent communication skills and the capacity to interact professionally with a variety of “customers”, including but not limited to patients, families, co-workers, volunteers, and physicians throughout the work shift. Must possess the ability to function independently, yet productively as a cooperative team member with various work teams associated with the position. Must be compliant, with a willingness to follow all Hospital policies as well as the established practices, protocols and procedures of the position, department and applicable professional standards.
   
   Must be flexible with work hours to meet department needs. Must be dependable, accountable and cooperative. Assists with providing safe, age appropriate care to the patient by performing all exams provided by the department per department procedures. Has the knowledge and ability to properly and safely obtain a quality diagnostic study. Responsible for performing a wide variety of technical procedures requiring independent judgment, ingenuity and

   Copy this example

   

5. Post your job

   To find ob/gyns 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 ob/gyns they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level ob/gyns 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 ob/gyn job on Zippia to find and recruit ob/gyn 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

   To successfully recruit ob/gyns, 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.

   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 ob/gyn

   Once you have selected a candidate for the ob/gyn 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.

   After that, you can create an onboarding schedule for a new ob/gyn. 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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