Dr. E felt trapped. The gastroenterology job he once loved had become a burden in recent years. Leadership changes and poor management of the pandemic changed the way he viewed the organization, and he no longer felt his values aligned.
Dr. E’s feelings are not unusual. In the Jackson Physician Search whitepaper on the impact of COVID-19 on the physician job market, multiple recruiters reported hearing from physicians in major metros who wanted out of their current jobs, often citing burnout and disappointment with their employer’s handling of the pandemic. Many were ready to leave their employers for a fresh start in a new city.
This was not the case for Dr. E. Relocation wasn’t an option for his family, and yet, his non-compete agreement made it impossible for him to take a new gastroenterology job in the Midwestern city he called home. He needed a change but was trapped by his circumstances. He didn’t see a way out.
A Challenging Gastroenterology Job Search
Without much hope, Dr. E kept an eye on the physician job boards. He expanded his job search to include cities within 100 miles. He felt his only option would be to extend his commute. When he saw an appealing ad for a job in a nearby city, he requested more details from Katie Moeller, Director of Recruiting at Jackson Physician Search. The job itself was a good fit, but he feared the long commute would strip away any hope of maintaining a healthy work-life balance. This was true for each of the out-of-town jobs he pursued.
Dr. E had seen another Jackson Physician Search ad for a job in town. He was interested but hesitant to inquire because of his non-compete. He mentioned the job–as well as his concern about the non-compete–to Katie, who was happy to make an introduction to the recruiter assigned to the hiring organization, Tara Osseck, Regional VP of Recruitment for Jackson Physician Search’s Midwestern Division. Dr. E’s hopes were low, but Katie felt he should at least have a conversation with Tara about the possibility.
A Creative Solution for a Long-term Client
Tara had a long history with the client, and she was thrilled to have an interested, qualified candidate. She asked him questions to uncover why he was unhappy with his current employer and what specifically he was looking for in his next physician job. Dr. E explained his disappointment with the changes the organization had experienced. He was production driven and motivated to work hard, but he wanted to be a part of a more collaborative group. Hearing all of this, Tara felt certain her client would be a good fit.
Of course, the non-compete was problematic, but Tara knew the client well and wondered if Dr. E could be based out of one of its satellite offices that was outside the non-compete radius. She felt it was worth presenting the candidate to the client and seeing if they would be open to the idea.
The client was very receptive to her creative solution and eager to meet Dr. E. They scheduled an interview within a week of Tara presenting him. Sure enough, Dr. E impressed everyone he met, and he was drawn to the unique culture of the organization. He knew the opportunity would provide the change he had been seeking.
Due to the complicated circumstances, it would take several months to iron out the logistics of the contract. Tara stayed involved throughout the process to streamline communication and keep negotiations moving. When the contract was finally signed, all parties were extremely grateful.
Secrets of Physician Job Search Success
Dr. E was happy to find a job that aligned with his values right in his hometown, and Tara’s client was thrilled to fill the long-vacant position with an experienced Gastroenterologist with strong ties to the community. Tara attributes the initial success to the culture of teamwork at Jackson Physician Search. Her colleague Katie Moeller had Dr. E’s best interests in mind when she suggested he have a conversation with Tara.
From there, it was Tara’s in-depth knowledge of the client’s needs, methods, and locations that allowed her to think outside the box and find a way to work around Dr. E’s non-compete.
“Had Dr. E applied for this job through a different recruiter, the non-compete would have caused them to turn him away without a second thought,” says Tara. “However, because of my long-standing relationship with the client, I was aware of the satellite office and knew the client would likely be open to using it as a creative solution.”
When all was said and done, Tara’s outside-the-box idea not only solved Dr. E’s non-compete problem, it also solved her client’s physician vacancy problem.
“It was really satisfying to bring this search to a close,” Tara says. “Especially so, because I just know Dr. E is going to knock it out of the park and build a phenomenal practice with my client.”
If you want to work with a physician recruiter that will think outside of the box and keep your best interests in mind, the team at Jackson Physician Search would love to get to know you and find out how we can help. Contact a physician recruiter today to learn more or search physician jobs now.
