Revenue Cycle Specialist salary: $23.50/hr$940/wk$48,880/yr median.
Pay range $21.00$840$43,680–$29.50/hr$1,180/wk$61,360/yr across the middle 50% of active Revenue Cycle Administrative Support postings nationwide.
84 unique employers · 82 cities · 36 states. Pay moved -5.3% over the last 30 days.
How Revenue Cycle Specialist pay is distributed.
10% of postings pay under $18.50/hr$740/wk$38,480/yr. The top 10% pay above $31.50/hr$1,260/wk$65,520/yr.
How Revenue Cycle Specialist pay has moved month over month.
Median pay moved from $30.00 in Nov 2025 to $22.50 in Apr 2026 (-25.0%). Bars show monthly posting volume; the line tracks the posting-weighted median.
| Month | Median /hr/wk/yr | P25–P75 | Postings |
|---|---|---|---|
| Nov 2025 | $30.00$1,200$62,400 | $22.00$880$45,760–$53.79$2,152$111,883 | 16 |
| Dec 2025 | $27.00$1,080$56,160 | $21.13$845$43,950–$29.50$1,180$61,360 | 26 |
| Jan 2026 | $23.00$920$47,840 | $20.50$820$42,640–$27.00$1,080$56,160 | 25 |
| Feb 2026 | $23.25$930$48,360 | $20.63$825$42,910–$28.63$1,145$59,550 | 22 |
| Mar 2026 | $23.75$950$49,400 | $22.00$880$45,760–$29.25$1,170$60,840 | 26 |
| Apr 2026 | $22.50$900$46,800 | $21.13$845$43,950–$27.38$1,095$56,950 | 46 |
Revenue Cycle Specialist pay across every state with live data.
Showing all 14 states with live data. Bars scale to the highest-paying state.
The metros writing the biggest Revenue Cycle Specialist paychecks.
| City | State | Median /hr/wk/yr | P25–P75 | Postings |
|---|---|---|---|---|
| los angeles | CA · CALIFORNIA | $29.50$1,180$61,360 | $27.50$1,100$57,200–$29.50$1,180$61,360 | 13 |
Where the top of the market is paying for Revenue Cycle Specialist.
| Employer | Median /hr/wk/yr | Range | Postings |
|---|---|---|---|
| Cedars-Sinai Medical Center | $29.50$1,180$61,360 | $27.50$1,100$57,200–$34.50$1,380$71,760 | 20 |
| kaiser permanente | $79.61$3,184$165,589 | $44.69$1,788$92,955–$84.35$3,374$175,448 | 7 |
| Oregon Health & Science University | $29.50$1,180$61,360 | $29.50$1,180$61,360–$31.00$1,240$64,480 | 8 |
| Southcoast Health System | $22.50$900$46,800 | $22.50$900$46,800–$22.50$900$46,800 | 10 |
| Unknown | $21.50$860$44,720 | $18.50$740$38,480–$29.50$1,180$61,360 | 12 |
Showing all 5 employers with live pay data.
How Revenue Cycle Specialist pay shifts by schedule and contract type.
Staff Position pays the most at $79.61/hr$3,184/wk$165,589/yr median — 254% above Parttime at $22.50/hr$900/wk$46,800/yr. Fulltime drives the volume with 109 active postings.
How to become a Revenue Cycle Specialist.
Healthcare administrative support keeps the business of medicine running: scheduling, registration, insurance verification, prior authorization, medical coding, billing, revenue cycle, and unit coordination. The category spans entry-level office roles to specialized billing and coding professionals, with educational requirements ranging from a high school diploma to specialty coding certifications.
Entry roles (registrar, scheduler, unit secretary, prior-auth specialist) require only a high school diploma plus 1-3 months of on-the-job training. Medical coding requires a coding-specific certificate and a credential (CPC, CCS, or CCA). Revenue cycle leadership and HIM positions require an associate's (RHIT) or bachelor's (RHIA) in HIM.
| Degree | Duration | Notes |
|---|---|---|
| Medical office certificateCert | 6-12 months | Covers medical terminology, EHR navigation, HIPAA, scheduling, and insurance basics. Sufficient for entry into front-desk, registration, and scheduling roles. |
| Medical Coding & Billing certificateCert | 9-15 months | Specialty training in ICD-10-CM, CPT, HCPCS, and modifiers. Prepares for CPC, CCS, or CCA certification exams. |
| Associate's in Health InformationAAS HIT | 2 years | Broader HIM training preparing for the RHIT credential. Required for HIM tech and clinical documentation roles. |
| Bachelor's in Health Information ManagementBS HIM | 4 years | Required for the RHIA credential. Leads to revenue cycle leadership, compliance, and HIM director tracks. |
Unlike clinical roles, administrative healthcare positions are not state-licensed. Hiring and credentialing happens at the employer or certifying-body level.
