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Physician recruiter vs technical recruiter

The differences between physician recruiters and technical recruiters can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a physician recruiter and a technical recruiter. Additionally, a technical recruiter has an average salary of $62,499, which is higher than the $61,139 average annual salary of a physician recruiter.

The top three skills for a physician recruiter include excellent interpersonal, customer service and recruitment strategies. The most important skills for a technical recruiter are applicant tracking systems, customer service, and HR.

Physician recruiter vs technical recruiter overview

Physician RecruiterTechnical Recruiter
Yearly salary$61,139$62,499
Hourly rate$29.39$30.05
Growth rate8%8%
Number of jobs65,91396,164
Job satisfaction--
Most common degreeBachelor's Degree, 73%Bachelor's Degree, 81%
Average age4141
Years of experience66

What does a physician recruiter do?

A physician recruiter is responsible for recruiting and hiring physicians as part of the medical staff for a health institution. Physician recruiters identify the physician staffing needs by coordinating with the management to determine the required qualifications and application process. They schedule interviews and screening, organize requirements, and review documents to confirm the suitability of the role. A physician recruiter must have excellent communication and organizational skills, especially in evaluating the physician's medical practices and procedures.

What does a technical recruiter do?

The primary role of technical recruiters is to look for candidates who will fill the technical jobs in different areas such as engineering and information technology. Their roles and responsibilities also include devising or writing job specifications and descriptions, assessing and interviewing job candidates, and representing the company at campus events and job fairs. There are several qualifications to become a technical recruiter that include excellent communication skills, proficiency with MS Office, and experience in using customer relationship management software.

Physician recruiter vs technical recruiter salary

Physician recruiters and technical recruiters have different pay scales, as shown below.

Physician RecruiterTechnical Recruiter
Average salary$61,139$62,499
Salary rangeBetween $45,000 And $81,000Between $44,000 And $88,000
Highest paying CitySeattle, WAWashington, DC
Highest paying stateWashingtonWashington
Best paying companyCHG HealthcareMeta
Best paying industryHealth CareManufacturing

Differences between physician recruiter and technical recruiter education

There are a few differences between a physician recruiter and a technical recruiter in terms of educational background:

Physician RecruiterTechnical Recruiter
Most common degreeBachelor's Degree, 73%Bachelor's Degree, 81%
Most common majorBusinessBusiness
Most common collegeUniversity of PennsylvaniaUniversity of Pennsylvania

Physician recruiter vs technical recruiter demographics

Here are the differences between physician recruiters' and technical recruiters' demographics:

Physician RecruiterTechnical Recruiter
Average age4141
Gender ratioMale, 40.3% Female, 59.7%Male, 51.2% Female, 48.8%
Race ratioBlack or African American, 10.7% Unknown, 5.3% Hispanic or Latino, 16.4% Asian, 7.2% White, 59.7% American Indian and Alaska Native, 0.7%Black or African American, 10.3% Unknown, 5.3% Hispanic or Latino, 16.9% Asian, 9.2% White, 57.7% American Indian and Alaska Native, 0.6%
LGBT Percentage9%9%

Differences between physician recruiter and technical recruiter duties and responsibilities

Physician recruiter example responsibilities.

  • Manage records of sales activities and follow-up on requirements by utilizing office specific HRIS technology.
  • Present and prepare PowerPoint presentations on various topics to educate colleagues in the office and operate WebEx technology for conference calls.
  • Enter offers, acceptance of offers and tentative start dates to close out HRIS job requisitions in PeopleSoft.
  • Manage employee's personnel files and maintain accurate up to date confidential client files to ensure compliance with HIPPA.

Technical recruiter example responsibilities.

  • Manage the scheduling and logistics of all interviews between candidates and hiring managers.
  • Manage and maintain information in OpenHire & ICIMS documenting the recruiting process including all candidate correspondence and follow-up.
  • Manage relationships with major healthcare, financial and pharmaceutical companies.
  • Plan and manage full cycle recruitment for data warehouse, quantitative marketing and statistical programmers.
  • Source on non-traditional job boards such as recruiting blogs, LinkedIn, Facebook and twitter to find qualify candidates.
  • Use job boards such as dice, monster, CareerBuilder, LinkedIn, and networking to place / source qualify candidates.
    • Show more

Physician recruiter vs technical recruiter skills

Common physician recruiter skills
  • Excellent Interpersonal, 8%
  • Customer Service, 8%
  • Recruitment Strategies, 7%
  • Health System, 6%
  • HR, 5%
  • Recruitment Process, 4%
Common technical recruiter skills
  • Applicant Tracking Systems, 11%
  • Customer Service, 10%
  • HR, 7%
  • Reference Checks, 6%
  • Work Ethic, 5%
  • Source Candidates, 4%

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Updated January 8, 2025

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