What’s Inside Understanding Your Employment Contract: Advice from a Physician Recruiter
Behavioral Interviewing: Tell a Compelling Story with Your Answer
Interview Strategies for the Mid-career Professional
Neurology Careers at Cleveland Clinic We are seeking board certified/board eligible neurologists for opportunities in our General Neurology and Neurohospitalist programs, along with other subspecialties.
Scan to learn more or go to jobs.clevelandclinic.org
Are you interested in joining a dynamic and growing neurology team? Cleveland Clinic’s Neurological Institute consistently ranks in the top 10 in the nation by U.S. News & World Report. Our neurologists serve the local Cleveland community as well as national and international patients, representing all the subspecialties of Neurology. Our unique, fully integrated model strengthens our standard of care, allows us to measure quality and outcomes on a continual basis, and enhances our ability to provide cutting edge patient care and conduct meaningful research.
Fulfilling the promise of medicine Washington Permanente Medical Group is seeking full-time Neurologists to join our Capitol Hill team in Seattle, Washington and Riverfront team in Spokane, Washington. We’re a fully integrated, independent and clinician-led medical group with a compelling mission to be the best place to give care and to receive care. We are looking for brilliant and compassionate physicians who believe in equity, innovation, and collaboration. Free from the pressures of practicing fee-for-service medicine, our doctors Washington Permanente Medical Group | Medical Staff Recruiting RCB-C3S-03 | 1300 SW 27th Street, Renton, WA 98057
can focus on what matters most—their patients’ health. Our system combines quality resources, technology, state-of-the-art facilities, and true experts to collaborate. To learn more about joining WPMG, please reach out to Agnieszka Swanson, firstname.lastname@example.org, Neurology Recruiter.
Neurology Career Opportunities NORTON NEUROSCIENCE INSTITUTE AND NORTON CHILDREN’S NEUROSCIENCE INSTITUTE, affiliated with the UofL School of Medicine, are recruiting multiple board-certified or board-eligible physicians to Louisville, Kentucky, and surrounding areas. Our program offers multidisciplinary research pathways and expanding facilities, including a comprehensive neuroscience space that opened in June 2021.
ABOUT NORTON NEUROSCIENCE INSTITUTE
LEADER in using innovative and cutting-edge technology and robotics
The ideal candidates will have an opportunity to join a collaborative team of more than 115 subspecialty neuroscience providers. Career opportunities are available in the following programs: y Child neurology
y Multiple sclerosis
y Neuromuscular disorders
y General neurology
y Memory disorders, Alzheimer’s disease and dementia
y Pediatric epilepsy
100 GREAT 130 RESEARCH STUDIES
y Movement disorders
Named one of
in more than
neurosurgery and spine programs by BECKER’S HOSPITAL REVIEW
over the past decade
To discuss this opportunity, contact Angela Elliott, senior recruiter, providers, Norton Medical Group, at (859) 613-1984 or email@example.com. Norton Healthcare is an Equal Opportunity Employer M/F/Disability/Veteran/ Sexual Orientation/Gender Identity
Pediatric Neurologist in Regional Academic Campus
University of North Carolina—Wilmington, North Carolina
The University of North Carolina School of Medicine is seeking a faculty member to practice in our multi-specialty regional practice in Wilmington, NC. This position is open for a BC/BE neurologist with special qualification in child neurology to work in a general pediatric neurology practice in a thriving multi-specialty group based at tertiary care children's hospital. We have high levels of support for physicians and a beautiful outpatient clinic. Salary is based on community/private practice benchmarks but you will have a full academic appointment at UNC. You will join one other pediatric neurologist and two APPs at this campus, but will also be connected to a large pediatric neurology division at the main campus in Chapel Hill, NC. This is an outpatient focused position with some inpatient consultation. Certification in sleep or epilepsy can include important leadership and program development opportunities. Full-time preferred but part-time also possible.
This team is part of an innovative partnership between UNC Health, UNC School of Medicine and Novant Health to provide specialty care to children from communities throughout southeastern and coastal NC. The Novant Health–New Hanover Regional Medical Center facility is a full spectrum community-based, multi-specialty practice and children’s hospital that includes a 45 bed Level III NICU, pediatric intensive care unit and inpatient floor, pediatric EMU and sleep beds. There are over 75 pediatric specialists practicing at this regional location that will become the tertiary care referral hospital for children in Coastal and Southeastern NC. Additionally, there is ongoing expansion of educational opportunities with medical students, residencies, and some research. As a U.S. News Top 30 Children's Hospital, UNC upholds a four-tiered mission of clinical care, advocacy, research, and education. The UNC Division of Pediatric Neurology in Chapel Hill is a rapidly growing division with programs and research in neuro-developmental disorders, critical care neurology, epilepsy and neuro-oncology. Wilmington, NC is a charming, coastal city of ~125,000 people located in the southeastern corner of North Carolina within 20 minutes of the terrific NC beaches. It is a popular destination because of its moderate, four-season climate, annual cultural events, and numerous championship golf courses. The 18,000 UNC-Wilmington university students add vibrancy but there is also a downtown historic preservation district with a 2 mile river walk.
