A 12-minute survey to clearly define your unit, benchmark against peers, and hire aligned physicians faster.
Every day an opening stays vacant, the burden grows. Misaligned candidates only deepen frustration. Here's what medical leaders commonly face:
Physician shortages directly impact patient outcomes and satisfaction. Nearly 20% of patients now wait over two months for an appointment, and roughly 40% of Americans have delayed or foregone care entirely due to excessive wait times. These delays disrupt continuity, compromise preventive care, and heighten the risk of medical errors, placing an enormous ethical and operational burden on medical directors and departmental leaders.
Open physician roles significantly increase workloads for remaining staff, causing elevated stress levels and high burnout rates, which reached 62.8% among physicians at peak periods post-pandemic. Medical leaders face the daunting task of maintaining morale and managing frequent turnover. Each burnout-driven departure carries a replacement cost between $500,000 and $1 million, further escalating organizational pressure.
Every physician vacancy carries immense financial pressure. Each month a physician role remains unfilled, healthcare organizations lose over $200,000 in potential revenue, with some specialties surpassing this significantly. Additionally, interim solutions like locum tenens can inflate labor costs by 30–50%, compounding budgetary strain and forcing medical leaders into difficult financial decisions.
When physician roles remain open, medical leaders must manage a surge of additional responsibilities, from clinical coverage to exhaustive recruitment processes. Hospital CEOs and medical directors consistently rank staffing shortages as their most pressing challenge, emphasizing the complexity of maintaining quality care and operational efficiency amidst persistent vacancies. These relentless demands contribute significantly to leadership burnout and can destabilize the organizational culture.
Practice Patterns & Schedule: Call frequency, shift structure, patient load expectations.
-Team Culture & Environment: Collaboration style, autonomy levels, leadership philosophy.
- Technology & Support: EHR platforms, administrative support levels, nurse-to-provider ratios.
- Compensation & Growth: Pay structure, bonus potential, advancement opportunities.
Easily share the survey with physicians, APPs, nurses, and other frontline team members, helping you:
- Confirm the accuracy of your leadership perspective.
- Identify potential misalignments or blind spots.
- Build trust internally by involving your team in the hiring solution.
Once defined, your unit profile is securely shared only with credential-verified physician candidates whose stated preferences align exactly with your care setting, dramatically improving fit.
![[background image] image of a medical team collaborating (for a ai healthcare company)](https://cdn.prod.website-files.com/6842e3c1ba501e50d50a5d12/688f9cf7e7d12a85173c5049_6907906d-2727-4f14-90f6-c58657bd4c36.avif)
Define your care unit clearly. Get benchmarks. Match with aligned physician candidates and start solving your hiring pain today.
Direct answers on our process, security, and access.
Complete a 12-minute survey to define your unit’s culture, workflows, and expectations. Results are benchmarked and matched only with credentialed physicians who fit your criteria.
Only verified, matched physicians can access your unit’s details. We never share or sell your data.
We treat your data with the utmost confidentiality, using encrypted storage and secure protocols compliant with industry-leading standards (e.g., HIPAA). Your responses are anonymized and never shared externally or used beyond physician matching purposes.
Your responses help us build detailed, precise profiles of your care environment, leadership style, and organizational needs. This allows our matching algorithms to quickly identify and present physician candidates who closely align with your preferences, significantly reducing mismatches and time-to-hire.
We offer a simple, transparent flat-fee pricing model: $10,000 per permanent physician hire, and $3,000 per hire for locum tenens, part-time, or PRN roles, regardless of specialty, ensuring predictable costs and clear budgeting.
Yes—we strongly encourage sharing this survey with your care team. Collecting insights from various team members helps you uncover any perception gaps or hidden issues, ensuring physicians experience fewer surprises and are more likely to remain satisfied and aligned with your care setting.
