Working with an SJA physician recruiter
St. John Associates has celebrated over 35 years of matching physicians with healthcare practices nationwide. Since its creation, SJA has made thousands of physician placements and is the industry leader in many physician specialties. Known for quality placements, healthcare providers and physicians across the US return to SJA when they need assistance sourcing quality medical care providers or locating top-tier job opportunities.
How contingent physician recruiting works
Contingent physician recruiting means you pay a recruiting fee only when a physician the firm presented is hired. There is no retainer and no upfront cost. St. John Associates (SJA) sources, screens and presents candidates, helps coordinate interviews and offers, and is paid when the placement is made. This lowers your financial risk compared with paying for a search that may not succeed.
What is the difference between contingent and retained physician search?
Retained search involves an upfront payment and exclusive engagement, often for senior roles. Contingent search is paid on success and can be run alongside other efforts. Many organizations use contingent firms for speed and breadth, and retained firms for leadership searches. SJA can advise on which model suits a given opening.
How much do physician recruiters charge?
Connect with an SJA recruiter in the specialty you seek to get more information regarding recruiting costs.
When do I pay the recruiting fee?
Under a contingent agreement, the fee is due after the physician accepts the position, not when the search begins. SJA’s standard terms are [insert] There are no retainers or upfront costs, and you pay nothing if you do not hire a candidate we present.
What is a replacement guarantee?
A replacement guarantee means that if a placed physician leaves or is terminated within a set period, the recruiter will find a replacement at no additional fee or will provide a refund. SJA offers a [X]-day guarantee on [terms]. Ask every firm about guarantee length, what events it covers, and what conditions apply.
What is a candidate ownership or protection period?
A candidate protection period means that if the recruiter presents a physician and you hire that physician within a defined window, even through another channel, the fee is still owed. SJA’s period is two years. It protects the recruiter’s work and should be clearly defined in your agreement.
Can we work with more than one recruiting firm at the same time?
Yes, many employers use multiple firms on contingent searches. To avoid confusion and duplicate submissions, define a clear process for how candidates are tracked and which firm presented them first. Some employers use a single exclusive firm for a limited window to get more attention and faster results.
Costs, timelines and results
How long does it take to fill a physician position?
It depends on specialty, location, compensation and how quickly your organization moves. Many physician searches take several months from posting to start date, and credentialing and licensing add further time. Fast interviews and offers, competitive pay and a clear job description shorten the process.
Why is physician recruitment so difficult right now?
Demand for physicians continues to outpace supply in many specialties and regions, and national workforce projections point to ongoing shortages. Physicians have many options, so employers compete on compensation, schedule, culture and speed. Most of the best candidates are not actively applying, which is why recruiters reach out directly to passive candidates.
How do you find physician candidates?
SJA sources candidates, a large share of which are not actively job hunting, so we proactively contact qualified candidates, introduce the opportunity and gauge interest before any submission.
How do you screen physician candidates?
We verify training, board certification status, licensure and work history, and discuss career goals, location fit, compensation expectations and timing. We confirm the candidate’s interest before presenting them to you. Final credentialing, background checks and primary source verification remain the responsibility of your medical staff office or credentialing team.
What information do you need to start a search?
We need the specialty and subspecialty, practice setting, call schedule and patient volume, compensation range and structure, start date, benefits and incentives, community and facility information, interview process, and decision-makers. A detailed brief lets us pitch the opportunity accurately and attract better-matched candidates.
How many candidates will you present?
We focus on quality over volume. SJA presents qualified candidates who meet your criteria and have confirmed interest, rather than a large stack of unvetted CVs. If the first options are not a fit, we refine the search based on your feedback.
Making your offer competitive
How do we make our physician compensation package competitive?
Benchmark pay against current market data for your specialty and region, using sources such as MGMA or AMGA, and consider total value: base pay, productivity bonus, sign-on, relocation, loan repayment, CME, malpractice and tail coverage, and schedule flexibility. Your SJA consultant can share what comparable employers are offering and where your package stands.
What do physicians look for in an employer?
Beyond pay, physicians look for reasonable workload and call, strong clinical support, supportive leadership, a clear path for growth, schedule flexibility, and a community that fits their family. Transparency about expectations, and a smooth interview and onboarding process, strongly influence whether a physician accepts an offer.
How can we speed up our interview and offer process?
Define decision-makers up front, schedule interviews within days instead of weeks, prepare site visits that include the community and spouse or family, and issue offers promptly. Delays are one of the most common reasons employers lose candidates. SJA can help coordinate scheduling and keep candidates engaged during the process.
How do we improve physician retention?
Start with accurate expectations during recruiting, then support new physicians with strong onboarding, mentorship, manageable workloads, clear communication and a growth path. Early turnover is often caused by a mismatch between what was promised and what the job turned out to be, which is why careful matching is part of SJA’s approach.
Can you help us recruit for rural or hard-to-fill locations?
Yes. Rural and underserved sites often need to emphasize incentives, lifestyle and community, and to broaden the candidate pool, including IMGs and physicians interested in loan repayment programs. SJA has placed many physicians in rural settings and we can help you shape a package and message that attract candidates to your location.
Compliance, credentialing and staffing
Can you help with physician credentialing and licensing?
Credentialing is the responsibility of your medical staff office or credentialing organization. SJA supports the process by helping candidates gather documents, meeting deadlines, and keeping licensing on track, which can reduce delays between offer and start date. Starting licensing early is one of the best ways to shorten time-to-start.
Can you recruit advanced practice providers (NPs and PAs) as well?
Yes: SJA recruits nurse practitioners, physician assistants and other advanced practice providers alongside physicians, so you can build a complete care team through one partner.
Do you place international medical graduates, and can we sponsor visas?
Yes, SJA works with IMGs who need H-1B, J-1 waiver or other sponsorship. If your organization is open to sponsorship, you can access a larger candidate pool, particularly for underserved locations. Sponsorship requires legal and administrative planning, so involve your immigration counsel early.
What if we need coverage while we look for a permanent physician?
SJA typically focuses on permanent placements rather than locum tenens opportunties.
How do I choose a physician recruiting firm?
Look for specialty expertise, transparent fees and guarantee terms, a vetted candidate process, communication and responsiveness, references from similar employers, and a track record of retention, not just placements. Ask how many searches each recruiter handles at once and who will be your day-to-day contact.
How do we get started with St. John Associates?
Reach out to David St. John (800-737-2001 x236) in Employer Partnerships to schedule a short discovery call. We’ll review your open positions, compensation, timeline and goals, then outline a search plan and begin presenting qualified candidates. There is no cost unless you hire a physician we present.