Telemedicine offers a range of opportunities for physicians, but securing the right role requires more than just submitting applications. Employers expect candidates who are prepared, positioned correctly, and understand the unique aspects of virtual care. This module provides a structured approach to identifying job opportunities, optimizing your profile, preparing for interviews, and spotting red flags before signing a contract.

This is an active process. Physicians must take ownership of their job search, refine their professional brand, and approach interviews strategically. This module ensures that you are ready to compete in a growing but selective market.

By the end of this module, you will:

• Know where to find real telemedicine opportunities and avoid bad offers.
• Have a polished CV and online presence that aligns with telemedicine industry expectations.
• Confidently navigate interviews and position yourself as a top candidate.
• Understand general contract terms and identify potential risks before signing.

Securing the right telemedicine job requires more than just sending out applications. Employers are looking for physicians who are not only qualified but also positioned as strong candidates in the virtual care space. This module breaks down how to stand out, find the right opportunities, and make smart decisions before signing a contract.

You’ll learn:

• How to position yourself before applying – Build a strong professional brand, optimize your CV, and refine your online presence to attract the right roles.
• Where to find legitimate telemedicine jobs – The best platforms, networking strategies, and how to vet employers.
• How to approach interviews – What hiring managers look for, how to communicate your value, and key questions to ask.
• How to evaluate job offers – Understanding compensation, contract terms, and spotting red flags before committing. 

Securing a telemedicine job starts long before you submit an application. Employers are looking for physicians who are adaptable, tech-savvy, and understand the nuances of virtual care. To stand out, you need to position yourself correctly, refine your CV, and ensure your online presence reflects your expertise in digital health.

Understanding Telemedicine Job Types

Not all telemedicine jobs are the same, and understanding the differences will help you target the right roles.

• Synchronous Telemedicine: Real-time video consultations with patients, similar to in-person visits. Requires strong communication skills and comfort with telehealth technology.
• Asynchronous Telemedicine: Reviewing patient cases, labs, or imaging and providing treatment recommendations without live interaction. Common in dermatology, radiology, and some primary care settings.
• Supervisory Roles: Some states require nurse practitioners and physician assistants to have a collaborating physician. These roles may involve chart reviews, compliance oversight, and telehealth supervision.

Before applying, decide which type of work fits your experience, preferences, and licensing situation.

Optimizing Your CV for Telemedicine

A traditional physician CV is not enough for telemedicine. Employers are looking for specific skills and experience that show you are ready for remote work.

• Emphasize telehealth experience: If you have any prior virtual care experience, highlight it. This includes telemedicine platforms you’ve used, digital patient interactions, and remote documentation.
• Show adaptability: Employers want physicians who can work independently. Emphasize problem-solving skills, time management, and experience in remote care settings.
• Highlight compliance knowledge: Understanding HIPAA, multi-state licensing, and telehealth prescribing rules makes you a stronger candidate.

Building Your Online Presence

Many recruiters search for candidates online before reaching out. A strong LinkedIn profile can put you ahead of the competition.

• Profile Photo & Headline: Use a professional photo and a headline that reflects your expertise (e.g., "Board-Certified Physician | Telemedicine & Digital Health | Licensed in XX States").
• Experience Section: Add telemedicine-related roles, even if they were temporary or part-time.
• Networking: Follow telehealth companies, engage in discussions, and connect with recruiters who specialize in digital health roles.

Finding the right telemedicine job requires strategy and persistence. Many opportunities are not publicly posted, and relying solely on generic job boards can waste time. A structured approach—combining direct applications, networking, and recruiter connections—will yield the best results.

Best Platforms for Telemedicine Jobs

Company Websites

The most direct way to apply for a telemedicine role is through company websites. Many telemedicine companies post jobs here first, before using external job boards. Some companies even have ongoing applications for physicians to submit interest, even when no active roles are listed.

Action Steps:

1. Identify Target Companies: Research leading telemedicine companies that align with your specialty. Examples include Teladoc, Amwell, MDLIVE, Sesame, and PlushCare.
2. Set Up Alerts: Many company websites allow you to sign up for job alerts—take advantage of this feature to stay updated on new openings.
3. Apply Even Without Openings: Some companies maintain a physician network and reach out when new roles become available. Submitting your application early can put you ahead of the competition.

Specialized Job Boards

While mainstream job boards like Indeed, ZipRecruiter, and LinkedIn list telemedicine jobs, industry-specific job boards often have better-quality listings and fewer non-clinical postings.

