[Infographic Guide] Four Digital Physician Recruitment Best Practices


Considering that a single physician vacancy can result in $130,000 to $150,000 per month in lost revenue, more in certain specialties, and physician searches require 6 to 12+ months, it is vital to evaluate your current physician recruitment process.

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy. To set your organization up for success, learn these digital physician recruitment best practices.


Four Digital Physician Recruitment Best Practices

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy.

Only 11% of today’s physicians are actively seeking a new position, while 76% are considered passive candidates. The key is to intrigue this larger group.

Before You Start Recruiting, Create a Winning Physician Job Description:

  1. Use your job description to target specific physician qualities.
  2. The job title should include specialty, location, and have a hook.
  3. Use SEO keywords to increase search traffic.
  4. Give them a reason to come to you for more information.
  5. Sell more than just the job; highlight your community and culture.

1. Social Media is the Digital Key to Filling Your Physician Vacancy

  • Cultivate your corporate brand to attract candidates who are best suited to thrive in your organization.
  • Your successful physicians can be your best brand ambassadors!
  • There are many physician-centric online communities. Learn which ones are the best fit for your organization by measuring candidate engagement.
  • For an engagement boost, share “feel-good” stories that have occurred between patients and clinicians.

2. Leverage Email Marketing

97% of physicians prefer to receive job opportunities via email. Source: 2021 MMS Annual Physician Survey

Email Recruitment Best Practices: Do’s and Don’ts

  • Do: Personalize your email message by addressing candidates by name, preferably Dr. “Last Name”.
  • Do: Segment your email database by specialty so that Pediatricians do not receive emails about Gastroenterology positions.
  • Do: Pay attention to your email metrics, including click-thru and unsubscribe rates.
  • Don’t: Email candidates who haven’t opened or engaged with your emails in more than two years.
  • Don’t: Use a “no-reply address” as your sender address.
  • Don’t: Ignore privacy changes being implemented by Apple and Google.
  • Don’t: Forget to test your campaigns. Try testing different subject lines, calls-to-action, or link placements.

3. Maximize Your Recruitment Efforts on Job Boards

Some Top Job Boards for Sourcing Physicians:

  • Doximity
  • Health eCareers
  • DocCafe.com
  • MDSearch.com
  • NEJM Career Center
  • PracticeLink
  • Profiles Physician Database
  • American Academy of Family Physicians (AAFP)

Takeaways for Physician Recruiting via Job Boards

  • In addition to specialty-specific job boards, try a variety of other physician-centric sites to determine which ones can be the most successful for you.
  • Monitor your placements and which job boards produce the most success for your organization.

4. Consider Utilizing Mass Text

A new and effective method of reaching candidates is through mass text messaging. A smart text campaign can quickly engage physician candidates and allow them to respond if interested. Text messaging is increasingly popular for reaching a large number of candidates.

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

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A True Partnership: Recruiter Places 36 Physicians with Rural Oklahoma Hospital


Rural hospitals sometimes struggle to recruit quality physicians due to the difficulties of making a job in a small town seem desirable to candidates who tend to explore opportunities in metro areas.

However, one rural hospital in Oklahoma discovered a great solution to filling open roles was to forge a strong relationship with a knowledgeable physician recruitment partner who was willing to go the extra mile.

That partner was the Jackson Physician Search team of Regional Vice President Gary Seaberg and Senior Search Consultant Mark Mendoza. Since the beginning of the partnership in 2015, Jackson Physician Search has successfully placed 36 physicians for this client – with an impressive 61% of the placements occurring between 2019 and today. And, we’ve done more than just place doctors, we’ve helped build entire programs.

Fostering the Ideal Client Relationship

Mark Mendoza was a new addition to the Jackson Physician Search team when he first received this client, but that didn’t stop him from immediately hitting the ground running to understand the hospital’s needs, mission, and goals so he could begin sourcing potential candidates.

As luck would have it, Mark and the administration’s personalities meshed well from the start, which allowed them to establish a good rapport quickly and seamlessly – a key factor in building a trusting relationship.

Often, clients do not realize the hurdles they face when recruiting, which can lead to unrealistic expectations regarding the time it takes to fill a position, the compensation and benefits a position requires to stand out, and the flexibility needed to keep candidates engaged throughout the process.

With this notion in mind, Mark made it his goal to communicate effectively with the client every step of the way, providing frequent updates in a way that was beneficial for both parties. He worked with a sense of urgency, helping the client understand what was at stake for each job search, and in turn, setting a pace that allowed potential candidates to move through the hiring pipeline quickly.

Mark also used his expertise and up-to-date market data to educate the administration about aspects of recruiting they were unaware of, providing in-depth knowledge of what it takes for candidates to be interested in a rural opportunity.

All these factors combined have led to a flourishing relationship between Mark and this rural Oklahoma hospital.

Putting Trust to the Test

With a partnership built on a foundation of mutual trust, Mark once again proved his ability to efficiently place physicians for this rural hospital when they found themselves in need of an Orthopedic Surgeon.

As a physician recruitment expert, Mark worked with his client to create an appealing physician job description drawing candidates to apply for the position.

Soon, it caught the interest of Dr. L, an Orthopedic Surgeon in Kansas looking for a new position where he could make a difference in the community and the lives of his patients. Mark quickly contacted Dr. L – who was also interviewing for another job in Texas – and began the screening process.

The client was impressed by Dr. L’s resume and believed he would be an ideal fit for the Orthopedic Surgery position, as well as the organization. However, because the hospital CEO was unavailable to meet with Dr. L during his interview, they could not move forward in the process.

One Last Attempt to Seal the Deal

Mark’s client sent Dr. L an invitation to meet with the hospital CEO at the next possible opportunity. However, their attempt to secure the perfect candidate may have been too late, as Dr. L revealed his intention to accept the job the Texas hospital offered him on the spot at his on-site visit.

Upon learning this information, the hospital’s CEO turned to Mark, whose talent and expertise had not failed yet, and attempted one last Hail Mary to sway Dr. L’s decision in their favor.

