Hire physicians aligned to stay
At a fraction of the cost
Reduce burnout, turnover, and search firm waste. Tessellate aligns physicians to your mission — before they apply.
No spam. No agency lock-in.
Outcomes at a Glance
Early pilot medians & internal logs; we publish rolling medians & IQRs quarterly as data accrues.
7
Days median to first interview
78%
Of consented intros convert to a scheduled interview
92%
Interview show-rate
40%
Fewer re‑screen requests
2-4
Recruiter hours saved per filled req
$10k
Per accepted hire vs $20- $50k typical agency fees
Why organizations choose Tessellate
A physician-first recruiting model built for accuracy and long-term fit. We deliver physician-approved, packet-complete intros matched on 130+ criteria – so your team spends less time chasing and more time interviewing.
Better Matches
Evidence-based alignment — not resume roulette.
High-fit, physician-approved matches — not cold leads
Pre-screened qualifications
Identify candidates who are likely to thrive and stay
Less chasing, faster cycle
We remove the admin drag so your team can focus on interviews
We pre‑fill forms; physicians review & attest
Signal reporting to reduce candidate drop-off
Fewer re‑screens; higher show‑rates
Flat, fair pricing
Value without bias or lock-in
$10,000 per accepted hire · Free to join
Fees don’t vary by candidate; no data resale
Zero platform onboarding - start same-day
Every introduction is physician-approved. No blind submissions.
A better operating model
We're not another recruiting firm — we're the infrastructure for data-driven, physician-first hiring.
Built for in-house teams and leader-led hiring
We have a recruiting team
(Press the switch)
We don’t have a recruiting team
(Press the switch)
With in‑house recruiters
(Co‑pilot mode)
Physician‑approved intros that meet your requirements—qualified, interested, ready to interview.
We pre‑fill forms; recruiters review & attest—less rework.
One thread through email (ATS APIs coming); higher show‑rates.
Signal reporting: early “why not” so reqs can be tuned
No in‑house recruiters
(Full‑service mode)
We act as your on‑call recruiting desk—no ATS required.
You define the role once (12‑min unit survey); we run the search.
We assemble documents, coordinate interviews, and keep everyone updated.
You decide only on who to meet and who to hire; $10k per accepted hire.
Works with or without an ATS
HIPAA‑aligned; zero PHI required
No subscription, no retainers
Your fast pass packet
Your fast pass packet
Standardized application
Fully pre-filled from physician intake; exportable fields.
Fit reasons
Top “why this matches” mapped to Clinical / Lifestyle / Financial / Location.
Physician attestation
Candidate affirms accuracy before
the intro.
Scheduling windows
Two or three time options; we coordinate calendars and send ICS invites.
Gaps to verify
The 2-3 items that merit discussion early.
DocVault
Licenses, DEA/CSR, board cert, NPI, CV
Signal trail
What the physician is solving for; reasons for “yes/no”; follow-ups.
Less chasing, more interviewing
Today’s reality
Re-screening
Unanswered Q&A
Multiple form fills
Scheduling back and forth
Consent-based intro
You start with interest confirmed.
Packet-complete
Fewer form gaps and rescreens.
Scheduling relay
Interviews confirmed faster, with higher show-rates.
Signal reporting
“Why not” is captured early so reqs can be tuned.
$10,000 per accepted hire. Free to join.
No integrations.
Fair, flat, and transparent.
One success fee—$10k per accepted hire.
No pay-to-play bias. Just aligned incentives that keep every option open.
Fees don’t vary by candidate. No PHI.
Unlimited roles and sites in your organization
Consent-based, packet-complete intros
Scheduling coordination & candidate communication
Signal reporting and market insights (see below)
Insights & benchmarks
Powered by physician signals and medical leaders
We show what physicians are solving for—and how your roles stack up—using preference data across up to 130 criteria and anonymized inputs from clinical leaders. Use the benchmarks now, and add your realities to sharpen them.
What you get
Acceptance drivers (by specialty & setting)
What moves physicians to interview and accept: schedule/call mix, comp ranges, autonomy, team makeup, location constraints.
Funnel & speed
Time‑to‑first‑interview, interview→offer conversion, most common decline reasons.
Competitive position (aggregate)
Where your offer lands relative to market expectations—without naming organizations.
Signal trail
The “why” behind physician yes/no so you can tune reqs early.
Contribute: medical leader survey
Why contribute
Calibrate benchmarks to your reality; shorten rework; help your service line win more acceptances.
