A physician recruiter connects doctors with open positions at hospitals, health systems and medical groups. At St. John Associates (SJA), you will connect with the recruiter exclusive to your specialty and they will learn your practice preferences, location needs, and compensation goals. They will then present matching opportunities, coordinate interviews, and support you through offer, contract, and credentialing. You will get career guidance and access to openings without a bill as our costs are always free to job seeking physicians.

Working with a recruiter is particularly advantageous when you need to find a job quickly, if your search is confidential, and if you want a thorough search that includes options not publically listed.

Physicians pay nothing to work with SJA. Our fee is paid by the employer, and only when a placement is made. That means we are motivated to find a role that fits you well and lasts, not just to fill a vacancy quickly.

A contingent recruiting firm is paid by the employer only if a physician they presented is hired. There is no upfront retainer. For physicians, this means our incentive is to match you with a position you accept and stay in. Contingent firms typically work a broad range of open searches across many employers and regions.

Retained recruiters are paid upfront to work exclusively on a search for one employer. Contingent recruiters are paid only when their candidate is hired and often work across many openings. As a physician, you can often access a wider range of opportunities through a contingent firm, which may represent hundreds of employers across the country in any specialty.

Look for a recruiter who knows your specialty, asks about your goals before pitching jobs, is transparent about the employer and compensation, and asks permission before submitting your CV. Good recruiters also respect your confidentiality and do not pressure you. Ask how long they have recruited and how they support candidates through contracting and credentialing.

Yes, but it is not recommended. If two recruiters submit you to the same employer, the employer may not know who to work with, which can cause confusion or delay in your search. Tell your recruiter which jobs you have already submitted to, and avoid authorizing more than one recruiter to represent you.

Start earlier than you think- many recruiters recommend beginning 12 to 18 months before your intended start date, especially for residents and fellows finishing training. Licensing and credentialing often take months, and the best positions can fill well in advance. Starting early gives you room to compare offers and negotiate from a position of strength.

Start with a specialty-focused recruiter, professional society job boards, health system career pages, and your own network. Browse SJA’s current job openings by specialty and state. Share your preferences with your recruiter so you hear about roles before they are widely advertised, including positions that are never posted publicly.

Compare call schedule, patient volume, support staff and APP coverage, partnership track, schedule flexibility, malpractice coverage, benefits, practice culture, leadership stability and the community itself. A slightly lower base salary can be the better offer if the workload, location or growth path fits your life. A recruiter can help you weigh the full package.

Ask why the position is open, what the typical day and call schedule look like, how productivity is measured, what support staff exist, how many providers have left in the last few years and why, and what the partnership or advancement path looks like. You can find more questions to prepare for an interview here. 

Private practice often offers autonomy and a path to ownership, but more business responsibility. Hospital or health system employment typically offers stability, benefits and administrative support. Academic medicine centers on teaching and research, with protected time and a mission focus. The best fit depends on your career goals and tolerance for administrative work.

Physician pay varies widely by specialty, geography, practice setting, experience and compensation model. Rural and underserved areas often pay more to attract candidates. For reliable benchmarks, review current data from sources such as MGMA, AMGA, Doximity and Medscape. For the most accurate data, your recruiter can share what employers in your target region are currently offering for your specialty.

A straight salary pays a fixed amount regardless of volume. RVU (relative value unit) pay ties compensation to the work you perform. Many contracts combine a guaranteed base with productivity bonuses. Ask how RVUs are valued, what the conversion factor is, and whether you are guaranteed a base during the ramp-up period.

Review compensation and bonus formulas, term and renewal, termination terms, call and schedule expectations, malpractice and tail coverage, non-compete and non-solicitation clauses, benefits, relocation, signing bonus clawbacks, and who owns your patient relationships. Because contracts are complex and binding, have a healthcare attorney review it before you sign.

Watch our webinar that covers medical employment contracts with a Medical Contract Attorney.

Yes. A healthcare attorney who regularly reviews physician agreements can identify unfavorable terms and help you negotiate. The cost is typically small compared with the long-term financial and career impact of a poor contract. Your recruiter can help you negotiate some terms but cannot provide legal advice.

DISCLAIMER:

The information provided here is general in nature and should not be relied on for specific situations. In addition to working with an experienced physician recruiter, St. John Associates recommends that all physician visa candidates consult with an experienced immigration attorney to get the right plan for their specific situation.

Many malpractice policies are claims-made, meaning they cover you only while the policy is active. Tail coverage extends protection for claims filed after you leave. It can be expensive, so ask who pays for it, ideally in writing, before you sign. Some employers cover it fully, some split the cost, and some leave it to you.

It depends on your state, and the rules have been changing. Some states restrict or ban physician non-competes, while others enforce them if they are reasonable in time and distance. Federal action on non-competes has also been unsettled. Read the clause carefully, ask whether it can be narrowed, and have an attorney review it for your offer.

Yes, and employers generally expect it. You can often negotiate base pay, signing bonus, relocation, loan repayment, start date, call schedule, CME allowance, and tail coverage. Your recruiter can advise on what is realistic for your specialty and market. Negotiate respectfully, prioritize your top two or three items, and get final terms in writing.

These vary by specialty, location and employer, and are most generous in high-need and rural areas. Ask whether bonuses carry a clawback if you leave early, whether relocation is reimbursed or paid up front, and whether loan repayment is tax-advantaged.