How to hire a pediatric neuropsychologist

How to hire a pediatric neuropsychologist, step by step

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

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1. Identify your hiring needs

   Before you post your pediatric neuropsychologist 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 a pediatric neuropsychologist 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

   A pediatric neuropsychologist's background is also an important factor in determining whether they'll be a good fit for the position. For example, pediatric neuropsychologists 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 pediatric neuropsychologists and their corresponding salaries.

   Type of Pediatric Neuropsychologist	Description	Hourly rate
   Pediatric Neuropsychologist	Psychologists study cognitive, emotional, and social processes and behavior by observing, interpreting, and recording how people relate to one another and their environments.	$21-58
   Neuropsychologist	Neuropsychologists are neurology experts who are responsible for conducting evaluations to characterize the behavioral and cognitive changes in the brain due to central nervous system disease or injury. These neuropsychologists must work with doctors and neurologists to evaluate and treat people who are diagnosed with various types of nervous system disorders such as Parkinson's disease... Show more	$30-67

2. Create an ideal candidate profile

   Common skills:

   • TBI
   • Learning Disabilities
   • Brain Injury

   Responsibilities:

   • Provide inpatient neuropsychological evaluation for children and adolescents rehabilitating from TBI, CVA, and multiple trauma.
   • Administer psychological and neuropsychological assessments.

3. Make a budget

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

   • Location. For example, pediatric neuropsychologists' average salary in hawaii is 38% less than in connecticut.
   • Seniority. Entry-level pediatric neuropsychologists earn 63% less than senior-level pediatric neuropsychologists.
   • Certifications. A pediatric neuropsychologist 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 pediatric neuropsychologist's salary.

   Average pediatric neuropsychologist salary

   $74,562yearly

   $35.85 hourly rate

   ---

   Entry-level pediatric neuropsychologist salary

   $45,000 yearly salary

   Updated December 16, 2025

4. Writing a pediatric neuropsychologist job description

   A pediatric neuropsychologist 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 pediatric neuropsychologist job description:

   Pediatric neuropsychologist job description example

   Additional Information About the Role
   
   Overview
   
   

   St. Louis Children's Hospital is dedicated to improving the health and lives of children. As one of the top-ranked children's hospitals in the country, St. Louis Children's provides care in more than 50 specialty areas through a dedicated team of physicians, nurses, staff and volunteers. Along with inpatient and outpatient medical care, the hospital offers education, wellness and injury-prevention programs to fulfill its mission to "do what's right for kids."

   Providing comprehensive, high-quality care and serving as an advocate for children has been St. Louis Children's commitment since its inception in 1879. Today, the hospital serves patients and families across a 300-mile service area, and has seen patients from all 50 states and more than 80 countries.

   St. Louis Children's consistently ranks among America's Best Children's Hospitals by U.S.News & World Report in all surveyed categories. In 2021, St. Louis Children's was one of eight children's hospitals to rank in the top 25 of all 10 specialties. The hospital's academic and physician partner, Washington University School of Medicine, is one of the top-ranked medical schools in the United States. Since 2005, St. Louis Children's has been designated as a Magnet hospital for nursing excellence from the American Nurses Credentialing Center (ANCC).

   
   Preferred Qualifications
   
   

   Role Purpose

   Performs neuropsychological evaluations, developing an educational, behavioral and or emotional intervention plan based on findings.

   Responsibilities

   • Performs neuropsychological evaluations.
   • Develops educational or intervention plan based on findings.
   • Maintains designated targets for chart compliance and report turn around times.
   • Conducts and disseminates research in field of expertise.

   Minimum Requirements

   Education

   • Doctorate
   • - Psychology

   Experience

   Supervisor Experience

   • No Experience

   Licenses & Certifications

   • Psychologist
   • 
     Benefits and Legal Statement
     
     

   BJC Total Rewards

   At BJC we're committed to providing you and your family with benefits and resources to help you manage your physical, emotional, social and financial well-being.

   • Comprehensive medical, dental, vison, life insurance, and legal services available first day of the month after hire date
   • Disability insurance paid for by BJC
   • Pension Plan /403(b) Plan funded by BJC
   • 401(k) plan with BJC match
   • Tuition Assistance available on first day
   • BJC Institute for Learning and Development
   • Health Care and Dependent Care Flexible Spending Accounts
   • Paid Time Off benefit combines vacation, sick days, holidays and personal time
   • Adoption assistance

   To learn more, go to

   Not all benefits apply to all jobs

   The above information on this description has been designed to indicate the general nature and level of work performed by employees in this position. It is not designed to contain or be interpreted as an exhaustive list of all responsibilities, duties and qualifications required of employees assigned to this job. Equal Opportunity Employer

   Copy this example

   

5. Post your job

   To find the right pediatric neuropsychologist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with pediatric neuropsychologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit pediatric neuropsychologists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your pediatric neuropsychologist job on Zippia to find and recruit pediatric neuropsychologist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit pediatric neuropsychologists, 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 pediatric neuropsychologist

   Once you've selected the best pediatric neuropsychologist 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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