Scaling RCM Teams in Today’s Job Market: Why Talent Strategy Matters More Than Ever
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The revenue cycle management (RCM) industry is experiencing explosive growth, and with that comes equally explosive demand for qualified talent. As leaders look to scale RCM teams, it’s not just about headcount; it’s about keeping pace with a labor market that’s changing fast.
RCM is Growing Fast
In 2024, the U.S. RCM market reached an estimated $172 billion. It’s projected to grow by over 10% annually, hitting more than $300 billion by 2030. Globally, the market is on track to nearly triple in size by 2033. That kind of expansion brings opportunity, but it also creates pressure.
The rise of AI in RCM is only accelerating this trend. AI-driven solutions are expected to grow at over 20% annually in healthcare revenue cycle workflows. Organizations are adopting automation, machine learning, and advanced analytics at a rapid pace, and they need people who understand how to implement, manage, and optimize those tools.
Sources: Grand View Research, Straits Research, Towards Healthcare
What This Means for the RCM Job Market
RCM teams aren’t just growing, they’re evolving.
We’re seeing increased demand for roles that didn’t exist five years ago: denial prevention analysts, automation integrators, and revenue integrity specialists. The traditional back-office roles still matter, but they’re now just one part of a much larger strategy.
At the same time, experienced talent is getting harder to find. The most competitive organizations are building internal training pipelines, cross-training team members, and offering clear career paths to retain and develop their people. They’re not just hiring for today’s needs, they’re building tomorrow’s infrastructure.
Strategic Hiring: What Scaling Really Looks Like
If your organization is looking to grow its RCM capabilities, here are a few things to consider:
Hire for adaptability. Technical skills matter, but so does the ability to work across systems, think critically, and adapt as payer rules and technology shift.
Invest in onboarding and development. In a hot job market, great talent wants to know they have a future with your organization. Clear advancement paths go a long way.
Don’t ignore process roles. The best-performing RCM teams don’t just process claims, they design workflows, catch trends early, and keep problems from snowballing.
Think beyond traditional talent pools. Consider candidates with adjacent experience in payer systems, healthcare IT, or financial services. Many of the core competencies transfer well.
Final Thoughts
The RCM industry is scaling, and so must our approach to building teams. This isn’t about hiring more people to do the same work. It’s about reimagining the talent you need to succeed in a more complex, tech-driven environment.
If you’re not thinking strategically about how you recruit, train, and retain RCM professionals, you’re already behind. The future of your revenue cycle depends on the team you build today.
