From undergraduate school to medical school, medical school to residency, and then residency to fellowship, the life of a physician in training may feel a bit nomadic. When the time comes to search for that first physician job, residents are often eager to settle down in a specific location. Maybe they’d like to return to where they grew up; perhaps they want to find a job near a spouse’s family; maybe they’ve always dreamed of living in a big city, near the ocean, or serving in a rural community. There is no shortage of options. 

As Regional Vice President of Recruiting for Jackson Physician Search Eastern Division, I regularly speak to physicians searching for jobs in a new location. While many are residents seeking their first jobs, physicians at all stages of their careers may contemplate relocation at one point or another. No matter their career phase, it’s not uncommon for a relocating physician to have their hearts set on a specific city and to primarily consider opportunities within a set radius of the targeted spot. While I understand the inclination, I advise all physicians to keep an open mind and consider each option, as job satisfaction depends on various components beyond location. 

There are certainly multiple factors to consider when weighing a job offer — scope of work, compensation package, cultural fit, growth opportunities, and, of course, location. While location should not be the only consideration, it is likely the one that will have the most direct impact on your family. That said, when weighing the pros and cons of an opportunity’s location, be sure to ask yourself the following:

Physician Job Relocation Question #1: How is the patient demand in this area?

Physicians determined to work in a big city are often surprised to learn that while the cost of living is higher, their income potential could be lower than in less populated areas. This is because the market is likely to be more saturated; metropolitan areas typically have enough physicians to serve the needs of patients, so acquiring new patients can be tough. Employers may offer a salary guarantee to new physicians for the first year or two; however, in that timeframe, the physician will need to cultivate an adequate patient base to meet productivity goals afterward. Establishing this solid patient base is often less challenging in a less populated area with fewer physicians in your specialty. 

Physician Job Relocation Question #2: What are the available housing options?

When interviewing with a potential employer, you’ll want to find out what the housing market is like in the area. Are you likely to be able to buy or build a house that meets the needs of you and your family? If the ideal inventory is limited, are there good rental options available? If you and your spouse decide you would rather reside outside the immediate area, do circumstances allow you to do so? How far of a commute is acceptable? Plan to discuss these inquiries with the employer and meet with a realtor during your on-site visit to give you a well-informed understanding of your options. 

Physician Job Relocation Question #3: Could my spouse find employment here too?

Whether relocating to a large city or exploring jobs in rural medicine, physicians will typically need to consider the employment needs of their partners as well. If your spouse also works in healthcare, the potential employer may be able to help him or her secure a job. Alternatively, perhaps the spouse can work remotely but will need to travel somewhat frequently; this leads to another consideration–what amenities, such as an airport, are easily accessible? Whatever your partner’s profession, you’ll want to be sure you both have the opportunities and resources to thrive in your new location.

Physician Job Relocation Question #4: Does the location provide access to the amenities I want and need?

Restaurants, shopping, entertainment–you’ll want to check out the selection of it all, from your favorite chains to various new options in or near the town. Also, think about your hobbies and favorite vacation spots. Whether you love to hike and ski or are a theater buff and collector of couture, you may wish to confirm you can continue pursuing these interests wherever you consider relocating. Lastly, as mentioned before, consider how often you and your family travel by plane and decide if it is critical to have easy access to an international airport. 

Physician Relocation Question #5: How are the schools?

Depending on your stage of life, the quality of educational options may be a consideration when relocating. Physicians with school-age children or younger will want to evaluate the public school system and potentially explore private school options. Physicians moving to bigger cities can expect to find more choices when it comes to education, but the smaller communities also offer quality education. If you’d like, you can ask your potential employer to arrange a school tour while you are in town. An in-person visit to a school may provide a clearer picture than a scoring system on a website.  

Building a Career and a Life

There are multiple factors to consider before accepting a job and signing a physician contract, but the location is certainly a major part of the equation. Don’t judge an area based solely on internet research, but instead plan a visit to the community and ask questions about the patient demand (and income potential) in the area, housing availability, employment options for your spouse, access to amenities, and, if applicable, education needs. These considerations will help you determine if the location has the potential to be a good long-term fit for you and your family. But remember, if the job itself is not a good fit culturally, location alone is not guaranteed to satisfy you. So, evaluate your compatibility with the workplace thoroughly during the interview process and trust your physician recruiter to guide you to positions that will be a good match.  

