How to hire a physician assistant

How to hire a physician assistant, step by step

Here's a step-by-step physician assistant hiring guide:

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

What does a physician assistant do?

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1. Identify your hiring needs

   The physician assistant 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

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   Hiring the perfect physician assistant also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents physician assistant salaries for various positions.

   Type of Physician Assistant	Description	Hourly rate
   Physician Assistant	Physician assistants, also known as PAs, practice medicine on teams with physicians, surgeons, and other healthcare workers. They examine, diagnose, and treat patients.	$33-96
   Nurse Practitioner	A nurse practitioner's role is diverse. It revolves around supervising nurses in a particular area and providing immediate care and treatment to patients through extensive knowledge and clinical experience... Show more	$29-77
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Diagnostic Tests
   • Surgery
   • Primary Care
   • Urgent Care
   • CPR
   • Medical Care
   • Acute Care
   • Physical Exams
   • Test Results
   • Patient Education
   • Laboratory Tests
   • Suturing
   • Surgical Procedures

   Check all skills

   Responsibilities:

   • Manage a variety of acute and chronic conditions especially asthma, allergies, injuries, and infectious diseases.
   • Manage chronic conditions such as hypertension, diabetes, ASCVD, chronic back and joint pains, depression, and anxiety.
   • Manage patient surgical care throughout the continuum of care from pre-op, to discharge planning, including ambulatory and hospital in-patients.
   • Attain pertinent history & physicals for obstetrics and gynecological acute and preventative visits.
   • Work closely with patients to manage their depression and anxiety beginning with initial diagnosis to med-initiation and follow-up care.
   • Aid in the acute management of trauma patients including obtaining appropriate studies, suturing, and CPR.

   More physician assistant duties

3. Make a budget

   Including a salary range in your physician assistant job description helps attract top candidates to the position. A physician assistant salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a physician assistant in Montana may be lower than in Vermont, and an entry-level physician assistant usually earns less than a senior-level physician assistant. Additionally, a physician assistant with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average physician assistant salary

   $118,812yearly

   $57.12 hourly rate

   ---

   Entry-level physician assistant salary

   $70,000 yearly salary

   Updated December 22, 2025

   Average physician assistant salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$172,215	$83
   2	Connecticut	$158,639	$76
   3	New York	$157,158	$76
   4	Maine	$148,660	$71
   5	District of Columbia	$147,181	$71
   6	Minnesota	$145,859	$70
   7	Pennsylvania	$134,544	$65
   8	Ohio	$131,816	$63
   9	Maryland	$129,993	$63
   10	California	$126,880	$61
   11	West Virginia	$121,405	$58
   12	Michigan	$118,678	$57
   13	Wisconsin	$113,922	$55
   14	North Carolina	$113,763	$55
   15	Nevada	$112,508	$54
   16	Illinois	$112,463	$54
   17	Washington	$107,419	$52
   18	Arizona	$105,661	$51
   19	Texas	$103,644	$50
   20	Indiana	$103,186	$50

   Average physician assistant salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Marshall University	$194,285	$93.41
   2	Staten Island Academy	$185,392	$89.13
   3	St. Joseph Regional Medical Center	$184,615	$88.76
   4	Central Vermont Medical Center	$183,724	$88.33	4
   5	Presbyterian	$183,011	$87.99	17
   6	Winthrop Hospital	$182,638	$87.81
   7	Interfaith Medical Center	$182,344	$87.67
   8	West Virginia University	$182,342	$87.66	2
   9	Montefiore Mount Vernon Hospital	$182,013	$87.51	5
   10	Mayo Clinic	$181,868	$87.44	104
   11	One Brooklyn Health	$180,412	$86.74
   12	New York Methodist Hospital	$179,324	$86.21
   13	Nicklaus Children's Hospital	$178,172	$85.66	20
   14	BronxCare Health System	$177,313	$85.25	1
   15	University of Kentucky	$177,206	$85.20	18
   16	Correctional Services Corporation LLC	$177,201	$85.19
   17	Cedars-Sinai	$175,969	$84.60	44
   18	Albany Medical Center	$175,801	$84.52	4
   19	GradyHealth	$174,889	$84.08	2
   20	Huntsville Hospital	$174,461	$83.88	11

