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How work gets done is changing rapidly, as are the skills required to drive business success. Companies across industries are launching new initiatives, adopting AI and adjusting to shifting demands, and seeking skilled talent to support growth and modernization. But many organizations remain cautious about adding headcount too quickly. As a result, staffing conversations in early 2026 are increasingly focused on which roles are most essential and how to hire effectively.
In the non-clinical healthcare field, the connection between staffing and performance is direct. Understaffing of patient access teams can lead to scheduling delays and communication breakdowns, while gaps in revenue cycle support can slow billing, complicate reimbursement and constrain cash flow. As healthcare organizations expand their use of AI and automation, they need non-clinical professionals who can balance technical proficiency with judgment and problem solving—helping to ensure that systems, processes and patient interactions stay aligned, even as change accelerates.
Research for Robert Half’s latest Demand for Skilled Talent report shows many non-clinical healthcare leaders are responding to these and other challenges with a mix of approaches—including upskilling existing teams and engaging highly skilled contract talent. These strategies help organizations protect the patient experience, stabilize operations, and build the capabilities needed to keep pace with evolving technology and rising expectations for performance.
2026 Non-clinical healthcare job market: In-demand roles and hiring trends
What does the non-clinical healthcare hiring market look like?
In early 2026, the labor market remains tight for non-clinical healthcare talent. However, at the same time, Robert Half’s research found that nearly two-thirds (64%) of leaders in the field plan to increase permanent headcount within their departments in the first half of 2026, and more than half (54%) look to hire more contract and temporary talent.
These staffing plans are fueled, in part, by a sense of optimism: 85% of non-clinical healthcare leaders report feeling confident about their organization’s business outlook for 2026. Many organizations in the healthcare sector are prioritizing hiring for roles that directly influence the patient experience and operational continuity, including those that support scheduling, billing and reimbursement.
A positive business outlook and the drive to expand teams don’t make it easier to hire in-demand talent, however. Sixty percent of hiring managers for non-clinical healthcare organizations say finding skilled professionals is much more challenging than it was a year ago.
What job posting trends show
Based on Robert Half’s analysis of job posting activity in the U.S., the demand for non-clinical healthcare talent was trending up in 2025. Employers posted 180,800 non-clinical healthcare jobs last year, an 8% increase from 2024. It’s also worth noting that the healthcare sector was a significant contributor to job growth throughout 2025.
Two areas stood out as particular bright spots for non-clinical healthcare hiring last year. Financial roles in the healthcare sector generated 37,500 job postings in 2025, a 47% increase from 2024. Much of that demand was concentrated in medical billing and collections, which accounted for 31,700 job postings in 2025. That trend underscores how important reimbursement performance is to healthcare operations.
Administrative healthcare roles also posted strong gains. Employers listed 59,700 administrative healthcare jobs in 2025, up 15% from 2024. Patient access specialist roles showed sustained demand, with 15,700 postings throughout the year. Intake specialist hiring also accelerated sharply in Q2 and Q3, resulting in 80% more job postings than in 2024. This is a sign that many organizations are bolstering front-end processes that improve scheduling, registration and the overall patient experience.
What unemployment rates suggest about the competition for skilled talent
Unemployment data reinforces how tight the labor market is for many non-clinical healthcare roles. Based on data from the U.S. Bureau of Labor Statistics (BLS), annual unemployment rates for several positions were well below the national average of 4.4% reported at year-end. Those roles include:
Medical secretaries and administrative assistants: 3.7%
Claims adjusted and examiners: 2.4%
Medical and health services managers: 1.7%
Medical records specialists: 1.0%
These figures point to continued competition for experienced non-clinical professionals, particularly for roles tied to medical records management, operations and administrative support.
What non-clinical healthcare roles are still in demand?
Healthcare leaders continue to prioritize roles that influence the patient experience and financial stability. Positions tied to patient access, admissions and revenue cycle operations remain in demand this year because they help reduce friction, improve coordination and support predictable reimbursement. Examples of these roles include::
Intake/admissions specialist: These professionals help providers manage rising patient volumes and streamline entry processes. They gather accurate information, verify eligibility and coordinate next steps, helping reduce administrative bottlenecks and support timely care.
