How to hire an ob/gyn nurse

How to hire an ob/gyn nurse, step by step

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

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1. Identify your hiring needs

   Before you post your ob/gyn nurse job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an ob/gyn nurse for hire on a part-time basis or as a 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 nurse's background is also an important factor in determining whether they'll be a good fit for the position. For example, ob/gyn nurses 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/gyn nurses and their corresponding salaries.

   Type of Ob/Gyn Nurse	Description	Hourly rate
   Ob/Gyn Nurse	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.	$23-71
   Registered Nurse Case Manager	A registered nurse is responsible for providing medical services to patients, assisting doctors in hospitals, clinics, and other health centers. Registered nurses' duties include monitoring the condition of admitted patients, operating medical equipment, responding to patients' inquiries, assisting on physical exams and medications, keeping medical records, and observing strict hygienic standards... Show more	$22-53
   Registered Nurse Charge Nurse	A registered charge nurse is responsible for supervising nurses' workflow in a particular department or area, ensuring every patient gets the proper care that they need. A registered charge nurse has the discretion to direct tasks, arrange schedules, and monitor patients, such as in the aspects of admission and discharge... Show more	$22-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • OB-GYN
   • CPR
   • Patient Education
   • Fetal
   • NP
   • Phone Triage
   • Direct Patient Care
   • In-Office Procedures
   • Home Health
   • Prenatal Care
   • Post-partum
   • Vital Signs
   • Medical Assistants

   Check all skills

   Responsibilities:

   • Demonstrate clinical competency and compassion in providing care, using technology, administering medications, performing procedures, and managing emergencies.
   • Evaluate and perform physical exams on mostly cardiac patients as well as patients in the ICU.
   • Ensure office are compliant with current OSHA & CLIA regulations as well as medical waste generator reports.
   • Provide accurate measurements of biparietal diameter, head circumference, femur length, abdomen circumference and the amniotic fluid.
   • Provide care in wide variety of emergent cases including neurology, cardiology, respiratory, OB/gyn, orthopedics and more.
   • Maintain knowledge of CPT, ICD-9 coding principles, government regulation, protocols, and third party requirements for billing requirements.

   More ob/gyn nurse duties

3. Make a budget

   Including a salary range in your ob/gyn nurse job description is one of the best ways to attract top talent. An ob/gyn nurse can vary based on:

   • Location. For example, ob/gyn nurses' average salary in iowa is 52% less than in district of columbia.
   • Seniority. Entry-level ob/gyn nurses 68% less than senior-level ob/gyn nurses.
   • Certifications. An ob/gyn nurse 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 ob/gyn nurse's salary.

   Average ob/gyn nurse salary

   $84,626yearly

   $40.69 hourly rate

   ---

   Entry-level ob/gyn nurse salary

   $48,000 yearly salary

   Updated January 22, 2026

   Average ob/gyn nurse salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$117,419	$56
   2	Washington	$108,561	$52
   3	Pennsylvania	$102,970	$50
   4	Delaware	$99,967	$48
   5	New York	$91,720	$44
   6	Connecticut	$86,632	$42
   7	Maryland	$86,370	$42
   8	Illinois	$77,418	$37
   9	Colorado	$76,214	$37
   10	North Carolina	$75,540	$36
   11	Virginia	$74,782	$36
   12	Texas	$72,723	$35
   13	South Carolina	$64,579	$31
   14	Maine	$61,295	$29
   15	Iowa	$55,178	$27

