MGMA and Jackson Physician Search Extend Partnership to Improve Physician Recruitment for Medical Practices


Medical Group Management Association (MGMA) today announced an extended executive partnership with Jackson Physician Search, a firm specializing in the permanent recruitment of physicians, physician executives and advanced practice providers across the nation. The partnership, which began in 2020, connects MGMA members and medical practices with consultative resources and recruitment solutions that help drive efficiencies and increase the level of care patients receive.

MGMA is the nation’s largest medical practice management association consisting of 15,000 group medical practices and more than 350,000 physicians. The association helps members innovate and improve profitability, and advocates extensively on regulatory and policy issues. Through its collaboration with Jackson Physician Search, MGMA members gain access to recruitment services and resources, such as educational webinars, podcasts and data-driven white papers, that offer insights to succeed in today’s competitive employment market.

For more than 40 years, Jackson Physician Search has implemented proven recruitment strategies and personalized services for thousands of clients nationwide. The firm has a track record for connecting top-notch providers and medical leaders with professional opportunities and delivering on the toughest recruiting challenges, particularly as the industry faces staffing shortages.

The firm’s collaboration with MGMA helps combat the current medical practice employment market by connecting association members with best-in-class medical professionals and providing resources to help navigate the competitive landscape.

“Today’s healthcare environment is like nothing we have ever seen before and it’s crucial to align with like-minded partners to tackle the physician shortage and tight employment landscape,” said Halee Fischer-Wright, MD, MMM, FAAP, FACMPE, president and chief executive officer at MGMA. “Our partnership with Jackson Physician Search provides our members with the recruitment tools they need to conquer today’s market quickly and cost-effectively.”

“During a time when medical groups continue to face persistent staffing shortages, our all-digital, targeted sourcing strategy and unparalleled access to candidates allow us to more rapidly identify and recruit the right physician for the role,” noted Tony Stajduhar, president of Jackson Physician Search and newly appointed member of the MGMA Board of Directors. “It’s an honor to bring our recruitment solutions to MGMA members and work together to bring long-lasting, transformative change to the industry.”

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

About MGMA
Founded in 1926, the Medical Group Management Association (MGMA) is the nation’s largest association focused on the business of medical practice management. MGMA consists of 15,000 group medical practices ranging from small private medical practices to large national health systems representing more than 350,000 physicians. MGMA helps nearly 60,000 medical practice leaders and the healthcare community solve the business challenges of running practices so that they can focus on providing outstanding patient care. Specifically, MGMA helps its members innovate and improve profitability and financial sustainability, and it provides the gold standard on industry benchmarks such as physician compensation. The association also advocates extensively on its members’ behalf on national regulatory and policy issues. To learn more, go to or follow us on LinkedInTwitter and Facebook.

For More Information, Contact:

Kristen Myers

Associate Vice President, Marketing

Physician Retirement Trends: Easing Into The Next Stage


Due to an aging and burned-out physician workforce, the healthcare industry expects to see a spike in physician retirements in the coming years. According to a report published by the Association of American Medical Colleges (AAMC), in 2021, nearly half (46.7%) of practicing physicians were over the age of 55. This means at least two of every five active physicians will reach the traditional retirement age of 65 in the next eight years. This, coupled with what we know about increasing physician burnout, makes it easy to see why the industry expects a spike in physician retirement trends to increase.

Are you among those considering retirement? Physicians of all ages typically have some idea of when they’d like to retire. According to a new report from Jackson Physician Search, the desired retirement age is trending younger. Another physician retirement trend noted in the report is that the traditional process of announcing one’s retirement and setting a date to make it official is no longer the norm. In fact, according to the report, only 12% of physician respondents plan to retire this way. 

So, how do physicians want to retire? The new report, “Preparing for the Wave of Physician Retirements,” reveals what today’s physicians want for their future retirements. If you are thinking about retirement — whether in the next few years or the distant future — you should know the current physician retirement trends and consider how they might influence your future retirement options. 

Physician Retirement Trends: Desire to Retire Earlier

Despite all the talk about the aging physician workforce, according to the study, many Baby Boomer physicians are still working full-time. However, among physicians under age 60, primarily Gen X, most report a desire to retire sooner rather than later. According to a 2021 Rural Physician Recruitment Whitepaper, Gen X physicians are more likely than Baby Boomers to report feeling dissatisfied with their levels of professional and personal fulfillment. So, perhaps it is not surprising that nearly 60% say they plan to retire before they turn 60 years old. Only 19% plan to work beyond the traditional physician retirement age of 65.

Despite the commonly held belief that one’s age drives the decision to retire, burnout is the reason one in four physicians in the study said they would eventually retire. Thus, the desire to retire younger is presumably driven by the fact that burnout, according to a joint MGMA and Jackson Physician Search study, is worsening among physicians year over year.

Takeaway: While it’s often the employment situation causing burnout, as a physician, addressing it early and transparently with your employer is the first step to resolving the issues contributing to burnout or those that eventually will. If you imagine yourself working a long career in patient care, mitigating burnout appears essential according to the report.

Physician Retirement Trends: Cutting Back Gradually

While many physicians express a preference to retire before the traditional retirement age, this may not be possible or even desirable when the time arises. Consider Dr. M, who, at 40, assumed he would retire by the time he was 60. But at 57, he has three kids in college, a beach house he’s still paying for, and he’s on the board (and heavily invested) in his niece’s start-up healthcare tech company. Retirement isn’t in his five-year plan — perhaps it’s not even in the ten-year version. And yet, like most physicians, Dr. M is burned out and isn’t sure how much longer he can sustain his current level of work. He’s not ready to hang it up just yet (nor will his bank account allow it), but surely, there’s a way to lower the intensity and keep working. 