Applicants should send an email and CV to Michael Steiner, MD at firstname.lastname@example.org. In addition, formal applicants must apply at https://unc.peopleadmin.com/postings/199408. The University of North Carolina at Chapel Hill is an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or status as a protected veteran.
Northeast Indiana’s largest employer, Parkview Health is seeking neurologists with expertise in general
management, neuromuscular diseases, neuro-oncology, behavioral neurology and neurophysiology (EEG/EMG) to join its multidisciplinary team! Parkview Health located in Fort Wayne, IN has been named as one of the nation’s top employers by Forbes. With a robust and growing Neurosciences team, our collegial and diverse group of 24 physicians and 16 advanced practice providers are committed to providing the highest quality of patient care within Northeast Indiana and Northwest Ohio. From newly designated GME residencies, leadership and teaching opportunities, and utilization of state-of-the-art
technology, our accolades include accredited chest pain and comprehensive stroke centers, and more. Our growing Neurosciences team is committed to serving our patient population and maintaining the highest standards of neurological care. Join us and discover our highly competitive salaries, exceptional
benefit packages, prioritization of work-life balance, and empowerment of YOU as a member of our team.
For additional information please contact:
Kelsey Thompson Parkview Health Provider Recruitment Sourcing Specialist
email@example.com or visit Parkview.com/Neurosciences
Make WellSpan your next home. Enjoy work/life balance when you join our thriving, regional, outpatient Neurology team! WellSpan Health’s regional outpatient Neurology team covers Lancaster and Lebanon Counties. Join a sought-after team with excellent patient reviews! Teaching and sub-specialty interests welcomed.
• • • •
Get all these rewards! Newly increased signing bonus Increased educational loan repayment Robust Health benefits Limited call
To learn more, please contact: Cris Williams, Physician Recruiter Cwilliams9@wellspan.org; 717-812-4487 Lancaster, PA and Lebanon, PA Neurology Ready to join us? You can apply directly HERE. JoinWellspan.org
removed and patient volume did not make up the difference. A physician’s non-compete clause prohibited work within 25 miles of the former employer’s locations—which meant the entire state was off limits, given the number of sites encompassed by this organization. A candidate’s prospective employer expected him to drive up to six hours a day to cover remote locations—although this duty wasn’t stipulated in the contract. A fellow lost an offer when she “negotiated” by forwarding to the practice manager a contract marked up by her attorney— including comments the attorney had meant for only the candidate to see.
Understanding Your Employment Contract: Advice from a Physician Recruiter If you’re ever tempted to sign an employment contract without reading it carefully or receiving competent advice, think about these situations: A headache specialist joined a rural practice with a guaranteed salary, only to find her income decreased $70,000 when the guarantee was
These stories and more come from Andy Fadenholz of the neurology physician search firm Rosman Search, Inc. In his role as a neurology recruitment consultant, Fadenholz says he has spoken with a variety of physicians who “got burned” by not having a clear understanding of what their employment contract did or did not include. That’s a situation he tries to remedy by providing advice to candidates whenever possible. “My team and I do a lot of residency and fellowship education,” he says. “We give talks to go over different employment models, things to look for in a contract, how to interview— that first position out of training is important because it establishes your career. If you leave in a year or two, that’s always going to be on your CV and you’re always going to have to explain it.” For the most part, Fadenholz believes difficult situations can be avoided by paying closer attention to the contract, conducting at least minimal research, and negotiating the most important issues before signing on. This is necessary, he says, even in today’s market, where neurologists are in high demand. “There are a lot of different aspects that determine how negotiable a contract is,” he notes. “In a geographic area that’s pretty saturated, or in a big academic center with renowned researchers, the salaries can be quite a bit lower.” While that figure won’t necessarily improve with negotiation, Fadenholz says an informed candidate can conduct a self-survey before committing, to ensure that being part of the research is a good trade-off with the compensation.
