Hiring guide
How to Hire a Physician Assistant
Hiring a physician assistant: PA-C and state licence checks, specialty fit, where to source, a case-based clinical work sample and red flags.
The short answer
Hiring a Physician Assistant comes down to verifying current pa-c certification from nccpa and an active state licence, dea registration if the role involves prescribing controlled substances and accurate history taking and focused physical examination before you commit interview time. The process below runs 5 stages, screens on evidence rather than résumé claims, and scores every candidate against the same criteria.
- Watch for: Lapsed PA-C, missed certification maintenance or undisclosed board action
- Watch for: Overstates independence or dismisses the need to consult
- Score on: Quality of clinical reasoning and differential diagnosis
- Score on: Safe, evidence-based plans and prescribing
Paste your Physician Assistant job description; Cohesyve finds, contacts and tests candidates on the real work and ranks them. Ten candidates free, no card.
Applying for a role like this? Practise the assessment free →To hire a physician assistant, confirm the PA-C credential and state licence, then match the candidate's clinical experience to your specialty and the collaboration model your state requires. PAs train as generalists and move between specialties, so the real question is whether this person can safely see your patients at the level of independence you need. This guide covers credentialing, sourcing, a case-based work sample and how to bring a new PA up to full productivity.
Why this role matters
Physician assistants, also called physician associates, take histories, examine patients, order and interpret tests, diagnose, treat and, within state law, prescribe. They extend a practice's capacity to see patients and often handle a large share of routine and follow-up care. A strong PA knows the limits of their knowledge and escalates appropriately. A weak one creates diagnostic risk and extra review work for physicians.
Where to find candidates
- ARC-PA accredited PA programmes, through clinical rotation partnerships that let you see students at work
- The American Academy of Physician Associates (AAPA) career centre and state PA society job boards
- Specialty PA organisations in fields such as emergency medicine, orthopaedics and dermatology
- Postgraduate PA residency and fellowship programmes for specialist roles
- Referrals from your physicians and current PAs
- Healthcare job boards such as Health eCareers and PracticeLink
Skills to look for
Red flags
- Lapsed PA-C, missed certification maintenance or undisclosed board action
- Overstates independence or dismisses the need to consult
- Claims specialty experience they cannot describe in detail
- Poor documentation habits or impatience with charting
- Cannot explain their reasoning on a case, only the answer
- Unfamiliar with the collaboration or supervision rules in your state
The interview process
- 1
Credential check
Verify PA-C status with NCCPA, the state licence with the medical board or PA board, and DEA registration where needed. Start hospital privileging early because it runs in parallel.
- 2
Screen with the lead PA or medical director
Ask about recent specialties, patient types, procedures performed and the level of independence they worked at.
- 3
Case-based work sample
Give two or three written cases from your clinic, such as chest pain in urgent care or a post-operative complication. Ask for a differential, the tests they would order, a plan and when they would involve the physician. A job simulation of the real work is one option for running cases the same way for every candidate.
- 4
Documentation exercise
Ask them to write a short note for one case. Check it is complete, accurate and supports the plan.
- 5
Team interview and shadow
Have them meet physicians, nurses and front desk staff, and shadow a clinic session if possible. Take references from a supervising physician.
Cohesyve
Start the Physician Assistant interviews from a ranked shortlist
Cohesyve takes your Physician Assistant job description, finds and contacts candidates and tests each one on an AI job simulation of the job, so the stages above start with people who have already done the work. Ten candidates free, no card.
How to evaluate
- Quality of clinical reasoning and differential diagnosis
- Safe, evidence-based plans and prescribing
- Appropriate escalation to the collaborating physician
- Complete, accurate documentation
- Fit between their experience and your specialty
- Communication with patients and the care team
Onboarding
- 1Write down the collaboration agreement and what the PA can do independently from day one
- 2Start with a reduced schedule and build up as chart reviews show safe practice
- 3Schedule regular case reviews with the collaborating physician
- 4Train on your EHR templates, order sets and coding expectations
- 5Support CME and NCCPA certification maintenance
Common questions
What is the difference between a PA and a nurse practitioner?
Both are advanced practice clinicians who diagnose and treat. PAs train in a generalist medical model and are certified by NCCPA; nurse practitioners train in a nursing model and usually certify in a population focus. State law sets the scope for each.
How is PA certification maintained?
PA-Cs log continuing medical education and pass a recertification exam, either the PANRE or the longitudinal PANRE-LA, within NCCPA's certification maintenance cycle.
Does a PA need physician supervision?
It depends on the state. Rules range from supervision to collaboration agreements to more independent practice, so check your state's current law and your payer requirements.
Can a new graduate PA work in a specialty?
Yes, if you provide structured training. Many specialties hire new graduates and train them, or recruit from postgraduate PA residencies.
Cohesyve · Skill assessments for hiring
Hiring a Physician Assistant? Start with a ranked shortlist
Cohesyve takes your Physician Assistant job description, finds candidates, reaches out to them and runs an AI job simulation of the real work, then ranks them for you.
1,500+
assessments completed
50%
faster time-to-hire
5 min
from JD to assessment
No credit card · 10 free candidates · Plans sized to your hiring volume
From the blog