Dr. M isn’t alone in the desire to work less. According to the data on physician retirement trends, physicians as early as 50 are beginning to cut their hours and slow down, and the percentage of physician respondents who report working part-time increases significantly with age.  

In the Jackson Physician Search study, physicians were asked what, if anything, would make them delay full retirement and keep working in some capacity; 58% said part-time work, and 52% said schedule flexibility. When asked how they hoped to transition to retirement, 43% said they hoped to reduce their work hours in the years leading up to retirement. 

Takeaway: The aging population has increasing healthcare needs, and many employers recognize that a part-time physician is better than no physician at all. Employers should be more willing to accommodate, and even encourage, flexibility and part-time schedules in order to prolong the transition to retirement. Even if your employer doesn’t currently have part-time physicians, it pays to ask what options might exist for you. 

Physician Retirement: Finding Work Elsewhere

In an article for HealtheCareers, Michael Dill, AAMC senior data analyst and director of Workforce Studies, explains that physicians aging out of the workforce aren’t retiring as much as they used to, but rather, they are moving to different jobs within the industry. He says the Great Resignation may be more of what economist Paul Krugman calls a great “migration.” 

This supports the findings of the Jackson Physician Search study, in which nearly a third (30%) of physician respondents said they plan to retire from their current job and work locum tenens or full- or part-time with other organizations. 

For Dr. M, this might mean he takes a job consulting for his niece’s start-up. Or it could be that he works part-time at the rural clinic near the mountain house he and his wife are building. Perhaps he pursues a teaching position at a local college, or he develops a relationship with a locum tenens staffing firm and works sporadically when he has availability. 

Takeaway: Even after physicians fully retire, they still have a variety of professional options available to them. Physicians who want to continue to contribute are sure to find organizations happy to accept whatever parts of themselves they still want to give. This is the time in your career when you can follow a passion, step into a mentoring role, or work locums to allow for more travel or time with family.   

Evolving Physician Retirement Trends

Physician retirement has evolved. While the traditional process of choosing a date, having a party, and hanging up the white coat is still appealing for some, many physicians are exploring their options, including part-time work, reduced hours, locum tenens work, or career shifts to teaching or consulting. Perhaps these options would have always been appealing to physicians, but only now, when employers are facing a shortage and desperate to keep physicians working in some capacity, are these options readily available. 

Are you interested in exploring the career options available to you? Whether you are nearing the end of your physician career or just beginning, the team at Jackson Physician Search has the experience and expertise to help you navigate the next chapter. Reach out today to find out how we can help. 

3 Things to Consider Before Physician Retirement

If burnout is the primary driver of your desire to retire, you may want to ask yourself the following questions and consider a few physician retirement alternatives.

Hiring Trends to Inform Your Physician Job Search

Is demand high for your specialty or subspecialty? What can you expect from employers trying to attract candidates? Take a look at recent physician hiring trends, as observed by the Jackson Physician Search Regional VPs.

Start Your Job Search

Click the Search Jobs button to browse our current openings.

Study from Jackson Physician Search Reveals Physician and Healthcare Administrator Discrepancies on Physician Retirement Plan Drivers and Timelines


ATLANTA and ORLANDO, Fla.  (March 20, 2023) — The full impact of the increase in physician retirements due to an aging physician population compounded by rising levels of burnout has yet to be felt by an industry already stretched thin.

Research results announced today from Jackson Physician Search – a leading firm in physician, physician leader and advanced practice provider recruitment – found that one in four physicians foresee burnout as the top driver in their retirement decisions. Yet, 50% of healthcare administrators think it’s age. The same study revealed that while economic concerns have delayed retirement for 38% of physicians, of the 24% who were planning to retire early due to COVID-19, 60% still plan do so. These are among several key findings from the study outlined in the new report “Preparing for the Wave of Physician Retirements: Survey Data Reinforces Need to Plan” available here.

“It all comes down to the question of when – not if – the healthcare industry will feel the full impact of forthcoming physician retirements. Through this study, we wanted to understand physicians’ views on the topic, as well as readiness in terms of planning by the organizations for which physicians work,” explains Tony Stajduhar, president of Jackson Physician Search. “What we learned is that most physicians – regardless of age – say they will retire as soon as they are financially able. This points to a critical need: healthcare organizations must plan and start recruiting and retaining physicians differently than how many do so today.”

Findings from the survey conducted in November/December 2022 indicate that healthcare administrators are not consistently aligned with physicians on how, or when, they plan to leave the workforce, nor do they appear to be as prepared as necessary. Some 69% of administrators say their organization doesn’t have a formal, written succession plan, yet 63% acknowledge that the typical amount of notice they receive from physicians is six months or less.

“When you consider that recruiting a culturally aligned physician in today’s competitive market often requires 6-12+ months and costs $250,000 or more – including sourcing, relocation and sign-on bonus – greater emphasis on initiating the retirement discussion, as well as accommodating physicians’ desire to slowly transition from full-time work to retirement, is key to keeping them in the workforce longer,” notes Stajduhar.

