One of the easiest ways to get lost in this market is to chase job titles. They vary wildly across companies — what one startup calls a “digital operations manager,” a health system might call a “telehealth coordinator.” What matters more is the problem the role is built to solve. That’s where the patterns are clear.
Below are the digital health job categories that are hiring consistently in 2025 — with an emphasis on how each role delivers value and what makes someone successful in it.
1. Telehealth clinicians and virtual care providers
Who’s hiring: Telemedicine platforms, mental health startups, health systems running hospital-at-home programs
Examples: Wheel Health, Teladoc Health, OpenLoop
What they do: Provide care via video or phone — especially in behavioral health, primary care, and chronic disease management
Why it matters: In 2024, telehealth use surged to 54% and is now a normalized part of care delivery, especially in rural or underserved areas.
What stands out: Licensure across states, comfort with virtual platforms, and experience in high-demand specialties (mental health, cardiology, diabetes management)
Typical salary:
- Telemedicine physicians: $130–$250/hour
- Telehealth therapists: $35,500–$112,000/year
- Nurse practitioners in telehealth: $41,500–$200,000/year
2. Telehealth program managers and digital operations leads
Who’s hiring: Hospitals, integrated delivery networks (IDNs), payers expanding virtual offerings
What they do: Build and scale the systems behind virtual care — scheduling, staffing, training, tech integration, compliance
Why it matters: Virtual care only works when it’s operationalized. These roles are often the linchpin between clinical teams and IT
What stands out: Project management skills, understanding of clinical workflows, ability to work cross-functionally
Typical salary:
- Telehealth program managers: $81,000–$142,000/year
3. Health IT and EHR system specialists
Who’s hiring: Hospitals, public health orgs, global health agencies
What they do: Implement, maintain, and optimize electronic health record systems and related health IT tools
Why it matters: As organizations modernize their infrastructure, these roles are critical to daily operations and data reliability
What stands out: Familiarity with Epic/Cerner, knowledge of FHIR/HL7 standards, and ability to support clinicians during system changes
Typical salary:
- EHR specialists: $67,000–$124,000/year
4. Health data analysts and informatics leads
Who’s hiring: Providers, payers, digital health companies, public health programs
What they do: Turn raw health data into actionable insight — for population health, operational performance, or clinical improvement
Why it matters: Organizations are flooded with data but short on people who can make it usable
What stands out: Experience with healthcare datasets, clinical context awareness, and the ability to translate findings into recommendations
Typical salary:
- Healthcare data analysts: $42,961–$137,279/year (average ~$77,000)
- Health informatics analysts: $42,500–$125,000/year
5. Digital product managers and UX leads
Who’s hiring: Health tech startups, hospitals building patient apps or portals, payers developing digital tools
What they do: Lead cross-functional teams to design, build, and ship digital tools that work in real healthcare settings
Why it matters: A tool that doesn’t align with care delivery — or that clinicians don’t use — is a wasted build
What stands out: PMs who speak both engineering and clinical, experience translating messy user input into product requirements, and comfort working under regulation
Typical salary:
- Digital product managers: $121,000–$210,000/year
- Healthcare product managers: $73,000–$134,000/year
6. AI and digital therapeutics (DTx) builders
Who’s hiring: AI-first health startups, DTx companies, large systems investing in clinical AI
What they do: Build or validate AI tools for diagnostics, triage, or treatment — or software-based therapeutics for specific conditions
Why it matters: About 94% of U.S. healthcare companies used AI or machine learning in 2023; DTx is gaining traction in chronic and mental health
What stands out: Machine learning skills plus healthcare fluency; for DTx, the ability to work across product, clinical, and regulatory teams
Typical salary:
- AI/machine learning engineers: $173,000–$196,000/year
7. Cybersecurity and health data privacy specialists
Who’s hiring: Everyone. Hospitals, startups, payers, and public agencies
What they do: Protect health data, defend against breaches, ensure regulatory compliance
Why it matters: As more care moves online, the attack surface grows — and breaches are expensive
What stands out: Hands-on security engineering, knowledge of HIPAA and healthcare risk models, and comfort in high-stakes environments
The titles may differ, but these are the roles getting funded and filled. If you’re hiring, clarify the business problem the role solves. If you’re applying, match your experience to that problem — not just to the job title.