Are you considering relocation and a new physician job? The recruitment team at Jackson Physician Search can help you assess the physician job market in your target location and prepare you for the next steps. Reach out today or start your physician job search online now.

---

About Neal Waters

Neal’s career began in retained physician search more than 15 years ago. Early on, he recognized the strain that an entire community feels when there is a shortage of physicians to meet patient demand. Since his first successful placement, Neal’s passion for identifying the best providers for each healthcare organization with which he recruits has grown.

Neal serves as Regional Vice President of Recruiting. In his role, he serves as a mentor to a growing team of Jackson Physician Search recruiters. He also enjoys collaborating with in-house recruiters dedicated to optimizing their physician recruitment and candidate acquisition strategies. Likewise, Neal specializes in helping physicians — especially residents and those early in their careers — advance their professional careers by finding the right fit.

---

 

The past decade has seen a significant shift in the percentage of physicians in private practice versus those employed by a health system. According to data from Avalere and reported by the Primary Care Collaborative, 74% of physicians were employed by a hospital or health system in 2022. This figure was up from 69% the previous year, largely due to the accelerating trend of hospitals and health systems acquiring private practices. So what does this trend mean for physicians? Which scenario provides the better physician career option? 

For residents evaluating their physician career choices, it’s important to understand the differences and weigh the pros and cons of both against their specific needs. As Regional VP of Physician Recruitment for Jackson Physician Search’s Midwest Division, I regularly place candidates in jobs with both types of organizations. Many times, the candidate applies to a specific job already knowing his or her preference for a private practice or health system. However, the candidate is sometimes open to both, and after a series of questions, it becomes clear that he or she may be better suited for one over the other. 

Whether I’m working with a resident looking for his or her first physician job or a physician who is considering a job change from one setting to another, I’ll conduct exploratory conversations with them to discover which setting is best suited to their current and future needs. Below you’ll see some of the questions I ask to help them — and potentially you — find the best fit. 

Are you business-minded? Do you see yourself as an entrepreneur?

If the idea of running a business feels like an exciting challenge, you will likely enjoy the partnership track at a private practice. Physician partners in private practice are involved in every aspect of the business. In addition to providing patient care, they must consider budgets, staffing, marketing, and more. As partners, physicians have a say in how the business is run, so if something isn’t working well or they have an idea to increase profitability, they have the potential authority to make a change and reap the benefits. That said, if the change does not have the desired effect, they will directly feel that impact as well. 

While it behooves every physician to have an understanding of the business of healthcare if the idea of running a business is an intimidating prospect and/or you would prefer to focus exclusively on patient care, hospital or health system employment may be a better fit for you. 

What are your immediate physician compensation needs? How important is loan repayment?

Physician compensation models can be complex, and it is important to look at the complete package in order to evaluate different offers fairly. When looking solely at starting salaries, hospitals and health systems typically come in higher, as they often have more capital than private practices. Whichever the setting, however, physicians are expected to offset their salaries with their own productivity. If a new physician fails to offset his or her expenses fully, the organization may expect payment for the difference. This is more common in a private practice setting, but it can happen in hospitals and health systems as well. 

Indeed, income in the early years may be higher with a hospital or health system, but earning potential is greater in the long term with a private practice. This is because, as a partner, your income is based on the group’s profits, and you (and your partners) have the power to grow the business in ways limited only by your own imagination. 

In the 2023 compensation report from Medscape, self-employed physicians reported an average income of approximately 30 thousand dollars higher than that reported by employed physicians. Still, hospitals and health systems may be more attractive to newer physicians due to higher starting salaries and bigger recruitment incentives. Hospitals also typically have more options for loan repayment, especially if the organization has non-profit status.

What kind of work-life balance do you want — now and in the future?

Some physicians feel work-life balance is more attainable in a hospital or health system setting where they can focus on clinical care and have fewer administrative responsibilities. There are also typically more physicians and other providers available to share call duty and provide coverage when taking time off. In a private practice, where physicians’ incomes are directly tied to revenue, physicians may be more motivated and incentivized to work as much as possible to increase revenue, which can have a negative impact on work-life balance. 

On the other hand, physicians working at a private practice may eventually have more flexibility than their employed peers. As they gain seniority, partners will have the freedom to set their own schedules and take as much time off as they desire — as long as they understand it will directly impact how much they earn.

How important is physician autonomy? 