That self-survey can pay off in other ways as well— particularly when it’s paired with transparency. Fadenholz recalled the story of a candidate who had chosen a specific location because of the research they were conducting but was dismayed by the $148,000 salary. With children to support, student loans to repay, and a husband whose work was quite low-paying, she knew that she was not in a position to accept the salary as offered. “We advised her to explain her situation,” Fadenholz says, “and they ended up bumping the salary and offering a housing stipend.” The type of organization can play a role in the offer as well. Fadenholz has been seeing that academic positions offer the lowest salaries, community hospitals offer the most, and private practices fall somewhere in the middle. That said, the initial salary tells only part of the story. Sometimes an offer is tied to a guarantee for the first year or two, before reverting to a production model that pays according to RVUs, or relative value units, which are used to measure a physician’s productivity. This might work well in a very busy setting but could create a decline in income in another situation. Talking with other physicians in the group and asking more questions of the employer are two steps a candidate can take to avoid an unpleasant surprise. Fadenholz recommends learning more about the organization as well, to understand things like patient wait time and whether it would be difficult to build up the volume needed to achieve one’s RVUs. As important as it is, compensation is hardly the only thing to worry about in the employment contract. In addition to stipulating the duties, pay, and benefits, a contract may also contain a noncompete clause and other information relating to what happens if (and how) you leave the position. For example, the employer may demand more notice from the physician than the organization is required to give. “If you have to give a program notice of 60 or 90 days, which is common,” he says, “in turn, the program should have the same requirement for termination without cause. Because if they can terminate you with only 15-days’ notice, for example, then that three-year contract isn’t a three-year contract. It’s a 15-day contract.” According to Fadenholz, what’s not written in the contract—what’s “silent”—is also a concern for physicians. “What have they not addressed that you need to be aware of?” he asks. “Are you going to have to travel to one of their locations if one of their neurologists leaves? One of our candidates was
expected to drive two to six hours a day to cover practices in two states. There was nothing in the contract, but he was just expected to do it.” If you’re starting to feel overwhelmed, that’s probably a good sign that you’re taking this seriously. After a decade or more of training and preparation to become a neurologist, now is hardly the time to lose focus. Even so, it doesn’t have to be daunting to get through the contract stage of the employment process. In addition to conducting the research noted earlier, Fadenholz recommends candidates follow a few basic steps. First and foremost, he wants physicians to “get very clear in their minds” about what’s non-negotiable to them, and to create a second list of things that aren’t deal-breakers, but which they’d like to change if possible. Then he wants candidates to pick up the phone rather than emailing their concerns, as he believes the process goes more smoothly in conversation. As a final step, he recommends the candidate use a contract attorney to review the agreement and clarify what each section means. Since so many contracts are created as part of an extensive internal process, Fadenholz cautions that the organization may resist making changes to the document itself—which means redlining and wordsmithing are less critical for the candidate to do. But adding amendments to the contract is a reasonable expectation that will have the same results when signed by both parties.
Contracts from the Organization’s Point of View David A. Evans, MBA, is CEO of Texas Neurology and has overseen the development of dozens of employment contracts for the comprehensive neurology center. As the former chair of the AAN Practice Management and Technology Subcommittee, he also has guided the Academy’s outreach and information on the topic of contracts. Texas Neurology is a private practice that is 100-percent owned by physicians, employing a staff of 100, including 20 neurologists and APPs, working in three locations. Because of the physician-ownership model, Evans says their employment contracts for neurologists are explicit about the group’s two-year path to become a partner or shareholder, including the duties and privileges that conveys, and what will be measured to determine progress to this goal. He advises candidates for private practice positions to ensure this information is made clear in their contracts. Talking to others who have recently achieved partnership and requiring
the contract to include a timeline for when the candidate would be considered for partnership are additional recommendations. “We always have it at 12 months when you’d be told whether you’re being considered for partnership,” he explains. “We’ve found that it helps attract top-tier candidates when they know from the beginning what the partnership path looks like. We also put them in communication with the most recent partners so they can understand the process.” Another condition Evans says his group makes explicit in its agreements is the pre-employment clause. “If you don’t have your state license because you’re relocating or you’re not credentialed with a majority of payers or Medicaid, we can’t use you on the day you start. It could be completely null and void. These things are essential to our practice so you can bill on day one, or see a patient in the hospital on day one.” By making this point clear in the contract, Evans says Texas Neurology has seen higher engagement with candidates in the months leading up to their first day of work, another bonus for creating a good start. In other situations where RVUs or a threshold to bonus may depend on maximizing each day’s work, Evans recommends candidates pay close attention to assure their starting date of employment is as closely aligned with their credentialing as possible, even if the contract allows 30 days to complete the process after coming on board. In terms of the duties and call coverage, Evans advises candidates to request as many details as possible in order to understand the expectations. For example, is there a clear formula to determine call coverage? Will your call duty be based on others
who are “similarly situated?” That is if you’re one of four headache specialists, but one of nine employed, non-partner neurologists, being counted as similarly situated would mean you share call with the nine, not the four—a big difference in terms of how many calls you end up taking. Close attention should be paid to the duties and obligations section of the agreement, Evans says, to clarify things like your ability to perform your subspecialty in the proportion you desire, your obligations for supporting general neurology or ancillary services, and related considerations. As a strong advocate for transparency in the agreement stage, Evans also advises candidates to request what’s called a “pro forma process” in which they can sit down with someone from the organization to put sample numbers into a spreadsheet to help them understand what it will take on their part to reach the RVUs, bonuses, patient numbers, or other thresholds noted in the contract. This is especially important if incentive compensation is going to be offset with expenses— particularly if the expenses are uncapped. “If I was negotiating,” Evans says, “I would want to know those numbers and have them contractually controlled because I am not a partner, I am not in control of those costs. This lets the doctor focus on their productivity and things they absolutely can control. We want them to see how they can impact their numbers and ours, and we tell them, we need you to be whole by the end of the first year.”
