Certified Nurse Midwife (CNM) Hiring Guide

Step 1. Create an effective job description 

A strong CNM job description is your first step to attracting qualified talent. Be sure to include: 

• Job Title: Use the standard title “Certified Nurse Midwife (CNM).” 

• Job Summary: Offer a snapshot of the role’s purpose — including whether it involves inpatient or outpatient care, the patient population served, and the importance of the CNM in your organization. 

• Duties and Responsibilities: Highlight tasks such as prenatal exams, labor support, postpartum care, contraceptive counseling, and collaboration with OB-GYN teams. 

• Qualifications: Note required education (MSN or DNP), national CNM certification, licensure, and relevant clinical experience. 

• Work Environment: Include whether the CNM will work in a hospital, birthing center, clinic, or community setting. Describe the interdisciplinary team (medical assistants, providers, office staff, etc.).  

• Compensation and Benefits: Detail salary range, shift differentials, on-call expectations, and any continuing education or certification support. 

Step 2. Advertise your job post 

Attracting top-tier CNMs requires thoughtful promotion across both organic and paid channels. 

Organic social media promotion 

• Visuals matter: Use images that resonate with women’s health professionals — such as compassionate birth care or team collaboration. 

• Use smart hashtags: Try #MidwiferyJobs, #NurseMidwife, #CNMCareers, #AdvancedPracticeNurses. 

• Cross-platform reach: Share on LinkedIn, Instagram, Facebook, and Twitter. 

• Leverage employee networks: Ask team members to amplify your post. Offer a referral bonus to those who refer previous colleagues or friends 

• Promote your culture: Highlight family-centered care, holistic philosophies, or unique CNM benefits. 

Paid advertising networks 

Platforms like Nurse.com offer direct access to active CNM job seekers. 

• Targeted ads: Use audience segmentation to reach experienced CNMs or early-career graduates based on your need. 

• Flexible pricing: Choose options that fit your hiring timeline and budget. 

• Real-time performance data: Monitor and adjust campaigns for better results. 

For more information, visit Nurse.com’s advertising solutions page. 

Professional collaboration 

Reach out to professional development departments at local universities with master’s programs for nurses. Career coordinators provide access to career fairs and on-campus recruiting events, which connect students with potential employers. 

Step 3. Screen and interview candidates 

Once applications start rolling in, it’s time to refine your list and dive deeper. 

• Resume review: Prioritize certifications, labor and delivery experience, and evidence of collaboration or patient advocacy. 

• Phone screening: Gauge availability, clinical comfort levels, and communication style. 

• In-person or virtual interviews: Use structured interview questions to explore their patient care philosophy, experience in collaborative practice models, and ability to handle complex deliveries or emergencies. Have candidates meet with nurse midwives within the practice to gauge feedback and relative fit.  

Step 4. Make the job offer 

When you’ve found the right CNM, move quickly to extend a formal offer that includes: 

• Job title and employment status (e.g., full-time, part-time, per diem) 

• Compensation and benefits 

• Call or shift expectations 

• Start date and orientation plan 

• Credentialing requirements and timeline 

• Pre-approved requested time off 

Be prepared for negotiation — CNMs often bring high-demand skillsets and value clarity on scheduling and practice autonomy. 

Step 5. Onboarding and training 

Effective onboarding builds confidence and helps retain your new hire. 

• Orientation: Introduce your CNM to team members, review protocols, and provide a tour of facilities and birthing suites. 

• Clinical training: Provide access to any required EMR systems, emergency procedures, and collaborative workflows with OBs and neonatologists. 

• Mentorship: Pair them with a seasoned CNM or senior nurse to help navigate organizational culture and patient preferences. 

Offering support for professional memberships (e.g., American College of Nurse Midwives) can enhance engagement and continuing education. 

Step 6. Ensure ongoing success 

Compliance 

Ensure your CNMs meet all state and federal requirements, including prescriptive authority and mandatory continuing education. 

Platforms like Relias can help you manage: 

• Credential tracking 

• Ongoing CE compliance 

• Policy updates 

Skills assessment 

During the first 90 days, assess competencies like: 

• Prenatal diagnostics 

• Fetal heart monitoring interpretation 

• Emergency response (e.g., shoulder dystocia, hemorrhage) 

• Communication during labor and delivery 

• Chart audits to assess for accuracy and completeness 

Upskilling 

Support your CNM team’s continued development by: 

• Encouraging additional certifications (e.g., lactation consultant, neonatal resuscitation) 

• Offering CE opportunities via Nurse.com 
• Using Relias clinical development tools for specialized training