Past research suggests physicians prioritize autonomy in their work. For example, in a 2022 Rural Physician Recruitment survey, autonomy was the aspect of an employer’s culture that physicians (both urban and rural) cared about most. Other studies on physician burnout suggest a lack of autonomy is one of the primary causes of rising burnout. 

As partners in private practices, physicians have more of a say over all aspects of how the business is run, whereas in a hospital or health system, physicians will always have another entity making policy decisions that may directly impact their compensation and/or how they deliver patient care. For physicians seeking their first jobs, the idea of someone else making those decisions can provide security, but this may change once they’ve gained some experience and industry knowledge. 

Certainly, there are pros and cons to consider in both private practice and health system employment. The security that comes with hospital employment is often attractive to physicians starting out in their careers. Still, it is not unusual for them to seek a change — typically after three to five years of employment. Fortunately, I work with all types of employers, from small private practices to major health systems, from rural FQHCs to larger physician-owned groups. Whatever you envision for your physician career, I am eager to help you find the opportunity that provides the best fit. 

Whether you know your preferred practice setting or are exploring all of your options, the recruitment team at Jackson Physician Search is eager to assist. We have clients of all types and sizes in every region of the country that are looking for physicians like you. Reach out today to learn more, or start searching for physician jobs online now.

---

About Tara Osseck

With more than 15 years of experience in the healthcare industry, Tara Osseck specializes in matching healthcare organizations with physicians who are a strong fit for the role and the culture. Her healthcare career began as a physician liaison and quickly expanded to include physician recruitment, strategic planning, and business development, working for various hospitals throughout Memphis, Tennessee, and St. Louis, Missouri. Based in St. Louis, Osseck leads the firm’s Midwest Division, placing providers across the Midwest and Upper Midwest. She earned a bachelor’s degree from Truman State University and a master’s degree in health care administration and management from The University of Memphis.

---

 

Demand for physicians is high, and those beginning a physician job search should feel confident about their prospects. That said, physicians must still treat the physician job search with the respect it deserves, putting in the necessary research and preparation to find the employer and job for which they are best suited. As RVP of Recruiting for Jackson Physician Search’s Eastern Division, my team and I work tirelessly to help physicians understand the job search process and walk them through what is expected each step of the way. 

One aspect of the process that candidates always have questions about is the on-site interview. Candidates conducting their first physician job search may have heard stories from peers about employers rolling out the red carpet for candidates. While this can and does happen to some degree, I always stress to physicians that while yes, they are being recruited, they still have to make a good impression in order to get an offer. That said, candidates should prepare for the interview and treat the process the same as they would if the job market was not in their favor. 

When counseling candidates on the physician interview process, I emphasize the importance of setting a timeline, following basic interview etiquette, and preparing to make a decision. 

Physician Interview Timeline for Residents

For residents embarking on their first physician job search, I advise beginning 18 months to two years before the completion of training, but this is not to say the job search will take that amount of time. On the contrary, it’s not unusual for residents, especially in high-demand specialties, to accept offers with a start date a year or more into the future. So, absolutely start early, but when you are ready to begin interviewing, accept interview invitations from only those opportunities in which you are genuinely interested. On-site interviews are time-consuming for both parties and expensive for the employer, so be judicious with your acceptance. 

While residents may feel like they have endless amounts of time before they need to make a decision, once they begin on-site interviews, the resident’s job search should be nearing its end. I advise candidates to aim to schedule on-site interviews with their top three choices over a condensed time frame — ideally no more than six weeks. This allows candidates to interview with the employers they are most interested in and easily compare each to the other before making an informed decision. The candidate who interviews with one employer in November, a second in February, and a third in March will have a difficult time comparing, and worse, if they decide the November opportunity was ideal, the job is unlikely to still be available in April. 

Of course, even when interviewing over a condensed time period, there are no guarantees that an opportunity will still be available even six weeks later. So, if a candidate really connects with an employer and feels this job meets 80% of his or her criteria, my advice is to accept the offer, even if it means canceling other scheduled interviews. 

Physician Interview Etiquette for All

Once I have assisted a candidate in setting up an on-site physician interview, I will schedule a pre-interview phone call to ensure they know exactly what to expect and what is expected of them. In most cases, I have been to the facility and experienced it in much the same way the candidates will, so I can be very specific about what to expect, who they will meet, and what questions they might have. I also go over what is expected of them, from how to dress to what to bring and what not to say. Some of what I say is obvious, but based on feedback I have received from clients over the years, I have learned not to assume! 

