How to hire an ob/gyn physician

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

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

What does an ob/gyn physician do?

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1. Identify your hiring needs

   Before you start hiring an ob/gyn physician, 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 physician's background is also an important factor in determining whether they'll be a good fit for the position. For example, ob/gyn physicians 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 ob/gyn physician salaries for various positions.

   Type of Ob/Gyn Physician	Description	Hourly rate
   Ob/Gyn Physician	Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests... Show more	$49-186
   Medical Doctor	A Medical Doctor, also known as a physician, is a healthcare professional who diagnoses and treats patients from injuries and illnesses. As a Medical Doctor, your day-to-day duties will typically include assessing a patient's symptoms, prescribing and administering treatment to patients, and providing follow-up medical care to patients... Show more	$45-166
   Family Practice Doctor	Family practice doctors provide lifelong care for a patient and their family. They offer medical attention to all family members, educates patients on disease prevention, provide health maintenance, and ensure mental and emotional needs are met... Show more	$48-165

   Show more

2. Create an ideal candidate profile

   Common skills:

   • OB-GYN
   • Patients
   • Patient Care
   • Epic
   • Private Practice
   • Medical Education
   • Medical Care
   • Surgical Procedures
   • EHR
   • Exam Rooms
   • Internal Medicine
   • Emergency Medicine
   • IUD
   • Front Desk

   Check all skills

   Responsibilities:

   • Develop skills in managing diabetes, hyperlipidemia, and hypertension.
   • Manage routine and high-risk obstetric and gynecologic patients as attending physician in private practice.
   • Work in private practice together with several OB-GYN physicians.
   • Experience include assisting/viewing various medical procedures including finger amputation, suturing, x-rays and triage.
   • Work with various encoders and EHR programs.
   • Attend annual HIPPA and CPR training courses.

   More ob/gyn physician duties

3. Make a budget

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

   • Location. For example, ob/gyn physicians' average salary in hawaii is 33% less than in alabama.
   • Seniority. Entry-level ob/gyn physicians earn 73% less than senior-level ob/gyn physicians.
   • Certifications. An ob/gyn physician 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 physician's salary.

   Average ob/gyn physician salary

   $200,423yearly

   $96.36 hourly rate

   ---

   Entry-level ob/gyn physician salary

   $103,000 yearly salary

   Updated December 14, 2025

   Average ob/gyn physician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Illinois	$216,265	$104
   2	Colorado	$212,668	$102
   3	Iowa	$208,235	$100
   4	Florida	$207,852	$100
   5	Michigan	$207,096	$100
   6	Nevada	$206,571	$99
   7	Arizona	$203,941	$98
   8	California	$201,379	$97
   9	Texas	$201,355	$97
   10	South Carolina	$200,852	$97
   11	New York	$196,900	$95
   12	Connecticut	$196,744	$95
   13	Virginia	$195,857	$94
   14	Pennsylvania	$193,514	$93
   15	Maryland	$190,959	$92
   16	Massachusetts	$186,516	$90
   17	New Jersey	$184,071	$89
   18	North Carolina	$181,080	$87
   19	Wisconsin	$175,476	$84

   Average ob/gyn physician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Union Hospital of Cecil County	$331,852	$159.54	9
   2	UTMB HEALTHCARE SYSTEMS	$301,666	$145.03	24
   3	Oregon Medical Group	$291,949	$140.36
   4	PeaceHealth	$290,927	$139.87	103
   5	Sanford Health	$281,310	$135.25	295
   6	Dignity Health	$280,306	$134.76	115
   7	Community Health Systems	$275,748	$132.57	1
   8	OSF HealthCare	$274,793	$132.11	115
   9	Rehoboth McKinley Christian Hospital	$273,664	$131.57
   10	Licking Memorial Hos	$269,703	$129.66	12
   11	Sampson Regional Medical Center	$266,093	$127.93	13
   12	Essentia Health	$264,825	$127.32	883
   13	MaineGeneral Health	$263,317	$126.59	3
   14	Genesis Health System	$261,807	$125.87	4
   15	Murphy Medical Center- Emergency Room	$260,402	$125.19
   16	HealthPartners	$259,977	$124.99	104
   17	MCR Health Inc	$258,603	$124.33	2
   18	Hca Hospital Services Of San Diego	$257,756	$123.92
   19	ExeterHospital	$256,186	$123.17	8
   20	Spartanburg Regional Healthcare System	$250,344	$120.36	44

4. Writing an ob/gyn physician job description

   A good ob/gyn physician job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an ob/gyn physician job description:

   Ob/gyn physician job description example

   Sampson Regional handles an average of 13 major GYN procedures monthly, including laparoscopic procedures. The hospital does not currently offer robotic surgery.

   GYN Laparoscopic experience required.

   The two physicians at Sampson Women's Center will expect to see a combined load of 25-35 patients per day. They will average 27 deliveries monthly, including 11 C-sections. Call (1:4) will be shared with another local OB-GYN group. Call schedule will typically be 7 days per month with one weekend required.

   The hospital offers three labor rooms and 14 postpartum rooms, which can be used as overflow labor rooms. Nursery is Level I; critical newborns are transferred west to Fayetteville (30 miles) or southeast to Wilmington (60 miles).

   The hospital recently introduced a Graduate Medical Education program introducing the first round of Family Medicine residents in Summer 2016.

   Recent grads are considered, but no visa candidates will be considered at this time.

   About our hospital : Sampson Regional is a 146-bed hospital and health system located in Clinton, NC. Accredited by The Joint Commission, our facility offers a range of medical services including acute & skilled level care, outpatient surgery, emergency & critical care, and women's & children's services. Specialties include general surgery, orthopedics, obstetrics & gynecology, ophthalmology, and urology.

   We also provide valuable outpatient services such as physical therapy and diagnostic imaging in state-of-the-art centers, advanced wound care with hyperbarics, home health, and a premier Health + Wellness Center. Hospital practices include primary care, women's services, a pain center, and urgent care.

   For more information visit www.sampsonrmc.org

   About our city : Set in the coastal plains, Clinton has a lot to offer someone looking to further their career while enjoying life at a more casual pace. It is a cozy city that offers small town life with the accessibility of urban amenities. Enjoy easy access to museums and historic sites; stroll downtown for dining, markets, and local arts; exercise along outdoor walking tracks; go fishing or canoeing down clean

   waterways that flow for miles; tee off at area golf courses; or plan a weekend hunting and camping trip. Located close to I-95 and I-40, residents can easily venture to the sandy North Carolina coast or the beautiful Blue Ridge Mountains. The Clinton community truly exudes a relaxed lifestyle with warm, caring neighbors where hospitality is a way of life.

   For more information please visit www.cityofclintonnc.com or www.visitsampsonnc.com

   Copy this example

   

5. Post your job

   To find ob/gyn physicians 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/gyn physicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level ob/gyn physicians 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 ob/gyn physician 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

   During your first interview to recruit ob/gyn physicians, 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.

   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 ob/gyn physician

   Once you've decided on a perfect ob/gyn physician candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 ob/gyn physician first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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