C-sections, hysterectomies, and minimally invasive gyn cases keep these ORs among the busiest in the hospital. Employers hiring for gyn OR and L&D coverage want techs who can turn a room fast and step into an unscheduled case without a script. Search current openings below and apply directly.
Job postings ask for a CST and a pulse. Hiring managers screen for something narrower: whether you have scrubbed a crash C-section, and whether you know the gyn laparoscopic tray without reading the count sheet. When I place OR techs, the candidates who move fastest are the ones who name specific cases in the first two minutes rather than saying they are "comfortable in any specialty."
Most employers prefer one to two years of OB or gyn OR experience. That preference is soft at teaching hospitals and large systems, which are generally set up to onboard new grads out of clinicals, and hard at standalone women's hospitals, where a small OR team cannot absorb a long ramp. If you are early, read the new grad hiring guide before you apply.
Volume follows delivery volume, so hiring concentrates in Texas, the Southeast, and the Pacific Coast. These systems post OB/GYN and gyn OR roles across multiple markets on a rolling basis.
Large hospital network with heavy labor and delivery volume across Texas and the Southeast.
Staffs ORs and women's services lines across a broad national footprint.
Active poster of perioperative and gyn OR roles, with strong Pacific Coast presence.
OB/GYN scrub tech pay sits near the broader surgical tech range, with the real number driven by facility type, case mix, call burden, and market. Hospital-based women's services roles typically carry call differentials that a scheduled outpatient gyn schedule does not, which is why two techs with identical titles can land well apart on total compensation. Run your setting and region through the surgical tech salary estimator for a figure specific to you, and see how gyn compares to other ORs in the salary by specialty breakdown.
No. There is no OB/GYN-specific credential. The CST is the standard, and employers evaluate specialty fit through case experience rather than an additional certificate.
It can be, if you target the right employer. Large systems and teaching hospitals are generally staffed to train new grads. Small standalone women's hospitals usually are not, because their OR teams are too lean to carry a long orientation.
In hospital-based obstetric coverage, yes. Call pay and callback differentials are a standard part of these roles and are one of the main reasons hospital gyn OR compensation separates from outpatient gyn work.
Yes, and it is one of the more transferable moves. Lead with laparoscopic experience, then close the C-section gap by asking to cross-train onto L&D coverage before you interview elsewhere.