How to hire a pain management physician

How to hire a pain management physician, step by step

Here's a step-by-step pain management physician hiring guide:

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

What does a pain management physician do?

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1. Identify your hiring needs

   First, determine the employments status of the pain management physician you need to hire. Certain pain management physician roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 pain management physician 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 pain management physician that fits the bill.

   Here's a comparison of pain management physician salaries for various roles:

   Type of Pain Management Physician	Description	Hourly rate
   Pain Management Physician	Physician assistants, also known as PAs, practice medicine on teams with physicians, surgeons, and other healthcare workers. They examine, diagnose, and treat patients.	$62-238
   Physician Extender	Physician extenders are not physicians. However, physician extenders perform a vital task in the overall care of patients... Show more	$60-228
   Obstetrics Gynecology Physician	Obstetrics Gynecology Physician is a specialist doctor in childbirth, pregnancy, and female reproductive health. Their duties include conducting tests such as pelvic exams, breast exams, and pap smears, diagnosing diseases and disorders, carrying out a patient routine check-up, prescribing treatment plans, and monitoring expectant mothers during periods of postpartum, pregnancy, and childbirth... Show more	$61-238

2. Create an ideal candidate profile

   Common skills:

   • Pain Management
   • Patients
   • Primary Care
   • Family Practice
   • Rehabilitation
   • Surgery
   • Joint Injections
   • Patient Care
   • EMR
   • Physical Therapy
   • Nerve Blocks
   • Epidural
   • MRI
   • Phone Calls

   Check all skills

   Responsibilities:

   • Work closely with patients to manage their depression and anxiety beginning with initial diagnosis to med-initiation and follow-up care.
   • Perform prosthetic rehabilitation for amputee patients and participate in workshop on post prosthetic rehabilitation.
   • Operate EMR (electronic medical record )
   • Sell OFIRMEV to surgery centers for use in peri-operative protocols as an analgesic therapy.
   • work hardening rehabilitation in an outpatient clinic setting
   • Participate in workshop on spinal cord injuries and orthotic rehabilitation.

   More pain management physician duties

3. Make a budget

   Including a salary range in your pain management physician job description is a great way to entice the best and brightest candidates. A pain management physician salary can vary based on several factors:

   • Location. For example, pain management physicians' average salary in new hampshire is 25% less than in nebraska.
   • Seniority. Entry-level pain management physicians earn 74% less than senior-level pain management physicians.
   • Certifications. A pain management 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 a pain management physician's salary.

   Average pain management physician salary

   $253,724yearly

   $121.98 hourly rate

   ---

   Entry-level pain management physician salary

   $129,000 yearly salary

   Updated January 9, 2026

   Average pain management physician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Nebraska	$322,515	$155
   2	Missouri	$283,754	$136
   3	Nevada	$283,198	$136
   4	California	$280,606	$135
   5	Minnesota	$272,346	$131
   6	Illinois	$268,751	$129
   7	Texas	$253,754	$122
   8	North Carolina	$251,880	$121
   9	Georgia	$248,106	$119
   10	Florida	$241,275	$116
   11	Oklahoma	$239,824	$115
   12	Michigan	$233,519	$112
   13	Massachusetts	$233,217	$112
   14	Maryland	$223,994	$108
   15	Indiana	$220,891	$106
   16	Ohio	$218,850	$105
   17	New Jersey	$217,988	$105
   18	Virginia	$216,539	$104
   19	Maine	$194,185	$93
   20	Pennsylvania	$189,681	$91

   Average pain management physician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	HealthPartners	$321,139	$154.39	21
   2	Medical Associates, Plc	$320,816	$154.24
   3	Cigna	$319,430	$153.57	22
   4	TJ Regional Health	$317,880	$152.83
   5	Oregon Medical Group	$312,782	$150.38
   6	Comprehensive Spine and Sports Center	$295,893	$142.26
   7	Pikeville Medical Center	$295,062	$141.86
   8	Benefis Health System	$294,337	$141.51	8
   9	Surgery Partners	$290,603	$139.71	19
   10	Summit Health Oregon	$288,808	$138.85
   11	Jackson Physician Search	$288,762	$138.83	22
   12	Advanced Pain Management	$285,006	$137.02	4
   13	Wps Health Insurance	$284,233	$136.65
   14	Easton Hospital	$271,231	$130.40
   15	Virginia Mason Institute	$260,682	$125.33	1
   16	Centra	$259,029	$124.53	1
   17	Yakima Valley Memorial	$257,473	$123.79
   18	Private Practice	$256,774	$123.45	9
   19	Summit Health	$255,211	$122.70	22
   20	Lee Regional Health System	$254,651	$122.43	6

4. Writing a pain management physician job description

   A pain management physician 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 pain management physician job description:

   Pain management physician job description example

   We are looking for a responsible Physician to provide high quality medical care by examining patients and treating diseases. You will also undertake tasks aiming for prevention and promotion of healthy habits. The job is one of the most demanding, but also most rewarding professions.
   
   A great physician is a highly qualified professional and a compassionate individual. You must be very knowledgeable in regards to diseases, epidemiology and other medical conditions so you can interpret symptoms and diagnose conditions. The job can be demanding so a great deal of patience and physical endurance is required.
   Conduct routine check-ups to patients to assess their health condition and discover possible issues
   Give appropriate advice for healthy habits (diet, hygiene etc.) and preventative actions to promote overall health
   Conduct examinations to ill patients and evaluate symptoms to determine their condition
   Ask intuitive questions to discover causes of illness
   Reach an informed diagnosis based on scientific knowledge and the patient’s medical history
   Prescribe and interpret lab tests to obtain more information for underlying infections or abnormalities
   Prescribe medications or drugs and provide comprehensive instructions for administration
   Collaborate with other physicians, physician assistants and nurses to form a high performing medical team
   Examine and provide treatments to injuries and refer patients to other physicians when needed (ophthalmologists, orthopedists, neurologists etc.)
   Keep records of patients’ diseases, operations or other significant information (e.g. allergic episodes)
   Cultivate a climate of trust and compassion for patients
   Remain up-to-speed with developments and best practices in medicine by attending conferences and seminars
   
   
   Requirements Proven experience as a physician
   Strong understanding of examination methodologies and diagnostics
   Excellent knowledge of infectious diseases, their symptoms and epidemiology
   Broad knowledge of common medication, side effects and contraindications
   In-depth knowledge of legal medical guidelines and medicine best practices
   Excellent oral and written communication skills
   Respect for patient’s confidentiality
   Compassionate and approachable
   Responsible and trustworthy
   Doctor of Medicine degree (MD) and valid license to practice the profession
   
   
   BenefitsFull Benefit Package Loaded

   Copy this example

   

5. Post your job

   To find pain management 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 pain management physicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level pain management 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 pain management 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

   Recruiting pain management physicians requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 pain management physician

   Once you've decided on a perfect pain management 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.

   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.

   Once that's done, you can draft an onboarding schedule for the new pain management physician. 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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