Building a career in healthcare systems engineering is exhilarating. Those entering the field get to combine working in a discipline increasingly dominated by cutting-edge technology with the noble endeavor of improving patient care. But let’s face it, passion alone doesn’t pay the bills. So, the question burning in every ambitious mind is: “What is a good healthcare systems engineering salary?”

It’s a question that is often as much on the minds of those hiring healthcare systems engineering personnel as it is for those looking for a job or considering their career path. Attracting and retaining top-tier healthcare systems engineers is crucial for any healthcare facility’s success.

But navigating the salary landscape can be tricky. How do you ensure you offer competitive compensation without going over what can sometimes be an already tight budget? These, and other related issues are what we are going to take a closer look at here.

Healthcare Systems Engineering Salary: the Basics

When they are considering any career, an increasing number of people, especially those who would be considered to be in the Gen Z demographic – those born between 1997 to 2012 and whose older members will often make up a growing portion of a facility’s candidate pool – will head to salary aggregation data sites like Indeed or Glassdoor.

Very broadly speaking, there you will find that according to Indeed, the average annual salary for healthcare systems engineers in the US in 2023 sits at $127,215, with a range spanning from $98,000 to $157,000. Glassdoor paints a similar picture, with an average of $113,459 and a range of $83,000 to $147,000.

Geography obviously plays a big role here too. Going back to these sites, while the national average sits comfortably at $127,215 (Indeed), major metropolitan centers like San Francisco and New York can see salaries soar to $150,000 or even $180,000 (

Meanwhile, smaller towns may offer starting salaries closer to $98,000 (Indeed), though experienced professionals can still command respectable figures in the high five-figures.

This geographical variance is obviously largely driven by the cost of living and the increased demand for skilled engineers in bustling hubs. However these nuances may not always be immediately apparent to potential candidates, who may go into a job search with a specific figure in mind, based on their basic Internet research that does not quite line up with the healthcare systems engineering salary a facility is realistically able to offer them.

Attracting and Retaining Top Talent in Healthcare Systems Engineering: Overcoming the Salary Hurdle

While offering a competitive healthcare systems engineering salary is crucial, it’s not the only factor influencing employee satisfaction and retention.

Here are some strategies to overcome salary limitations and build a thriving team:

1. Focus on Value Beyond Salary, sell the Mission of healthcare

While salary is important, it’s not the sole motivator for talented individuals. Emphasize the intrinsic value of working in healthcare systems engineering. Highlight the impact their work will have on patient care, the opportunity to be at the forefront of innovation, and the potential for career growth within a growing field. 

Those who leave healthcare facilities engineering will often come back to healthcare engineering, citing that they miss the mission that is found in the healing environment of a hospital.

2. Craft a Compelling Benefits Package

Offer a comprehensive benefits package that goes beyond the basics. Consider creative options like student loan repayment programs, flexible work arrangements, or generous childcare subsidies. These can be significant differentiators, particularly for younger engineers or those juggling family responsibilities.

3. Invest in Professional Development

Show your commitment to your employees’ growth by providing opportunities for professional development. This could include sponsoring conferences, offering training programs on new technologies, or even covering the cost of relevant certifications. Investing in improving their skills shows you value their long-term potential and helps them stay competitive in the job market.

4. Foster a Positive Work Environment

Create a work culture that values collaboration, open communication, and recognition. Encourage teamwork, provide opportunities for feedback and input, and celebrate successes together. A positive and supportive environment can be a powerful motivator, even when salaries are not at the top of the industry.

5. Leverage Non-Monetary Incentives

Think beyond traditional financial rewards. Consider offering flexible work schedules, remote work options, or sabbatical programs. These can be particularly attractive to experienced professionals seeking a better work-life balance.

For younger generations like Gen Z and millennials, non-monetary incentives like personalized career development plans, volunteer opportunities aligned with company values, and access to mental health resources can be equally appealing, demonstrating your commitment to their well-being and personal growth.

Don’t forget experienced professionals! Flexible work options, generous tuition reimbursement for relevant certifications, and opportunities for leadership development programs can be highly motivating for seasoned veterans seeking to further their careers and make a lasting impact.

6. Be Transparent and Communicate Clearly

Open communication is key. Be transparent about salary ranges for different positions and explain the rationale behind compensation decisions. This builds trust and demonstrates your commitment to fairness and equity.

7. Emphasize Career Growth

Don’t just focus on immediate roles. Outline clear career paths within your organization and showcase opportunities for advancement and leadership positions. This can be a powerful motivator for ambitious individuals who see a future with your company.

The Salary Bonus: Gen Z and Millennials Embrace More Than Just Paychecks

While a competitive salary remains a cornerstone of any talent acquisition strategy, a wave of good news is washing over employers: Gen Z and younger millennials are increasingly receptive to factors beyond the paycheck.

This generation, born between the mid-1990s and the mid-2010s, values purpose, flexibility, and growth above all else, and savvy healthcare facilities and employers can leverage this to their advantage.

Data backs up this shift in priorities. A 2023 Deloitte report found that Gen Z and millennials prioritize meaningful work, work-life balance, and career growth opportunities over salary alone.

This aligns with a 2022 LinkedIn study, which revealed that 72% of Gen Z and millennials would consider accepting a lower-paying job if it offered more flexibility. This presents an exciting opportunity for employers to focus on building a compelling employee experience that goes beyond the compensation package.

Delving Deeper: Secrets to Attracting and Retaining Top Talent From The Healthcare Facilities Network

While we’ve covered key strategies to overcome salary limitations and captivate potential new hires while retaining the top talent you do recruit, the journey doesn’t end here. For even deeper insights and practical tips, check out our exclusive video from our Healthcare Facilities Network

In this insightful discussion, Peter Martin and a panel of industry expert guests share valuable experiences and insightful real-world advice on:

  • Crafting a recruitment strategy that speaks to Gen Z and millennial values.
  • Building a compelling employee experience that transcends salaries.
  • Implementing impactful programs that foster continuous learning and growth.
  • Utilizing cutting-edge tools and technologies to attract and retain top talent.

But the learning doesn’t stop at watching! Let Gosselin / Martin Associates be your partner in building a thriving team in healthcare systems engineering. We offer comprehensive talent acquisition and retention solutions, customized to your specific needs and company culture.

Ready to attract and retain the best and brightest minds in the field at any level of healthcare systems engineering salary? Contact us today and discover how Gosselin / Martin Associates can help you build a healthcare systems engineering team that surpasses expectations.