• Arrive on time. If you have questions about your itinerary, ask them in advance. 
• Dress professionally. While standards for professional dress have relaxed some over the years, candidates should err on the conservative side. Absolutely no scrubs!
• Bring printed copies of CVs and a list of references. This makes it easy for interviewers to ask questions about your education and experience and shows enthusiasm for the opportunity.
• Ask thoughtful questions that demonstrate you have done some research on the organization and the role it serves in the community. 
• Be respectful and kind to everyone you meet, from the C-suite to the support staff. 
• Think before you speak. Candidates must be self-aware enough not to speak or react in ways that may insult the interviewer. For example, if the facility’s equipment is older or less impressive than what you are used to, there is no need to comment. However, you should provide that feedback to your recruiter later. 
• Do not discuss other opportunities or offers you may have. Employers know physicians are in high demand, and they assume you have options. 
• In social situations, take cues from your peers. If other physicians are ordering a beer or a glass of wine, it is okay to do the same. However, practice moderation and use good judgment. 

Preparing to Make a Decision Post-Physician Interview

If an employer is impressed with a candidate, they are likely to extend an offer quickly, so candidates should be prepared to make a decision. For some, accepting an offer without exploring other options will be unthinkable, and that’s okay as long as they recognize the opportunity may not wait for them. 

Still, others may feel ready to move forward, but if they want to have an attorney review the physician contract, this can slow things down considerably. Before interviews, I ask candidates if they plan to involve an attorney. If the answer is yes, I advise them to go ahead and identify who they plan to hire and gain a commitment from the attorney to review and provide feedback quickly. I also remind them that attorneys will always find something objectionable, and they must decide for themselves if it is worth challenging. 

Most importantly, I counsel candidates to prepare themselves to make decisions and avoid “paralysis by analysis.” There is no such thing as a perfect job, and candidates searching for opportunities that match 100% of their criteria will find themselves waiting for something that is unlikely to come. Physicians are trained in decision-making, and when it comes to job opportunities, they must trust their instincts and be prepared to say “yes” or “no” without hesitation or regret. 

The on-site physician interview is an intense experience designed to give both employer and candidate a chance to get to know each other and determine if there is a good fit. With our guidance, physicians will know exactly what to expect at their interview and can prepare accordingly. 

Whether you are a resident seeking your first physician job or an established physician pursuing a new challenge, the recruitment team at Jackson Physician Search can help you assess the physician job market in your target location and prepare you for the next steps. Reach out today or start your physician job search online now.

---

About Neal Waters

Neal’s career began in retained physician search more than 15 years ago. Early on, he recognized the strain that an entire community feels when there is a shortage of physicians to meet patient demand. Since his first successful placement, Neal’s passion for identifying the best providers for each healthcare organization with which he recruits has grown.

Neal serves as Regional Vice President of Recruiting. In his role, he serves as a mentor to a growing team of Jackson Physician Search recruiters. He also enjoys collaborating with in-house recruiters who are dedicated to optimizing their physician recruitment and candidate acquisition strategies. Likewise, Neal specializes in helping physicians — especially residents and those early in their careers — advance their professional careers by finding the right fit.

---

 

If you are among the group of future physicians entering or already in residency, the fast-paced, all-consuming nature of it 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.

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.

After a full year of searching for her first hospitalist job, Dr. M was thrilled to have an offer from a health system in a major California metro. It was everything she had hoped to find. The compensation was competitive, the culture was patient-centered, and the schedule was flexible. She had verbally accepted the offer at the end of her on-site visit, but a week later, contract in hand, her parents — and their attorney — were cautioning her not to sign it. She had reviewed the points of contention and understood the concerns. However, she also knew from her recruiter that the health system did not alter certain aspects of the physician employment contract under any circumstances. The attorney advised against signing the contract unless all the adjustments he advised were made, but she truly feels this is otherwise the job of her dreams. 

Dr. M is in an incredibly difficult situation. Her parents and attorney feel that some phrases included in the contract leave her vulnerable. However, the recruiter she’s working with has already told her that the organization has historically not been willing to change this language. Does she walk away from an otherwise perfect opportunity? 

The answer, of course, is highly personal, and Dr. M will have to make it for herself, just like any physician presented with a contract of employment. The 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.  