Responses to the survey were received from 387 physicians across a range of specialties and from 60 healthcare administrators throughout the country. In the report “Preparing for the Wave of Physician Retirements: Survey Data Reinforces Need to Plan” released this week, key takeaways include:

  • Administrators are not fully aligned with physicians on what constitutes the ideal amount of retirement notice. Physicians indicate six months is enough time; administrators prefer 1-3 years to allow sufficient time to recruit.
  • Only 12% of physicians intend to set a retirement date and fully retire, yet administrators believe that while physicians will slow down in their final years, they will then opt to leave medicine for good.
  • Nearly 60% of Gen X physicians say they plan to retire by age 60, and data shows they’re making a move in that direction with 12% of those aged 51-60 already working part-time.
  • When asked which options would cause physicians to consider delaying full retirement, 58% said part-time status, 52% said flexible schedules, and 42% said reducing or eliminating on-call requirements.

“While our research shows the desired retirement age is trending younger, it also provides valuable insight on what can be done to encourage physicians to stay in the workforce in some capacity,” adds Stajduhar. “Implementing full-scale retention and succession strategies are essential to lessening the impact of the coming wave of retirements.”

Additional research and insights found in the report include steps for creating a physician succession plan to help administrators anticipate and better prepare for physician retirements.

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

For More Information, Contact:

Kristen Myers

Associate Vice President, Marketing

[White Paper] Preparing for the Wave of Physician Retirements Survey Results


A record number of physicians are nearing retirement age. According to a 2022 report published by the Association of American Medical Colleges (AAMC), nearly half (46.7%) of practicing physicians were already over the age of 55 in 2021. This means more than two of every five active physicians will reach age 65 within the next ten years. Combine this data with what we know about increasing physician burnout, and it’s not overreacting to see the impending wave of retirements as a serious threat to an industry already stretched thin.

The question is not if but when the healthcare industry will feel the full force of the wave. So, just as cities under threat of a hurricane have an emergency plan in place, so too, must healthcare administrators have plans to protect their organizations (and the patients they serve) from a potential tidal wave of retirements… but do they have such a plan?

In an effort to investigate the current plans of both physicians and healthcare administrators, Jackson Physician Search launched a Physician Retirement Survey in November/December 2022. We wanted to find out not only when physicians plan to retire, but also why they will retire and how they hope to make the transition. We asked administrators similar questions with respect to the physicians in their organizations.


The results show a disconnect between what physicians are planning and what administrators expect.

  • Physicians think notice of six months is more than enough time, while administrators would prefer 1-3 years.
  • Most physicians don’t want to fully retire but plan to work part-time or contract somewhere else. Administrators are more likely to believe that when retiring physicians leave, they are leaving medicine for good.
  • Physicians rank burnout as the top reason driving their retirement plans, but administrators believe it’s age.
  • Economic concerns have caused four in 10 physicians to delay retirement.

Much of what we learned confirmed our expectations about how and why physicians retire; the when, of course, remains hypothetical for many and is therefore more difficult to ascertain. However, there is evidence to suggest that, regardless of age, many physicians will retire as soon as they are financially able, so healthcare organizations must have a plan in place.

In this report, we’ll first determine if indeed the volume of physician retirements is already increasing. We will then explore the when, why, and how of physician retirement as well as what organizations can do to ease the impact of what is sure to come.

Download the White Paper to Get More Insight Into Physician Retirements as well as Strategies to Prepare Your Organization for the Upcoming Wave of Retirements.


For more information about how your healthcare organization can use the results of this survey to improve your physician recruitment and retention strategy, contact Jackson Physician Search today. Our team is made up of healthcare industry professionals who have spent decades recruiting physicians, physician leaders, and advanced practice providers for healthcare organizations across the nation.

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.

[White Paper] Back from Burnout: Confronting the Post-Pandemic Physician Turnover Crisis Survey Results

In 2022, Jackson Physician Search and MGMA surveyed physicians and administrators to understand their unique views on physician recruitment, engagement, retention, and mitigation of burnout, and how the clinical and administrative sides perceive these efforts…

[White Paper] Rural Physician Recruitment and Staffing Survey Results

A 2022 survey from Jackson Physician Search and – both part of the Jackson Healthcare family of companies – shows hope for rural healthcare organizations to make progress in resolving their physician staffing challenges…

Need Help Recruiting Physicians?

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

Timeline of a Resident’s Job Search


This Friday is Match Day, which means a new class of soon-to-be medical school graduates will find out where they will spend the next three to seven years as medical residents. If you are among this group of future physicians, this next stage of training will provide essential preparation. The fast-paced, all-consuming nature of residency can leave you with little time to think about where all your hard work is leading — or, more importantly, where you want it to take you. Therefore, residents must make the first physician job search an ongoing priority to ensure the light at the end of the residency tunnel is a destination of your own choosing.    

So, do new residents need to start the job search tomorrow? Most recruiters will advise residents to begin their search 12-24 months before completing training. However, starting early may improve the odds of finding a job in which you will want to stay. Studies show that half of all physicians leave their first jobs within five years, and half of that group leaves during the first two. If residents stick to the following timeline (based on a three-year residency), they will surely find themselves with more choices than they would have otherwise. It also means they will have ample time to learn what they ideally want from an employer and find a job that meets those needs. 

Resident Job Search Tasks in the First Year(s)

Pre-assess the Physician Job Market

For new residents, the first step in a physician job search is simply researching the market. Anyone with an eye on healthcare headlines knows that staffing shortages continue to plague the industry. While some regions struggle more than others, physicians and other healthcare providers are in high demand nationwide. 