Details, Details—Keeping It All Straight There are many more clauses and points both Evans and Fadenholz can reel off that candidates
should be aware of in their contracts— everything from contract renewals to patient assignment to professional liability and outside work could, and probably should, be covered in the initial employment agreement. And what about a preemployment agreement? In cases where an employer is paying a fellow a stipend during training or is sponsoring the training itself, Fadenholz cautions candidates to understand what must be repaid if employment conditions aren’t met. Although it would be cumbersome to include every detail in a contract, Evans recommends knowing your needs and goals well enough that you can keep your focus during the agreement process. “All of these things require a dialogue with the employer,” he says. “If it would be important enough that you would leave over it, then it needs to be in the agreement. If you feel comfortable with a handshake on some points, then look at how they’ve done it historically and make your decision. How important it is to you ethically, professionally, financially—these are the guides for whether you request it goes into the contract.” Educating yourself is important but no amount of research is likely to prepare you to understand
this document on your own. Instead, Evans and Fadenholz strongly advise you seek outside counsel in the form of an attorney who specializes in medical contracts. When coupled with your own research and self-survey of needs and goals, the attorney’s assistance will prepare you well for navigating the contract process. And if you want to understand salaries in the field of neurology, you’re in luck: the AAN offers a free salary calculator tool exclusively for member residents and fellows. Based on recent information gathered from members who complete the Neurology Compensation and Productivity Survey, this tool can be accessed at AAN.com/SalaryCalculator. Taking these steps will not only give you confidence, but it will help you establish good habits that benefit you throughout your career. As Fadenholz notes, “For the residents and fellows coming out of training, this is a very exciting time. But you have to do your due diligence. This is a relationship you want to go into with trust, and one that you want to last.”
McLeod Health Seacoast seeks to hire BC/BE Neurologists in the Myrtle Beach, South Carolina coastal outpatient practice.
Serving northern Horry County (SC) and southern Brunswick County (NC), McLeod Health Seacoast has 118 patient beds, along with an expanding list of services. Our recent expansion includes our new modern bed tower in Little River and growth into the Carolina Forest area of Myrtle Beach.
• Established and growing practice joining 2 Physicians • Strong support staff and 2 APPs • 4.5 office days! • NO Inpatient Call! NO Stroke Call! These McLeod employed opportunities offer Competitive Salary, Sign On Bonus, Relocation Allowance ,
Retirement and Full Benefits, CME Days and Allowance, Paid Malpractice. If interested, please send your CV to Emily Thompson firstname.lastname@example.org; contact Emily at 843-366-2043.
Visit our website at www.mcleodhealth.org or apply online at www.mcleodphysicianrecruiting.org
Join a 100-top hospital with a established 4 year categorical neurology residency program! St. Luke’s University Health Network, the region’s largest, most established health system, and major teaching hospital is seeking full time Board Certified/ Board Eligible general and fellowship-trained neurologists for both subspecialty outpatient opportunities and neurohospitalist positions. We’re looking for the following additions to our growing team of 34 neurologists and 22 Advanced Practitioners! • • • • • •
Stroke Neuromuscular Movement Disorders Neurohospitalist Headache Neuro-Rehab
St. Luke’s Neurology Associates is part of the network’s Neuroscience Service Line, a comprehensive and integrated team comprised of neurologists, neurosurgeons and neuro-rehabilitation offering leading-edge care for all subspecialties in neurology.
In joining St. Luke’s University Health Network you’ll enjoy: • • •
• • • • •
Loan Repayment program – up to $100,000 Residents and Fellows- enjoy a generous final year stipend Team-based care with well-educated, dedicated support staff A culture in which innovation is highly valued Exceptional compensation package, starting bonus, and relocation reimbursement Rich benefits package, including malpractice, health and dental insurance, and CME allowance Work/life balance and flexibility Teaching, research, quality improvement and strategic development opportunities
About St. Luke’s University Health Network Founded in 1872, St. Luke’s University Health Network (SLUHN) is a fully integrated, regional, non-profit network of 17,000 employees providing services at 12 hospitals and over 300+ outpatient sites. To learn more about SLUHN, please visit www.slhn.org
About the Lehigh Valley & Surrounding Areas Set amid gentle hills and charming country sides, Lehigh Valley, PA is home to Allentown, Bethlehem, and Easton, as well as dozens of small towns and picturesque boroughs, parks, trails, and waterways. The Lehigh Valley is in close proximity to NYC, Philly, and DC. For more information please visit www.discoverlehighvalley.com. *Unfortunately, we cannot sponsor visas
If you are interested in learning more about this opportunity, please contact: Drea Rosko, Senior Physician Recruiter, St. Luke’s University Health Network, Drea.Rosko@sluhn.org
NORTH CENTRAL FLORIDA • 100% Physician owned outpatient Neurology clinic & Sleep Center with established referral base. • Experienced, professional healthcare management team providing you the opportunity to focus on patients. • Complimentary specialties for collaboration and referrals including Primary Care, Psychology, Neurosurgery, Physical Medicine & Rehabilitation, and Interventional Pain Management • Compensation which rewards performance and value. • Support to help you achieve the important balance between work & home life. Opportunities in Gainesville and Ocala, Florida For more information call or email us your CV. Phone: (352) 224-2404 E-Mail: careers@SIMEDHealth.com SIMEDHealth.com Careers.AAN.com
Neurologist, Neurohospitalist & Neurosurgeon Opportunities in Missouri, Arkansas, and Oklahoma.