Mark called Dr. L to convince him not to take the job in Texas and made him a verbal offer for his client’s position, using the argument that Dr. L wouldn’t even be eligible to practice in Texas until he had a valid Texas license – a process that could take up to six months.

With that in mind, Dr. L reconsidered. Shortly after, he took a phone call with the rural Oklahoma hospital CEO, where he officially accepted the offer to be their new Orthopedic Surgeon.

An Unorthodox Path to Success

Make no mistake, it is very unusual for a client to allow a recruiter to make a verbal job offer on their behalf. However, Mark’s ability to fill his client’s position directly correlates to the trust he has built with the hospital administration over time.

This hospital that once considered itself “not recruitable” due to its rural location has grown immensely since partnering with Jackson Physician Search. By following Mark’s guidance, they’ve brought on a variety of top-tier physicians like Dr. L, notably hiring 11 Hospitalists that have grown their program from the ground up, as well as the hospital’s first telehealth employee.

This partnership is a true testament of the success that is possible when you partner with an experienced physician recruitment firm dedicated to finding the ideal candidates for your organization.

If you’re interested in learning more about how we can elevate your physician recruitment effort, contact Jackson Physician Search today.

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Physician Retirement: What Leads Physicians to Retire Early Versus Late?


For many physicians pondering retirement, age itself isn’t the number one driver of their desire to continue practicing medicine. Rather, they feel deeply drawn to care for their patients for as long as they’re willing and able, while others plan to reclaim those years “lost” to med school, residency, and fellowship by retiring as soon as possible to enjoy life. Whether or not you decide to retire early or retire late, the volume of physicians nearing this stage of life has never been higher.

According to a 2020 report published by the Association of American Medical Colleges (AAMC), 45% of practicing physicians are over 55. This means more than 2 of every 5 active physicians will be over 65 in the next decade. With 65 the reported median physician retirement age, this would suggest nearly half of all physicians who are currently practicing will be retired by 2030.  However, this may be a conservative estimate. According to a 2019 study published by AMA Insurance and highlighted by the American Medical Association, 30% of physicians retire between the ages of 60 and 65 and 12% retire before the age of 60. These looming retirements are one factor contributing to the much-discussed physician shortage.

You’ve heard it before, the aging Baby Boomer population combined with a significant percentage of physicians at or nearing retirement age amounts to an upcoming physician shortage of a magnitude for which no one has adequately planned. And now, COVID has introduced yet another factor likely worsening (or at least, speeding the arrival of) the shortage.

According to a 2021 Jackson Physician Search Whitepaper: On the Verge of a Physician Turnover Epidemic, the COVID-19 pandemic has made half of today’s physicians reconsider their career plans. Of those, 21% of physicians are considering early retirement and another 15% are considering changing professions altogether. A March 2021 poll conducted by MGMA appears to confirm the trend. In the poll, 28% of healthcare administrators said a physician at their organization had unexpectedly retired in the past year.

The pandemic has certainly placed a strain on physicians, but it has only fanned the flames of an already significant physician burnout problem. Pre-COVID data found 44% of physicians experienced burnout, and more recent studies suggest the pandemic has exacerbated the problem. To what degree does burnout cause physicians to retire early? And what other factors contribute to early retirements? On the other hand, some physicians may have delayed retirement due to the pandemic – citing economic instability or logistical concerns. Others felt a heightened sense of obligation to their patients or to the broader community during these troubling times.

This article will explore the factors contributing to both early and late retirements and perhaps help you identify with which path you are aligned.

What Causes Physicians to Retire Early?


As noted above, stressful circumstances – such as a global pandemic – certainly contribute to physician retirement decisions. Beyond the stress and burnout caused by the pandemic, personal health concerns were also a common factor, especially for older physicians who were at a higher risk of severe illness and death from the new virus. In an October 2020 article, the Washington Post featured several physicians for whom this was the case. Whether driven by their own fears or the fears of loved ones, these physicians opted to retire rather than put themselves at risk.

Stress and Burnout

While these stories are not uncommon, it’s rare for a single event to evoke such a response. More often, it’s the ongoing stress experienced by physicians that drives them to retire early. In looking at the AAMC data on physician age by specialty, several of the specialties noted to have high levels of burnout, such as critical care and emergency medicine, have a lower percentage of physicians practicing over 55 (21% and 35%, respectively) compared to the average for all specialties (45%). So, one might conclude physicians working in high-stress fields are more likely to retire early.

Financial Readiness

Perhaps most importantly, physicians make retirement decisions based on their perceived financial preparedness for this next stage of life. Of course, as discussed in an article for Medical Economics, financial readiness is largely subjective – that is, the figure required to retire comfortably depends on the level of comfort one requires. Still, median physician salaries are considerably higher than the national median, so even after factoring in hefty student loan debt, some physicians will reach financial readiness at a younger age and may therefore opt to retire early.  Physicians in the highest-earning specialties may reach this stage even earlier.


Being financially ready to retire doesn’t mean you have to retire or even want to retire. However, sometimes early retirement is forced upon you. Physicians may find themselves facing health challenges that force them into early retirement, or they may feel obliged to retire to care for a parent or spouse in poor health.

Future Plans

Some physicians retire from medicine early to pursue a “second act,” be it a new business venture, a teaching career, or non-profit work. Physicians are highly driven individuals, and once they achieve success in their given field, they may be drawn to pursue a new challenge. While the movement to achieve “financial independence and retire early” (FIRE) is not unique to physicians, it has received significant attention. An article for HCP Live outlines how the FIRE idea impacts different types of physicians.

Why Do Physicians Delay Retirement?

While there is much discussion about the impact of physicians retiring early, if the AMA Insurance report is correct, 58% of physicians will retire after 65. So, what causes physicians to extend their careers? At a high level, the answers look oddly familiar.


While some physicians took the pandemic as a reason to retire early, others saw it as a reason to put retirement plans on hold. Some felt a sense of obligation to patients in need, some worried about how economic instability would impact retirement funds, while others knew the logistics of selling a practice or recruiting their replacement would be next to impossible during a pandemic.