What we ask
Care settings, call structure, autonomy, staffing mix, must‑haves/flex.
What you get back
Quarterly aggregates and a brief on your specialty/market.
Cross-specialty
(National)
Interview speed wins: +31% acceptance when the first interview ≤ 7 days.
Why: Momentum reduces parallel shopping and drop-off.
IM Outpatient
(Southeast)
Role tuning works (call + hybrid).
After moving call 1:4 → 1:5 and adding 1 remote day/week: pipeline +38%, time‑to‑first‑interview –19% within 30 days.
Why: Small, published changes unlock aligned candidates fast.
Emergency Medicine
(Great Lakes region)
Single-coverage nights deter.
Acceptance −26% where single-coverage nights and annual volume >45k; adding float coverage restores +14%.
Why: Safety staffing is a first-order screen.
Hospitalist
(National)
Admit cap is decisive.
+41% approve‑intro rate when admit cap ≤12/day is stated; –23% when cap is >18/day or unstated.
Why: Workload clarity drives early engagement.
Our process flow step-by-step
Step 1
Anonymous alignment
Physicians stay private while our engine matches them to your roles by preferences, needs, and values—cross‑checked against your criteria (must‑haves/flex).
Step 2
Questions answered
(still anonymous)
Our career advocates engage on the physician’s behalf to gather concrete answers (schedule, call, comp structure, team dynamics, leadership, NCA radius, etc.). You respond once; everyone benefits.
Step 3
Consent to connect + Fast Pass
Only after the physician is confident of fit do they approve the intro. We deliver the Fast Pass packet: standardized application, DocVault, attestation, fit reasons, gaps to verify, and
scheduling windows.
Step 4
Admin & scheduling assist
We help complete your forms (the physician reviews and attests), coordinate interviews, and keep both sides informed—reducing cycle time without by passing your process.
Every place physicians practice
If you employ or contract MD/DOs for clinical care
in the U.S., you’re in scope—large or small, public or private. We partner with health systems and independent groups; no subscription, $10k per accepted hire.
Methods: how we count
Independent medical groups & private practices
Single‑specialty (e.g., ortho, GI, cardiology, psych, EM, HM, anesthesia, radiology, pathology), multi‑specialty groups, physician‑owned practices, MSO/PE‑backed platforms.
Outpatient & procedural sites
Hospital‑owned clinics, independent clinics, ASCs, urgent care, employer on/near‑site clinics, retail clinics where physicians practice, RHCs.
Health systems & hospitals
Academic medical centers, community hospitals, children’s hospitals, critical access hospitals, specialty institutes.
Community & public
FQHCs/CHCs, county/city clinics, VA/DoD/MTFs, IHS, correctional health.
Telehealth & hybrid groups
Virtual‑first or mixed models where physicians deliver care.
Academic departments with clinical appointments
Faculty practice plans and subspecialty divisions.
Security, consent and compliance
Consent & Data
No blind forwarding.
Every intro is physician-approved.
No PHI.
Credentials are stored securely; access is role-based and audited.
EEO-friendly process.
We share standardized, role-relevant information only.
Data purpose-bound.
Used to match, coordinate, and advise; never sold.
Answers for smarter physician hiring
What makes Tessellate different from traditional sources?
We deliver consented, packet-complete introduction aligned to what the physician are solving for – at a fraction of agency costs. Your team spends less time chasing forms and more time interviewing.
Which physician roles are covered?
All physician specialties across permanent, locums, PRN/part-time, telehealth, and consulting – where physicians practice clinical care.
How do you ensure alignment with our needs?
Our alignment model uses up to 130 criteria spanning clinical scope, schedule/call, team environment, compensation structure, geography, leadership, and more. We surface fit reasons and gaps to verify up front.
What sets your process apart?
Consent-based intros only, with standardized applications, DocVault, attestation, and scheduling window included.
When and how do we pay?
$10,000 per accepted hire. No subscription, no platform fee, no per-candidate variability.
How quickly will we see matched candidates?
Matching runs continuously. When you share detailed criteria – or complete the Medical Leader Surveys for your care units – we typically surface better-aligned, interview-ready candidates within the first few weeks of collaboration.
Do you replace our recruiters or ATS?
No. We reduce chase work and route through your workflow/ATS. Your recruiters focus on interviews and hiring.
Can you support hard-to-fill or rural roles?
Yes – our contract-agnostic coverage and physician preference data help surface aligned candidates who value the attributes those roles offer.
