How to hire a physician, vice president

How to hire a physician, vice president, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the physician, vice president you need to hire. Certain physician, vice president 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

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

   Type of Physician, Vice President	Description	Hourly rate
   Physician, Vice President	Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests... Show more	$50-210
   Neurologist	A neurologist is responsible for treating patients with muscles and nerve abnormalities. Neurologists conduct a series of examinations to determine the patients' condition, administer treatment plans, and refer immediate medical procedures as needed... Show more	$67-223
   Physician	Physicians' general responsibility is to check, diagnose, and treat a patient's condition to improve their overall wellness. A physician could be General Practitioners or Specialist Physicians, wherein General Practitioners are physicians who provide regular checkups for patients depending on their needs and refer them to a Specialist Physicians who are more skilled in a particular field of expertise for a thorough diagnosis... Show more	$61-212

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Service Line
   • Financial Performance
   • EMR
   • Physician Practice
   • EHR
   • Community Health
   • Patient Satisfaction
   • Direct Reports
   • Internal Medicine
   • Physician Services
   • Practice Acquisitions
   • Strategic Plan
   • Physician Recruitment
   • Oversight

   Check all skills

   Responsibilities:

   • Provide oversight for contractual employment relationships, review and suggest revisions to contracts as necessary with appropriate legal input.
   • Provide overall quality prenatal health care, gynecological services, patient triage, refer patients with complications, provide patient education service
   • Offer medical consults in areas relate to general medicine, gynecology and obstetrics.

3. Make a budget

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

   • Location. For example, physicians, vice president' average salary in hawaii is 28% less than in north dakota.
   • Seniority. Entry-level physicians, vice president 76% less than senior-level physicians, vice president.
   • Certifications. A physician, vice president 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 physician, vice president's salary.

   Average physician, vice president salary

   $214,629yearly

   $103.19 hourly rate

   ---

   Entry-level physician, vice president salary

   $105,000 yearly salary

   Updated January 13, 2026

4. Writing a physician, vice president job description

   A physician, vice president 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 physician, vice president job description:

   Physician, vice president job description example

   A fantastic career opportunity for VP of Independent Physician Association IPA Operations is now available to work remotely with a reputable Healthcare organization in beautiful warm and coastal California. If you enjoy a fun lifestyle in a moderate climate with many choices of outdoor activities, art scenes, wineries and great food, look no further!
   
   The VP of Independent Physician Association IPA Operations will be part of an organization that provides extensive care services range from primary care and specialty physician services to acute care hospitals and skilled nursing facilities to behavioral health and wellness services. Each of the Independent Physician Associations (IPAs) and networks supports the use of advanced diagnostic and treatment tools to provide members with convenient access to state-of-the-art healthcare.
   
   The VP of Independent Physician Association IPA Operations will be responsible for developing and leading the company's operational policies, objectives, and initiatives to support ongoing national growth for all product lines (including Medicare, Medicaid, Commercial, and Exchange), risk models (value-based care, professional risk, global risk), and delegation levels.
   
   The VP of Independent Physician Association IPA Operations will create and execute strategies to attain short- and long-term financial and mission-critical operational goals, while ensuring compliance with federal, state, and health plan regulations/policies. Utilization of continuous process improvement techniques and technology solutions will be key to successfully delivering on quality and productivity goals.
   
   The VP of Independent Physician Association IPA Operations will provide leadership and direction for key operations departments including Claims Payment, System Configuration for contracts/benefits/DOFRs, Encounter Data, Customer Service, Credentialing, and Provider Data Management. The VP of Independent Physician Association IPA Operations will ensure department staff goals are established and monitored to drive company goal achievement annually.
   
   The VP of Independent Physician Association IPA Operations will maintain working knowledge of healthcare regulations and health plan policies to ensure compliance for all lines of business (Medicare, Medicaid, Commercial, Exchange) and in all operating states. Monitors regulatory and health plan audit results to identify and address any adverse trends. In addition, establishes and monitors internal quality assurance audit processes as a part of continued operational improvements.
   The ideal candidate for VP of Independent Physician Association IPA Operations should have California IPA experience with Bachelor's degree in Business Administration, and Healthcare Management but MBA preferred. The VP of Independent Physician Association IPA Operations should have at least 10 years of industry-related experience including three years in upper management required.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right physician, vice president 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 physician, vice president job on Zippia to find and recruit physician, vice president 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 physician, vice president 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.

   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 physician, vice president

   Once you have selected a candidate for the physician, vice president position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   After that, you can create an onboarding schedule for a new physician, vice president. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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