While high-stress physician jobs can certainly drive a physician into early retirement, the stress of retirement planning may cause some physicians to put off retirement indefinitely. This is especially true for physicians who own a practice and must address additional details of retirement planning such as selling their stake and transitioning long-term patients. Primary care physicians, who cultivate relationships with patients over the course of a lifetime, may find the concept of transitioning patients to a new provider particularly difficult.

Financial Readiness

The aforementioned Medical Economics article notes that while physicians’ affluence allows them to save more than the average working professional, many of them also spend more – and will likely continue to do so in retirement. Thus, the “magic number” that a physician feels he or she needs to save in order to retire comfortably will likely be relatively high, and depending on how much of their income they are able to save for retirement, it may take longer to achieve it.


According to a systematic review of 65 retirement studies, published by Human Resources for Health, one of the primary reasons physicians delay retirement is out of concern for their patients. They may also feel a broader moral obligation to provide care to communities in crisis – either due to the global pandemic, a physician shortage, or other difficulties – leading many to work past retirement age or even come out of retirement to serve.

 Future Plans

The hardworking, high-achieving individuals who pursue physician careers don’t achieve their goals by sitting around and relaxing, and many physicians approaching retirement age have no desire to start now! They can’t imagine a future without work in some capacity. In fact, a 2019 retirement survey conducted by Jackson Physician Search, found nearly a third (28%) of respondents planned to continue working part-time post-retirement. Only 17% expected to take full retirement. As long as they are able, they will practice medicine.

Regardless of physicians’ reasons for retiring, the looming mass exodus could not come at a worse time. The most recent AAMC study on the physician shortage projects a deficit of 37,800 to 124,000 physicians by 2034. That shortage includes shortfalls of 17,800 to 48,000 primary care physicians and 21,000 to 77,100 specialists.

What does this mean for physicians approaching retirement? Are you morally obligated to keep working? Breathe easy. According to AAMC President and CEO David J. Skorton, MD, the multi-pronged solution doesn’t rest on aging physicians, but rather, it starts with educating and training enough new physicians to meet the increasing demand, diversifying the physician workforce, and improving the nation’s preparedness for future public health crises.

That said, while the problem cannot be solved at an individual level, physicians who worry about boredom or losing their sense of purpose post-retirement may want to consider ways to continue to provide care in some capacity – via telemedicine or significantly scaled back hours – as long as they are willing and able. Your community will thank you. And to those who are ready to hang up the white coat for good, you too should be thanked for your service and wished well in retirement!

If you are approaching retirement and looking for a job opportunity that allows for more flexibility as you make the transition, a conversation with a Jackson Physician Search recruiter may be just what you need. Contact us today or search our open positions now.

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Placement Success Story: Physician Happily Regrets Ghosting His Recruiter


As physicians near retirement age, one of the kindest things they can do for their employers is have a frank discussion regarding their timeline. After all, the average time it takes to recruit a physician ranges from 180 days to close to a year, depending on the specialty. Those averages are even longer for healthcare organizations in rural areas.

In a 2019 physician retirement survey conducted by Jackson Physician Search, half of the administrators surveyed said the ideal notice period for a retiring physician was one to three years. However, 40% of physicians felt six months was adequate. Certainly, the more notice a physician can provide, the more likely the organization is to hire a replacement for the outgoing retiree. Of course, this is only possible when the organization has the foresight to launch the search as soon as possible.

A longtime client of Jackson Physician Search had exactly this foresight when faced with replacing a retiring ENT. Fortunately, the physician had been transparent about his future plans, giving several years for the organization to conduct an ENT physician search. With time – and Jackson Physician Search – on their side, success was inevitable.  

Planning Ahead for a Physician Retirement

It was late 2019 when Mark Mendoza, Senior Search Consultant at Jackson Physician Search, first opened an ENT search for a small health system in central Minnesota. The longtime client had learned of an upcoming retirement, and heeding Mark’s advice, started the search early. Since 2015, Jackson Physician Search had placed eight physicians with the organization, so the in-house recruiter knew they were in good hands with Mark.

Having recruited in the region for a long time, Mark knew the candidate pool of specialists willing to work in the upper Midwest is typically small, so he was grateful for the long lead time. The new hire could start as late as 2022 and the organization was open to a physician coming out of residency.

Marketing the Physician Job to the Right Audience

Mark knew the prospect of taking over for an established physician would be attractive to residents, but he also knew persuading a young physician to start his or her life in a small town could be challenging. He crafted the job posting to showcase the most attractive aspects of the position and posted it on an extensive network of job sites. However, Mark was not one to wait for candidates to come to him, so he also invested time on Doximity, the largest online network for physicians, and leveraged his seat to identify residents with ties to the area.

Once the search was in motion, it didn’t take long for Mark to connect with Dr. T. As a 2022 resident, Dr. T was not in a hurry to sign a contract, but he had learned from mentors the importance of starting the physician job search early. As an ENT, he knew he would be in high demand, and he wanted to investigate his options.

Persistence is Key to Developing the Candidate Relationship

Mark diligently pursued Dr. T, and in January 2020, Mark presented him to the client. Dr. T spoke to the internal recruiter, but due to his timeline, he felt little urgency to schedule a visit. He told Mark it would likely be summer before he could arrange an on-site interview. Mark understood and continued to pursue other candidates while remaining in touch with Dr. T.

Of course, come summer of 2020, COVID was now a deterrent to travel, and Dr. T wanted to put off the on-site interview further. Mark remained in touch but each time they came close to scheduling an interview, Dr. T had a reason to delay. In October, Mark reached out once more to nail down a date over the holidays, which Dr. T had previously said might work. This time, instead of offering reasons to delay, Dr. T simply didn’t return Mark’s calls. He failed to respond to emails and texts as well.

“He ghosted me!” Mark says, “I didn’t hear from him for about two months, though I continued to reach out.”

Never Give Up on the Right Candidate

In late December, Dr. T finally sent an email to Mark to thank him for his help, also letting him know his plans to accept another opportunity.

