Can a Small Pathology Group Afford to Stay Inflexible?
Consider how remote reading, digital pathology and outside coverage can affect recruiting and retention.
Read the article →DIAGNOSTICS · SPECIALTY
Hire AP/CP and fellowship-trained pathologists for the case mix your practice needs. We recruit for permanent full-time and part-time positions, including hematopathology, GI pathology and other subspecialties—not locum tenens coverage.
A search built around your actual case mix, coverage requirements and offer.
Prepare a consistent explanation of the position, compensation structure and any partnership opportunity before candidate conversations begin.
Discuss the opportunity with pathologists whose experience matches the role, including employed physicians who may consider a change.
Practical hiring decisions facing hospitals and private pathology groups.
Consider how remote reading, digital pathology and outside coverage can affect recruiting and retention.
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Assess workload, production pay and coverage before committing to a one-person replacement.
Read the article →AP/CP recruitment with attention to fellowship training, recent case mix and your practice's coverage requirements.
Every level and function — clinical, operational, and leadership.
AP/CP Board-Certified Pathologists · Fellowship-Trained Subspecialists · Surgical Pathologists · Staff Pathologists · Senior Pathologists · Permanent Full-Time and Part-Time Positions
Medical Director · Chief of Pathology · Department Chair · Division Chief · VP of Pathology · Director of Anatomic Pathology · Director of Clinical Pathology · Section Director
Lab Director · Technical Director · Lab Supervisor · Histology Supervisor · Cytology Supervisor · Pathology Practice Administrator · Operations Director
Histotechnologist (HT/HTL) · Cytotechnologist (CT) · Cytology Supervisor · Pathology Assistant (PA) · Molecular Pathology Technologist · Senior Histotech
Medical Science Liaison · Pathology Sales Specialist · Regional Sales Manager · Business Development · Commercial Pathology Director · Anatomic Pathology Sales
Pathology Informatics Director · Digital Pathology Lead · LIS Administrator · Pathology IT Specialist · Computational Pathology Scientist · AI/ML in Pathology
What every pathology hiring manager should understand before starting a search.
The pathologists worth hiring are employed, productive, and not browsing LinkedIn. Reaching them takes relationships built over years — not a posted job description.this is the first reason pathology searches take longer than hospital administrators usually expect.
Timing is the second. The right candidate for a Medical Director role in a 12-pathologist commercial lab may not be looking right now, but might be open in six months. Generalist recruiters don't know that candidate, don't know their situation, and don't have the ongoing conversations that surface that opportunity at the right moment.
The third reason: pathology is a small world. Most strong candidates have already worked with — or know of — the firms reaching out to them. A recruiter who has spent twenty years in pathology has credibility that an unknown caller doesn't. That credibility is what gets passive candidates to take the call.
The practical effect: searches handled by pathology specialists usually identify viable candidates within weeks. Searches handled by generalists often stall — not because no candidates exist, but because the right candidates rarely engage with someone they don't know.
"Pathologist" is not a single role. Anatomic Pathologists and Clinical Pathologists train in different disciplines, work in different settings, and develop different skill sets — even though they share a board certification path. A Clinical Pathology Lab Director and an Anatomic Pathology Medical Director have less in common professionally than most hiring managers assume.
Within each, sub-specialization narrows the pool further. A Surgical Pathologist with a hematopathology fellowship is a meaningfully different candidate than one with a dermatopathology fellowship — even if both are technically Surgical Pathologists. For specialized practices and commercial labs, that fellowship-level fit can determine whether a hire works out.
Sub-specialties also vary widely in market depth. Recruiting a general AP pathologist is hard but tractable. Recruiting a fellowship-trained Bone & Soft Tissue pathologist with five years of post-fellowship experience is a different challenge entirely — the candidate pool may be a few hundred people nationwide.
Understanding this depth isn't optional for the recruiter. It determines who to call, what to expect, and how long the search will realistically take. A hiring manager screening a generalist firm's shortlist usually finds that the firm doesn't know the difference between candidates who look similar on paper but are not interchangeable in practice.
A sample of real pathology partnerships.
Independent Pathology Group
Connexis placed PathGroup's first fellowship-trained sub-specialty pathologist. That pathologist is still with the organization more than 23 years later. It's the kind of outcome that defines what the right placement looks like — not just technically qualified, but a career-long fit for the practice and the culture.
Large Commercial Laboratory
A large commercial laboratory needed a fellowship-trained hematopathologist — one of the most challenging subspecialties to fill. Generalist firms had stalled. We leveraged our pathologist database and direct candidate relationships to identify and place a qualified candidate in a compressed timeline.
Private Pathology Practices
We regularly partner with private pathology groups on a contingency basis — reaching passive candidates through direct outreach rather than job boards. Multiple practice groups have hired from Connexis without paying a retainer upfront, with candidates identified and interviews scheduled within weeks of engaging.
Connexis recruits across the full diagnostics industry — these practices often intersect with pathology.
Diagnostics
Commercial, lab operations, and executive talent for reference laboratories and specialty testing organizations.
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Commercial and scientific talent for companies developing molecular diagnostic instruments and assays.
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CLIA labs, IVD manufacturers, molecular diagnostics, pathology, and point-of-care — our full diagnostics practice.
Explore →Common questions about pathology recruiting.
The timeline depends on the role, location, required experience and your interview and approval process. Share your target start date and coverage needs so we can discuss a search plan. A specific shortlist or offer date should be agreed for the individual search.
Start with the case mix, required credentials, call and coverage responsibilities, practice location, compensation structure and target start date. Identify who will evaluate candidates and approve the hire.
Yes. Describe the subspecialty experience you need and how much of the position involves that work. Include any general pathology or additional coverage responsibilities so the search reflects the actual role.
Yes. We recruit for faculty appointments at academic medical centers, including assistant, associate, and full professor roles, as well as department chair and division chief searches. Academic searches require recruiters who understand teaching loads, research expectations, and the tenure-track considerations candidates weigh alongside compensation.
Both. Routine pathology searches, including staff pathologist and fellowship-trained sub-specialty placements, often run on a contingency basis — you pay when we deliver a successful hire. Senior leadership searches, Medical Director placements, and Department Chair searches typically run retained. We'll tell you upfront which model makes sense and why.
Yes. Technical staff placements — histotechs, cytotechs, pathology assistants, and lab supervisors — are part of our pathology practice. The same candidate network that connects us to pathologists also surfaces the technical staff who work alongside them.
Tell us about the role, location, case mix, fellowship requirements and target start date. In an initial conversation, we'll discuss candidate fit, compensation, your hiring process and how a search would work. This form is for employers seeking permanent hires, not locum tenens coverage.