   Average ob/gyn nurse salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	MaineGeneral Health	$160,233	$77.04	2
   2	Baylor Scott & White Health	$156,997	$75.48	107
   3	Sharp HealthCare	$137,985	$66.34
   4	Northwestern Medicine	$116,853	$56.18	77
   5	UnityPoint Health	$115,009	$55.29	19
   6	trustaff	$113,050	$54.35
   7	UCHealth	$112,465	$54.07	11
   8	Tenet Healthcare	$109,519	$52.65	43
   9	Sutter Health	$100,159	$48.15	63
   10	Virginia Hospital Center	$94,368	$45.37	3
   11	Ethan Allen Workforce Solutions	$93,309	$44.86
   12	Rochester Regional Health	$92,307	$44.38	2
   13	Methodist Health System	$90,079	$43.31	3
   14	National Staffing Solutions	$88,634	$42.61
   15	North Oaks Health System	$88,591	$42.59	2
   16	University of California-Berkeley	$88,453	$42.53
   17	HCA Healthcare	$88,051	$42.33	396
   18	Universal Health Services	$87,689	$42.16	46
   19	HealthTrust	$87,465	$42.05	5
   20	Southern New Hampshire Health	$87,036	$41.84

4. Writing an ob/gyn nurse job description

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

   Ob/gyn nurse job description example

   Provide high quality health care to Kaiser Permanente members in a cost effect manner and in accordance with accepted professional practice standards. This Clinician floats to all service areas in the NW Region, works in adult Primary Care covering for other Clinician panels and/or for short term (three months or less) needs in the MOB.
   Essential Responsibilities:
   
   
   Provide high-quality health care through direct assessment, diagnosis, and formulation/implementation of treatment plan for patients with common acute and chronic illnesses and injuries (may include performing histories and physicals; ordering, interpreting, and following up on diagnostic studies; ordering medications). Perform health maintenance services, including patient education, for well members. Refer patients for specialty consultations or difficult problems. Document in writing all care in patients permanent medical record in accordance with accepted medical/legal standards. Provide all medical care in accordance with accepted practice standards, hospital/clinic protocols (including supervision by a physician), and State licensing guidelines for Oregon & Washington.
   Coordinate, develop or organize patient or department services or programs. Examples include, but are not limited to: Assist in developing NP/PA Float protocols. Develop written patient education materials. Provide in-service training. Chair or participate on committees such as Breastfeeding Task Force, Regional Controlled substance Abuse Committee, etc. Participate in NP/PA Meeting.
   Perform other duties as requested.
   
   
   Basic Qualifications: Experience
   
   N/A
   Education
   Graduate of ANA-approved NP or AMA-approved PA or Child Health Associate training program (both provide masters or equivalent degrees) or equivalent requirements to meet State licensure. License, Certification, Registration This job requires credentials from multiple states. Credentials from the primary work state are required before hire. Additional Credentials from the secondary work state(s) are required post hire.
   Registered Nurse License (Oregon) within 6 months of hire AND Nurse Practitioner National Certificate AND Registered Nurse License (Washington) within 6 months of hire AND Advanced Registered Nurse Practitioner License (Washington) within 6 months of hire AND Nurse Practitioner License (Oregon) within 6 months of hire OR
   Physician Assistant License (Oregon) within 6 months of hire AND Physician Assistant National Certificate AND Physician Assistant License (Washington) within 6 months of hire Drug Enforcement Administration Registration
   National Provider Identifier required at hire
   Additional Requirements:
   Ability to assess, diagnose and effectively treat common medical diseases and injuries. Ability to use appropriate procedural/testing equipment, to see large volume of patients, and to interface with large provider and support staff. Preferred Qualifications:
   Thorough and working knowledge of all common diseases in Adult Medicine Family Practice or Internal Medicine; familiarity with less common diseases. Working knowledge of State health care laws, licensing board regulations and controlled substance regulations. Important to know limitations and when to refer patients.
   
   Job Schedule:
   Job Category: Nursing Licensed & Nurse Practitioners

   Copy this example

   

5. Post your job

   There are a few common ways to find ob/gyn nurses for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your ob/gyn nurse job on Zippia to find and recruit ob/gyn nurse 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

   During your first interview to recruit ob/gyn nurses, 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 ob/gyn nurse

   Once you've selected the best ob/gyn nurse 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.

   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.

   Once that's done, you can draft an onboarding schedule for the new ob/gyn nurse. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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