“I got the email at 9 pm on a Saturday, and I called him right then – from a grocery store parking lot of all places!” says Mark, “But given the limited number of ENTs interested in working in that area, I wasn’t going to let him go so easily.”

Mark convinced Dr. T to at least have a closer look at his client before accepting the other offer. He painted an attractive picture of what life could be like in the small, lakeside town, and Dr. T was intrigued. After an extensive virtual interview, Dr. T was surprised to find that he preferred Mark’s client over the other organization. Mark’s client extended an offer, and, after some negotiation, Dr. T accepted.

A Lasting Recruitment Relationship 

The client was thrilled to secure an ENT to seamlessly replace the retiring physician. Once again, Jackson Physician Search – and Mark – had come through for them. The in-house recruiter had this to say about Mark’s consistent success:

“I have worked with many different recruitment firms, and I have had the most success with Mark. As an in-house recruiter, I have appreciated the pre-screening, prompt follow-up and feedback, consistent level of communication, and high-quality candidates presented by Mark. He has been very cognizant of our market and provides insightful information in the recruitment process that we as an organization can use to improve.”

Dr. T was also excited to have secured his first post-residency position. Without Mark’s persistence, Dr. T might have ended up missing out on the job with a health system that will allow him to flourish personally and professionally.

With offices located across the country, our team of physician recruitment experts have first-hand knowledge of each region and the physician job opportunities within them. If you are seeking a new position, contact us today, or search our open positions now.

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Second Chance: Physician Recruiter Proves to be Invaluable to a Rural Montana Hospital


Nowhere is the physician shortage felt more acutely than hospitals and healthcare organizations in rural communities. According to the AAMC, while 20% of the American population lives in rural areas, only 11% of physicians practice there – and that percentage may be shrinking as rural physicians retire and fewer graduating medical students seek jobs in rural areas.

This predicament then begs the question: how can rural healthcare organizations attract and win over physician candidates? Rural facilities may lack access to the extensive physician candidate pool necessary for an effective recruitment process. Implementing a 100% digital marketing strategy, which is designed to quickly and strategically cast a wide net to find potential physician candidates for their open positions, would greatly benefit rural healthcare.

This solution is exactly what Director of Business Development at Jackson Physician Search, Ben Stajduhar proposed to the leadership team of a small hospital in northern Montana. Situated in a town with less than 10,000 people, the organization was having trouble identifying candidates for a Hematology/Oncology opening. Although this particular physician job had been open for over a year, the leadership team still declined Ben’s offer to help. They preferred to work with contingent firms and didn’t want to commit to a dedicated physician recruitment partner like Jackson Physician Search, fearing that working with only one firm would limit their candidate reach.

Ready to Take a Chance

Ben decided to keep in touch as the search continued. “I was committed to building the relationship,” Ben says, “I wanted them to know we were there as a long-term partner whether it was for this search or another.”

Eventually, the hospital ran out of options and realized they needed to take a new approach. Search Consultant Misha Fabick met with the hospital’s VP, and the two established a good working relationship. Misha impressed the VP with how many well-qualified and interested candidates she was able to present, but ultimately, the hospital filled the position on its own.

One Physician Placed, One More to Go

With the Hematology/Oncology position filled, the hospital turned its attention to an OBGYN vacancy. Because Ben and Misha had earned the hospital’s confidence and trust, they quickly shifted gears to assist them in filling this urgent need. Together they outlined the job requirements and determined the best candidate acquisition strategy. From there, Misha quickly started sourcing candidates.

Digital Physician Recruiting

A master of her craft, Misha knew exactly which tools to leverage to get immediate results. She turned to Doximity, the largest online networking site for physicians, and carefully worded the physician job description to identify OBGYNs already working in Montana. She knew the process moves significantly faster for candidates already practicing in the state, as arranging travel for interviews is easier and licensing complications are not an issue.

Misha immediately connected with Dr. M, who recently moved her family from the East Coast to Montana in pursuit of a slower pace of life. However, Dr. M had found herself in a practice that was too slow for her liking. Although Misha’s client was also located in a small town, it served as the medical hub for several communities, averaging nearly 400 deliveries annually. With that in mind, Dr. M was interested.

“Rock Solid” Physician Interview Process

Misha presented Dr. M to the client, and from there, the process moved quickly.

“I presented Dr. M on a Wednesday, and the hospital’s leadership was on the phone with her by Friday,” says Misha, “There was a Zoom call a few days later, and her on-site interview was scheduled to take place just 12 days after I first submitted her.”

“The hospital’s recruitment process was rock solid,” Misha continues, “I often have to coach clients on the interview process. Scheduling can be a logistical nightmare, and it stalls the process to the point that candidates lose interest or pursue other opportunities. This client knew they couldn’t risk that. They moved quickly and were ready to impress her with everything they had.”

The effort did not go unnoticed – Dr. M was most certainly impressed. She and her family arrived to find a thoughtfully curated welcome basket at their hotel. She started the day meeting with key people at the hospital, and meanwhile, her husband and son took a tour of the entire town, including the high school and recreational spots. The two itineraries came together that evening at a dinner with the hospital’s leaders, who were ready to verbally express their intentions to make Dr. M an offer – one that she would end up happily accepting.

The Keys to Rural Physician Recruitment Success

Both Ben and Misha are thrilled to have achieved such a quick win for this rural Montana client and to have had the opportunity to show them why working with Jackson Physician Search is different from working with other search firms, especially contingent firms whose strategy is often to forward as many CVs as possible regardless of fit.

The strategic digital net she cast proved crucial for sourcing quality physician candidates who were both a strong clinical and cultural fit, saving the client valuable time sorting through CVs and positioning them to achieve long-term, physician retention. Misha also credits her client for having a seamless recruitment process that allowed Dr. M to quickly move through the hiring pipeline – going from their initial call to an offer in a matter of weeks is nothing short of impressive.

“It really is a testament to their process,” Misha explains, “They know who they are and what they need to do to win over candidates.”