Your life is our life’s work. Mercy Offers: •
Inpatient and/or outpatient opportunities
System-wide EPIC EMR
Competitive and flexible recruitment incentives designed for you
Retirement options with employer matching and service contribution
Day one comprehensive benefits for you and your family
Faith-based, not for profit with a focus on an individualized patient experience
A 200-year legacy of providing compassionate, exceptional care
Welcoming partners, colleagues, mentors and friends
Mercy Clinic is a physician-led and professionally managed multi-specialty group. With over 2,500 primary care and specialty physicians, Mercy Clinic is the fourth largest integrated physician organization in the country.
See opportunities available at careers.mercy.net/neurologist For more information, please contact:
Lisa Hauck - Senior Physician Recruiter Office: 314-364-2949 Email: Lisa.Hauck@mercy.net EEO/AA/Minorities/Females/Disabled/Veterans
NEUROHOSPITALIST & OUTPATIENT NEUROLOGY • Inpatient: 7on, 7off schedule • Outpatient: Monday - Friday schedule with no call • $50,000 Upfront Bonus • $6,000 CME annually
• Funded liability insurance/ malpractice/ tail coverage, multiple retirement plans, full health/ medical benefits & more • Fully-integrated EMR (Epic) • Certified Stroke Center “Gold Seal” by The Joint Commission
• Join a hospital-employed group of four board-certified Neurologists and one APRN • Recognized as a "High Performing Hospital" by U.S. News & World Report • Student loan repayment and residency stipends available
For more information text /call Jerry Price at 502-657-8678 or Jerry.Price@owensborohealth.org
SOUTHERN CALIFORNIA NEUROLOGY OPPORTUNITY Position available for BE/BC neurologist in long-established general neurology practice. Flexible schedule with out patient general neurology clinic & some in patient hospital coverage. EMG/NCV experience preferred but not necessary. Competitive salary Interested Candidates Send CV or direct questions to Cynthia Chavez Email: email@example.com Phone: 323-926-5758 | Fax: 562-424-9990 Neuromedical Diagnostic is a team of highly qualified and compassionate neurologists specializing in the treatment of conditions affecting the nervous system and muscles.
701 E 28th St. Suite #319B. Long Beach California, 90806
Behavioral Interviewing: Tell a Compelling Story with Your Answer If you’ve been to a job interview lately—as either the candidate or the interviewer—then you may be familiar with a style of question called “behavioral.” Behavioral interview questions are based on a principle of psychology which states, in essence, that how a person has acted in the past under certain conditions is a predictor of how he or she will respond in the future to the same conditions. Hence, when interviewers say, “Tell us about a patient you’ve treated who was difficult to relate to, and how you handled the situation,” what they’re really asking is: “How will you handle our difficultto-manage patients?” So, you might wonder, why don’t they simply ask the question they really want answered? Because that would be too easy for the candidate to manipulate. A doctor could just answer
with some kind of neat process, or claim that managing difficult patients hasn’t been a problem. It’s much harder to “game the answer” when asked to give an example. You can see why behavioral questions have taken root over the past decade or so: Interviewers love being able to assess candidates through the lens of their behavior. Unfortunately, not all interviewers are skilled in interpreting the answers; nor are candidates necessarily good storytellers. As the candidate, you can’t do much about your interviewer’s level of skill, but you certainly can increase your own. Here are five steps to help you develop compelling answers for behavioral interview questions.
STEP 1. Identify good stories in advance of the interview. This can seem tricky at first—how can you prepare an answer without knowing the question? You won’t be heartened to know there are lists floating around of the top 100 behavioral interview questions. One hundred! That’s obviously far too many stories to prepare before a meeting, especially when the typical interview may contain no more than three or four of this style of question. How would you ever know which questions they might ask? A better strategy is to reverse-engineer the problem: Instead of anticipating the question, start by identifying your ideal stories. To do this, think deeply about the past five or eight years, to refresh your memory of internships, residency, fellowships, and any other training or field experience that you’ve had. Now ask yourself: When did you persevere during a challenging situation? When were your efforts pivotal to creating a successful outcome? When did you think of an improvement to a process or system that created good results for your team? Once you have a few examples in mind of times when your work was particularly successful, you’ll have the basis for good stories.