This knowledge should give you confidence about your future physician job search (and future job security). However, this doesn’t mean the physician job search is easy or that circumstances are the same for every specialty and in every location. They are not. A recent report from Jackson Physician Search uses our 2022 placement data and observations from several recruitment leaders to identify physician hiring trends in the marketplace. According to the report, primary care physicians see the greatest demand, along with specialists who are willing to treat broad panels of patients. Rural healthcare organizations have more urgent needs than organizations in urban and suburban areas. 

Of course, we may see trends shift slightly or change altogether before you move on to the more active stages of your search, but now is the time to find credible sources on the subject and start paying attention.

Identify Your Priorities

Now is the time to consider what matters most in your first physician job. Compensation and location are obviously important, but where does work-life balance fit in? What about culture, the scope of practice, and growth opportunities? Of course, you want it all, but you need to consider where you are willing to compromise. Talk to attending physicians about their lifestyles and what they like and dislike about their jobs. What are the things they wish they had known when they were searching for their first physician jobs? 

Reach Out to a Recruiter

Introduce yourself to a respected physician recruiter and ask them what to expect in each stage of the search. He or she can provide details on a typical job search timeline for your specialty and answer questions about the physician interview process, physician compensation models, or physician employment contracts

If you have determined that location is a priority, ask the recruiter about the job market in your preferred city. If you have any special circumstances, such as a visa requirement or a physician spouse who will also be applying to jobs, share this with the recruiter and ask for advice. Physician recruiters are usually happy to connect with residents and answer questions about what lies ahead. Don’t hesitate to reach out — by phone, email, or LinkedIn — and ask for advice. 

Resident Job Search Tasks in the Second Year 

Browse Physician Job Boards

You may not be ready to apply to physician jobs just yet, but it’s a good time to start browsing physician job boards for jobs in your specialty in the locations of interest to you. This helps you to assess the market and set realistic expectations. Set up job alerts for jobs matching your specific search criteria. If a job or employer seems particularly perfect — and your specialty is in high demand — it may be worth sending the recruiter an email expressing interest. 

Gather Documents

Before you begin applying to physician jobs, you need a polished CV, a targeted cover letter (that will be tailored to specific jobs), and a list of professional references who have agreed to serve as your reference. Once you have these three things prepared and perfected, you are ready to start actively applying for physician jobs.

Resident Job Search Tasks in the Final Year

Reconnect with a Recruiter

Now is the time to reconnect with any recruiters you may have introduced yourself to over the years. Let him or her know that you will complete your training in 12 months and are actively searching for a job. Talk to them about what you are looking for, and be clear about what is a must-have versus a nice-to-have. Be open to his or her feedback. If they suggest a location or type of organization you had not previously considered, it is likely because it aligns with what you have said is important to you. Keep an open mind.  

Browse and Submit

Remember those job alerts you set up last year? It’s time to start paying attention. Tweak your search parameters if needed, and when a job arrives in your inbox, that seems to match 70% of what you want, go ahead and express your interest. By applying, you are not promising to attend an on-site interview; you simply agree to have a conversation in which you will learn more about the opportunity.

Attend On-Site Visits

Ideally, by the third or fourth month of your final year, you have scheduled or even attended several on-site visits with potential employers. You may have even found an organization that seems like a good fit. Make sure when you visit an organization, you have an opportunity to meet not only the administration but your potential colleagues as well. Look for red flags, and don’t be afraid to ask direct questions to reveal more about the organization’s culture. You’ll also want to explore the community, perhaps with a realtor, but also on your own. If dining and shopping are important to you, spend some time downtown. If you enjoy the outdoors, ask someone to direct you to the nearest park or popular hiking spots.  

Understand Your Contract

When an organization extends an offer, you’ll want to work with your physician recruiter to understand and perhaps negotiate the terms. Before signing any physician employment contract, you may want an attorney to review it. You will address any concerns through your recruiter.

Licensing and Credentialing

Signing the contract feels like it should be the last step, and yet, it can take several months to obtain a medical license with the state, and then, you still need credentials for the specific hospital. The process won’t be labor intensive for you, but it will take time — time you must allow for when setting your job search timeline. Ideally, you are signing a contract in March if you hope to start your job in July. 

A Resident’s Job Search Starts Today

Each resident will have a slightly different timeline than what is outlined here, but let this be a guide for the stages of your search, and if nothing else, take away this — it is never too early to begin your first physician job search. From the time you begin your residency, consider yourself in the research stage. Learn about the market, discover your own priorities, and ask questions of physicians in various stages of their careers. 

If you are conducting ongoing job search research, you will likely know when it is time to begin the other job search tasks, such as reaching out to a recruiter, preparing your CV and other materials, and setting up an online job search. Those who know what to expect and are prepared for the search will ultimately have more options available to them and have a greater chance of finding a first physician job that meets their needs. 

If you are in any stage of residency and have questions about what lies ahead, the recruiters at Jackson Physician Search would love to hear from you. Reach out today for insights about the market and what to expect in your search. We also recommend you download the Physician Job Search Playbook, and when you’re ready, start searching for physician jobs online.

physician job search tips

First Physician Job Search: What I Wish I’d Known

Studies indicate half of all physicians leave their first physician jobs well before five years. So what can residents learn from their mistakes?

First Physician Job Search Tips for Residents

The first physician job search can be overwhelming. Even though physicians are in high demand, there is a lot to navigate. Find out what new residents can do today to better prepare them for their future search…

Start Your Job Search

Click the Search Jobs button to browse our current openings.