So, what can other rural health organizations learn from their success? To start, hospitals in remote areas can significantly improve their odds of acquiring the right fit by putting a swift and seamless physician recruitment process in motion as soon as their ideal candidate is presented. And of course, the most effective way to source those potential candidates is through a 100% digital recruitment strategy.

If your organization needs help identifying candidates or streamlining your physician recruitment process, a Jackson Physician Search Recruiter would love to help. Contact us today.

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Jackson Physician Search Ranks Third in Modern Healthcare’s 2021 Best Places to Work


ATLANTA (September 21, 2021) –  Jackson Physician Search, a firm specializing in the permanent recruitment of physicians, physician leaders and advanced practice providers to hospitals, medical groups and other healthcare providers, today announced that it has been ranked third among healthcare suppliers in Modern Healthcare’s 2021 Best Places to Work award program. This marks the firm’s highest ranking yet in the six consecutive years it has been selected to the list.

“While it is an honor to be the fastest growing and most trusted permanent physician search firm in the industry, it is also a true privilege to work alongside a team of exemplary associates who rise every day to meet and exceed the needs of our healthcare clients, the physicians we recruit and one another,” said Tony Stajduhar, president, Jackson Physician Search. “Our third place ranking not only demonstrates that they are happy at work, but also that we’re providing our associates with outstanding tools, training, career growth opportunities and a supportive culture where they can thrive. They are the foundation of our unprecedented success.”

Modern Healthcare partnered with the Best Companies Group on the assessment process, which includes an extensive employee survey. While this program has evolved over the years, its mission remains the same: recognizing workplaces that empower employees to provide patients and customers the best possible care, products and services.

As the healthcare industry sits squarely on the frontlines of this pandemic, the mission of the Best Places to Work program has only become more important. Healthcare industry leaders have proven that creating nurturing, supportive workplaces for their most valuable asset, their employees, is vital.

“The healthcare workforce has undergone a true test in the past year and a half, oftentimes pitting employees against employers. So how best to keep harmony in a workplace that is inherently stressful? This year’s winners have an easy tip to incorporate: show respect. In high-performing and successful teams, regard for employees’ well-being, acknowledgment of their contributions, and deference to their experience and dedication all helped maintain professionalism and productivity,” said Aurora Aguilar, Editor of Modern Healthcare. “We congratulate all of the Best Places to Work in Healthcare for emphasizing that compassion and respect are essential to an engaged and productive workforce.”

Jackson Physician Search was honored at the 2021 Best Places to Work Gala on Thursday, September 16. This is the sixth consecutive year Jackson Physician Search has made the list.

The complete list of this year’s winner rankings is available at ModernHealthcare.com/bestplacestowork. Modern Healthcare will publish a special supplement featuring the ranked list of all winners along with the September 20 issue of MH magazine.

About Jackson Physician Search
Jackson Physician Search is an established industry leader in physician recruitment and pioneered the recruitment methodologies standard in the industry today. The firm specializes in the permanent recruitment of physicians, physician leaders and advanced practice providers for hospitals, health systems, academic medical centers and medical groups across the United States. Headquartered in Alpharetta, Ga., the company is recognized for its track record of results built on client trust and transparency of processes and fees. Jackson Physician Search is part of the Jackson Healthcare® family of companies. For more information, visit www.jacksonphysiciansearch.com.

For More Information, Contact:

Kristen Myers


5 Signs It May Be Time to Look for a New Physician Job


In a new whitepaper from Jackson Physician Search, multiple VPs of Recruitment report seeing an influx in candidates seeking new physician jobs. Some of these physicians report feeling let down by how their employers handled the early days of the pandemic, while for others, the pandemic heightened their need to be near family or to balance work with a personal life. The whitepaper explores the post-COVID physician job market in depth, but as a physician, you may be wondering, “Does this apply to me?” or “How do I know if it’s time to look for a new physician job?”

For many physicians, used to working hard and powering through challenging classes, tough rotations, and never-ending shifts, it can be hard to know if a difficult physician job is just another challenge that will get easier with time, or if perhaps, it’s time to look for a new physician job. It can be tough to know for certain, but there are several signs that indicate it’s time to move on. Keep reading to discover if anything listed here applies to you in your current physician job, and if so, it’s likely time to explore your options.

1. Stalled Goals

Physicians are known to be high achievers, and for many, the need to achieve doesn’t stop when they finally add the “MD” to their name. So, how are your professional goals progressing in your current role? Whether it’s developing a new skill, pursuing a relevant certification, or increasing your level of leadership responsibility in your practice, the goals you set for yourself shouldn’t be put on hold due to the demands of your physician job. If your current role does not allow the time and space you need to grow professionally, it may be time to consider other physician jobs.

2. Lack of Support

Physicians are heroes in their communities, but unlike comic book superheroes, they cannot do their work alone. Your physician job should come with a supportive boss and collaborative colleagues. Better yet, you should also have a mentor to regularly advise and encourage you as you pursue your goals and navigate your physician career. If you find yourself struggling to get through each day on your own, it’s time to look for physician jobs that provide more support.

3. Ongoing Burnout

A 2021 physician burnout survey by Medscape found happiness among physicians took an unsurprising plunge in 2020. Pre-pandemic, 69% of physicians said they were happy at work, but in the most recent survey, that figure shrank to 49%. When asked if they felt “burned out,” 42% of physician respondents said, “yes,” reporting the top causes of burnout as too many bureaucratic tasks, long hours, and lack of respect from admin, colleagues, or staff. The result? Physicians with low energy, feelings of negativity toward their employers, and apathy for patients. If this describes you, burnout may be the issue.

There’s a lot of talk about physician burnout and depression, though it’s important to note the difference between the two. According to the American Medical Association’s VP of Professional Satisfaction, Christine Sinksy, MD, depression is a medical condition, while burnout is a syndrome caused by external work circumstances. Changing physician jobs won’t cure clinical depression, but a new physician job can alleviate burnout.