| Credential | Issued by | Pay impact |
|---|---|---|
| CPC Certified Professional Coder The dominant outpatient coding credential. Required by most physician-billing and ambulatory coding positions. CPC-A is the apprentice version (granted before 2 years of coding experience). | AAPC | +10-25% |
| CCS Certified Coding Specialist Inpatient-focused coding credential. Required by most hospital coding positions. | AHIMA | +10-25% |
| CCA Certified Coding Associate Entry-level coding credential. Common stepping stone to CCS or CPC. | AHIMA | +5-10% |
| RHIT / RHIA Registered Health Information Technician / Administrator Broad HIM credentials. RHIT requires an associate's degree; RHIA requires a bachelor's. Standard for HIM and revenue cycle leadership roles. | AHIMA | +10-20% |
| CRCS / CRCR Certified Revenue Cycle Specialist / Representative Revenue cycle credentials covering registration, billing, follow-up, and denials management. | AAHAM / HFMA | +5-10% |
- 0-2 yearsPatient registrar / Scheduler / Unit secretary
Entry-level office role. Front-desk reception, intake, scheduling, or unit coordination. Most common starting point in healthcare administrative work.
- 1-4 yearsInsurance verification / Prior auth specialist
Manages the financial-clearance side: eligibility, benefits, authorizations, and patient financial counseling. Common pathway to revenue cycle roles.
- 2-7 yearsMedical coder / Biller
Holds CPC, CCS, or CCA credential. Codes physician or hospital claims. Many roles are now fully remote.
- 5-10 yearsSenior coder / Coding auditor / Revenue cycle analyst
Specialty or auditor role. Reviews coder accuracy, supports CDI (clinical documentation improvement), or analyzes revenue cycle KPIs.
- 10+ yearsManager / Director of Revenue Cycle or HIM
Owns billing, coding, and HIM operations for a clinic, hospital, or system. Bachelor's plus RHIA or HFMA credentialing common at this level.
Schedule. Mostly business-hour roles. Hospital registration and bed control require some evening and weekend coverage. Remote coding offers significant schedule flexibility — often the most flexible career path inside healthcare administration.
Physical demands. Largely seated work. Standing for some front-desk and bed-board roles. Long stretches at screens make ergonomics and eye strain the main physical considerations.
Medical coders, revenue cycle staff, and HIM technicians are projected to grow well above the cross-occupation average. Drivers include healthcare expansion, value-based-care reporting demands, and ICD-10 specificity. Remote work is now the norm for coding and many billing roles.
What clinicians ask about Revenue Cycle Specialist pay.
What is the average Revenue Cycle Specialist salary in 2026?
The median Revenue Cycle Specialist salary is $23.50/hr (approximately $48,880/yr) based on 161 active job postings.
What is the pay range for Revenue Cycle Specialist?
Hourly pay ranges from $21.00 at the 25th percentile to $29.50 at the 75th percentile, with the top 10% earning above $31.50/hr.
Which state pays Revenue Cycle Specialist roles the most?
Alabama currently leads with a median of $20.70/hr across 0 postings.
How many employers are hiring Revenue Cycle Specialists?
Our dataset shows 84 unique employers posting Revenue Cycle Specialist roles across 36 states.
Where does TrueRounds get Revenue Cycle Specialist salary data?
All salary figures are computed from active US healthcare job postings with listed pay ranges, collected over a rolling 180-day window and weighted by posting volume.
Explore other Administrative Support tracks.
Revenue Cycle Specialist sits inside the Revenue Cycle track. Here are sibling tracks across Administrative Support — same category, different clinical focus and pay envelope.
Active US healthcare postings. Weighted by volume. Refreshed daily.
Pay benchmarks are computed from active job postings with listed pay ranges, collected on a rolling 180-day window. Each role's percentiles are weighted by posting volume so a metro with two postings doesn't outweigh a metro with two hundred. Outliers (postings priced more than 4× the role median) are dropped to avoid contract-line distortion.
Use the data, then push back.
Bring these numbers into your next contract conversation. Recruiters know what the market pays — now you do too.