Hiring guide · Healthcare
How to Hire a Medical Billing and Coding Specialist
Pay benchmarks, qualifications, sourcing, screening and interview questions for hiring medical billing and coding specialists, plus a plan to get them productive fast.
Write a clear job description, offer competitive pay (the national median is $51,140), recruit through community college and vocational program career centers, verify CPC (AAPC) where applicable, run a structured interview with a practical skills check, and onboard with a 30-60-90 day plan.
Pay data: BLS OEWS, May 2025 · Outlook: BLS 2025–35 · Checked October 15, 2026
The hiring market for medical billing and coding specialists
There are about 200,700 medical billing and coding specialists employed in the U.S., with roughly 14,000 openings each year. Employment is projected to change +7.8% from 2025–35 (much faster than average). Expect competition for qualified candidates: speed and a strong offer matter.
Pay benchmarks for offers
| Candidate level | Annual | Hourly* |
|---|---|---|
| Entry level (10th–25th percentile) | $37,000–$43,490 | $17.79–$20.91 |
| Typical / mid-career (median) | $51,140 | $24.59 |
| Experienced (75th percentile) | $64,820 | $31.16 |
| Top of market (90th percentile) | $81,150 | $39.01 |
*Annual ÷ 2,080 hours except median. National BLS data; adjust for your state and metro area. Many states and cities now require pay ranges in job postings.
What to look for
Must-haves
- Postsecondary nondegree award (typical entry level)
- ICD-10-CM diagnosis coding
- Attention to detail
Nice-to-haves
- CPC (AAPC)
- CCA or CCS (AHIMA)
- CPB (AAPC)
- Experience with encoder software such as 3M or Optum EncoderPro
Where to find medical billing and coding specialists
- Community college and vocational program career centers
- Clinical externship and student-placement partnerships
- State nurse aide registries and healthcare job boards
- Employee referral programs
- Job postings that use common alternate titles: Medical Coder, Medical Biller, Coding Specialist, Medical Records Specialist
Screening checklist
- Verify certifications and state registry or license status with the issuing body
- Background checks and federal exclusion-list (OIG LEIE) screening as required for your organization
- Immunization records, TB testing and drug screening according to policy and law
- Current BLS/CPR certification
Follow federal, state and local rules on background checks, drug testing and fair-chance hiring, and apply screening consistently to all candidates for the role.
Interview questions to ask
Ask every candidate the same questions and score answers on a structured scorecard.
1. “How do you stay accurate when you have productivity goals?”
What a strong answer includes: Explain your process: reading the full note, verifying in the Tabular List, using edits and checking your own error trends.
2. “What would you do if a provider’s documentation doesn’t support the code they selected?”
What a strong answer includes: Describe sending a compliant, non-leading query and coding only what is documented.
3. “How do you keep up with code changes?”
What a strong answer includes: Mention annual ICD-10-CM and CPT updates, CEUs, payer bulletins and professional associations.
4. “Tell me about a denial you resolved.”
What a strong answer includes: Use STAR to describe identifying the reason, fixing or appealing and the result.
5. “How comfortable are you working remotely?”
What a strong answer includes: Talk about your routine, workspace security, communication habits and meeting goals independently.
Practical skills checks
A short demonstration beats a perfect resume. Ask candidates to talk you through, or perform under supervision, tasks such as:
- Assign an ICD-10-CM Diagnosis Code (see the steps)
- Submit a Clean Claim (see the steps)
- Work a Denied Claim (see the steps)
Red flags
- Can’t describe basic safety practices for the role
- Vague or inconsistent work history with no explanation
- Unfamiliar with core terms such as ICD-10-CM, CPT, HCPCS Level II
- Negative talk about every past employer or coworker
Onboard for retention
The first 90 days decide whether a new hire stays. Use our Medical Billing and Coding Specialist 30-60-90 day onboarding plan and give every new hire the same foundation with Medical Billing and Coding Specialist training. Show them the path forward: Medical Biller or Coder → Certified Specialty Coder → Coding Auditor or Revenue Cycle Analyst → Coding Manager or Compliance Officer.
Hiring medical billing and coding specialists: FAQ
How much should I pay a medical billing and coding specialist?
The U.S. median wage for medical billing and coding specialists is $51,140 per year ($24.59/hour), according to BLS May 2025 data. Entry-level offers often fall near the 25th percentile ($43,490), while experienced hires command closer to the 75th percentile ($64,820). Adjust for your local market.
What qualifications should a medical billing and coding specialist have?
BLS lists “postsecondary nondegree award” as the typical entry-level education. Look for CPC (AAPC) and CCA or CCS (AHIMA) where relevant, plus skills such as icd-10-cm diagnosis coding, cpt and hcpcs level ii procedure coding, and medical terminology and anatomy.
How long does it take to train a new medical billing and coding specialist?
Becoming qualified typically takes 4–12 months. After hire, plan for a structured 30-60-90 day onboarding period; BLS classifies on-the-job training for this occupation as “none.”