Recruiter Helps Resident Find the Trifecta of Physician Jobs: J-1 Visa Sponsorship, Work-life Balance, and Loan Repayment


Beginning his final year of residency in Alabama, Dr. A was getting serious about his first physician job search. He needed to find an employer willing to sponsor his J-1 visa waiver, so he had to allow plenty of time as his options would be more limited. Even though his job options might be fewer than his fellow residents, he didn’t want to sacrifice work-life balance and much-needed loan repayment. He felt like he was looking for the perfect trifecta! Also, after visiting friends in coastal Mississippi, he loved the idea of living there and began to browse physician job boards with an eye for job postings in that area. 

Jackson Physician Search Search Consultant Cori Centerino was searching for a Family Medicine physician for her client, a multi-specialty group located on the coast. The mission-minded organization needed a physician to start as soon as possible. Cori prepared her client for a wait — the average time to fill a Family Medicine physician job nationally is more than seven months — but she was confident that with time she would find the right candidate.

An Attractive First Physician Job

Cori crafted a physician job posting highlighting what she knew to be the most attractive features of the job. In addition to the coastal location, the role was 100% outpatient with the flexibility to choose between a four, four and a half, or five-day work week. The job would be ideal for a physician prioritizing work-life balance. It also came with a signing bonus and, potentially, loan repayment. 

As it turned out, these qualities were exactly what caught Dr. A’s attention. After several years of an intense residency, finding a job that allowed a healthy work-life balance was extremely important to Dr. A (and his wife). The fact that the organization provided care to an underserved patient population was also appealing to him. 

An Organization Willing to Wait

When Dr. A reached out in response to Cori’s ad in June, she knew right away that he was a good fit, but both worried that the resident’s timeline was too long. As a resident, he would only be available to start after completing his training the following year. Still, Cori spoke to her client about him, and while the need was indeed urgent, they were willing to wait for the right candidate. The client called Dr. A for a phone interview and then invited him to visit the organization for an on-site interview.   

It was a few months before Dr. A and his wife were able to plan a visit, but when they did, they were blown away by the comfort and kindness they experienced. Dr. A hit it off with his potential colleagues, and both he and his wife liked the town. He didn’t want to rush into a decision but understood this opportunity was the trifecta he was hoping to find. 

“He wanted to be sure that he was making the right decision for the long run,” explains Cori. “I wanted to give him the time and space he needed while still conveying the urgency of my client. It was a delicate balance.”

An Ideal First Physician Job 

Ultimately, Cori’s dedication to helping Dr. A find a job that not only met his needs, but would also be one he could be happy with for years to come paid off. He signed a contract in early November with a commitment to starting with the clinic after the completion of his training. For Dr. A, the coastal location and flexibility were attractive. Still, it was the organization’s willingness to sponsor his J-1 visa waiver and, over time, pay off his student loans that made the decision right for him and his wife. It’s not every day a resident finds a job that checks every box. He appreciated that Cori did not pressure him to decide before he was ready, and instead put his needs first. This allowed him to explore his options and discover for himself that he had indeed found the perfect physician job. 

Whether you are a resident searching for your first physician job or an experienced physician seeking a change, the recruitment team at Jackson Physician Search is eager to help. We work with organizations large and small across the country seeking physicians in every kind of practice setting. Reach out today to learn how we can assist your job search, or get started now by searching for physician jobs online.

Hiring Trends to Inform Your Physician Job Search

Is demand high for your specialty or subspecialty? What can you expect from employers trying to attract candidates? Keep reading for a look at recent physician hiring trends, as observed by the Jackson Physician Search Regional VPs.

Improving Physician Work-Life Balance

The stats on burnout are grim, and healthy work-life balance continues to be an elusive yet high-priority goal of many physicians. But what exactly does work-life balance look like in physician jobs?

Start Your Job Search

Click the Search Jobs button to browse our current openings.

How to Develop Strong Physician Executives


As a generation of Baby Boomers continues to reach retirement age, organizations are faced with finding qualified replacements for these retiring physicians, many of whom are in leadership positions. With a majority of organizations lacking succession plans, most will be faced with launching an external physician executive search. This process, though made easier and quicker with a trusted physician executive recruitment partner, can be lengthy. To expand their options, some administrators may consider looking inside their organizations for physicians who may be ready to transition to a leadership role. However, if there has not been a conscious effort to develop future physician executives within the organization, administrators are unlikely to find any qualified candidates within their ranks. 

According to a September MGMA Stat poll, only 53% of medical groups provide any management training to staff. While an increasing number of physicians are seeking out leadership training for themselves — either starting out in an MD/MBA program or later pursuing an MBA, MPH, or MHA degree — organizations should provide opportunities for physicians to strengthen their leadership skills and learn more about the business of healthcare. It requires intensive physician executive training and development to produce a strong physician executive, and healthcare organizations will benefit from investing in the physicians they already employ to prepare them for future leadership roles.    

We recently spoke with Jackson Physician Search’s Director of Physician Executive Recruitment, Dirk Jansson, on this topic to find out what he thinks organizations should do to develop physician leaders. Keep reading for ideas on how to approach physician leadership training at your organization. 

Recognize Every Physician as a Potential Leader

Dirk observes that the corporatization of medicine has created a new generation of business-minded physicians. Gone are the days when physicians serve only to diagnose and deliver care. Now, physicians in every type of practice setting are well aware of the importance of growing the patient base, obtaining referrals and positive online reviews, and of course, the challenges of working within the parameters of what is and is not covered by a patient’s insurance. Because of this, every physician receives an education in the business of healthcare from day one.

