Healthcare Jobs in Indianapolis, IN

Observed government pay data puts the 2025 local occupation-family median at $83,070/year, the 25th percentile at $64,800, the 75th percentile at $107,640, and the mean at $113,090/year; the BLS metro release also reported a mean hourly wage of $54.37 for healthcare practitioners and technical occupations in Indianapolis-Carmel-Greenwood. More recent posting-based pay signals center on about $80k to $105k annually or about $40 to $50 / hour, but those figures reflect advertised ranges rather than full-market wage medians.

Full September 2026 market report

Advertised pay

Across the 195 openings that disclose pay, the advertised range midpoint runs $75,920 at the 25th percentile, $91,520 at the median and $131,250 at the 75th. These are advertised ranges, not earned pay.

Active openings as of November 10, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 250+ openings.

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What our analysts see this month

Favorable market | next 3-6 months

Indianapolis looks like a favorable but selective market for healthcare practitioners right now. The metro unemployment rate was 3.3% in August 2026, and local education and health services employment rose 0.9969% year over year even as total metro nonfarm employment fell -1.0547%. Healthcare practitioners and technical occupations made up 7.2% of Indianapolis-Carmel-Greenwood employment in May 2025 versus 6.3% nationally, so healthcare carries more weight here than it does in the country overall. The catch is that, as a statewide proxy, Revelio Public Labor Statistics shows Indiana healthcare-practitioner employment up 1.4% year over year while active postings were down 11.8% in September 2026, suggesting real demand but tighter screening than a year ago.

Best positioned: Licensed clinicians who can show recent patient-facing volume, strong patient assessment and clinical documentation, and current BLS Provider or CPR credentials have the best odds right now.

Main caution: Do not confuse shortage headlines with easy hiring; employers still appear to reward immediate readiness, on-site flexibility, and clean licensure more than general interest.

From the September 2026 market report

Who is hiring here

Counted across all 578 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. IU Health: 88 open roles
2. Community Health Network, Inc.: 57 open roles
3. Ascension: 38 open roles
4. Ascension: 37 open roles
5. Franciscan Alliance: 20 open roles
6. Saint Francis Health System: 15 open roles
7. Hendricks Regional Health: 13 open roles
8. Riverview Health: 11 open roles
9. Optum: 10 open roles
10. Veterans Affairs: 8 open roles

Where the openings are

• Indianapolis: 356
• Carmel: 58
• Avon: 21
• Fishers: 20
• Greenwood: 17
• Tulsa: 14
• Danville: 12
• Noblesville: 10

Work arrangement

on-site 535 (94%), remote 20 (4%), hybrid 14 (2%)

Where the demand is

Real opportunity is concentrated in hospital-centered employers. In the local posting sample, about 50% of practitioner openings sit in "hospitals and health care" and about 35% in "healthcare," with another about 10% in hospitals & health clinics. The most consistently active named employers were IU Health with more than 125 sampled postings, Ascension with more than 100, and Community Health Network, Inc. with more than 75 over the last 90 days. Even so, the employer base is fragmented rather than dominated by one system. The work itself is mostly in-person and mostly hands-on. About 90% of sampled openings were on-site, with about 5% hybrid and about 5% remote. The mix also leans toward day-to-day care delivery rather than leadership: about 40% entry, about 55% mid, about 5% senior, and less than 5% lead+. That favors candidates who can step directly into patient-facing workflows, documentation, and care coordination rather than those looking primarily for remote utilization or leadership roles.

• Hospital systems (high): This is the clearest center of gravity. Hospital-oriented settings account for most local demand, and the leading named employers are IU Health, Ascension, and Community Health Network, Inc.
• Clinic and ambulatory care networks (moderate): There is meaningful demand outside the biggest hospital brands, especially in broader healthcare and hospital-clinic settings, but the roles still tend to reward direct patient-care readiness and documentation strength.
• Remote or hybrid clinical work (limited): These roles exist, but only about 5% of the sampled openings were hybrid and about 5% remote.

Where to focus: Target hospital-system and clinic roles where you can prove immediate patient-facing readiness, then widen only after you have exhausted the biggest local systems.

