How to hire a specialty person

How to hire a specialty person, step by step

Here's a step-by-step specialty person hiring guide:

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

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1. Identify your hiring needs

   The specialty person 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?

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   Hiring the perfect specialty person 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 specialty person salaries for various positions.

   Type of Specialty Person	Description	Hourly rate
   Specialty Person		$17-43
   Production Employee	In a manufacturing setting, a production employee is in charge of assembling and processing products, ensuring efficiency and timelines. Their responsibilities include adhering to guidelines and blueprints, monitoring the products for any defects or inconsistencies, operating machines and equipment, keeping an eye on the assembly line, and maintaining the cleanliness of work areas... Show more	$12-20
   Production Line Operator	Production line operators must have strong reading skills and a knowledge base for loading and unloading, quality control, and starting and stopping of production lines. Those who choose this career will be expected to assist in assembling and manufacturing machines, foodstuffs, and products... Show more	$12-20

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2. Create an ideal candidate profile

   Common skills:

   • Educational Programs

   Responsibilities:

   • Manage tough relationships with key reimbursement decision-makers in hospitals, renal and oncology clinics throughout territory.
   • Represent insulin delivery device and other diabetes products to endocrinologists, nursing staff & educators, pharmacists, hospitals and internists.
   • Focuse on increasing sales depth with establish customers, leveraging key decision makers in order to develop and accelerate up-sell opportunities.

3. Make a budget

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

   • Location. For example, specialty people' average salary in nebraska is 50% less than in maryland.
   • Seniority. Entry-level specialty people earn 59% less than senior-level specialty people.
   • Certifications. A specialty person 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 specialty person's salary.

   Average specialty person salary

   $58,938yearly

   $28.34 hourly rate

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   Entry-level specialty person salary

   $37,000 yearly salary

   Updated December 13, 2025

4. Writing a specialty person job description

   A good specialty person 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 specialty person job description:

   Specialty person job description example

   Recognized as one of Forbes 2021 World's Best Employers and named to Fast Company magazine's list of 2021 Most Innovative Companies, Laboratory Corporation of America (Labcorp) is seeking to hire a Specialty Development Executive (SDE) to help identify and shape opportunities for our continued growth across our Genetics and Women's Health segment.
   
   This is a unique opportunity to join the Genetics and Women's Health sales team of a leading global life sciences company that advances patient health and powers clear, confident decisions through its diagnostics and drug development offerings.
   
   This position reports to the Regional Director, and will be responsible for effectively communicating and selling the benefits of the Labcorp Genetics and Women's Health commercial products to clinicians and department personnel for their assigned geographic territory. The SDE provides direct sales and services primarily to OBGYN's, Maternal Fetal Medicine (MFM's), Reproductive Endocrinologists (IVF), Geneticists, Regional reference laboratories and hospitals. This is a true hunter role, and the candidate is expected to prospect, develop and close his or her own sales targets on a monthly basis.
   
   We are seeking a very competitive individual with collaborative selling skills, who possesses a high degree of communication and business acumen skills. The right candidate must enjoy growing and working with a seasoned, high performing team across a wide variety of high growth segments.
   
   The position will call-on physicians in person, and will require regular travel 20%-30% within the assigned territory.
   
   The position is based in Phoenix (or suburb) and serves the geographic territory of Phoenix South, Southern AZ and Southern NM.
   Essential duties and responsibilities: Sell laboratory testing services to professionals within the Genetics and Women's Healthcare space, including OBGYNs, MFMs, RE's, Geneticists, Regional Reference Labs and Hospitals Meet and exceed sales goals and achieve maximum sales growth in assigned territory Successfully build and execute an annual business plan with quarterly updates Cold call and build a sales pipeline that will provide ongoing revenue goal achievement Accurately forecast and maintain a sales funnel of new opportunities in-line with a 90-day quota Effectively manage travel logistics to maximize sales productivity Collaborate, communicate and actively contribute to new business opportunities with LabCorp Clinical Sales counterparts Collaborate closely with team members to retain current book of business Attend local and national professional trade shows and events as requested Effectively communicate value propositions to all targeted customers and prospects Perform in-services, training and implementation with pertinent personnel and physician staff Update all relevant customer account information into CRM Data Management Systems (Salesforce) Provide ongoing customer support, education on focus products and market updates for current customer base Requirements: Must work well in a collaborative selling environment Bachelor's degree preferred. Science background highly desired Minimum of 5 years' medical outside sales experience required Previous experience selling directly to Physicians required Women's healthcare experience and relationships with hospital systems, OB/GYNs, MFMs, KOLs highly preferred Previous laboratory or diagnostics sales experience highly preferred Medical device sales experience and business-to-business experience preferred Proven success managing a book of business Ability to collaborate closely with sales and operations teams to grow the business Excellent written and verbal communication skills Demonstrated track record of recent success and sales accomplishments Strong consultative selling and closing skills Ability to understand and articulate complex scientific literature and use extensive and complex clinical data as a key factor in the sales process Must have a valid driver's license and clean driving record Ability to travel 20%-30% including overnights This is your opportunity to join an organization known for advanced testing, with a solid reputation as a front-runner in the diagnostics industry. We're a stimulating company that consistently develops new testing across many specialties. Here you can leverage your connections and tap into the potential of new Labcorp customers to generate new business. You'll find a rewarding role fueled by your persistence; allowing you to make a difference in people's lives, including your own. Labcorp is proud to be an Equal Opportunity Employer: As an EOE/AA employer, the organization will not discriminate in its employment practices due to an applicant's race, age, color, religion, sex, national origin, sexual orientation, gender identity, disability or veteran status. For more information about how we collect and store your personal data, please see our Privacy Statement.

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5. Post your job

   To find specialty people 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 specialty people they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level specialty people 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 specialty person job on Zippia to find and recruit specialty person candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting specialty people 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 specialty person

   Once you've found the specialty person 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 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.

   Once that's done, you can draft an onboarding schedule for the new specialty person. 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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