Careers
CareersBuild the AI-native medical billing platform U.S. healthcare deserves.
Medonix is hiring across engineering, RCM operations, product, sales, and people. We are a fully U.S.-remote team building the agentic AI platform that a growing cohort of U.S. healthcare practices already uses to recover the revenue legacy billing vendors leave on the table. Open roles below.
Why Medonix
Build for healthcare with people who actually do the work.
Most healthcare-tech companies hire engineers who have never seen a CMS-1500 form and operations teams who have never written production code. Medonix hires both, then puts them on the same product team. The engineers learn what a CO-16 denial costs the practice. The coders learn what an AI agent can and cannot do. The work that comes out of those teams is materially better than what either side could ship alone.
We are a U.S.-only company building agentic AI for U.S. healthcare revenue cycle. Founded in 2019, we serve a growing cohort of active U.S. client practices today and are growing the team across engineering, RCM operations, product, GTM, and people. The roles below are fully U.S.-remote, with twice-yearly in-person offsites and the infrastructure to make distributed work feel like high-bandwidth work.
If you want to ship product that affects how U.S. providers actually get paid, this is a good place to do it.
How we work
Six things that show up in every team.
Operating principles, not posters. They influence who we hire, how we run meetings, and how we make decisions when something does not fit the playbook.
- Principle 01
Specialists, not generalists
Engineers go deep on one part of the platform. Coders work the specialties they are credentialed in. Account leads own one book of business. We hire for craft and we keep people on the work they are best at.
- Principle 02
Outcomes get measured
Every team ships against a metric. Engineering measures system reliability and feature impact. Operations measures clean-claim rate and A/R days. GTM measures pipeline and net revenue. The metrics are visible to everyone, every week.
- Principle 03
Human-in-the-loop on AI
AI handles the repetitive volume work. Humans handle the judgment calls and the customer relationships. We do not automate jobs out of the company; we automate the boring parts so the humans can do the work AI cannot.
- Principle 04
U.S. healthcare exclusively
We serve U.S. providers only. The team understands U.S. payer behavior, state Medicaid variation, and the regulatory load that comes with HIPAA, SOC 2, and HITRUST. We do not chase markets we do not understand.
- Principle 05
Direct, not political
Disagreements happen in the open. Decisions are written down. People give and receive feedback without performing it. The career path is honest about what is missing, not just what is going well.
- Principle 06
Remote, with high context
The team is fully U.S.-remote. We invest in async writing, recorded walkthroughs, and shared decision logs so context does not depend on being in the same Slack channel at the same time.
Open roles
13 roles open today, across five teams.
All roles are U.S.-remote unless noted. Most teams interview on a rolling basis with offers extended within two to three weeks of first contact.
Engineering
Platform, ML / AI, infrastructure, and security engineers building the agentic systems that run healthcare RCM.
RCM Operations
AAPC- and AHIMA-credentialed coders, A/R analysts, denial specialists, and account leads running the work.
Product & Design
Product managers and designers shaping the AI agents, dashboards, and workflows our customers live in.
Go-to-Market
Account executives, customer success, and marketing operators bringing Medonix to U.S. healthcare buyers.
People & Operations
People, finance, legal, and compliance teams keeping the company healthy as it scales.
The hiring process
Five stages. Two to three weeks, end to end.
We respect your time. The process is the same for every role and every candidate, with the practical exercise tuned to the role specifics.
- Step 01 · 1 week
Application & screen
Apply through the role link. A talent partner reviews your application within five business days and reaches out for a 30-minute screen if there is a match.
- Step 02 · 45 minutes
Hiring manager conversation
A 45-minute conversation with the hiring manager about your background, the role specifics, and what success looks like in the first 90 days.
- Step 03 · 60 to 90 minutes
Practical interview
A practical, role-specific exercise (a coding exercise for engineers, a coding-accuracy review for medical coders, a written customer scenario for GTM, a portfolio walkthrough for product). Paid for non-employees if it runs over an hour.
- Step 04 · 2 to 3 hours total
Team interviews
Conversations with three to four future teammates and cross-functional partners. We send the interview list ahead of time with each interviewer's name and what they will focus on.
- Step 05 · 1 week
Offer & references
Offer extended within five business days of the final interview. We do reference checks after the offer, with your permission, not before.
Equal opportunity, by policy and in practice.
Medonix is an equal opportunity employer. We hire without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification. Every candidate moves through the same five-stage process.
Frequently asked
Working at Medonix, answered.
The questions candidates ask before applying. If yours is not here, email hello@medonix.io.
Talk to RCM
Ready to recover every dollar your practice earns?
See your projected revenue lift in 60 seconds, or talk to a senior RCM strategist now. No commitment. Same-day slots available.
- 30-day parallel-run guarantee
- Targets written into the contract
- HIPAA · SOC 2 Type II · HITRUST