Key takeaways
- Hiring podiatrists in 2026 remains challenging due to increased demand for wound-care services, diabetic limb preservation programs, outpatient surgery growth, and uneven clinician distribution. Employers must use direct sourcing to reach qualified candidates.
- Podiatrists value predictable clinic schedules, adequate surgical block time, support staff resources, and opportunities to practice at the top of their training. Transparent expectations attract stronger candidates.
- Compensation varies by setting and includes salary-plus-productivity models, percent-of-collections structures, RVU-based models, and partnership tracks. Clear communication about compensation and surgical expectations is essential.
- Effective interviews assess residency training depth, surgical competency, wound-care experience, clinical reasoning, and ability to collaborate with interdisciplinary teams.
- Expa helps organizations hire in-market podiatrists more efficiently by aggregating licensure and NPI data to identify qualified candidates. Visit our solutions page to learn more or book a demo.
Introduction
Hiring podiatrists in 2026 has become increasingly competitive for hospital systems, multi-specialty groups, private podiatry practices, orthopedic clinics, wound-care centers, ambulatory surgery centers, diabetic foot-care programs, sports medicine clinics, and community health organizations. Rising rates of diabetes, increased demand for limb preservation programs, growth in outpatient surgery, and expanded insurance coverage for foot and ankle services have intensified hiring needs.
At the same time, the supply of podiatrists remains limited. Podiatric residency availability has not grown at the same pace as patient demand, and many markets now experience prolonged hiring timelines. Podiatrists also seek predictable surgical block time, well-balanced clinic schedules, support staff resources, and opportunities to practice the full scope of podiatric medicine and surgery. Because podiatrists remain in high demand, most are fully employed and do not frequently search job boards.
This is why direct sourcing has become essential. Expa helps employers connect with in-market podiatrists by aggregating licensure data, NPI records, residency training information, and practice indicators that reveal whether clinicians are actively practicing. At Expa, we help organizations identify podiatrists who may be open to new roles. Learn more here.
This guide provides a comprehensive overview of how to hire podiatrists effectively. It covers sourcing strategies, licensing and certification requirements, compensation structures, interview best practices, workforce trends, and how AI-powered tools help reduce time-to-hire.
Common questions employers ask when hiring podiatrists
How do I hire a podiatrist in today’s market
Hiring a podiatrist begins with defining the clinical scope, procedural needs, and practice setting of the role. Employers should determine whether the position focuses on forefoot surgery, rearfoot and ankle surgery, limb preservation, diabetic wound care, sports medicine, biomechanics, pediatrics, general podiatric medicine, or a combination of these services. Identifying the appropriate mix of clinic time, surgical block time, administrative load, and call responsibilities is essential.
Because podiatrists rarely browse job postings, employers must use proactive sourcing to identify practicing clinicians who may be open to new opportunities. Expa supports this by identifying in-market podiatrists through consolidated licensure and NPI activity.
Where can I find qualified podiatrist candidates
Podiatrists can be sourced through state licensing boards, residency program alumni rosters, professional associations, NPI databases, wound-care networks, surgical center affiliations, and diabetic care networks. Traditional job boards often generate limited candidate flow, especially for roles requiring surgical experience or subspecialty training.
Direct sourcing yields more reliable results. Expa helps employers identify podiatrists based on location, specialty background, and practice patterns, eliminating the need for manual directory searches.
What are the average salaries for podiatrists by state
Podiatrist compensation varies widely depending on geography, specialty focus, surgical volume, practice ownership structure, and call responsibilities. In California, podiatrists typically earn between 200,000 and 280,000 annually. In Texas, compensation often ranges from 180,000 to 250,000. In Florida and the Southeast, many podiatrists earn between 170,000 and 240,000. Across Midwestern and Mountain West states, compensation commonly ranges from 160,000 to 230,000.
Podiatrists with extensive surgical training, rearfoot and ankle credentials, or strong wound-care or limb-preservation experience often command higher compensation. Productivity incentives tied to surgical volume, wound-care billing, or DME services can increase total earnings.
What compensation models do podiatrists typically work under
Podiatrists work under several compensation structures depending on the setting. Hospital systems and surgery centers often use salary-plus-productivity models. Private practices may offer base salary with tiered RVU compensation or percent-of-collections models. Multi-specialty groups may offer hybrid arrangements that include base pay, performance bonuses, and partnership pathways.
Common compensation models include:
• Base salary with RVU bonuses
• Base salary plus percent of collections
• Tiered productivity incentives
• Straight percent of collections in private practice
• Daily surgical block pay (less common)
• Sign-on bonuses and relocation packages
• Partnership tracks or equity arrangements
Employers should select a compensation model aligned with financial goals, surgical volume, and long-term growth plans.