Of course, what a physician takes away from this trial by fire will vary, and organizations will do well to get involved in shaping how the physician manages and responds to the opportunities and challenges presented. 

While not every physician will be suited for (or interested in) executive roles, most will benefit from expanding their knowledge of the business of healthcare, so as you develop a leadership training program, aim to make it accessible to everyone.  

Make Transparency a Part of Culture

According to Dirk, it’s critical that potential physician leaders have a clear view of how decisions are made at the organization. The best way to provide this understanding is to be transparent about the decision-making process. 

“Invite physicians to observe and participate in the meetings and conversations that lead to potential policy changes,” says Dirk. “Physicians need to see and hear what goes into decision-making at the organizational level so they understand how and why policies are formed and can give feedback on how their daily jobs and/or the patient experience might be impacted by those changes.”

Most physicians recognize that leadership’s decisions are never completely one-dimensional, but in witnessing the process firsthand, they broaden their understanding of the many considerations involved. The best way to train future leaders is to invite them into the conversation and let them see and hear for themselves how leadership grapples with complicated issues alongside ambitious goals.   

Leverage Formal Leadership Training and Mentor Programs

As the industry increasingly recognizes the value of physician leaders, some organizations have developed internal leadership academies and/or robust mentorship programs for interested physicians. In an article for the Jan/Feb 2020 Physician Leadership Journal (published by the American Association of Physician Leadership), Quint Studer, healthcare consultant and founder of the Studer Group, noted that most of the nation’s leading healthcare systems develop their leaders internally: “All of them have a wide, aggressive, robust leadership development [program] that creates a wider pipe-line than others. That’s really the key.”

Of course, a leadership academy will look different in every organization, but it should cover topics such as communication, conflict resolution, finance, negotiation, change management, and more. Smaller organizations aren’t likely to have in-house training programs at this scale, but they may offer tuition reimbursement for physicians who take relevant courses offered by universities or through associations such as the Association for Physician Leaders.  

One-on-one learning opportunities are also important. In a joint MGMA and Jackson Physician Search survey, only 43% of the administrators who reported having a succession plan said their plan included a mentor program. This often-missing element is critical for developing physician leaders. 

When it comes to formal training and mentor programs, it’s okay to start small. Focus on gaps in skills and offer training and mentorship to develop those specific areas. 

Developing Physician Leaders

Promoting physicians to leadership positions is admirable — and an excellent way to shrink the physician executive recruitment timeline — but giving a physician an executive title won’t magically transform him or her into a strong leader. If administrators hope to hire physician leaders from within, they must be prepared to invest in leadership training and development for physicians. This means treating every physician as a potential leader and offering them access to a committed mentor and formal training in an environment of transparency. 

“As the role of physician executive continues to evolve and expand, it becomes even more important for organizations to create an environment where physicians can learn the business and leadership skills they’ll need,” says Dirk. “Each organization will approach it differently, but providing a level of transparency that encourages physicians to observe and participate in the decision-making process is a strong first step.”

If you are seeking to hire physician leaders, the Physicians Executive Search team at Jackson Physician Search has the expertise to guide and accelerate your efforts. Reach out today to learn more.

3 Reasons to Hire Physician Executives

Now, with circumstances related to the pandemic greatly improved, those executives who put off retirement or a new opportunity are likely ready to move on… but who will fill their shoes?

3 Qualities of an Attractive Physician Executive Job

What makes a physician executive job opportunity attractive enough to lure these leaders away from their current jobs? We spoke with Dirk Jansson, Director of Physician Executive Search at Jackson Physician Search, to learn the answer…

Need Help Recruiting Physicians?

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

Recruiter Helps Rural Client Fill Nurse Practitioner Job in Under 60 Days


As organizations begin to feel the impact of the physician shortage, many organizations look to Advanced Practice Providers to support physicians and ensure patients have access to care. In the recent Jackson Physician Search Physician Recruitment Trends report, we shared that our number of Nurse Practitioner job placements quadrupled from 2020 to 2022. Organizations are increasingly leveraging APPs to fill in the gaps, so it was no surprise when a critical access hospital in rural west Texas came to Recruiter Sonya Cathey with a need for a Nurse Practitioner to bolster patient care at the facility. 

Understanding the Client’s Recruitment Needs

Based in Dallas, Sonya visited the client to meet with the CEO and familiarize herself with the organization and the town. Sonya was immediately impressed with the facility and got to tour the new, state-of-the-art building that would open in just a few months. Profiling the organization and the position is a critical step in the recruitment process; it allows the recruiter to develop a clear picture of the opportunity and better understand what kind of candidate will be a good fit.  

Highlighting the Perks of the Nurse Practitioner Job

Sonya crafted the Nurse Practitioner job ad, highlighting the key attributes of the position. In addition to working in a soon-to-open, state-of-the-art facility, the job came with competitive compensation, schedule flexibility, and a family-friendly culture. Sonya leveraged the Jackson Physician Search network of Advanced Practice Provider job boards to get the job in front of a national audience. She also had the marketing team email the nurse practitioner job to relevant candidates in the vast Jackson Physician Search provider database.

A Teammate’s Referral 

The job received some interest, but ultimately, a colleague’s referral stood out to Sonya as the best match. Director of Recruiting Tonya Hamlin had first connected with a Nurse Practitioner about another position in West Texas. He was currently working in Florida and had grown tired of the high cost of living in the state. His wife had family in West Texas, and they both liked the idea of relocating to Texas with their three young children. 

