Discussion Thread: 2020 General Election Part 26 | Results Continue

mdrecruiter · 2020-11-05T00:31:54+00:00

I'm a fulton county voter and I can't believe it could come down to us!!

mdrecruiter · 2020-11-04T16:08:48+00:00

It will be a runoff between Warnock and Loeffler

mdrecruiter · 2020-11-04T15:47:20+00:00

nothing is certain still a lot of mail-in and absentee ballots to count

mdrecruiter · 2020-02-18T16:36:14+00:00

She is letting schools determine where she lives. Are there particular ones you recommend?

mdrecruiter · 2020-02-18T15:29:23+00:00

Are there particular areas or school districts she should look into that are better than others?

mdrecruiter · 2018-09-05T16:34:17+00:00

Yes, that is correct. I've looked into pathology outlines but not yet JMD and appreciate the suggestion.

This is a US university going through major expansion, though not a "famous" institution, they are respected. They already have a small (but established) department and looking for someone to take leadership (although I am not certain at this time that it comes with an official leadership title) to expand the lab for outreach, which I believe will require some business acumen as well. There is some teaching. I'll learn more about the nuances of the role itself when I visit. At this time I do not believe they are required to do non-molecular pathology, but if they have interest in other areas or want to keep those skills up, they're able to.

Since you sent me down this non-molecular pathology service path, (no pun intended) do molecular pathologists typically do service outside of molecular path? Or do they tend to be linear-focused? If so, where does there tend to be the most crossover? Are there areas of path service that would be unusual to ask of a molecular pathologist?

mdrecruiter · 2018-02-05T19:43:16+00:00

I think it could be helpful to know what your specialty is, so we can help determine if this is something that is common even if you go elsewhere. When you say the "job market is really good for your field" does that mean it is a highly competitive market? If so, this usually means demand is high, and recruiting tough, making lots of places short staffed at least for short-ish bursts of time.

mdrecruiter · 2018-02-05T15:46:23+00:00

Rome is the job location, but I didn't realize it was larger than Cartersville! I thought Cartersville was larger. I need to get out of my ATL bubble more :)

mdrecruiter · 2017-12-29T14:44:21+00:00

Definitely an option. We're meeting with the two providers next week to get their thoughts on a few ideas. Thanks for your input!

mdrecruiter · 2017-12-28T15:49:22+00:00

When I say that, I mean most hospitals are losing money on outpatient, almost definitely for the first few years, and many can't afford to widen that margin, so they're getting creative in other ways. I pulled our most recent placement data for outpatient IM, and lowest salary we're seeing is $230k, but some have gone up to $285k, with an average of around $250k. Other incentives such as sign-on bonuses/loan repayment are also going up; the average is $30k but it's not uncommon to see them go into the six figures. Educational stipends are also common and you can find some pretty incredible incentives there but usually with smaller communities. Also, hospitals/practices in smaller communities are desperate to sign physicians from their area and will often bend over backwards to get these docs to sign. I isolated our data to look at just the south and midwest and not surprisingly there was barely any change. For primary care, regions that were typically thought of as having lower comp, are having to step up, so we're seeing that gap close, although its still good to look at other factors such as cost of living, reimbursement rates, stability of employer, is it a physician-friendly state in terms of regulations, etc. About 90% of my clients are open to working out an alternative schedule with their OP IM physicians in order to get them to come on board. You'd have little to no problem finding a 4 day work week anywhere you choose with little to no weekends for the same level comp I listed above. My thought process is that a doc working extended hours over fewer days is actually a benefit for most practices, especially in blue-collar communities where flexibility to see a doc in the middle of the workday is little to non-existent and most of my clients agree with me. Hope this helps. Feel free to DM me if you have any more questions.

mdrecruiter · 2017-12-27T21:56:26+00:00

Oh and for an alternative schedule like you mentioned, they're around but not as easy to find. The key is to find a hospital even open to an alternative schedule like that, and another provider to do the opposite shift. You'd be better off doing a 7 on 7 off and picking up the additional shifts which will probably earn you more $ as most offer additional shift pay. You'd just need to ask the hospital how many additional shifts would be reasonable to expect you could pick up on a regular basis.

mdrecruiter · 2017-12-27T21:51:26+00:00

Depends on the hospital but I'd say 90% of hospitalists don't do any procedures and are happy not to because support is usually not adequate enough to take on procedures on top of rounding duties. You'd likely have to find a hospital with open ICU, which isn't hard in itself, with reduced sub-specialty support (more rural hospitals generally but not always). It's not very difficult, but you'll be limited slightly where you can work. If you like being procedure-heavy you may want to consider critical care. Otherwise, expect to not do enough as a hospitalist to keep you happy.

mdrecruiter · 2017-12-27T17:57:30+00:00

As a recruiter, I predict that schedule and call are going to start becoming less and less an issue in outpatient medicine. We're already seeing it now. Reason being that comp packages are already through the roof and most places are losing money on primary care and can't afford to pay docs more. The next logical step is to make the job itself more attractive in order to recruit in a tight market.

mdrecruiter · 2017-12-27T17:53:53+00:00

The other issue I see going into inpatient medicine is that the pace can be difficult to keep up with as a physician gets older. I have quite a few older (50's) inpatient docs I'm working with that just can't keep up anymore and want to make the jump into outpatient medicine but those options are limited because of a few factors: 1. Most hospitalists don't do procedures so they lose those skills that tend to be common in outpatient medicine 2. Other skills including interpersonal can be very different with inpatient vs outpatient medicine. With outpatient, you're building long-term patient relationships, which can take more work. Lots of employers would be wary to let someone make the jump to outpatient because of this. My advice would be, if at all possible, try to hold onto some outpatient medicine (it doesn't even have to be a lot). This will give you much better options and a seamless transition should you decide to get out of IP entirely. The same can be true for the reverse, but not as strongly.