Recommended Telemedicine Job Boards:

• Dice Telehealth – Focuses on digital health and remote care positions.
• Health eCareers – Includes telemedicine roles across multiple specialties.
• Medlink – Designed for physicians and APPs seeking virtual care roles.
• FlexJobs – Offers high-quality remote healthcare job listings.

Action Steps:

1. Sign up for alerts on at least two industry-specific job boards.
2. Optimize your profile with telemedicine-relevant experience.
3. Filter listings carefully—avoid vague job descriptions and companies without clear employer information.

Recruiting Agencies

Some staffing agencies specialize in telemedicine placements. Working with a recruiter can provide inside access to unlisted jobs, but it's essential to understand how agencies operate.

• Traditional Recruiters: Work for hiring companies and place physicians in full-time or part-time roles.
• Locum Tenens Agencies: Offer short-term and flexible telemedicine work.
• Contract Staffing Firms: Recruit physicians for project-based or temporary virtual care roles.

Action Steps:

1. Vet the recruiter before engaging—ensure they specialize in telemedicine.
2. Ask about compensation structures—some agencies take a percentage of your pay.
3. Clarify job expectations—understand contract length, patient volume, and payment terms before signing anything.

Networking and Direct Outreach

Most of the best telemedicine jobs are not publicly advertised. Networking is one of the fastest ways to find hidden opportunities and direct connections with hiring managers through social media and branding yourself as a top telemedicine physician.

Leverage LinkedIn

• Optimize your profile to highlight telemedicine experience.
• Follow telemedicine companies and engage with their posts.
• Connect with recruiters and hiring managers—send a short message introducing yourself.

Example Outreach Message:
"Hi [Name], I’m a board-certified [specialty] physician interested in telemedicine opportunities. I’d love to connect and learn more about potential roles with [Company Name]. Let me know if you have any openings or insights!"

Join Telehealth Groups

Physician-led forums and social media groups frequently share job openings before they are posted elsewhere.

• Facebook & Reddit – Groups like “Telemedicine Physicians” or “Physician Side Gigs” often post hiring leads.
• LinkedIn Groups – Engage in discussions with telemedicine recruiters and physicians.

Action Steps:

1. Join 2–3 physician-led telehealth groups.
2. Monitor job postings and recruiter discussions.
3. Engage and ask questions—referrals often come from active participation.

Attend Virtual Job Fairs

Many telemedicine companies host virtual hiring events, which allow physicians to meet recruiters, ask questions, and fast-track applications.

Where to Find Virtual Job Fairs:

• AMA & AAFP Virtual Events – Hosted by physician organizations.
• Industry Conferences – HLTH, ATA (American Telemedicine Association), and MGMA often feature job fairs.
• Recruiter-Hosted Events – Large telemedicine employers frequently run hiring webinars.

Action Steps:

1. Sign up for upcoming telemedicine hiring events.
2. Prepare an elevator pitch on your experience and telehealth interests.
3. Follow up with recruiters after the event to stay on their radar.

Telemedicine interviews differ from traditional in-person interviews. Employers focus on technical readiness, digital workflows, compliance awareness, and virtual patient engagement. Candidates must demonstrate their ability to work independently, troubleshoot issues, and deliver high-quality care in a remote setting.

Key Concepts and Language to Use in Interviews

Using the right terminology shows employers that you understand telemedicine operations and can integrate seamlessly into a virtual care team. Incorporate these key terms into your responses to highlight your expertise:

• Compliance & Regulatory Knowledge: Employers need assurance that you can operate within state and federal regulations.
  • Example terms: HIPAA, multi-state licensing, Corporate Practice of Medicine (CPOM), prescribing protocols, telemedicine consent.
• Licensing & Credentialing: Many telemedicine roles require multi-state licensure or participation in the Interstate Medical Licensure Compact (IMLC).
  • Example terms: IMLC, DEA registration, state board reporting, credentialing, physician collaboration agreements.
• Technical Proficiency & Digital Workflows: Familiarity with telemedicine platforms, electronic health records, and remote diagnostics is essential.
  • Example terms: Doxy.me, Zoom for Healthcare, Epic Telehealth, EHR/EMR integration, data security, troubleshooting, SLAs (Service Level Agreements).
• Webside Manner & Virtual Patient Engagement: Communication in telemedicine requires a strong presence and clear interaction.
  • Example terms: Active listening, digital empathy, patient-centered care, remote diagnostic protocols, clear documentation, patient education.
• Service Agreements & Operational Expectations: Employers look for candidates who understand telemedicine metrics, scheduling expectations, and documentation requirements.
  • Example terms: SLAs (Service Level Agreements), case volume, productivity metrics, response time expectations, patient throughput.

