What your revenue cycle team actually costs — and why payroll figures miss it
Finance leaders track base salary closely. But base salary is barely half of what a revenue cycle team actually costs. Benefits, payroll taxes, recruiting, onboarding, management overhead and attrition push the fully loaded cost of an RCM role to between 183% and 211% of base salary.
Attrition is the hardest to see. At 30% annual turnover — typical for U.S.-based billing and coding roles — a 10-person team replaces three people a year. That churn costs $75,000 to $110,000 annually, never appears on a headcount budget, and erodes both margin and quality.
A new benchmark report puts real numbers against the full picture. Drawn from a healthcare RCM staffing partner's client portfolio across physician groups, PE-backed platforms and DSO networks, it gives finance and revenue cycle leaders a reference for what their operations should cost and deliver.
Inside the report:
Attrition is the hardest to see. At 30% annual turnover — typical for U.S.-based billing and coding roles — a 10-person team replaces three people a year. That churn costs $75,000 to $110,000 annually, never appears on a headcount budget, and erodes both margin and quality.
A new benchmark report puts real numbers against the full picture. Drawn from a healthcare RCM staffing partner's client portfolio across physician groups, PE-backed platforms and DSO networks, it gives finance and revenue cycle leaders a reference for what their operations should cost and deliver.
Inside the report:
- The hidden costs that make RCM staffing 30% to 40% more expensive than payroll suggests
- How your clean claim, denial and net collection rates compare to HFMA, MGMA and CAQH standards
- Days in AR benchmarks, broken out by commercial and government payers
- A four-step framework for making the financial case for a staffing model change
Please fill out the form to download the whitepaper.