1. Do your research.

Whether you are a resident searching for your first physician job or a mid- to late-career physician looking for a new opportunity, it’s a good idea to do some research about physician contracts today.

The American Medical Association’s “Making the Rounds” podcast has a series of six episodes covering everything from letters of intent and compensation to termination clauses and liability insurance. The series features guidance from AMA Senior Attorney Wes Cleveland and touches on every aspect of the physician employment contract. A recent article summarizes the highlights.

2. Know what matters most.

Director of Recruiting Katie Moeller advises residents to get familiar with physician contracts even before they have an offer in hand.

“I tell new physicians to talk to their mentors and ask questions about how their contracts are structured,” she says. “Ask them about what aspects of their contracts have the greatest impact on how they work day-to-day, so they know what to expect and what matters most.”  

If this is not your first job search, ask yourself what, if any, part of your last contract led to dissatisfaction on the job. Talk to a recruiter about those issues, so he or she can advise on what type of employer may offer a contract that is a better fit. 

3. Understand what is in the contract. 

Once you have an offer in hand, read it! Know what your obligations are (number of hours worked, availability, call commitments, administrative duties, etc.) and what you can expect in return (base salary, bonus potential, PTO, benefits, etc.) If there are gray areas or you don’t understand some of the terms, ask your recruiter if they can help connect you with leadership at the hospital/practice for further discussion. 

4. Get input from a trusted advisor.

The contract may be fairly straightforward, but it is still a good idea to have someone you trust review it and offer feedback. This could be a mentor, a parent, a spouse, or even an attorney. Katie Moeller says it’s a good idea for candidates to seek the opinion of someone they trust; however, she encourages them to think for themselves. 

“A parent, spouse, or attorney may get hung up on something that is boilerplate/template language or is fairly standard in the industry,” Katie says. “So, I advise candidates to trust their instincts and consider the situation as a whole. If the hospital/practice you hope to sign with tells you they are unable to change certain contract language, the best first step is to ask for clarification about why that is the case — it may be for a completely understandable reason, such as being consistent with wording across all employee contracts.”

5. Discuss concerns with a recruiter.

It is not for the recruiter to advise on what a physician should or should not be comfortable with. However, a good physician recruiter can share insight on whether or not the contract is in line with industry standards. That is, in the opening story, if Dr. M’s recruiter informs her that the point of concern is going to be standard in any contract with a major health system, that’s critical information to have. If it’s not an issue that Dr. M can bend on, she may need to look at working for a smaller organization or a private practice that will be more open to making adjustments to the contract. 

Evaluating the Physician Employment Contract

Physicians are obviously in high demand, which in some ways, means they have the upper hand in contract negotiations. Certainly, things like physician compensation, recruitment bonuses, and time off are often up for negotiation; however, depending on the type, size, and resources of the organization, there is not always as much flexibility as the candidate may want.  

Do your research and know what the most important aspects of the contract are for you. Read the contract and seek advice to help you understand the implications of any area that seems unclear. Bring your concerns to the recruiter, and he or she will do everything in his or her power to bring the deal to a satisfactory close for all parties involved. 

“Any contract requires a level of trust,” Katie says. “Contract language can be intimidating, so talk to other physicians in the group to better understand how the terms play out on the job. If the physicians are happy and the situation seems favorable, you can confidently sign the contract and begin the next chapter of your career.”

Whether you are seeking your first physician job or feeling out new opportunities, a Jackson Physician Search recruiter would be happy to share some insight to help you reach your goals. Reach out today or start searching for physician jobs online now.

As Dr. L enters his final year of training as a sports medicine fellow, he is excited to begin his physician job search in Chicago. He plans to move back to the neighborhood where he grew up, and he already has his eye on a physician-owned practice that works with a few of the area’s sports teams. Of course, he will consider other opportunities in Chicago, but he keeps reading about the physician shortage, so he assumes he will have multiple offers from which to choose. 

Are Dr. L’s physician job search expectations realistic? He is certainly right about the physician shortage. The latest data from AAMC projects the nation will experience a shortage of up to 48,000 primary care physicians and an additional 77,100 non-primary care specialists by the year 2034. So, in light of this news, physicians should feel confident in their ability to find a job…as long as they keep an open mind about how and where they practice. 

The demand for physicians varies greatly by specialty and location. For Dr. L, the need for physicians trained in sports medicine in Chicago will not be as high as the need for primary care physicians–and the need in Chicago may not be as great as the need in the upper Midwest. Does this mean he should give up on his dream of working with athletes and building a sports medicine practice in the Windy City? Not necessarily–but there are some worthwhile reasons he should remain open to other locations and types of physician jobs. 