Incorporating these terms into your responses signals industry awareness and positions you as a well-prepared candidate.

What is your experience with telemedicine?

Even if you haven’t worked in a dedicated telemedicine role, emphasize relevant digital healthcare experience to show adaptability.

Example Response:
"I have experience using virtual care tools for patient follow-ups, secure messaging, and remote documentation. I have worked with electronic health records and understand the importance of accurate, real-time documentation for continuity of care. I also have familiarity with HIPAA-compliant communication platforms and have participated in interdisciplinary care coordination using remote workflows. While I have not worked full-time in telemedicine, I am confident in my ability to transition smoothly given my experience with digital patient interactions and compliance awareness."

Why this works:

• Highlights familiarity with virtual workflows even without direct telemedicine experience.
• Uses industry-specific terms like EHR, HIPAA-compliant platforms, and remote care coordination.
• Shows confidence in the ability to adapt quickly to telemedicine operations.

How do you handle technology challenges?

Employers want to know that you can handle minor tech issues independently and follow company protocols when larger issues arise.

Example Response:
"I ensure a stable connection and test my telehealth platform before each session. If a connectivity issue arises, I troubleshoot by switching networks or using a backup device if necessary. For platform-related issues, I follow company SLAs for reporting and resolution. I also inform patients of next steps to minimize disruption while maintaining HIPAA compliance. If a significant issue occurs, I document the problem and follow internal escalation procedures."

Why this works:

• Demonstrates problem-solving ability without reliance on IT support.
• Uses key industry terms like SLAs, platform testing, and HIPAA compliance.
• Shows proactive communication with patients to maintain workflow efficiency.

What is your approach to patient engagement in a virtual setting?

Strong communication skills and webside manner are essential in telemedicine. Employers need to see that you can build trust and provide effective care remotely.

Example Response:
"Establishing rapport in telemedicine requires clear communication, active listening, and patient-centered care. I ensure that my tone and body language convey engagement, and I verify patient understanding by summarizing key points and encouraging questions. I also provide clear next steps for follow-ups, prescriptions, or referrals. I document visits thoroughly, ensuring that my notes reflect both medical and patient engagement aspects to support continuity of care."

Why this works:

• Highlights key elements of webside manner, including active listening and patient-centered communication.
• Reinforces the importance of clear documentation and follow-ups.
• Demonstrates an understanding of telemedicine’s unique challenges and solutions.

Technical and Compliance Readiness

Many employers will test your knowledge of platforms, prescribing laws, compliance, and documentation. Be prepared to discuss these areas:

Familiarity with Telemedicine Platforms

Many companies use proprietary systems, but being familiar with standard platforms helps.

Be ready to discuss:

• Platforms like Doxy.me, Zoom for Healthcare, Amwell, Teladoc, or Epic Telehealth.
• How you navigate an EHR in a virtual setting.
• Best practices for documenting virtual visits efficiently and accurately.

Example Response:
"I have worked with [EHR Name] and have experience integrating telemedicine documentation into existing records. I am comfortable navigating patient data, updating charts in real-time, and ensuring documentation meets compliance standards. I have also used HIPAA-compliant communication tools for patient messaging and virtual case coordination."

Understanding Telemedicine Prescribing Laws

Telemedicine prescribing regulations vary by state and condition. Employers want to know you are aware of these differences.

Be ready to discuss:

• State-specific prescribing laws, especially for controlled substances.
• Requirements for in-person visits before prescribing certain medications.
• How you ensure compliance when treating patients across state lines.

Example Response:
"I am aware that prescribing laws for controlled substances vary by state and that some states require an in-person evaluation before issuing certain prescriptions. I stay updated on state medical board requirements and ensure all prescriptions align with company protocols and compliance guidelines. If a case requires additional verification, I escalate it per internal policy before proceeding."

HIPAA Compliance and Data Security

Maintaining patient privacy in a remote setting is critical. Be prepared to explain how you:

• Safeguard patient data in virtual interactions.
• Ensure compliance when using telehealth platforms.
• Educate patients on secure communication practices.

Example Response:
"I follow HIPAA guidelines by ensuring that all telemedicine sessions are conducted on secure, encrypted platforms. I verify patient identity before discussing sensitive information and educate patients on secure messaging and data protection best practices. Additionally, I maintain clear documentation, ensuring that all records meet regulatory standards for privacy and security."