Action: As a fellow still in training, the physician decided to bring the case forward for discussion and review, with the goal of receiving advice for handling the situation. The question of mental health care and therapy support for the patient was raised by the fellowship director, which gave the physician the idea of providing resources to the patient to access this assistance. The idea of a care conference with the family was also raised to let them express their concerns in the patient’s presence. The physician decided to take these steps. Result: The patient listened to the family’s concerns but also provided some insight about being uncooperative—behavior which was actually rooted in trying to maintain control. Although the patient turned down the option for mental health counseling, the care conference provided enough foundation for communication that the patient agreed to cooperate more fully. The doctor’s relationship with the patient also improved.
A good story will give you the foundation for at least five or six different behavioral questions.
STEP 2. Draft out each story in a STAR pattern. STAR is a popular acronym which stands for Situation, Task, Action, Result. It’s a tool that can help you keep track of the parts of your story, and ensure that you have enough content to make an impact, while also guiding you to tell the story clearly. Here’s an example from a neurology fellow whose patient would not follow a treatment protocol, and how the physician handled the problem. Situation: Patient continues activities that are harmful, and is not adopting behaviors that are healthy. The patient’s family is distraught and is asking for help convincing the patient to cooperate with the treatment plan. Task: The physician has several concerns to keep in mind, including patient confidentiality, the patient’s right to self-determination, the clinic’s liability, the overall goal of providing good care, etc.
STEP 3. Shape the story to be more compelling when it’s spoken aloud. Although the STAR story above is certainly clear, it’s not very relatable. It reads (and would sound) like a bare-bones recitation, which is hardly compelling in an interview. Here’s one way this STAR draft might sound when revised to be more conversational: “When I was in my first month as a fellow, one of my first cases in outpatient care was a gentleman whose epilepsy treatment plan called for a fairly high level of personal responsibility. He was a smart man and not someone who seemed self-destructive, but he was pretty much rejecting every part of the plan. He’d agree to things in the clinic, then go home and do the opposite. I was already trying to figure out what to do when I started getting calls and emails from his family. His wife, especially, was very concerned and she was asking for a lot of detail about my conversations with him. I knew I couldn’t go down that path with her, but I needed to do something to manage the situation, while also
trying to get him the care he needed. I decided to bring the case up with my fellowship director and I got some good advice. She reminded me of ways I could use a care conference and also brought up the idea of resources he could tap into for mental health counseling that might help him sort out his feelings about his epilepsy. In the end, we had a half-victory in that he agreed to the care conference, but he didn’t want to try the counseling. The conference was a home run, though, because it gave his family an opportunity to really open up about what his behavior was doing to them, and it prompted him to accept some parts of the treatment plan. I was also gratified to have a better relationship with him after that, I think because he trusted me and knew I was trying to provide good care while also listening to him.” Although that story may look long when you see it printed as one big paragraph, when you time it out, you’ll see that it takes only a few minutes to tell. Adding pauses and intonation changes will increase the length but will be worth the tradeoff. That’s because a more natural sounding delivery will be memorable and interesting to the interviewer.
STEP 4. Anticipate questions your story could answer. A good story will give you the foundation for at least five or six different behavioral questions. Knowing this, you can prepare a handful of stories, perhaps five, with the confidence that you’ll be able to answer 25 or 30 different questions, just by reshaping the first few sentences of the story. For example, the story above could be used in its current form to answer, “Tell us about a difficult patient that you treated.” But with a little reshaping, it could also be used to answer, “When have you used a collaborative care process with a patient?” or “What have you done to gain a patient’s trust?” or even, “Tell us a situation you’re proud of from your fellowship.”
STEP 5. Practice, practice, practice. While you can’t be certain which questions your interviewers will ask, you can still practice telling your stories. The ideal process involves three steps: Typing the story into a word processing program so you can shape it easily; then writing it by hand so it lodges more firmly in your memory; and finally, saying it out loud a few times until you feel comfortable navigating the different parts of the story without getting lost. As you already know, the goal isn’t to memorize to the point of sounding rehearsed. But not practicing at all increases the risk of forgetting key points—or forgetting the story altogether. The middle ground is to be comfortable enough telling your story without notes that you know you won’t freeze when a question is asked. As a final tip, remember that no matter how prepared you are, the interviewer could still ask a question you don’t have an answer for. If that happens, you can always punt: “I’ll need to come back to that question, as I’m drawing a blank for the moment.” Or even, “I don’t have an example that relates exactly, but I did have a situation come up with some similarities. When I was in my first month as a fellow, one of my first cases in outpatient care was a gentleman whose epilepsy treatment plan…” Sometimes it’s not so important that the story matches the question, as long as the story itself is informative and well-spoken. Try it and see: If you master the art of answering behavioral questions, you’ll experience a transformative effect in your interview process.
Inspire health. Serve with compassion. Be the difference.
Neurohospitalist Opportunity Greenville, South Carolina
Prisma Health, the largest not-for-profit healthcare provider in South Carolina, seeks BC/BE Neurohospitalists to join the dedicated staff of the Neurological Institute.