4. Haunted by the Big Questions

Is this all there is? Am I living the life I’m meant to have? The COVID-19 pandemic had people of every profession rethinking how they spend their time, but physicians were uniquely impacted by the circumstances of 2020 and beyond. Whether you’re practicing on the front lines or via telemed, you may feel differently about your physician career than you did a year and a half ago.

A recent Jackson Physician Search White Paper explores the impact of COVID-19 on physician jobs. Through interviews with multiple physician recruiters, the report makes it apparent that physicians are shifting what they value in physician jobs. VP of Recruiting at Jackson Physician Search Carly Clem reports seeing an influx of candidates seeking physician jobs closer to where they grew up or in smaller towns with a slower pace of life. “We’re less likely to see candidates solely motivated by money,” Clem says. “Candidates have a little more perspective on what’s important.”

If you find yourself frequently asking, “Is this all there is?” or wondering if your current physician job is as good as it gets, it is time to explore your options.

5. Unsatisfactory Income

While the JPS White Paper indicates physicians care about much more than income, they still deserve to be paid what they are worth. Obviously, physician salaries vary based on specialty, location, and other factors, but if you compare your income to the latest physician compensation and find it lacking, you may find yourself feeling undervalued and resentful of your employer. Before you decide it’s time to move on, be sure to fairly evaluate apples to apples. Look at the structure of the physician compensation model as well as incentives and benefits. If, after a fair assessment, you still feel undervalued, it may be time to search for a physician job with a more competitive compensation model.

You didn’t become a physician by giving up at the first sign of difficulty, so it may go against your nature to admit your current physician job is not right for you. However, if you are experiencing the signs described here, it’s likely time to reevaluate your physician job options. An experienced recruiter from Jackson Physician Search is ready to help you identify physician jobs that match your needs. Or, download our new Physician Job Search Playbook where we outline everything you need to begin your next job search including the importance of working with physician recruiters.

Physician Job Search Playbook

Whether this is your first job search or one of several during your career, the Physician Job Search Playbook offers a comprehensive, structured approach to ensure your next position meets your most important professional…

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The landscape in which physicians practice is constantly evolving, requiring physicians, administrators, and recruiters to adapt. While the COVID-19 pandemic was something no one could have predicted, it has accelerated many of the physician practice trends…

Start Your Job Search

Click the Search Jobs button to browse our current openings.

Going the Distance: Hospital Changes Course to Secure Sought-after Surgeon


When the Minnesota Hospital Association (MHA) endorsed Jackson Physician Search as its first and only recruitment partner, healthcare organizations around the state took notice. For more than a century, MHA has worked to provide Minnesota’s hospitals and health systems with the resources, best practices, and guidance to deliver exceptional patient care. So, when MHA leadership, after meeting with and vetting multiple physician recruitment firms, announced their endorsement of Jackson Physician Search, Minnesota hospital leaders knew they could trust the recommendation.

The President and CEO of a small, regional hospital in central Minnesota was one such leader. She had worked with recruitment partners in the past without much success, but she was hopeful that an MHA-endorsed business partner would be different. At her first meeting with Business Development Manager, Chris Kratochvil, the CEO was not disappointed. Chris highlighted the benefits of leveraging a 100% digital physician recruitment strategy, explaining how strategically targeting physicians where they spend their time, online, rather than in their mailboxes results in quicker placements and greater ROI.

The CEO was eager to see what Jackson Physician Search could do to help with her organization’s immediate need and the search was assigned to Vice President of Recruiting, Tara Osseck. The hospital sought to hire a surgeon to support Dr. R, the longtime, sole general surgeon at the facility. The overload of patients put him at risk of burning out, and yet, the patient volume was not quite high enough to justify two full-time surgeons. For this reason, the CEO ideally wanted to hire someone part time. Tara wasn’t sure how candidates would respond to the unusual request, but they agreed to move forward with the search.

The Pros and Cons

Though Tara had been uncertain, candidate response was enthusiastic. Tara attributes the high initial interest to the increasing levels of COVID-induced physician burnout. It’s a phenomenon discussed in a recent White Paper by Jackson Physician Search on the impact of COVID-19 on physician jobs. Jackson Physician Search Vice Presidents across the country report seeing an influx in physician candidates seeking a slower pace of life and better work-life balance.

The initial interest in a part-time position is understandable, but would these physicians, eager to apply to a part-time position, be as enthusiastic about part-time pay?

“We saw a lot of interest,” Tara explains, “However, most candidates indicated that, should they take the position, they would likely seek out additional opportunities to supplement the part-time pay.”

The Right Fit, Right From the Start

Dr. C was one of the first to express interest in the position. She had been let go by her employer in the early days of the pandemic when hospitals around the country were forced to halt surgeries. Though she’d found temporary work at a VA hospital in Minnesota, it wasn’t what she wanted long term. The central Minnesota position, however, ticked almost every box.

Tara presented Dr. C to the CEO within a few days of opening the search. They scheduled her on-site interview right away, and in a matter of weeks, she was touring the facility, hitting it off with Dr. R, and impressing the administration and other staff. Dr. C was everything they were looking for, and yet, leadership felt due diligence required them to interview a few more candidates. Dr. C understood. She proceeded with her job search but kept the opportunity in the back of her mind.

The Importance of an Open Mind in Physician Recruiting

Unsurprisingly, none of the subsequent candidates surpassed Dr. C, and by July, the CEO was ready to extend an offer. Dr. C was still available, however, she had been upfront about her preference for something full time.

“Dr. C wanted the opportunity, but ultimately, she would need to do some moonlighting to supplement the part-time income,” Tara explains.
The CEO did not like the idea of sharing her surgeon, so Tara counseled her on the only way to avoid it – making the position full time. The two worked together to conceive a plan that would leverage Dr. C’s unique skill set to grow the patient volume enough to support two full-time surgeons. The CEO agreed it would work, but would the lead surgeon be on board?

Going the Extra Mile for the Right Physician Candidate

Dr. R was not difficult to persuade. In fact, he had been so impressed by Dr. C that he drove an hour and a half to meet with her, convey the hospital’s interest, and ask her exactly what it would take to get her on staff.