Not all telemedicine jobs are legitimate, sustainable, or worth your time. Before accepting an offer, it is critical to scrutinize compensation models, contract terms, and employer policies to avoid legal risks, financial instability, and exploitative arrangements.

Many companies capitalize on physicians eager to enter telemedicine, offering unclear compensation, predatory contracts, or risky compliance structures. Physicians who fail to evaluate these details carefully often find themselves underpaid, restricted from future work, or facing legal consequences.

This section outlines common red flags, contract pitfalls, and compensation traps to watch for when evaluating telemedicine job offers.

Signs of a Bad Telemedicine Job

Unclear or Unstable Pay Structures

If a company will not specify how you will be paid, expect problems. Many telemedicine companies offer per-visit or per-hour compensation models, but some employers deliberately keep payment structures vague to avoid guaranteeing income.

Red flags to watch for:

• No clear explanation of how you will be paid, whether per consult, per hour, per shift, or salary.
• Variable pay models without guarantees, such as "We pay per patient, but volume fluctuates."
• High minimums before payment kicks in, such as "You must see 50 patients before getting paid."
• No minimum payment protections for low patient volume.

What to do instead:

• Demand clear payment terms in writing before signing a contract.
• Ask for average patient volume data and verify expected earnings.
• Ensure that administrative tasks such as charting and messaging are compensated if required.

Excessive Non-Compete Clauses

Some contracts prohibit physicians from working for competitors even after leaving the job. While some restrictions are reasonable, such as preventing a physician from taking active patients to a new company, broad non-competes can severely limit future opportunities.

Red flags to watch for:

• Overly broad restrictions, such as "You cannot work for any telemedicine company for two years after leaving."
• Nationwide or multi-state non-competes that prevent flexibility.
• Unspecified geographic restrictions that limit options.
• Restrictions that apply even if the company terminates your contract.

What to do instead:

• Negotiate non-compete terms before signing.
• Limit restrictions to direct competitors rather than all telemedicine jobs.
• Ensure restrictions apply only while working for the company, not after leaving.

Questionable Licensing and Compliance Policies

Telemedicine physicians must follow strict state and federal regulations. Some companies ignore or misrepresent compliance standards, leaving physicians legally vulnerable.

Red flags to watch for:

• Companies asking you to see patients in states where you are not licensed.
• No clear credentialing or licensing verification process.
• Lack of a formal prescribing policy, especially for controlled substances.
• Employers dismissing compliance concerns as "not an issue."

What to do instead:

• Only accept jobs with a clear licensing and credentialing process.
• Ensure prescribing policies follow state and federal laws.
• Ask about DEA registration and multi-state licensing requirements.
• Walk away if a company pressures you to see out-of-state patients without licensure.

Other Key Red Flags to Watch For

Lack of Malpractice Coverage or Liability Protection

• Companies that do not provide malpractice insurance expect physicians to assume full liability.
• No clarity on who assumes legal responsibility if a compliance issue arises.
• Vague answers when asked about malpractice claims history.

What to do instead:

• Verify if malpractice insurance is provided and who covers legal risks.
• Consider purchasing additional coverage if employer coverage is insufficient.
• Confirm how the company handles medical board inquiries and patient complaints.

High Administrative Burden Without Compensation

• Requiring unpaid charting, patient messaging, or follow-ups outside scheduled shifts.
• No support staff for patient inquiries, forcing physicians to manage everything.
• Excessive unpaid training or onboarding requirements.

What to do instead:

• Negotiate payment for administrative tasks if they are required.
• Ensure that documentation time is factored into compensation.
• Avoid roles with extensive unpaid training.

No Clear Termination or Exit Policy

• Contracts that require excessive notice periods, such as 90 days or more.
• No defined process for ending employment.
• Penalties or financial consequences for resigning.

What to do instead:

• Ensure exit terms are reasonable, such as 30 days’ notice.
• Avoid contracts with financial penalties for leaving.
• Confirm that you can terminate the agreement without unreasonable restrictions.

Telemedicine compensation structures for independent contractors (1099) differ significantly from traditional in-person employment. Without the benefits and stability of a W-2 role, physicians working as independent contractors must assess whether the payment structure aligns with their financial goals, workload preferences, and administrative responsibilities.

Common 1099 Pay Structures in Telemedicine

Per-Consult Pay

Physicians are paid per completed patient encounter.