Details: • • • • • •
Available Neurohospitalist opportunities include Stroke, Telestroke/Teleneurology, General Neurology, Night Neurohospitalist or a combination of these. 7 on / 7 off 12-hour shifts APP and resident support Strong interdisciplinary care program with neurosurgery, neuropsychology, neuroradiology Teaching involvement includes Adult Neurology residency program (6 neurology residents per year) and medical school, University of South Carolina School of Medicine Greenville. EPIC EMR.
Highlights: • • • • •
Competitive salary Paid relocation and malpractice with tail coverage Professional allowance Generous benefits including retirement, health, dental and vision coverage. Public Service Loan Forgiveness employer
The Neurological Institute has established a protocol-driven, multi-disciplinary approach to treating a variety of neurological diseases, including but not limited to seizures, movement disorders, neuroimmunologic disease, neurooncology, and cerebrovascular disorders. With nearly 30,000 team members, 18 hospitals, 2,984 beds and more than 300 physician practice sites, Prisma Health serves more than 1.2 million unique patients annually. Its goal is to improve the health of all South Carolinians by enhancing clinical quality, the patient experience and access to affordable care, as well as conducting clinical research and training the next generation of medical professionals. For more information, visit PrismaHealth.org. Greenville, South Carolina is a beautiful place to live and work and the catchment area is 1.3 million people. Greenville is located on the I-85 corridor between Atlanta and Charlotte and is one of the fastest growing areas in the country. Ideally situated near beautiful mountains, beaches, and lakes, we enjoy a diverse and thriving economy, excellent quality of life, and wonderful cultural and educational opportunities.
Qualified candidates should submit a letter of interest and CV to:
Tina Owens, Manager, Physician Recruitment, firstname.lastname@example.org. EOE
Headache Specialist - Neurology Bronson Methodist Hospital Love Where You Work! Team Bronson is compassionate, resilient and strong. We are driven by Positivity which inspires us to be our best and to go above and beyond for our patients, for one another, and for our community. If you’re ready for a rewarding new career, join Team Bronson and be part of the experience. Bronson Medical Group™ has an opportunity for a board certified/eligible neurologist with fellowship training in headache medicine or certification as a headache specialist. The right candidate would be joining our growing, sub-specialized neurology division. The physician will provide headache medicine care in the outpatient setting and will include concussion management and procedures such as Botulinum toxin injections and nerve blocks. New graduates are welcome to apply! • • • • • • •
Where you work is important. Who you work with is even more important. By choosing Bronson, you will be at the forefront of healthcare transformation. At the same time, you'll be surrounded by a team of colleagues, nurses, support personal and administration that are second to none.
Please send CV to: Cadace Morrow, Physician Recruiter 269.341.8631 or email@example.com
Employed position within physician led Bronson Medical Group On-site practice with strong APP support at Bronson Methodist Hospital Weekend call 1:12 Generous PTO and CME allowance Malpractice and tail coverage Comprehensive benefit package starts on first day of employment If desired, can pursue clinical research at Bronson as well as teaching and academic affiliation at Western Michigan University School of Medicine.
About Bronson Healthcare and Kalamazoo, Michigan Bronson Healthcare, the region’s leading system, has four hospitals, including Bronson Methodist Hospital. It is a Level One Trauma Center • Comprehensive Stroke Center accredited by The Joint Commission • Get With The Guidelines® Stroke Gold Plus (AHA/ASA) • Stroke Honor Roll Elite Plus awards (AHA/ASA) Bronson Healthcare is located in southwest Michigan, just east of Lake Michigan and about halfway between Detroit and Chicago. area offers a diverse cultural opportunity, very affordable real estate and a major focus on education. Our area is home to several international companies including Eaton Corporation, Kellogg Company, Pfizer Inc., Stryker Corporation and Whirlpool Corporation. The Kalamazoo/Southwest Michigan area has a variety of recreation options including: boating, hiking, biking, fishing, numerous nature preserves and parks, famous local breweries, diverse restaurants, zoo, airplane and car museums, symphony, theatre
Premier Health Clinical Neuroscience Institute is actively seeking BC/BE neurologists to Join our Established but Growing Group Neuromuscular | General Neurology | Movement Disorders | Cognitive | Epilepsy
• • • • •
Be a part of a growing program with Neurology, Neurosurgery, and Interventional neurology Enjoy the benefits of hospital employment with academic affiliation Neurology residency program with residents providing 24/7 in-hospital support APP support inpatient and outpatient Currently, hiring General neurology and subspecialty including Movement Disorders, Neuromuscular and MS/Immunology
Flexible options for minimal call coverage (one hospital only), or more inpatient coverage if desired
About Premier Health Premier Health has grown to become the largest health system in southwest Ohio. Founded in 1995, Premier Health has more than 13,000 employees and 2,300 physicians, all with one mission: to build healthier communities. Our comprehensive health system operates five campuses including Miami Valley Hospital in Dayton, Miami Valley Hospital South in Centerville, Miami Valley Hospital North in Englewood, Atrium Medical Center in Middletown and Upper Valley Medical Center in Troy and has more than 100 patient care locations.