Tonya’s client brought him and his wife on-site, and the couple was excited to move forward. However, the offer did not come. He was disappointed– but not for long.

Though it didn’t work out with her client, Tonya knew the demand was high for Nurse Practitioners in the region. She only had to reference the job board on the Jackson Physician Search website to find another opportunity for him. She saw Sonya’s Nurse Practitioner job posting and reached out to make the introduction. 

An Even Better Nurse Practitioner Job

Sonya was thrilled to connect with the Nurse Practitioner and could immediately tell he would be a good fit for her client. Not only did he meet all of their requirements, but he also had ER experience, which would be a massive bonus in the hospital setting. Sonya told him about the new building and shared her experience in the town. He was eager to learn more. Sonya presented him to her client, who understood the need to act quickly. The CEO called him immediately, and after a successful phone interview, she invited him to come for an interview as soon as possible. He was on-site within a week. 

The Nurse Practitioner was blown away by the hospitality he and his wife received upon arriving in town. Due to a flight delay, he and his family missed the welcome dinner. Knowing they would arrive at the hotel late, the client arranged to deliver food to the hotel for them. This was the first of many thoughtful ways the client made him and his family feel at home. They soon felt this opportunity could be even better than the one he had missed. In addition to the impressive new building, he strongly connected with the other providers. He and his wife also liked the town, and the fact that it was just an hour from his wife’s family made it all the better.  

Nurse Practitioner Recruitment Success

The client was prepared to wait; however, thanks to the teamwork in Jackson Physician Search’s culture, they signed a contract with the Nurse Practitioner in fewer than 60 days. While teamwork certainly played a part, Sonya also attributes the success of the search to the client’s ability to act quickly and keep the momentum going once they were in contact with the Nurse Practitioner. In addition, they went above and beyond on the site visit, making sure he and his wife fell in love with the community. 

In the end, the Nurse Practitioner was relieved the first opportunity did not work out because the job with Sonya’s client was a much better fit. Sonya’s client was thrilled to find an experienced Nurse Practitioner ready to build a life in the area.  

If you are seeking Advanced Practice Providers or physicians to support patient care at your organization, reach out to the team at Jackson Physician Search today. 


[White Paper] Physician Recruitment Trends: Responding to a Changing Post-Pandemic Market

The physician recruitment market is more competitive than ever. The Regional Vice Presidents of Recruitment at Jackson Physician Search share what trends they are seeing and what strategies are working for their clients…

Hospital Hires Gastroenterologist to Start GI Program in Rural Ohio

When a community’s need for a Gastroenterologist grew too big to ignore, one small hospital in southwest Ohio partnered with Jackson Physician Search to help solve the problem…

Need Help Recruiting Physicians?

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

Physician Search Success: Hospital Hires Gastroenterologist to Start GI Program in Rural Ohio


When community need for a Gastroenterologist grew too big to ignore, one small hospital in southwest Ohio launched a physician search to solve the problem. The 30-bed regional hospital, located in a village of two thousand people, did not have a Gastroenterology program. In past years, when there was a need, the organization had always referred patients to one of three Gastroenterologists in the surrounding counties. However, in recent years all three physicians had retired or relocated, leaving patients in the area traveling an hour or more for GI care. 

Of course, hiring a Gastroenterologist to start a GI Program would be no small task. With demand for cancer screenings increasing nationwide and only 500 GI fellows coming out of training each year, Gastroenterologists are one of the most in-demand specialists and, therefore, especially difficult to recruit. The latest projections show a shortage of 1,630 Gastroenterologists by the year 2025. 

The organization knew it wouldn’t be easy, so when Tim Sheley, Executive Vice President of Business Development at Jackson Physician Search, reached out, they were eager to learn more. Tim detailed the 100% digital physician recruitment strategy and explained the benefits of partnering with a firm with national reach and regional expertise. He introduced them to Senior Search Consultant Nathan Collier, a native of Ohio, who was familiar with the region and prepared to help his client establish the much-needed program.

A Challenging Physician Search 

Nathan immediately recognized the challenges of the search. The rural location was one thing, but starting a program from scratch would likely be a turnoff for most candidates. The prospect might be daunting for GIs coming out of training, and more established GIs would be unlikely to want to start over in this way.   

Undeterred, Nathan crafted the physician job description to highlight what he saw as the job’s selling points. The facility’s location was rural but not entirely remote, as it was about an hour’s drive from the nearest international airport. The position would have minimal to no call requirements while the program was in its infancy, and cases would be routine, with more complex cases still referred out. 

Nathan distributed the gastroenterology job ad through the Jackson Physician Search network of physician job boards, and the marketing team sent it by email to relevant candidates in the vast opt-in physician database. The response was minimal, so Nathan knew they would need to get creative.

Thinking Outside the Box

Leadership at the organization understood the tough reality of the gastroenterology market, so they were willing to be flexible in order to find a physician. They were open to someone right out of training, but Nathan found these candidates were intimidated by the responsibility of launching a program without a mentor to guide them. In response, leadership forged a partnership with a health center in Cincinnati to offer phone support for the new physician. 

Nathan continued to screen candidates who reached out after seeing the ad, but he was also proactively sourcing candidates through the Jackson Physician Search database. He knew the most likely candidates would already have ties to the area, so he searched using specific parameters to find those who had trained or worked in the area at any point. Eventually, he connected with Dr. D, a Gastroenterologist working as a locums provider in a neighboring state. He had a license to practice in Ohio, so Nathan reached out to gauge his interest. 