“The significance of this gesture can’t be overstated,” says Tara. “Surgeons just don’t do that! The fact that he cared enough to go to her and have a face-to-face conversation about her needs and what their future together might look like, well, it told her everything she needed to know about her new partner.”

Of course, asking the candidate what they need to accept an offer is one thing, but coming through with an offer that meets the terms is another.

“It’s great to ask a candidate what they need to see in an offer, but if they tell you and then you deliver something short of that, they are going to feel unheard,” says Tara. “In this case, leadership was able to craft an offer that met and exceeded Dr. C’s expectations. We could not ask for better collaboration from a client on that front.”

Ultimately, Dr. C was thrilled to accept the position and work alongside Dr. R to grow the volume of surgical patients at the organizations and better serve the community.

The story demonstrates the importance of all parties keeping an open mind during the physician recruitment process. From leadership’s willingness to trust MHA-endorsed recruitment partner, Jackson Physician Search, to their flexibility on the part-time nature of the position, to the candidate’s openness to something other than a full-time opportunity. All parties were flexible, transparent about their needs, and willing to go the extra mile to work together.

If you are seeking a physician that is worth going the distance for, Jackson Physician Search can help! Our experienced recruitment specialists will not only present top physicians who match your needs, but they’ll also provide counsel on how to win the candidate you want. Contact us today.

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Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Four Ways to Maximize Your Recruitment Efforts on Physician Job Boards


In today’s healthcare employment landscape, physicians interested in finding a new opportunity don’t have to look too far to find out what jobs are available. In fact, most physicians receive between 20 and 40 job opportunities each month. Throughout this series on digital recruitment strategies, we outlined how to successfully recruit physicians using social media and effective email marketing. However, to remain competitive in the mad rush to recruit physicians, it is vital that you promote your jobs using every tool available. In this article, we’ll discuss how to broaden your outreach to potential candidates using online job boards.

Are Online Physician Job Boards Effective?

While 97% of physicians prefer to receive job opportunities by email, it’s not easy to build a large, engaged email list. Because the physician shortage requires recruiters to cast a wide net, job boards are a great way to gain visibility for your facility and open positions. In fact, when it comes to the different methods that physicians use to look for new job opportunities, job boards rank in their top half. When candidates apply for your open positions via job boards, be sure to ask if you can email them about new positions in the future. This way, you’re actively building your email subscriber list, too.

Keep in mind that posting your open physician jobs on just one job board may not be enough. Ideally, you should post your open positions on at least five job boards, if not more. Also, if you’re not receiving a steady flow of candidates and you’re certain the position is competitive in the market, review your job description and headline. Perhaps it’s been relegated to the end of the list because it lacks important keywords. Another determining factor is touching on the key points in your headline. Physicians are more likely to click through to read the entire job ad when compensation, location, and facility names are included.

Let’s examine how to determine which job boards to use for physician recruitment.

4 Ways to Grade Physician Job Boards

First, it is always a good idea to use the job boards available for the specific physician specialty you’re looking to fill.

Here are several measures to determine which others to use:

  1. Job board website traffic. You want a lot of candidates to find your physician job description, so it can be very valuable for the online job site to tell you how many unique visitors they get on a daily, weekly, monthly basis, etc. If you have a history with one or two job boards, compare the traffic of any new sites you are considering to the numbers you have experienced in the past. When the data is comparable, it is probably worth exploring further.
  2. Availability of candidate demographics. Having traffic data is a great start, but it isn’t the only factor you should take into account – especially for online sites that don’t only cater to physicians. High traffic volume on a job board isn’t going to be helpful if the majority of the visitors are Registered Nurses. If you can’t get specialty-specific granularity with the data, you may want to move on to another option.
  3. Access to resumes. It is vital to know what is included with the cost of posting on a job board. When you are recruiting physicians, CV access is especially helpful so you can initiate contact with a potential candidate if necessary. Another piece of data to obtain is the number of physician resumes that are uploaded every month. If access to the CVs is an added cost, that information can help you determine the return on your investment. While we are on the topic of ROI, make it a priority to track which job boards produce the most placements for your organization.
  4. Bells and whistles. Most job boards allow corporate branding of the job description. Because culture and fit are so important to physicians, you want to show off your organization’s culture whenever possible. Some sites even allow you to include slide decks and short videos, both of which have a positive impact on a candidate’s decision to apply.

Top Job Boards for Sourcing Physicians

There are many healthcare-specific job boards available online. Here is a collection of physician-centric job boards to help you get started:

  1. Doximity – Doximity is the largest networking site for medical professionals, and over 80% of physicians in the United States have an account. The platform’s filtering tool is one of the best available and allows you to search for candidates by specialty, experience level, and geographical location. Jackson Physician Search is the only physician recruitment firm where every recruiter has a Doximity license and we have successfully placed many physicians using the tool. Read our latest Doximity success story here.
  2. Health eCareers – While Health eCareers caters to more than just physician candidates, its main focus is physicians, surgeons, and advanced practice providers. Health eCareers also includes a network of other sites where your job posting can also be featured. If you are looking to include extensive branding and other techniques to help your post stand out, this site has a suite of tools to help you accomplish your recruiting goals.
  3. DocCafe.com – DocCafe.com is a top platform focused on physicians and physician assistants. The job board distributes physician jobs to thousands of healthcare specialty sites, offers email templates, and a video interview platform. The tool also features a dashboard so that you can see how your open positions are performing.
  4. MDSearch.com – MDSearch.com only targets physicians. The platform represents all specialties, has a significant database, and allows you direct access to candidates via their messaging center.
  5. NEJM Career Center – Another physician-exclusive job board, NEJM Career Center offers tiered packages to promote your open physician positions. All of the packages include resume download credits and the top package includes branding capabilities.
  6. PracticeLink – PracticeLink has robust product offerings including a job bank, candidate database, virtual career fairs, and branding opportunities. The job board caters to physicians and advanced practitioners and it represents all types of healthcare organizations.

