Your Next Career Move

A Physician’s Guide to a More Intentional Job Search

By Tammy D. Hager, MBA, FABC | Chief Operating Officer, Urology Locums | Author of The Physician Recruitment Playbook – September 20, 2026

Begin with your priorities

Whether you are a fellow preparing for your first position or an experienced physician considering a change, a successful job search starts before the first application. After more than two decades in physician recruitment and healthcare operations, I have learned that a compelling offer and a sustainable career are not always the same thing. Define what you want before you start looking. Consider your clinical interests, preferred practice model, geographic needs, family priorities, call expectations, and opportunities for teaching, research, or leadership. Separate your nonnegotiables from your preferences. This gives you a practical framework for evaluating opportunities rather than reacting to whichever offer arrives first.

Keep your CV ready

Update your curriculum vitae before you need it. Use consistent formatting and accurate dates, and include education, residency and fellowship training, employment, licenses, board certification or eligibility, publications, presentations, and relevant professional activities. Fellows should make specialized training and research easy to find. Practicing physicians should include current clinical responsibilities, procedural experience, leadership, and measurable contributions where appropriate. Maintain a comprehensive master CV; tailor its emphasis for academic, community, or leadership opportunities without changing the facts. Ask a mentor or trusted colleague to proofread it. Your CV should be a clear record of your work, not a marketing brochure.

Search beyond the job boards

Online postings are useful, but they are only one channel. Review specialty society career centers and hospital or medical group websites. Speak with program directors, faculty, former trainees, colleagues, and recruiters who know your specialty. Attend professional meetings and maintain an accurate LinkedIn profile. If a particular organization interests you, contact its physician recruitment team even when no matching role is advertised; program growth, succession planning, and future staffing needs may create opportunities. Keep a simple tracker with organizations, contacts, dates, next steps, and what you learned. For fellows, beginning conversations 12–18 months before graduation can allow time for interviews, licensing, credentialing, and relocation, although timelines vary by specialty and employer.

Investigate the practice behind the posting

A job description rarely captures the realities of daily practice. Ask why the position is open, how long physicians stay, and how the department is staffed. Clarify patient volumes, productivity expectations, call distribution, and available clinical and administrative support. Surgical specialists should ask about operating room access, anesthesia, equipment, and trained staff. Fellows should explore mentorship and the transition to independent practice. Meet prospective colleagues and operational leaders, not just the hiring manager. When answers differ across interviews, ask for clarification. An organization should be able to explain how it will help you deliver the care it expects you to provide.

Treat interviews as a two-way conversation

Prepare examples of your clinical interests, teamwork, and the kind of practice you hope to build. Then bring your own questions. What does success look like in the first year? Who helps resolve scheduling or resource problems? How are physicians involved in decisions? What onboarding support is available? Ask to speak with a recently hired physician when possible. Notice whether the answers are specific and consistent. The purpose is not simply to impress an employer; it is to understand whether the role fits your goals and whether expectations are shared.

Review the complete offer

Compensation matters, but so do the terms that shape your working life. Understand base pay, incentives, productivity formulas, call duties and compensation, benefits, paid time off, malpractice coverage and any tail obligations, relocation or signing-bonus repayment terms, termination provisions, and restrictive covenants. Confirm which promises appear in the written agreement. Have an attorney experienced in physician employment contracts review it before signing. Consider the schedule, resources, culture, community, and opportunities for growth alongside the financial package. A strong offer on paper may still be the wrong environment for you.

Think beyond the start date

Recruitment affects patients, colleagues, and communities as well as the physician accepting the role. A successful match continues through onboarding, practice development, and ongoing support. As you compare opportunities, ask yourself where you can contribute meaningfully and build a career you want to sustain. Invest in your CV, relationships, and research now. The best time to prepare for your next opportunity is before you need one.

Review and download Tammy’s Physician Job-Search Checklist

About the author: Tammy D. Hager, MBA, FABC, is Chief Operating Officer of Urology Locums and author of The Physician Recruitment Playbook. Her work spans physician recruitment, healthcare operations, workforce development, and patient access.