How long does it take to hire a podiatrist
Hiring timelines for podiatrists typically range from 60 to 180 days depending on location, specialty need, and competition. Rural and suburban markets often experience the longest hiring cycles due to clinician shortages. Hiring timelines tend to be longest for roles requiring rearfoot and ankle surgical credentials, high wound-care volume, or hospital-based call coverage.
Direct sourcing and early outreach significantly shorten hiring timelines. Expa helps employers identify podiatrists early and target candidates who may be open to relocating or adjusting their practice mix.
What interview questions should employers ask podiatrists
Interview questions should assess surgical experience, clinical judgment, patient communication, and workflow adaptability. Employers should ask about residency training, board certification status, surgical case logs, wound-care experience, biomechanics expertise, and approach to diabetic limb preservation. Additional questions may include: Describe your experience with forefoot versus rearfoot and ankle surgery; How do you collaborate with primary care or endocrinology teams; What tools do you use for offloading and biomechanical assessments; How do you communicate risk and complications to patients; How do you balance clinic volume with surgical responsibilities.
How do I verify a podiatrist’s license or certification
Employers must verify podiatric licensure through state podiatry boards. Most podiatrists complete a three-year podiatric residency program (PMSR) with or without reconstructive rearfoot and ankle credentials (RRA). Verification steps include confirming state licensure, residency training, board certification status (ABPM or ABFAS), continuing education compliance, and any disciplinary history.
For surgical roles, employers should verify:
• ABFAS certification or qualification
• Surgical case logs
• RRA credentials if required
• Hospital privileges
What clinical settings do podiatrists work in
Podiatrists work across diverse settings, including private podiatry practices, hospital systems, outpatient clinics, orthopedic groups, wound-care centers, diabetic care programs, ambulatory surgery centers, multi-specialty groups, and long-term care facilities.
Each setting has unique requirements. For example:
• Wound-care centers require expertise in debridement, infection management, and limb preservation
• Hospital-based roles involve call coverage and collaboration with vascular, infectious disease, and endocrinology teams
• Sports medicine roles require biomechanics and sports injury evaluation
• Surgical roles require access to sufficient block time and support staff
Employers should clearly describe the setting to attract podiatrists with appropriate training.
What trends are shaping podiatrist employment in 2026
Podiatrist employment is shaped by increasing diabetes-related complications, population aging, expanded wound-care programs, and higher demand for outpatient surgery. Many health systems now integrate podiatrists more deeply into diabetic limb preservation programs, increasing the need for specialized providers.
Work preferences continue to evolve. Many podiatrists seek predictable clinic schedules, adequate surgical block time, strong support staff, and opportunities to practice at the full scope of their surgical training. Declines in the number of podiatric residency positions relative to demand have also contributed to hiring challenges across many states.
How is podiatry different from physical therapy or orthopedics
Podiatrists diagnose and treat disorders of the foot and ankle, including surgical management, wound-care procedures, and biomechanical assessments. Physical therapists provide rehabilitation rather than surgical intervention, while orthopedic surgeons manage broader musculoskeletal conditions and perform higher-acuity foot and ankle surgery.
Light comparisons may help employers clarify expectations during hiring, but the podiatrist role requires distinct training, licensure, and surgical competencies.
How do I make my podiatrist job posting stand out
Effective podiatrist job postings clearly describe surgical case mix, diagnostic tools, clinic volume, scheduling expectations, hospital privileges, available block time, support staff, compensation structure, and any partnership opportunities. Posts should also indicate whether the role includes wound-care, DME revenue opportunities, biomechanics programs, or diabetic care integration.
What compliance considerations exist when hiring podiatrists
Compliance includes verifying active licensure, confirming residency and surgical training, ensuring hospital credentialing is feasible, reviewing malpractice coverage, and confirming continuing education status. Employers must also ensure compliance with billing regulations for DME, surgical procedures, and wound-care services.
Data-driven insights for hiring podiatrists
Podiatrist hiring in 2026 is influenced by demographic trends, expanded surgical demand, increased chronic disease prevalence, and rising utilization of wound-care services. Growing rates of diabetes and peripheral vascular conditions have led to increased need for limb preservation programs, resulting in more podiatric integration within hospital systems and multidisciplinary care teams. This has accelerated the demand for podiatrists with strong wound-care and reconstructive surgical experience.
However, podiatrist supply remains constrained. Podiatric residency availability has not kept pace with patient demand, and many regions do not have enough residency-trained podiatrists to meet clinical needs. This is especially true for markets seeking board-certified surgeons or podiatrists with RRA credentials. As a result, hiring timelines have lengthened and competition has intensified across both private practices and hospital-based programs.
