How to hire a practice administrator

How to hire a practice administrator, step by step

Here's a step-by-step practice administrator hiring guide:

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

What does a practice administrator do?

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1. Identify your hiring needs

   The practice administrator 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 practice administrator's background is also an important factor in determining whether they'll be a good fit for the position. For example, practice administrators 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 shows salaries for various types of practice administrators.

   Type of Practice Administrator	Description	Hourly rate
   Practice Administrator	Medical and health services managers, also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility, a specific clinical area or department, or a medical practice for a group of physicians... Show more	$26-52
   Clinical Manager	A clinical manager is responsible for monitoring medical procedures and administrative duties to ensure the smooth flow of operations in a healthcare facility. Clinical managers manage the facility's staffing needs, evaluate budget reports, assist healthcare professionals on administering medical duties, and develop strategic procedures to optimize treatments and maximize productivity... Show more	$26-61
   Medical Manager	A medical manager is a health care expert primarily in charge of overseeing a particular department or office, ensuring efficiency and smooth workflow. Their responsibilities typically revolve around performing administrative tasks such as arranging schedules and appointments, handling calls and correspondence, maintaining personal records of patients, updating medical histories, and liaising with insurance companies for updates and verification... Show more	$24-157

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Patient Care
   • Customer Service
   • Payroll
   • Practice Management
   • Oversight
   • EMR
   • Practice Operations
   • Patient Satisfaction
   • Human Resources
   • OSHA
   • Patient Flow
   • HIPAA
   • Revenue Cycle

   Check all skills

   Responsibilities:

   • Lead the hospital through a successful CMS validation survey.
   • Manage multiple SharePoint sites by adding and editing accurate data for each team within the department.
   • Deploy, configure, and manage enterprise systems; monitoring, windows, linux, aws, vmware.
   • Manage accounts payable and accounts receivable activities using QuickBooks and online banking applications.
   • Compose monthly productivity reports, manage payroll; develop and implement policies & procedures.
   • Manage the overall operations of a large pediatric practice that provide services to a predominantly Medicaid population

   More practice administrator duties

3. Make a budget

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

   • Location. For example, practice administrators' average salary in hawaii is 41% less than in new york.
   • Seniority. Entry-level practice administrators 49% less than senior-level practice administrators.
   • Certifications. A practice administrator 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 practice administrator's salary.

   Average practice administrator salary

   $78,493yearly

   $37.74 hourly rate

   ---

   Entry-level practice administrator salary

   $56,000 yearly salary

   Updated December 20, 2025

   Average practice administrator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$95,687	$46
   2	New Jersey	$89,030	$43
   3	California	$88,701	$43
   4	Rhode Island	$88,168	$42
   5	Delaware	$85,659	$41
   6	Indiana	$83,053	$40
   7	Washington	$81,749	$39
   8	Illinois	$81,471	$39
   9	Ohio	$78,443	$38
   10	Pennsylvania	$77,948	$37
   11	Massachusetts	$76,486	$37
   12	Michigan	$75,939	$37
   13	North Carolina	$74,700	$36
   14	Tennessee	$74,338	$36
   15	Oklahoma	$71,715	$34
   16	Texas	$69,627	$33
   17	Florida	$68,021	$33

   Average practice administrator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Osa	$104,854	$50.41
   2	St Joseph Medical Group	$104,751	$50.36	10
   3	Esperanza Health Centers California	$102,740	$49.39
   4	Indiana University Health La Porte Hospital Inc	$99,353	$47.77	19
   5	Community Hospitals and Wellness Centers	$97,422	$46.84
   6	Lake Shore Hospital Inc	$95,924	$46.12
   7	Houston Healthcare	$95,015	$45.68	1
   8	US Oncology Holdings Inc	$93,238	$44.83	10
   9	LCMC Health	$92,201	$44.33	1
   10	The Wright Center for Graduate Medical Education	$92,152	$44.30
   11	Lake Charles Memorial Health System	$91,609	$44.04	2
   12	Owensboro Health	$89,810	$43.18
   13	Methodist Health System	$89,448	$43.00	20
   14	Innovacare Health	$88,739	$42.66	13
   15	CaroMont Health	$85,587	$41.15	3
   16	St Luke's Hospital & Health Network Inc	$85,365	$41.04
   17	National Home Health Care	$85,132	$40.93
   18	Miriam Hospital	$84,928	$40.83
   19	Capital Health	$84,518	$40.63	7
   20	Pediatric Associates, Inc.	$84,246	$40.50

4. Writing a practice administrator job description

   A good practice administrator 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 practice administrator job description:

   Practice administrator job description example

   About CHNOLA
   
   Children's Hospital of New Orleans is a leader in Pediatric care throughout the Southeast region. We are seeking a dynamic Practice Administrator. The mission of making care available to all children has allowed Children's to grow as an organization. Children's Hospital is a not-for-profit medical center offering the most advanced pediatric care for children from birth to 21 years. With over 40 pediatric specialties and more than 400 physicians, it is the only full-service hospital exclusively for children in Louisiana and the Gulf South. We invite you to experience the magic of Children's Hospital.
   
   As a member of our team, you will not only experience personal reward, you will also find tangible benefits for you and your family. For more information, please go to www.chnola.org.
   
   POSITION SUMMARY: To plan, organize, staff, and direct activities in Children's Hospital of New Orleans special care clinical sections in collaboration with designated physician leader(s). Activities include planning and performance management, performance improvement, coaching, staffing, budgeting, policies and procedures, and collaboration with Louisiana State University and Tulane University Health Science Centers on the section's research and academic pursuits.
   
   JOB REQUIREMENTS:
   
   Education- Bachelor's Degree (Business, Healthcare, or Related Field) or Enrollment in a BS program with in the first year of hire and completion within 3 year; Preferred, Master's Degree - Business, Healthcare, or Related Field.
   
   Experience- 3 years Healthcare Operations or Healthcare Business Management Experience; Master's degree will be considered in lieu of experience or completion of Master's within 6 months of hire; Preferred, 5 years; Healthcare Operations or Healthcare Business Management Experience.
   
   Skills- Knowledge of Healthcare Administration; Ability to operate a personal computer specifically word processing, spreadsheets, presentation, and database software; Ability to deal effectively with patients, medical staff, administration, and the public; Ability to train, develop, and supervise effectively; Skills in planning, organizing, and delegating
   
   Children's Hospital is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, or status as a qualified individual with disability.

   Copy this example

   

5. Post your job

   To find practice administrators for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any practice administrators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level practice administrators with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with practice administrator 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 practice administrator

   Once you've selected the best practice administrator 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 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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