Medical biller/collections specialist: There is a sustained need for these specialists as insurance requirements grow more complex and organizations seek faster reimbursement. Their expertise helps reduce denials, improve cash flow and support financial stability.
Patient access specialist: These professionals support scheduling, registration, insurance verification and patient service. They are priority hires for organizations focused on delivering smoother patient experiences from the first point of contact.
What non-clinical healthcare role is seeing increased demand in 2026—and why?
Shifts in patient volume, scheduling complexity and front-office expectations are amplifying the need for this non-clinical healthcare role:
Medical front desk coordinator: These professionals manage scheduling, check-in, documentation and communication across teams. Their work supports a more consistent patient experience by reducing friction and improving the accuracy of patient information and appointment records.
Learn more about non-clinical healthcare jobs in demand
View the report
Explore our Demand for Skilled Talent report to see what specializations employers need most this year in the non-clinical healthcare field and other top professions.
What non-clinical healthcare skills are in demand?
In 2026, non-clinical healthcare leaders are taking a more capability-driven approach toward hiring. They’re focused on skills that allow teams to operate effectively across systems, support increasingly complex workflows, and address eligibility, scheduling and documentation issues. Demand is also rising for non-clinical professionals who can apply soft skills such as critical thinking and problem solving to their work when using AI tools.
Here are some highlights from Robert Half’s Demand for Skilled Talent report and job posting analysis.
Technical capabilities employers value most in non-clinical healthcare
Epic
Patient access
Records management
Revenue cycle management
Sage
Scheduling
How to compete for non-clinical healthcare talent in 2026
Find out more
Competing for non-clinical healthcare talent in 2026 starts with a clear and straightforward hiring process. Candidates want specifics—what the schedule looks like, which systems they’ll use, how the team is structured and how performance is measured. Employers that communicate those details early, keep interviews focused and move decisively will be more likely to secure in-demand professionals before they accept other offers.
Work flexibility, offered as part of a compelling total compensation package, can also help employers compete effectively for top talent in the field. Robert Half’s research shows only 12% of non-clinical healthcare roles are advertised as hybrid. While it’s true many positions must be performed on-site, employers can still differentiate in other ways—for example, they can offer predictable scheduling, shift stability, workload balance and paid time off. For many candidates, these forms of flexibility can help offset the lack of hybrid or remote work options.
Engaging specialized recruiters can also provide an edge. Higher application volume, uneven quality of candidates’ skills and experience, and the rise of AI-generated resumes are making it harder for leaders to assess potential hires quickly and confidently. As a result, many employers are seeking additional support. Sixty-three percent of non-clinical healthcare leaders say the AI factor alone has made them more likely to turn to a staffing or consulting firm to help validate skills and accelerate hiring decisions.
That support is delivering results. A majority (88%) of non-clinical healthcare leaders surveyed for our Demand for Skilled Talent report say staffing firms have been effective at helping them address AI-related hiring challenges. For hiring managers facing tight timelines and persistent talent shortages, specialized recruiters can also help surface qualified candidates faster and provide access to flexible talent options, including permanent, contract and interim professionals.
Robert Half can help you secure the skilled non-clinical healthcare talent your organization needs to succeed in 2026.
About the Demand for Skilled Talent report
The Demand for Skilled Talent report by Robert Half is an authoritative source providing essential insights into employment trends. This report has offered a deep dive into the U.S. hiring landscape for over a decade, spotlighting challenges and strategies to attract and retain talent. It explores what employees seek in their careers, identifies common recruitment errors and suggests solutions. The report spans finance and accounting, technology, marketing and creative, legal, administrative and customer support, and human resources, proving crucial for business leaders and managers.
Methodology
The surveys cited were developed by Robert Half and conducted by an independent research firm. Results may not total 100% due to rounding or allowing for multiple responses. Respondents included executives, hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000+ employees) businesses in private, publicly listed and public sector organizations across the U.S.
Over 1.5 million new positions from more than 9,000 independent job boards and company websites are represented in this report, including thousands of placements from Robert Half. Positions are categorized into more than 430 job titles within Robert Half’s Salary Guide using a proprietary mapping methodology that employs state-of-the-art large language models. This dataset includes roles across the finance and accounting, technology, marketing and creative, legal, administrative and customer support, non-clinical healthcare, and human resources professions.