If you are like Dr. L and have a very specific idea of how and where your physician career should progress, we propose the following three reasons to consider broadening your physician job search parameters.

1. Higher Physician Compensation 

With the cost of living generally higher in major metros, one might assume physician compensation would also be higher. However, healthcare organizations in urban areas have far more physician applicants than those in less populated regions. So, employers in bigger cities may not offer as many incentives to attract quality physicians. Even the salary guarantee may be on the lower end. In an article for the NEJM Career Center, JPS President Tony Stadjahar reports an average pay difference of 5%-10% more at rural organizations. However, considering the lower cost of living in rural areas, the impact may be far more than the percentage indicates.   

Okay, so physicians seeking jobs in urban areas may not see as many incentives as those searching in rural areas, but when building a practice, the earning potential is likely much bigger in a more populated area, right? Not necessarily. The higher population does not equate to a higher volume of patients due to the saturation of the market.

“For most physicians, location is the biggest driver of their job search,” says Tara Osseck, VIce President of Recruiting for Jackson Physician Search’s Midwest Division. “They are so focused on a specific city, but they’ll often find the market is saturated, so their earning potential is not what they hoped.”

Bigger cities have a higher volume of physicians of every specialty, so patients have more options. For this reason, it may actually be harder to build a solid patient base and earn a competitive income in an urban area.  

Takeaway: If compensation is a top priority, consider expanding your search outside of major metro areas.  

2. Less Competition 

The physician shortage is a well-documented threat to our nation’s healthcare infrastructure, and yet, it may not feel like there is a shortage when competing for jobs in a major metro area. Many physicians focus their job search on one city and find themselves competing with other physicians who have their minds made up about the same location. These physicians will find significantly less competition if they broaden their geographical search parameters. 

But location isn’t the only area to expand. Physicians who are set on a certain scope or type of practice will run into more competition than those who are flexible about the types of patients they see. For example, Dr. L is completing a fellowship in sports medicine, so of course he wants to limit his scope of practice to this field. But the demand for sports medicine physicians is far less than the need for physicians who are willing to see a wider variety of patients. 

“The biggest need right now is for physicians who can be flexible and provide a wide scope of practice,” says Director of Recruiting, Katie Moeller. “Of course it’s okay to share your preferences for the types of patients you hope to see, but a willingness to take cases outside of your sub-specialization will make you a more attractive candidate.” 

If Dr. L plans to only pursue sports medicine jobs, the opportunities will be few and the competition will be high. On the other hand, if he agrees to treat cases that were aligned with his residency training too, he will find more physician job openings and far less competition.

Takeaway: If your physician job search is stalling, it may be due to high competition for the jobs to which you are applying. Consider broadening your job search parameters to include more opportunities that may be less competitive. 

3. More Rewarding

While physician compensation is extremely important, most physicians also enjoy the personal rewards that come with improving the lives of patients. The feeling of goodwill that comes with acts of service may be compounded in physicians working in medically underserved areas. While these could be urban or rural, it’s worth considering the benefits of practicing rural medicine when you think about expanding your physician job search outside of urban areas. 

In a joint study from LocumTenens.com and Jackson Physician Search on Rural Physician Recruitment and Staffing, rural physicians reported the most common reason for choosing to practice in a rural area was improved work-life balance, followed closely by higher compensation, and a more affordable cost of living. So in addition to the satisfaction of treating the underserved, a healthy work-life balance and a reduced chance of burnout are rewards that few physicians in urban areas can claim. 

The Takeaway: Keep an open mind about the various directions your physician career could take. You may find greater happiness in unexpected places. 

While it’s normal to have a vision of the type of practice you want to build and where you want to live, it’s important to keep an open mind and investigate opportunities outside of your current vision. Work with a trusted physician recruiter who will take the time to get to know you and understand what it is you want most in a job. If this recruiter presents you with an opportunity they think will be a good fit, trust their instincts and give it the consideration it deserves.

If you are a physician preparing for a job search, talk to the healthcare industry professionals at Jackson Physician Search. Our recruiters have the experience and nationwide network to help you find the opportunity that best fits your personal and professional needs. Contact us today or download the Physician Job Search Playbook for everything you need to know to get started.