The Right Opportunity, the Right Time

While Dr. D was not in an active job search, the idea of working in Ohio appealed to him. His daughter was about to move to the state for college, and he liked the idea of being closer to her. As a locum tenens physician, he was used to quickly adapting to unknown situations, so the idea of starting a new program did not phase him. The bread and butter cases, the minimal call, and the work-life balance were all attractive. 

Nathan presented Dr. D to the client, who was immediately interested. They reached out to him right away. After a promising phone interview, Dr. D traveled to Ohio for an interview with the CEO and to tour the facility. He liked what he saw and enjoyed a fun night around a bonfire with the other physicians. The experience made an impact, and when Dr. D received an offer a few days later, he was happy to accept. 

Secrets of Physician Search Success

Nathan credits the success of the search to the client’s willingness to be flexible and ability to act quickly.

“They understood the importance of keeping momentum with an interested candidate,” says Nathan. 

Of course, the part Nathan played in proactively sourcing interested candidates cannot be overstated. Nathan leveraged what he knew about the town, the position, and the organization to zero in on physicians most likely to be interested. Sure enough, he connected with Dr. D, who, while not in an active job search, was happy to learn about the position. 

The client was so satisfied with the results they retained Jackson Physician Search for two more searches. Nathan continues to work closely with the CEO to move the physician search process forward.

If you are seeking a recruitment partner to advance your efforts, reach out to the Recruitment Team at Jackson Physician Search today.  

[White Paper] Physician Recruitment Trends: Responding to a Changing Post-Pandemic Market

The physician recruitment market is more competitive than ever. The Regional Vice Presidents of Recruitment at Jackson Physician Search share what trends they are seeing and what strategies are working for their clients…

3 Qualities of an Attractive Physician Executive Job

Physicians with leadership experience are in high demand, so what makes a physician executive job opportunity attractive enough to lure these leaders away from their current jobs?

Need Help Recruiting Physicians?

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

First Physician Job Search Tips for Residents


With Match Day quickly approaching, soon-to-be medical residents around the country are looking forward to having the next stage of their lives settled. While some will have their hearts set on a specific residency program, many will be relieved to have a better idea of what the next few years of their lives will look like. However, depending on the length of residency (and possibly, fellowship), it likely won’t be long before they must begin the search process again — this time for their first physician jobs. 

The cycle of applications, interviews, and waiting for acceptances (or rejections) is a constant in the life of a med student. Since high school, they have worked hard to present impressive applications and references — first to a university, next to medical school, and then to residency programs. The bad news for residents is that this process is far from over. The good news is that the experience gained applying to med schools and residency programs have largely prepared them for the physician job search. 

Of course, new residents will want a break from the search and apply process, however, don’t wait too long before beginning to think about your next steps. It’s never too early to start the search for your first physician job. Ease into it by considering the following:

Visualize Your Physician Career and Establish Priorities

What is most important to you in a physician job? How do you want your physician career to develop over the next five or ten years? How involved do you hope to be in your home and family life? That is, how important is work-life balance? As you progress through your residency, pay attention to what parts of the job you enjoy and ask questions of your attendings about what they like and dislike about their jobs. 

Industry experts estimate that half of the physicians coming out of residency spend less than five years in their first job, and half of that group walks away within just two years. One could argue these physicians simply change their minds about what they want in a job, but many may never have considered what was most important to them personally and professionally. Instead, they applied to physician job ads featuring the qualities best known for attracting candidates — namely, above-average compensation and/or big signing bonuses. Money can certainly catch the eye, but it does not guarantee the physician job will be a good fit for every candidate.

Of course, if you don’t know what’s most important to you in your first physician job, it is very easy to be drawn to what is important to the masses — money — and studies show the happiest physicians are not always the ones earning the most money.  

Prepare Physician Job Search Materials 

Before you begin searching and applying to jobs, you need to spend some time preparing and polishing the following physician job search materials: a comprehensive physician CV, a thoughtful cover letter (that can be tailored for a specific job), and a list of people (and their contact details) who have committed to giving you an enthusiastic recommendation. 

Don’t wait to prepare these documents until you find the perfect physician job posting. Instead, spend some time perfecting your CV, crafting a cover letter, and reaching out to potential references so that you are ready to apply as soon as you find a physician job posting that seems like a good match. 

Establish a Relationship with a Physician Recruiter

Even if you are not quite ready to begin applying to physician jobs, reach out to a physician recruiter to discuss any questions you have about the physician job search process. A knowledgeable physician recruiter will share what he or she knows about the current market for your specialty and help set your expectations about compensation, timeline, and more.   

While physicians are in high demand, this doesn’t mean the first physician job search is easy. There is a lot to navigate, and residents should allow at least a year, if not more, in order to have time to adequately evaluate opportunities. 

If you are a resident with questions about what lies ahead, contact a Jackson Physician Search recruiter today. We also recommend you download the Physician Job Search Playbook, and when you’re ready, start searching for physician jobs online.

physician job search tips

First Physician Job Search: What I Wish I’d Known

Studies indicate half of all physicians leave their first physician jobs well before five years. What can residents learn from their mistakes?

5 Physician Contract Considerations

The contract terms acceptable to one physician may be out of the question for another, but every physician should consider the following when evaluating a physician employment contract…

Start Your Job Search

Click the Search Jobs button to browse our current openings.