Yes. Please apply. During the interview process, we will evaluate your experience, specialty fit, and learning agility, and then align you to the most suitable project where there is a current requirement.

We primarily operate in the Indian day shift. However, healthcare delivery and client timelines can require flexibility. Candidates must be open to second shift / night shift based on process requirements (role and project dependent).

Weekend work is requirement-based (client deadlines, backlog clearance, coverage needs). Where weekend work is planned/approved, incentives may apply as per company policy.

You will be eligible for:
• PF, ESI (as applicable)
• Group Family Medical Insurance (based on salary band), covering employee + spouse + up to two children
Currently, we do provide free food for Bangaluru office-based employees.

• WFH: Yes, home-based roles are available for eligible positions, subject to business requirement, data security readiness, and performance stability.
• Part-time: No, we do not offer part-time medical coding positions.

No. We do not reimburse relocation expenses.

No. Employees are expected to use a personal computer/laptop. A dual-monitor setup is mandatory for productivity and workflow.

Yes. An IT/security validation is mandatory to meet client confidentiality and data protection expectations.

No.

Please refer to the Job Description (JD) for the role-specific compensation range.

The organization does not bear certification renewal expenses until an employee completes 11 months of employment. After that, the employee may apply for reimbursement as per policy.

Career growth is structured and performance-driven. Typical progression (based on openings and readiness):
Jr. Medical Coder → Medical Coder → Sr. Medical Coder → Executive Medical Coder → Quality Controller → Quality Auditor → Associate Team Manager → Team Manager → Sr. Team Manager

Yes - cross-training is available based on project requirements, business priority, and individual performance/learning readiness.

No. Current coverage is limited to employee, spouse, and up to two children (as per policy/salary band).

We do not follow a fixed “once-a-year only” appraisal dependency. Performance is reviewed periodically, and growth opportunities are available based on sustained performance, role readiness, and business openings.

Salary is credited by the 7th of every month.

No. However, we can assist by guiding candidates to PG/accommodation options near the office through local references.

We recommend structured time management and a quality-first workflow:
• Prioritize high-impact tasks and follow queue discipline
• Use tools/templates effectively to reduce rework
• Take planned breaks to maintain accuracy
• Escalate early if volume or complexity exceeds capacity
• Seek support from leads/quality team for clarifications and pattern-based feedback

We strictly adhere to AAPC/AHIMA standards, official CPT®, ICD-10-CM, HCPCS, CMS guidelines, and client-specific payer rules. Coders are expected to stay current with annual updates and internal advisories.

Quality benchmarks vary by process; however, experienced coders are expected to consistently maintain high accuracy standards as defined by internal QA metrics and client SLAs. Continuous monitoring and feedback are part of the quality governance model.

Performance is evaluated using a balanced scorecard approach, including:
• Coding accuracy
• Productivity adherence
• Audit outcomes
• Compliance to turnaround times (TAT)
• Documentation quality and rework trends

Yes. Structured feedback is shared through:
• QA audit findings
• Trend analysis reviews
• One-on-one discussions with leads/managers

Direct client or provider interaction is role- and project-specific. Senior coders and quality roles may be involved in provider feedback, education reviews, or escalation discussions, where applicable.

Early identification mechanisms are in place. Support may include:
• Focused feedback
• Refresher training
• Pattern-based reviews
• Temporary audit coverage
The objective is correction and stabilization, not penalization.

Yes. Internal talent is given priority consideration for advanced roles, subject to performance, role readiness, and business requirements.

Learning is supported through:
• Internal training sessions
• Guideline update communications
• Process-specific refreshers
• Quality-driven learning interventions

Multi-specialty exposure depends on the project model. Some roles are single-specialty focused, while others may gradually expand scope based on performance and business need.

We follow strict HIPAA and client-mandated security protocols, including IT audits, access controls, periodic validations, and confidentiality agreements.

Please visit our website at https://www.scribeemr.in/careers/ to check the active vacancies. You can download and review the job descriptions for each role. If your skills and experience align with a position, we encourage you to complete the questionnaire and submit your application online. For the latest updates and new job openings, you can follow us on our social media channels:

https://www.linkedin.com/company/scribeemrindia/
https://www.instagram.com/scribeemrindia/
https://www.facebook.com/ScribeEMRIndia/
https://twitter.com/IndiaEmr

Equal Opportunity & Professional Environment ScribeEMR provides a professional, inclusive, and performance-driven work environment. Hiring, growth, and role movement are based on skills, performance, and business alignment, without discrimination.