Outpatient surgery growth also contributes to increased demand. Many podiatrists now perform a significant portion of surgical cases at ambulatory surgery centers, increasing the need for adequate block time and support staff. Employers offering modern surgical equipment, predictable clinic schedules, and efficient administrative workflows tend to attract stronger candidates.
Work preferences have shifted as well. Many podiatrists seek roles that allow them to practice at the top of their surgical training while maintaining balanced clinic loads. Younger podiatrists often prioritize mentorship, clearer partnership pathways, and manageable call responsibilities. These preferences shape how employers must structure positions.
Organizations that use direct sourcing and data-driven strategies experience more consistent hiring outcomes. Expa aggregates licensure records, NPI data, residency training information, and practice indicators to help employers identify actively practicing podiatrists who may be open to new opportunities.
Learn how Expa’s AI-powered platform helps organizations fill podiatry roles faster. Book a demo here.
Step-by-step guide for how to hire a podiatrist
Define your needs
Hiring a podiatrist begins with defining clinical, surgical, and operational needs. Employers should outline whether the role is heavily surgical, wound-care focused, sports medicine-oriented, or primarily outpatient clinical. They should specify the intended surgical case mix, including forefoot procedures, rearfoot and ankle reconstruction, trauma cases, diabetic limb preservation, and elective procedures.
Employers must also define clinic volume expectations, documentation requirements, imaging resources, and access to diagnostic tools. Clear communication about support staff, administrative assistance, and scheduling expectations helps attract candidates aligned with organizational needs.
Verify licensing and credentials
Employers must verify podiatrist licensure through the state podiatry board. Most podiatrists complete a three-year podiatric residency (PMSR) and may hold ABFAS or ABPM certification. Employers should verify residency training, board certification or eligibility, surgical case logs, hospital privilege eligibility, and any disciplinary actions.
For surgical roles, employers should confirm:
• ABFAS certification or qualification
• RRA credentials if required
• Experience with specific surgical procedures
• Eligibility for hospital credentialing and privileges
For wound-care roles, employers should verify training in debridement, infection management, and offloading techniques.
Post to specialized job boards
Posting to podiatry association job boards, residency program alumni directories, hospital recruitment platforms, and surgical specialty boards can increase visibility. However, because most podiatrists are employed full time, job boards rarely produce enough qualified candidates.
Job descriptions perform best when they include compensation structure, surgical case mix expectations, wound-care involvement, clinic volume, equipment details, call expectations, and partnership pathways.
Use Expa’s AI-powered recruiting platform for direct sourcing
Expa helps employers identify practicing, in-market podiatrists by aggregating licensure data, NPI activity, residency training information, and clinical indicators. Employers can target candidates based on surgical experience, wound-care competencies, geographic location preferences, and board certification status.
Direct sourcing is essential because podiatrists rarely apply through job boards. Expa accelerates hiring by identifying suitable candidates and enabling timely outreach.
Conduct structured interviews and credential checks
Structured interviews help employers evaluate surgical competency, clinical reasoning, wound-care expertise, and patient communication style. Case-based interview questions are particularly valuable when assessing podiatric surgeons.
Topics to cover include:
• Residency training depth and surgical exposure
• Approach to diabetic limb preservation and wound-care
• Surgical philosophy and procedural preferences
• Collaboration with interdisciplinary care teams
• Comfort with clinic volume and administrative load
• Documentation standards and EHR proficiency
• Expectations around surgical scheduling and block time
Employers should also verify licensure, confirm certification status, review surgical case logs, and assess suitability for hospital privileging.
Extend offer and begin onboarding
Offer letters should outline base compensation, productivity structure, surgical expectations, clinic schedule, hospital privileges, call obligations, partnership track details, and professional development support. Podiatrists value transparency around support staff resources, block time allocation, wound-care case usage, and administrative expectations.
Onboarding should include orientation to clinic workflows, surgical center protocols, wound-care documentation requirements, EHR systems, imaging tools, and collaboration pathways with primary care, vascular surgery, and endocrinology teams.
Why organizations partner with Expa
Hospital systems, wound-care centers, private practices, ambulatory surgery centers, and multi-specialty groups partner with Expa because the platform identifies qualified, in-market podiatrists more efficiently than traditional recruitment methods. Expa consolidates licensure data, NPI records, residency information, and practice indicators to help employers find clinicians who match their surgical, wound-care, and clinic needs.
Expa integrates with existing hiring workflows to streamline sourcing, screening, and outreach. Employers benefit from increased candidate visibility, reduced reliance on job boards, and shorter time-to-hire. By helping organizations connect with podiatrists who align with their clinical objectives, Expa supports sustainable workforce planning and improved patient care delivery.
See how Expa can help your organization hire qualified podiatrists faster. Book a demo today.