• Pros:

  • Higher earning potential for those able to handle high patient volume.
  • Flexible schedules—work when you want, without set hours.

• Cons:

  • No guaranteed income—earnings fluctuate based on patient demand.
  • Volume is unpredictable and may be affected by seasonal trends, marketing efforts, and company policies.
  • Many platforms only pay for completed visits, meaning no reimbursement for patient no-shows, cancellations, or tech failures.

What to do:

• Request real patient volume data to assess realistic earning potential.
• Clarify policies on no-shows, cancellations, and rescheduled visits before signing an agreement.
• Ensure the company has a steady pipeline of patients before relying on per-consult work as a primary income source.

Hourly Pay (Contracted Rate)

Physicians are paid a fixed hourly rate for time spent on the platform.

• Pros:

  • More predictable earnings compared to per-consult pay.
  • Compensation is not directly tied to patient demand, offering more stability.

• Cons:

  • May require unpaid administrative work, such as documentation, messaging patients, or attending meetings.
  • Some companies set minimum or maximum work hours that must be met to qualify for pay.

What to do:

• Ensure the hourly rate covers all required tasks, not just patient visits.
• Negotiate minimum guaranteed hours per week if stability is a priority.
• Clarify if there are any caps on hours or if flexibility exists in scheduling.

Revenue Share / Collections-Based Pay

Compensation is a percentage of what the company collects from patients or insurance.

• Pros:

  • Higher earning potential if reimbursement rates and patient volume are strong.
  • Some models allow for additional revenue from subscriptions, memberships, or value-based incentives.

• Cons:

  • Highly variable income—depends on reimbursement rates, payer mix, and patient collections.
  • May require additional billing or coding responsibilities to maximize collections.
  • Delays in payments are common due to insurance processing and reimbursement timelines.

What to do:

• Understand payer mix and reimbursement rates—Medicaid, Medicare, and private pay can significantly affect earnings.
• Clarify how patient collections and claim denials impact payment.
• Request payment timelines to avoid cash flow issues.

Key Considerations for 1099 Physicians

Since 1099 contractors do not receive benefits such as malpractice insurance, retirement contributions, or tax withholding, careful financial planning is necessary.

• Taxes & Deductions: You are responsible for self-employment taxes. Plan to set aside 25-30% of income for tax payments and deductions.
• Malpractice Coverage: Ensure the company either provides malpractice insurance or factor the cost of your own policy into rate negotiations.
• Contract Terms: Look for non-compete clauses, restrictive covenants, or exclusivity requirements that may limit future opportunities.
• Payment Timelines: Understand how frequently payments are issued—some companies pay weekly, biweekly, or monthly, while others have significant processing delays.

Final Takeaways

• Do not rely solely on per-consult pay unless volume is proven and consistent.
• Negotiate hourly contracts to include all work-related tasks, not just patient visits.
• Understand reimbursement models, payer mix, and revenue-sharing terms before accepting a collections-based role.
• Factor in self-employment taxes, malpractice coverage, and business expenses when determining income needs.

Take this short quiz to check your understanding of how to find a job in telemedicine. 

Interview Preparation toolkit

The Interview Preparation Toolkit is designed to help you confidently prepare for telemedicine job interviews. Use this resource to:

• Research Companies – Understand their telemedicine services, values, and technology.
• Practice Interview Responses – Get comfortable discussing your virtual care experience and patient engagement strategies.
• Improve Your Webside Manner – Learn techniques for camera presence, lighting, and clear communication.
• Prepare for Common Questions – Review sample questions on telemedicine platforms, compliance, and patient care.
• Boost Your LinkedIn Profile – Enhance your professional presence and attract job opportunities.

This toolkit is your guide to standing out in telemedicine interviews and landing the right job!

Employer Evaluation Checklist

The Employer Evaluation Checklist helps you assess whether a telemedicine employer is ethical, compliant, and a good fit for your career. Use this guide to:

• Identify Red Flags – Watch for pill mill indicators, non-clinical oversight, and unethical practices.
• Evaluate Job Offers – Understand W-2 vs. 1099 employment, compensation structures, and malpractice coverage.
• Review Contracts Carefully – Check for non-compete clauses, unclear payment terms, and licensing support.
• Ensure Compliance & Ethics – Confirm that the company follows HIPAA, Corporate Practice of Medicine (CPOM), and billing regulations.
• Do Your Research – Speak with current/former employees and check company's reputation before accepting a role.

This checklist is your go-to guide for choosing the right telemedicine employer!