As healthcare organizations strive to meet patient demand amid a worsening physician shortage, advanced practice providers (APPs) have emerged as a critical part of the solution. Advanced practice providers include nurse practitioners (NPs), physician associates (PAs), and advanced practice registered nurses (APRNs), which include clinical nurse specialists, certified registered nurse anesthetists, and certified nurse midwives.
According to the Bureau of Labor Statistics Occupational Outlook, there are approximately 153,400 PAs practicing in the US and 349,600 NPs, nurse anesthetists, and nurse midwives. Growth projections for advanced practice providers are much faster than the average for other professions. Projected growth for APRNs over the ten-year period from 2023 to 2033 is 40%. Over the same period, physician associate jobs are projected to grow by 28%.
As Regional Vice President of Recruitment for Jackson Physician Search, I regularly see the importance of APPs in my clients’ staffing mix. This is particularly true for organizations in rural and remote areas. There are simply not enough physicians coming out of medical school to fill the healthcare needs of an aging population. While advanced practice providers cannot replace physicians, they can provide basic services and free up physicians to focus on more complex conditions.
Hiring APPs may be viewed as a simpler process than recruiting physicians, and this is true to an extent. However, there are several things to consider when hiring APPs. Keep reading for important considerations and tips for advanced practice provider recruitment.
Understand the Limitations of APPs
Despite national accreditation, state regulations dictate the services an advanced practice provider is licensed to perform. PAs require some form of physician supervision in every state, although they have prescribing privileges and a fair amount of autonomy. Many only consult their supervising physician when the PA deems it necessary.
Nurse practitioners can practice independently and get reimbursed for services under CMS guidelines. In 27 states, NPs have full practice authority and can practice to the full extent of their education and training.
Know the restrictions placed on advanced practice providers in your state and understand that the current status may change.
Be Aware of Potential Tension
Advanced practice providers are no doubt an essential part of delivering healthcare to those who need it. However, the implication that physician associates and nurse practitioners can replace physicians is a point of contention and one that the American Medical Association actively rejects. The organization’s ongoing effort to stop “scope creep,” the expansion of the scope of practice for APPs, is done in the name of patient safety. However, the stance may cause physicians to view APPs as a threat to their livelihoods. Although in practice, most physicians welcome the presence of APPs and value the role they play in providing basic patient care, allowing physicians to focus on managing more complex cases.
It’s important to understand the complex relationship and think through the following questions if considering hiring APPs.
How will your physicians feel about the hiring of Advanced Practice Providers? Will they embrace the additional help or feel hiring APPs threatens physician jobs?
State regulations often require Advanced Practice Providers to have some level of supervision or collaboration with physicians. Will your physicians view hiring advanced practice providers as yet another responsibility added to their plates?
Identify the Right APP Compensation Model
APPs are typically paid a flat salary or hourly rate, sometimes with productivity or value-based care incentives. Recruitment incentives are not uncommon, particularly in unique specialties or remote locations. According to a 2025 MGMA STAT poll, 44% of practice managers report paying APPs a salary plus incentives, 44% pay a salary or hourly rate, 6% use an RVU-based model, and 3% use a volume-based model.
Physician associates and nurse practitioners are trained to provide many of the same services as physicians at a lower overhead for the practice. The aforementioned BLS Occupational Outlook notes the median pay for physician associates at $133,260 ($64.07 per hour) and for APRNs, $132,050 ($63.48 per hour). However, Medicare typically reimburses services provided by APPs at 85% of the rate paid for a physician performing the same service.
How will your organization measure the ROI on hiring advanced practice providers? While hiring advanced practice providers costs less than hiring physicians, in most cases, APPs are reimbursed at a lower rate. Determine how many patients the APP will need to see in order for hiring APPs to make financial sense.
Tips for Recruiting APPs
APPs play a critical role in healthcare organizations, so it’s essential to have a strategic approach to advanced practice provider recruitment. Here are a few ways that administrators can proactively attract APPs to their organizations.
Establish relationships with program directors at local or regional university systems.
Many healthcare systems establish relationships with medical schools to provide opportunities for student doctors. This same approach should be developed for APPs. Bringing advanced practice students into your clinical setting provides you with a perfect opportunity to evaluate how their skills and personality translate to your care team. In the long run, if they are a good fit, you have an excellent opportunity to retain them upon graduation.
Work with your state’s professional associations.
The American Association of Nurse Practitioners (AANP) and the American Academy of Physician Associates (AAPA) are two organizations with which healthcare administrators should have an established relationship. Most states have chapters that support graduating and experienced APPs in their job search.
Have a social media strategy
While physicians tend to rely more on physician-specific job boards and websites, such as Doximity, APPs are more likely to utilize traditional social media sites. Many APPs are very active on professional networking sites, such as LinkedIn. Understanding the critical difference between how physicians and APPs use social media can help administrators tailor their recruitment strategy more effectively.
Be creative with scheduling
Like physicians, APPs value a work-life balance and are more attracted to positions that offer flexibility. Healthcare administrators who are expanding their use of APPs need to be creative in developing part-time positions, incorporating telemedicine hours, and finding other ways to offer flexibility and variety in their APP schedules.
Work with a recruitment partner
Finding a trusted recruitment partner has been an essential component of physician recruitment for healthcare administrators for years. As demand for APPs continues to rise, it is becoming increasingly more important for healthcare organizations to expand their reach in finding qualified candidates. Recruitment firms have access to candidates that administrators may not otherwise reach for their vacancy. Finding a recruitment partner that has a nationwide candidate pool, plus the technology and means to cast a wider net, can be the answer to your hard-to-fill vacancies.
There is a lot to consider when hiring advanced practice providers, but when used optimally, they can increase an organization’s profitability, improve patient satisfaction, and even ease physician burnout.
As a trusted recruitment partner, Jackson Physician Search can help you optimize your staffing mix with physicians and advanced practice providers. Whether you are looking for a physician, an advanced practice provider, or both, our recruiters are ready to serve. Contact us today.