Online job boards are an incredibly effective asset in your digital recruitment strategy tool belt. If you aren’t using them, you are missing out on a fantastic opportunity to find ideal physician candidates.

Takeaways for Physician Recruiting Via Job Boards

  • Do your homework to find the key data points that will help your physician job description be successful and seen by the most candidates.
  • Use corporate branding effectively to attract physicians who fit with your workplace culture.
  • In addition to specialty-specific job boards, try a variety of other physician-centric sites to determine which ones can be the most successful for you.
  • Monitor your placements and the job boards that they come from. Some may work better for your organization than others.

Contact Jackson Physician Search today and learn how our team of physician recruitment professionals can turbocharge your candidate sourcing. We have the technology and digital search tools to help you find physicians for any specialty across all practice settings.

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All Roads Lead Home: How One Recruiter Helped a Primary Care Physician Find His Way


Physicians are in high demand, but this doesn’t mean the physician job search is easy. After going on multiple physician interviews, it’s not always clear which option will be the best fit. In fact, experts estimate, more than half of new physicians leave their first job within five years. Of course, it’s not just new physicians who have a hard time assessing how well they will fit with the employer.

This is why it’s especially helpful to have a physician recruiter who knows the market and has worked closely with physicians employed by the various organizations in the area. That recruiter has an inside track on where physicians can earn the most money, where physicians are most overworked, and where they report the highest job satisfaction. This insight can be invaluable – that is, if the physician takes the physician recruiter’s advice to heart.

Evaluating Physician Job Opportunities

It was 2016 when Vice President of Recruiting, Tara Osseck first met Dr. S. Serving in Alaska on active military duty, Dr. S and his wife were exploring their post-military physician employment options in the Midwest, where they both had family ties. While searching online, Dr. S found the Primary Care job opening with Tara’s client, a small hospital serving the metro St. Louis area, and expressed his interest.

After speaking at length with Dr. S, Tara knew he was a good fit for her client – one she had worked with since 2015. Having placed multiple physicians with the organization, Tara could confidently tell Dr. S what he could expect as an employee. Leadership at the organization valued physician input, respected physician autonomy, and prioritized quality patient care – all things Dr. S professed to be important in an employer.

Of course, Tara’s client wasn’t the only organization Dr. S was considering. He agreed to on-site interviews with four organizations, and while he felt at home with Tara’s client, he ultimately accepted a higher offer from a competing organization. Tara was disappointed but wished him well. As she does with every physician she works with, Tara asked if they could stay in touch.

“I hated to see him make that decision,” Tara says now. “I know this market inside and out, and I told him then, my client was most closely aligned with his goals. I just knew he would regret going elsewhere.”

A Second Chance at the Right Physician Job

Tara’s prediction was right. Six months later, Dr. S reached out to her for help. Unhappy with his new employer, he felt like a ‘cog in the wheel’ rather than a physician caring for patients. Though Tara had warned him, he had overlooked the red flags during the interview process. He wanted to know if he had other options. Would her client still consider him?

Tara wanted to help, but his employment contract had a strict non-compete clause. Even if she could persuade her client to give him another chance, she feared it would prevent him from practicing in the area. Still, she approached her client, and they were willing to offer him a position at one of their facilities located outside the non-compete radius. Dr. S was grateful, but he ultimately decided the long commute would be too hard on him and his family. He decided to accept his fate with his current employer.

Chasing Physician Job Satisfaction Across the Ocean

While Dr. S wasn’t happy with his physician job, he was dealing with it. After all, his wife and children were planting roots in the community and settling into their new life. However, the COVID-19 pandemic changed all of that. Suddenly, his wife was alone at home with the children and the ties they had made in the community seemed irrelevant. They dreamed of a home near a beach where, regardless of COVID case counts, they could at least enjoy the ocean.

In an impulsive move, Dr. S and his family relocated to Hawaii. It was as beautiful as they imagined, and yet, Midwesterners at heart, they didn’t feel they belonged. They missed their church, their old neighbors, and the low cost of living. Dr. S reached out to Tara one more time to help him find a Primary Care physician job back home.

Third Times the Charm

Tara was pleased to hear from Dr. S. The time in Hawaii, though brief, made the non-compete agreement with his former employer no longer a factor. Tara was willing to present Dr. S to her client yet again – on one condition.

“I told him he had to trust me this time,” Tara says. “And I needed to know he was serious. He assured me that he would do everything he could to make it work.”

The client had an opening and was willing to consider Dr. S one more time. They quickly scheduled a virtual interview and extended an offer in a matter of weeks. I think the history with Dr. S certainly allowed the process to move more quickly,” Tara says, “But generally, this client has an extremely efficient process. I have now placed over 20 physicians with the organization, so we have worked together over the years to streamline the physician recruitment process.”

Dr. S was thrilled to accept the offer, and Tara’s client was happy to have him on board. Though the path was winding, Dr. S is grateful to have finally found where he belongs.

It is critical to add a physician recruiter to your professional network. Luckily, Dr. S had worked with Tara for years, but the important factor that resulted in his homecoming was that he finally put his full trust in her. Physician recruiters have first-hand knowledge of what it is like to work for their client, and also their competition. They can offer valuable input about negotiating compensation and the physician contract.

In our recent Physician Job Search Playbook, we outline everything you need to begin your next job search including the importance of working with physician recruiters. Check out the playbook, here.

Are you searching for a physician job with an employer who shares your values? The recruiters at Jackson Physician Search are ready to assist and advise you in your search. Contact us today.

Physician Job Search Playbook

Whether this is your first job search or one of several during your career, the Physician Job Search Playbook offers a comprehensive, structured approach to ensure your next position meets your most important professional…

[Infographic Guide] 5 Physician Practice Trends to Watch

The landscape in which physicians practice is constantly evolving, requiring physicians, administrators, and recruiters to adapt. While the COVID-19 pandemic was something no one could have predicted, it has accelerated many of the physician practice trends…

Start Your Job Search

Click the Search Jobs button to browse our current openings.