We take a unique approach to pricing that aligns our success with yours. Our performance-driven model sets us apart from traditional firms, as we believe in sharing the risk and focusing on delivering exceptional results. With our cost-saving approach and streamlined processes, we optimize efficiency without compromising quality. We understand the importance of budget considerations, and our tailored recruitment solutions are designed to provide maximum value while minimizing unnecessary overhead expenses.

Recruiting physicians is a challenging task for many practices, as there are several factors that can make it difficult to attract and retain talented medical professionals. Here are a few of the main reasons why it can be hard to recruit physicians:

• Competition: There is intense competition for top physician talent, as there are often many practices and healthcare organizations vying for the same candidates.
• Demands for work-life balance: Many physicians are looking for flexible work arrangements that allow them to balance their professional and personal responsibilities. This can be a challenge for practices that have rigid schedules and expectations.
• High burnout rates: The demanding and fast-paced nature of medical practice can lead to high levels of stress and burnout among physicians. This can make it difficult to attract and retain top talent, as many physicians are looking for a more manageable work-life balance.
• Geographical considerations: In some areas, there may be a shortage of physicians, making it difficult to find candidates who are willing to relocate to work in a new practice.

When practices try to recruit physicians on their own, they can struggle with these challenges, especially if they do not have the resources or expertise needed to effectively market themselves and attract top talent. Additionally, the time and effort required to recruit physicians can be a significant burden for already busy practice staff, further complicating the process. As a result, many practices turn to recruitment groups like ours for help.

There are several reasons why there is currently a shortage of physicians in many areas of the world. One factor is that the population is growing and aging, which leads to an increased demand for healthcare services. At the same time, there is a limited number of medical students graduating from universities each year, which limits the number of new doctors entering the workforce.

Another reason for the physician shortage is that many doctors are choosing to retire early or reduce their hours due to burnout or other factors. This further reduces the number of available physicians. Additionally, many doctors choose to work in urban areas or in certain specialties, which can result in a shortage of physicians in rural or under-served areas.

Furthermore, the COVID-19 pandemic has increased the demand for healthcare services, but also had a negative impact on the number of medical students and residents who could complete their training on time. In addtion, COVID-19 prompted many providers to take an early retirement. All these factors contribute to the physician shortage.

We operate in a range of roles for our clients based on their distinct requirements. Our search projects are classified into two principal groups, namely dedicated and contingent. Reach out to us to determine which model would best suit your specific needs.

• Personalized attention: Boutique firms are typically small and offer a more personalized service, which can be particularly beneficial when looking to hire physicians. We take the time to understand your specific needs and requirements and provide tailored solutions to meet those needs.
• Flexibility: Boutique firms are typically smaller and more agile than larger recruitment firms, which means they can respond quickly to changes in the market and provide you with the most up-to-date information on the latest trends and developments in the industry.
• Strong networks: Boutique firms often have strong networks and relationships within the medical community, which can be a valuable resource when looking to recruit top talent. They also have broader range of resource capabilities and can work ‘outside’ the box.
• Cost-effective: Boutique firms typically charge lower fees than larger recruitment firms, which can make them a cost-effective option for those looking to hire physicians. They are also often able to provide flexible pricing options, allowing you to choose a solution that meets your budget and needs.

• Representation and consultation by experienced recruiters
• Amplify opportunity to both passive and active market
• Personalized and specialized service
• A streamlined and efficient hiring process
• Time and cost savings
• Increased chances of success in finding the right physician for the position