AlediumHR began specializing in telehealth recruiting in 2020, during the early stages of the COVID-19 pandemic, when virtual care was still a relatively new business model for many healthcare organizations. We worked with companies that were building their clinical teams, developing new services and trying to find professionals willing to deliver care outside a traditional medical setting.
The industry has changed considerably since then. Telehealth is now part of everyday healthcare delivery, and employers have a much larger pool of clinicians who have at least some experience seeing patients virtually. Yet recruiting for a telehealth company still presents challenges that are easy to underestimate, particularly when an organization is expanding into new states or adding services.
The difficulty often comes down to understanding exactly what experience a position requires and whether the candidate has worked in a comparable environment.
The telehealth hiring market in 2026
Recent utilization data from FAIR Health shows that telehealth accounted for 5.51% of commercial medical claim lines in the first quarter of 2026, compared with 5.01% in the previous quarter. Those figures exclude Medicare and Medicaid, but they provide a useful indication of continued demand for virtual services.
For telehealth employers, growth can create hiring requirements that extend well beyond physicians and nurses. Depending on the business, an organization may need behavioral health clinicians, advanced practice providers, clinical operations managers, care coordinators and executives who understand how to manage a geographically dispersed workforce.
The recruiting requirements also depend heavily on the company's stage of development. A startup preparing to enter several states may need people who can establish processes and work across multiple responsibilities. An established telehealth company may need experienced managers who can improve clinical productivity, supervise larger teams and maintain consistent service delivery.
We've worked with both types of organizations, and the differences influence how a search should be conducted.
Why clinical experience doesn't always translate to virtual care
A physician or nurse with an excellent clinical background may be well qualified for a telehealth position, but employers still need to examine how that individual will function in a virtual environment.
Patient communication is one consideration. Clinicians must be comfortable gathering information remotely, recognizing when a virtual encounter is insufficient and following appropriate procedures when a patient needs in-person care. The technology and documentation requirements can also differ from what someone has used in a traditional practice.
Licensing adds another consideration. Telehealth companies serving patients in multiple states must account for the licensing requirements applicable to the clinician, profession and patient's location. A candidate may have the experience an employer wants but lack the authorization needed to serve its patient population.
Scheduling and employment arrangements matter as well. Some telehealth companies rely on full-time employees, while others engage clinicians as independent contractors. Availability, coverage expectations and the ability to work across time zones can significantly affect whether someone is suitable for a position.
These are details that need to be established before recruiters begin contacting candidates. Otherwise, an employer can spend weeks interviewing professionals who were never realistic prospects for the assignment.
Experience matters when recruiting telehealth leadership
As virtual care companies grow, their management requirements become more demanding. Recruiting a clinical operations director or senior executive for a telehealth business requires an understanding of how that organization delivers care, manages its providers and measures performance.
Someone who has successfully managed a hospital department may have valuable experience, but the responsibilities are not necessarily comparable. A telehealth operations leader may oversee clinicians working in several states, coordinate coverage across different schedules and manage patient access without the infrastructure of a physical medical facility.
At AlediumHR, our telehealth recruiting experience includes clinical professionals and operational leadership positions for startups and established organizations. That background helps us evaluate candidates beyond their job titles and determine whether their experience fits the employer's actual requirements.
We also use Talentlytical®, our proprietary AI-powered sourcing platform, to identify potential candidates, including experienced professionals who may not be actively seeking another position. Our recruiters handle the screening, conversations and evaluation needed to determine whether those individuals are appropriate for the assignment.
For employers planning to expand virtual care services, the recruiting process should begin with a clear discussion of the clinical model, geographic coverage, licensing requirements, management structure and expectations for the position. Getting those details right makes it easier to identify qualified candidates and avoid unnecessary delays.
AlediumHR has specialized in telehealth recruiting since 2020. Organizations reviewing their clinical or leadership hiring needs can contact our recruiting team to discuss their requirements.