Typical salary:
- Cybersecurity in healthcare: $57,000–$186,000/year
- Data privacy specialists: $28,000–$88,000/year
The Skills That Matter Most in Digital Health Jobs
A lot of digital health hiring challenges boil down to this: the strongest candidates can work across domains. They don’t just code, they understand care delivery. They don’t just manage projects, they know the stakes of getting a digital tool wrong in a clinical setting. In 2025 and beyond, the most in-demand skills are hybrid — a mix of technical know-how, healthcare fluency, and cross-functional collaboration.
Technical skills: The hard tools behind the work
If a role touches infrastructure, data, or product development, employers are looking for concrete hands-on experience. According to multiple industry reports:
- Data fluency is foundational — SQL, data visualization, and interpretation
- Programming (especially Python and R) is sought after in data science and AI roles
- Health IT platforms like EHR systems (Epic, Cerner) and interoperability standards (FHIR, HL7) are essential in system integration and informatics roles
- Cloud infrastructure skills (AWS, Azure, GCP) are increasingly valued as more orgs migrate data environments
- Cybersecurity literacy — even for non-technical staff — is now seen as a core competency, especially in remote-first environments
Many employers now view general digital skills as baseline requirements — not nice-to-haves — for clinicians, analysts, and coordinators alike.
Clinical knowledge: The context that makes the work usable
Even non-clinical roles benefit from healthcare literacy. Knowing how care is delivered, how decisions get made, and how regulations constrain design makes a difference.
- Understanding clinical workflows helps analysts and engineers design for real use
- Familiarity with HIPAA, CMS rules, or FDA guidelines can set candidates apart in regulated roles
- For former clinicians adapting to digital health, this is a strength — especially in product, informatics, and customer-facing roles
Employers consistently report a preference for candidates who can connect data or tools back to real-world care.
Soft skills: The biggest differentiator in digital health jobs
Healthcare is collaborative by nature — and digital health even more so. Roles often sit at the intersection of engineering, operations, and clinical teams.
Skills that stand out:
- Communication — especially the ability to translate between clinical and technical audiences
- Adaptability — because the tech stack, the regulation, and the priorities will change
- Problem-solving under ambiguity — many teams are still building structure as they scale
- Empathy and ethics — especially for roles touching patient experience or AI in clinical settings
These are harder to teach — and they often make the difference between a hire who can execute and one who gets stuck in translation.
6 digital health job certifications that validate skill
While experience often matters more than certificates, hiring managers are using these as signals of readiness:
- CPHIMS / CAHIMS – Health IT systems and leadership (HIMSS)
- CHDA – Health data analytics (AHIMA)
- CISSP – Healthcare-specific cybersecurity and privacy
- PMP / Scrum Master – For project managers in regulated or tech-heavy orgs
- Clinical informatics subspecialty – For MDs or nurses moving into digital roles
- Telehealth certifications – Validating virtual care competencies, especially for clinicians
Certifications won’t replace experience — but they can open doors or accelerate consideration, especially in large orgs with formal HR filters.
The standout candidates in 2025 aren’t necessarily unicorns, but translators — that connect tech with care, structure with people, data with decisions. If you’re hiring, screen for that fluency. If you’re applying, highlight the work that shows you’ve crossed those boundaries.
Final Thoughts on Digital Health Jobs
Digital health hiring is still harder than it should be. Not because there’s a talent shortage — but because we keep trying to solve new problems with old habits.
If you’re hiring, start with the real problem the role needs to solve. Be specific. Skip the buzzwords. Don’t default to what’s familiar — that’s how great candidates get missed.
And if you’re building or commercializing a solution in this space — and hiring’s part of the bottleneck — I help teams clarify where the value is, what needs to get built, and who they actually need to deliver it.