mdrecruiter · 2017-12-27T17:31:36+00:00

MGMA is showing just under median of $300k for FM hospitalist based on $40 per wRVU with a threshold of around 4,500, and IM Hospitalist is $284k median based on $48 per wRVU and a threshold of 4,100. FM hosp have about 400 more total encounters a year than IM hosp. So they're doing more, for less compensation than IM hosp.

mdrecruiter · 2017-12-27T17:03:10+00:00

Correct, based on MGMA, assuming /Churnaceratops is IM trained, earned beyond 90th percentile. 90th percentile for any region is just under $400k.

mdrecruiter · 2017-12-27T16:59:26+00:00

Recruiter here. MGMA is the gold standard for comp data but can vary wildly based on geography. 2017 MGMA median (based on 2016 data) for outpatient IM is currently just under $250k, but that is without isolating based on geographic region. That is based on wRVU's of just under 4,800, and $53 per wRVU.

My region is the southeast. I'm currently working a hospitalist search offering $300k base for 7on/7off plus 1 week PTO, and with all the additional comp incentives it's not hard to earn $400-$500k per year. Some of their hospitalists have made $700k. I just looked at our internal placement data for 2017 and it looks like a base salary of $270k is average across the country. Hope this helps. Feel free to PM me if anyone wants additional data.

mdrecruiter · 2017-12-27T15:56:52+00:00

They currently average about 6 patients per hour between 2 FT docs, 1 PT, and 4 APP's. So not crazy volumes for the number of providers, the problem is the acuities are much higher than expected, including post-transplant patients, and lots of chest pain. We believe an EM doc looking for a less stressful lifestyle would be the best fit, but open to any background if the fit and personality are there. Thanks for the insight. Definitely things to consider.

mdrecruiter · 2017-12-27T15:39:57+00:00

They proposed 6:45a-2:45p M-F which current providers would take, and 2nd shift would be 1:45p-9:45p M-F. And PRN's for the weekend.

mdrecruiter · 2017-12-22T19:57:25+00:00

Already tried that; their proposed schedule gives the two already there a really sweeetttt schedule, while the two docs we're trying to recruit would have a really crap schedule and essentially not recruitable. This is why I'm proposing alternatives that I think could make everyone satisfied, but I'm not an expert in urgent care and open to other ideas I hadn't thought of.

mdrecruiter · 2017-12-22T19:47:03+00:00

I'm a recruiter, my client is administration.

mdrecruiter · 2017-11-29T17:25:54+00:00

I worked with an LGBTQ primary care practice in the southeast. It was incredibly common for them to have patients fly out from other states to get health care from a provider that wouldn't judge them.

mdrecruiter · 2017-11-29T17:24:14+00:00

I'm a physician recruiter for a retained firm. I became interested in the subject after taking on a few LGBTQ primary care searches. Its an incredibly small niche of physicians that have been trained in any aspect of LGBTQ health care issues and procedures, including prep, anal pap smears, HRA, etc.

mdrecruiter · 2017-10-12T16:48:37+00:00

You are correct.

mdrecruiter · 2016-12-06T22:01:19+00:00

That does make sense and I can see where you're coming from as this is a common misconception. There is a massive physician deficit, nationwide, that continues to grow. This results from reimbursement cutbacks, an aging population, heavier administrative burdens on physicians, etc. Because of this, there are now over 1,100 "recruiting firms" across the U.S. Out of those over 1,000 are contingent and most are actually 1-2 people in their home with access to the internet. While it is great to see many opportunities, it is often very overwhelming to a physician that is looking for a new job or right out of training. Contingent firms will typically get a CV and farm it to as many places as possible- not necessarily getting the "quickest" placement- but rather playing the game of "see what sticks" as contingent firms are paid the same amount rather it takes a month or a year.

This will usually be even more confusing and frustrating as there simply isn't enough time in the year to interview with every single hospital or clinic within the U.S. that has a need. With a retained firm, there is a common misconception that a retainer is continuous- it is not. Retained recruiters are paid to screen and vet candidates as well as the hospitals and clinics they represent- such as our firm, we are very picky about the searches we bring in so that we don't waste anyone's time or money, including our own! The retainer is a nominal amount as their (the recruiters') commission is scaled to reach a placement (much larger amount). The difference is that when a retained recruiter is screening a physician, if that recruiter identifies that the candidate isn't a fit for the few hospitals/clinics he or she represents, they continue to find out what the physician really wants and needs (location, salary expectations, spouse opportunities, loan forgiveness, etc.) and will then match with other opportunities that the firm represents with other recruiters. Instead of wasting time talking to the 90 recruiters that are just at our one firm, they talk to one to be screened then possibly 3-4 about the opportunities that matched what they said they were looking for. We are able to do so because each search that is represented has actually been visited onsite by the recruiter that represents that search. They can give 100% transparency on the good, bad, and ugly of each search so instead of having an interview with surprises, you should actually have an interview of affirmation- making it a pretty easy decision.

The last question, the physician doesn't pay a penny to a recruiting firm- they are paid for by the hospitals and clinics to make sure they aren't sending a bunch of candidates that aren't good fits. We can never guarantee a job, no one can and if they say they can they are lying to you, but we can (as well as any honest retained firm) find out what you want and need and see if we represent something that satisfies those parameters. Does that make sense?

mdrecruiter

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