Roles worth searching next

• Medical assistant: It keeps you in ambulatory care workflows and helps build employer trust if you are still closing a licensing or recent-experience gap.
• Patient care technician or CNA: It is a realistic entry point into hospital systems if your long-term goal is nursing or another bedside practitioner role.
• Clinical research coordinator: It fits candidates who have patient interaction, documentation discipline, and interest in protocol-driven work.
• Clinical documentation specialist or medical coder: It rewards documentation strength and clinical vocabulary even when direct-care openings are not landing.
• Care coordinator or utilization review specialist: It is a good fit for clinicians whose strengths are triage, patient education, and cross-team coordination.

What postings ask for

• Registered nurse (RN) license (table_stakes | immediate): It is one of the most frequently named local credentials and remains a gatekeeper for a large share of bedside and ambulatory roles. Who: New grads, relocators, and anyone moving back into direct care.
• BLS Provider (table_stakes | immediate): It appears among the most commonly required local certifications, especially where employers want immediate clinical readiness. Who: Anyone applying into acute, urgent, perioperative, or procedure-heavy settings.
• CPR certification (table_stakes | immediate): It is another commonly named credential in local postings and helps remove an easy screening barrier. Who: Entry-level candidates, switchers with prior clinical training, and anyone whose certification has lapsed.
• Patient assessment (differentiator | immediate): It is the most-requested hard skill in the local sample, appearing in about 25% of postings. Who: Almost everyone in this category, especially candidates whose recent experience is broad rather than specialty-branded.
• Clinical documentation (differentiator | immediate): It appears in about 20% of local postings and signals that employers want candidates who can chart accurately from day one. Who: Candidates returning to practice, changing settings, or trying to convince employers they can ramp quickly.
• Patient education (differentiator | near-term): It shows up among the more common requested hard skills in local postings, which fits employers looking for practitioners who can improve adherence and patient experience. Who: Primary care, ambulatory, rehab, chronic-disease, and discharge-heavy candidates.

Questions about this market

What do Healthcare Practitioners roles pay in Indianapolis-Carmel-Greenwood, IN?

Observed government pay data puts the 2025 local occupation-family median at $83,070/year, the 25th percentile at $64,800, the 75th percentile at $107,640, and the mean at $113,090/year; the BLS metro release also reported a mean hourly wage of $54.37 for healthcare practitioners and technical occupations in Indianapolis-Carmel-Greenwood. More recent posting-based pay signals center on about $80k to $105k annually or about $40 to $50 / hour, but those figures reflect advertised ranges rather than full-market wage medians. This is a solid-pay market relative to the broader Indiana opening mix. Revelio Public Labor Statistics estimates mean offered salary on new Indiana healthcare-practitioner openings at about $108,799 versus about $60,859 across all Indiana openings.

Where is demand for Healthcare Practitioners roles in Indianapolis-Carmel-Greenwood, IN concentrated?

Real opportunity is concentrated in hospital-centered employers. In the local posting sample, about 50% of practitioner openings sit in "hospitals and health care" and about 35% in "healthcare," with another about 10% in hospitals & health clinics. The most consistently active named employers were IU Health with more than 125 sampled postings, Ascension with more than 100, and Community Health Network, Inc. with more than 75 over the last 90 days. Even so, the employer base is fragmented rather than dominated by one system. The work itself is mostly in-person and mostly hands-on. About 90% of sampled openings were on-site, with about 5% hybrid and about 5% remote. The mix also leans toward day-to-day care delivery rather than leadership: about 40% entry, about 55% mid, about 5% senior, and less than 5% lead+. That favors candidates who can step directly into patient-facing workflows, documentation, and care coordination rather than those looking primarily for remote utilization or leadership roles.

Which employers are hiring the most Healthcare Practitioners talent in Indianapolis-Carmel-Greenwood, IN?

Recent postings show the most activity from IU Health (125 postings), Ascension (100 postings), Community Health Network, Inc. (75 postings). See the full market report for the complete employer landscape.

Can Healthcare Practitioners roles in Indianapolis-Carmel-Greenwood, IN be done remotely?

Of recent postings, 5% are remote and 5% hybrid, with 90% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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