Believe it or not, the youngest members of the Baby Boomer generation are now in their 60s, and the implications of the projected “silver wave” are coming to pass. In healthcare, not only has it driven demand for care, but it also means a significant share of the physician workforce is nearing the end of their careers. Hospitals and health systems have seen this coming, and in response, many are changing how they schedule, lead, and train their clinical teams.
As Regional Vice President of Physician Recruitment for Jackson Physician Search South division, I have witnessed the impact of the aging physician workforce on recruitment and the physician job search. These changing circumstances affect your career options, whatever stage you’re at. Whether you’re a physician approaching retirement, in the early or mid-stages of a physician career, or an advanced practice provider, here’s what you need to know about how organizations are managing the aging physician workforce and what it means for your career.
The Shift Underway
According to the AAMC’s most recent physician workforce data, nearly one in four (23.9%) active U.S. physicians were 65 or older in 2024, while just 16.9% were under 40. In some specialties, the numbers are even more significant.
Organizations are responding in three main ways: offering more flexible late-career arrangements, building leadership pipelines as part of succession planning, and leaning further into team-based care. Ideally, they are responding with a combination of all three. Each response opens doors for candidates who know where to look.
For Physicians Approaching Retirement
Retirement doesn’t have to be a single date on the calendar anymore. More organizations recognize that a physician on a reduced schedule is far better than a vacancy, which makes them more open to phased arrangements: fewer call shifts, a shorter clinic week, telehealth days, or a defined teaching role.
That flexibility lines up with what physicians say they want. In past Jackson Physician Search retirement research, only 12% of physician respondents planned to stop working completely, and nearly half planned to ease out by scaling back their hours.
Start the conversation early. The same research revealed a significant gap in expectations: physicians tended to see six months’ notice as plenty, while administrators preferred one to three years. The earlier you raise the subject, the more room you have to shape a transition plan that works for you.
Recognize the full value of your experience. Your worth to an organization isn’t limited to patient volume. Precepting, mentoring, committee service, and your knowledge of how the organization actually runs all matter to employers worried about what walks out the door when senior physicians leave.
Know that you have options. If your current employer can’t accommodate a reduced schedule, another organization may welcome one.
For Mid- and Early-Career Physicians
Leadership seats are opening. When a chief medical officer, department chair, or medical director retires, someone has to step in. In fact, many physician executive searches are launched to replace a leader who is departing, most often due to retirement. Some organizations have created assistant CMO roles specifically to prepare the next generation.
At the same time, several health system leaders told Becker’s that younger physicians are showing less interest in leadership and teaching roles, often out of concern for work-life balance. More openings and fewer interested candidates mean that if leadership appeals to you, the timing is in your favor.
A few ways to position yourself:
- Speak up. Let your department leaders know you’re interested, and ask about leadership development programs, committee seats, and other opportunities to lead.
- Ask for protected time. Leaders quoted in the same Becker’s piece acknowledged that leadership and education work needs dedicated time rather than being stacked on top of a full clinical load. That’s a reasonable point to raise in negotiations.
The mentorship window is closing. Senior physicians carry decades of clinical judgment, referral relationships, and institutional memory. Some systems, including NYU Langone, have made knowledge transfer a strategic priority for exactly this reason. When evaluating an opportunity, ask whether formal mentorship is available, who you would learn from, and how long they expect to keep practicing.
For Advanced Practice Providers
APPs are among the fastest-growing roles in healthcare. The Bureau of Labor Statistics projects employment of nurse practitioners will grow 41% and employment of physician associates will grow 21% from 2025 to 2035, compared with 3% for all occupations. These numbers aren’t surprising when you understand that organizations are leaning on APPs to fill gaps when senior physicians leave.
Expect expanding roles. As physicians retire or scale back, many organizations are relying on APPs to manage larger panels and take on more responsibility within care teams.
Know your collaborating physician’s timeline. While supervision and collaboration rules vary by state, if the physician you work most closely with is nearing retirement, ask how the organization plans to handle that transition.
Learn while you can. Experienced physicians are valuable teachers for APPs, too. A position that pairs you with seasoned clinicians who are invested in mentoring can accelerate your development in ways that are difficult to replicate later.
Finding Opportunity in the Transition
An aging workforce is a real staffing challenge for healthcare organizations, but it provides ample opportunity for physicians and APPs at every stage. Late-career physicians have more room to design their exit, rising physicians have a clearer path to leadership, and APPs are stepping into larger roles on the care team.
Whether you’re planning your next chapter, ready to step into leadership, or looking for a team where you can grow, the recruiters at Jackson Physician Search can help you find the right fit. Reach out today or search physician jobs online.
About Tonya Hamlin
With over 20 years of experience in the healthcare industry, Tonya Hamlin has a relentless passion for connecting physicians and advanced practice providers with health systems and medical groups. Prior to joining Jackson Physician Search, Tonya served as a physician recruiter for an integrated delivery system. Her unique vantage point allows her to identify the best candidates and offer valuable market insights to her clients, ensuring strategic decisions that drive results. As Regional Vice President of Recruiting for Jackson Physician Search’s Dallas Division, she excels in understanding the distinct needs of each client and delivering customized recruitment strategies.