4. Writing a physician assistant job description

   A physician assistant 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. To help get you started, here's an example of a physician assistant job description:

   Physician assistant job description example

   This job works in a collaborative model including but not limited to: residents, fellows, attendings, and staff who care for outpatient clinic patients of the organization. This job works under the supervision of the Medical Director or approved staff physician and in association with the PCCs, staff nurses, and discharge coordinator in the planning, implementation and evaluation of medical and nursing care; and assumes responsibility for primary and urgent medical management, emergency stabilization of all critically ill patients, teaching of residents and medical students, staff development and education, patient education and discharge planning.
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential duties.
   
   This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at the company's discretion.
   Education Required - Bachelor's degree in Physician Assistant medicine or Health Sciences, or graduate of an approved Physician Assistant Training Program. Required - Master's degree in Nursing Work Experience Required - None. Preferred - 3 years' related working experience. Certifications Required - License as a Physician Assistant in the state of practice, NCCPA Certified, Basic Cardiac Life Support (BCLS) / Advanced Cardiovascular Life Support (ACLS) Certification from the American Heart Association.
   Eligible for Prescriptive Authority in the state of practice as outlined by the State Board of Medical Examiners. Required - Current License as an Advanced Practice Registered Nurse (APRN) in the state of practice
   Family Nurse Practitioner or Adult/Geriatric Nurse Practitioner ANCC or AANPCP Certified for
   Family Nurse Practitioner or Pediatric Nurse Practitioner ANCC or AANPCP Certified
   Basic Cardiac Life Support (BCLS) / Advanced Cardiovascular Life Support (ACLS) Certification from the American Heart Association
   Eligible for Prescriptive Authority in the state of practice as outlined by the State Board of Nursing Knowledge Skills and Abilities (KSAs) Computer skills and dexterity for data entry and retrieval of required job information. Effective verbal and written communication skills and the ability to present information clearly and professionally. Proficient with Windows-style applications, various software packages specific to role and keyboard. Strong interpersonal skills. Working knowledge of Advanced Practice Provider policies and protocols at a department and campus/system level. Ability to have reliable transportation as must be able to travel throughout and between facilities. Ability to work a flexible work schedule (e.g. 24/7, weekend, holiday, on call availability). Job Duties Utilizes the approved medical practices process in the delivery of all patient care. Provides care based on physical, psycho/social, educational, safety and related criteria, appropriate to the ages of patients served in assigned areas. Maintains an attitude of inquiry towards medical practices and patient care outcomes, and may develop research methodology. Provides education experiences to patient families, staff, other health professionals, and to the community. Adapts behavior to the specific patient population, including but not limited to: respect for privacy, method of introduction to the patient, adapting explanation of services or procedures to be performed, requesting permissions and communication style. Performs other related duties as required. The above statements describe the general nature and level of work only. They are not an exhaustive list of all required responsibilities, duties, and skills. Other duties may be added, or this description amended at any time. Remains knowledgeable on current federal, state and local laws, accreditation standards or regulatory agency requirements that apply to the assigned area of responsibility and ensures compliance with all such laws, regulations and standards. This employer maintains and complies with its Compliance & Privacy Program and Standards of Conduct, including the immediate reporting of any known or suspected unethical or questionable behaviors or conduct; patient/employee safety, patient privacy, and/or other compliance-related concerns. The employer 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, protected veteran status, or disability status. Physical and Environmental Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Medium Work - Exerting 20 to 50 pounds of force occasionally, and/or 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly to move objects. (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible. Must be able to stand for prolonged periods of time. Must be able to stoop, bend, reach and grab with arms and hands, manual dexterity. Duties performed routinely require exposure to blood, body fluid and tissue.
   The incumbent works in a patient care area; works in an area where patients enter; works directly with patients; and/or works with specimens that could contain communicable diseases. There may be an occupational risk for exposure to communicable diseases.

   Copy this example

   

5. Post your job

   To find the right physician assistant 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 physician assistants they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit physician assistants 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 physician assistant job on Zippia to find and recruit physician assistant candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting physician assistants 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.

   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 physician assistant

   Once you've found the physician assistant candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 physician assistant. 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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