How to hire a pediatric associate

How to hire a pediatric associate, step by step

Here's a step-by-step pediatric associate hiring guide:

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

Post a pediatric associate job for free, promote it for a fee

Post free

1. Identify your hiring needs

   The pediatric associate 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

   A pediatric associate's background is also an important factor in determining whether they'll be a good fit for the position. For example, pediatric associates 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 pediatric associate salaries for various positions.

   Type of Pediatric Associate	Description	Hourly rate
   Pediatric Associate		$71-221
   MD	A Doctor of Medicine or MD is the designation of a person who completed medical education. Generally, MDs focus on the treatment of conditions in need of medication... Show more	$12-107
   Pediatric Nurse Practitioner	A Pediatric Nurse Practitioners role is to provide advanced nursing services to children. They may work in consultation, or under direct supervision, of physicians.	$29-80

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Vital Signs
   • Patient Appointments
   • Patient Registration
   • EOB
   • CPT
   • Insurance Eligibility
   • Patient Care
   • Medical History
   • Patient Check-In

   Responsibilities:

   • Provide front and back office support for surgeons by administratively managing and monitoring patients.
   • Obtain credentialing to handle, administer, and monitor patients undergoing chemotherapy.
   • Perform venipuncture procedures and administer intramuscular vaccinations
   • Perform venipuncture procedures and administer intramuscular vaccinations

3. Make a budget

   Including a salary range in your pediatric associate job description is one of the best ways to attract top talent. A pediatric associate can vary based on:

   • Location. For example, pediatric associates' average salary in hawaii is 41% less than in north dakota.
   • Seniority. Entry-level pediatric associates 68% less than senior-level pediatric associates.
   • Certifications. A pediatric associate 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 a pediatric associate's salary.

   Average pediatric associate salary

   $261,242yearly

   $125.60 hourly rate

   ---

   Entry-level pediatric associate salary

   $148,000 yearly salary

   Updated January 20, 2026

4. Writing a pediatric associate job description

   A good pediatric associate 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 a pediatric associate job description:

   Pediatric associate job description example

   Per Diem Coverage Needed For Our Flagstaff, Arizona Practice - Pediatric Intensivist
   
   * Board Certified
   * AZ active license or IMLC eligible
   * 14 Beds that can flex from PICU to Pediatric patients
   * Shifts are 24 hour (rounding during the day, call from home at night)
   * Seeking providers with ongoing availability.
   
   The compensation and benefits referenced is for illustrative purposes only, and will be discussed during and after the interview process.
   
   Effective November 1st, 2021 Pediatrix will require all employees and new hires to be vaccinated against COVID-19, unless they qualify for an approved medical and/or religious exemption.
   
   Benefits
   
   Our clinicians enjoy a competitive compensation package with many locations offering sign on bonuses, relocation and tuition reimbursement.
   
   * Our benefits include:
   * Health (various options), life, vision, dental and disability insurance
   * 401(k) with annual matching program
   * Advanced and continuing medical education
   * Leadership training and advancement opportunities
   * Employee stock purchase plan at a 15% discount
   * Professional liability insurance
   * Support and payment for mandatory license/s and hospital credentialing
   * These benefits are for full time employees, employees in other types of employment classifications may be eligible for some of these benefits.
   
   Mednax, Inc. and its affiliated practices operating as Pediatrix Medical Group (Pediatrix) are one of the nation's leading providers of highly specialized health care for women, babies and children. Since 1979, Pediatrix-affiliated clinicians have been committed to providing coordinated, compassionate and clinically excellent services across the continuum of care, both in hospital settings and office-based practices. Specialties including obstetrics, maternal-fetal medicine, and neonatology are complemented by 18 pediatric subspecialties and a newly expanded area of primary and urgent care clinics. The group's high-quality, evidence-based care is bolstered by investments in research, education, quality-improvement and safety initiatives.
   
   Today through almost 8,000 employees in 38 states, dedicated teams including physicians, advanced practitioners, clinical leaders, business and operational experts work together every day to fulfill our mission to take great care of the patient . We invite you to join the Pediatrix family and help shape the future of health care for women, babies and children.
   
   Pediatrix 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, disability or veteran status.
   
   Qualifications
   
   Responsibilities
   
   Options

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right pediatric associate for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your pediatric associate job on Zippia to find and recruit pediatric associate 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

   Your first interview with pediatric associate candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 pediatric associate

   Once you've selected the best pediatric associate 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new pediatric associate 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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a pediatric associate?