Excellent compensation PLUS potential for $150K sign on/med ed assistance Neurology Opportunities:
About Mercy Health Youngstown:
The Mercy Health Physicians Youngstown Neuroscience Institute is the largest practice in the region. Our growing Neurology team can support your professional interests. Mercy Health Youngstown is a 3-hospital system covering three counties in Northeast Ohio. Our flagship hospital, St. Elizabeth Youngstown Hospital, is a Level-1 Trauma Center and Advanced Primary Stroke Center with 350+ beds.
Bon Secours Mercy Health Youngstown is an integrated health system in the Mahoning Valley, which encompasses the Youngstown/Warren metropolitan area – Mahoning, Trumbull and Columbiana counties in Ohio. It is part of Bon Secours Mercy Health, which is headquartered in Cincinnati and is the largest health system in Ohio and one of the largest Catholic health systems in the United States. It is affiliated with several neighboring medical schools including Northeast Ohio Medical University and Lake Erie College of Medicine. Learn more at: www.BSMHealth.org.
Opportunities for: • • • •
Outpatient Neurology – NO CALL Neuro hospitalists – 7 on/7 off scheduling Vascular Neurology/Interventional Neurology – 7 on/7 off scheduling Neuro Service Line Leader
Practice Highlights Include:
• Supported by a team of advanced practice providers and seasoned support staff • Provide education to medical students and residents • Clinical research and publishing interests can be supported • Use of a fully integrated EPIC electronic medical record • Opportunity to join BSMH Telestroke team • Biplane angiography suite to support neuroendovascular procedures • Synchronized stroke care with the use artificial intelligence software
Compensation Package includes:
• Competitive salary with opportunities for wRVU & bonus incentives • $150,000 Sign-on/Med Ed Assistance • Attractive benefits package (medical insurance, 403B, paid malpractice, CME allowance, etc.) • Generous time off • Relocation
Bon Secours Mercy Health Physicians offers an extensive network of physicians and is the largest group in the Mahoning Valley. Our team includes primary care physicians and a wide range of specialties. Community:
Situated an hour’s drive from Cleveland and Pittsburgh, Youngstown is at the center of the Mahoning Valley. With a population of 550,000, it’s a comfortable and inviting community with excellent schools and affordable housing, plus dozens of galleries, museums, performance venues and historic sites. Mahoning County is home to lush parks and miles of hiking and biking trails. Several nearby lakes are great places to spend the day on the water. Plus, you’re just an hour south of beautiful Lake Erie. Youngstown is perfectly situated for those who like to travel with 3 international airports within an hour’s drive.
Please send CV to:
Christine Ruggieri Physician Recruitment
Phone: 330-240-4838 CMRuggieri@Mercy.com
Fulfilling the promise of medicine
FULL-TIME AND PER DIEM NEUROLOGISTS General and Neurocritical Care
Openings in Northern & Central California To learn more about these opportunities and to apply, please visit: tpmg.permanente.org Please email your CV to Ken Baker at: Kenneth.Baker@kp.org or call: (510) 625-6331 (office) or (510) 919-9971 (cell).
The Permanente Medical Group, Inc. (TPMG) is one of the largest medical groups in the nation with over 9,000 physicians, 22 medical centers, numerous clinics throughout Northern and Central California, and a 75-year tradition of providing quality medical care. EXTRAORDINARY BENEFITS: • Competitive compensation and benefits package, including comprehensive medical and dental • Moving allowance and home loan assistance up to $250,000 (approval required) • Malpractice and tail insurance • Paid holidays, sick leave, education leave • Shareholder track
The Permanente Medical Group
• Three retirement plans, including pension
We are an EOE/AA/M/F/D/V Employer. VEVRAA Federal Contractor.
Asheville Neurology is a privately owned practice with a partnership track option located in beautiful WNC mountains is seeking a Neurologist to join our 3 MD/5 PA team with no inpatient or ER call. We have an in-house Pharmacy, Infusion Suite, Ultrasound, Clinical Research, EEG and EMG. This is an excellent opportunity for a Board Certified Neurologist with subspecialty interests. In addition to your subspecialty, your scope requires treating general neurology patients. Asheville Neurology Specialists offers a high-quality of life and desired professional balance so that you can enjoy all that Asheville is well-known for. • Collaborative culture with a team of Neurologists,
Physician Assistants and Pharmacist.
• Competitive salary with generous benefits, CME,
and paid vacation.
• Privately owned practice with partnership track.
At Asheville Neurology Specialists, we strive to give our patients, staff members and community the best experience possible. We do this by maintaining a high level of expertise and offering exceptional neurological care. If you are interested in applying for this position, please contact our CEO, Carolyn Chamberlain at firstname.lastname@example.org
Compassionate and Innovative Neurological Care
Inspire health. Serve with compassion. Be the difference.
Neurology Opportunity Neurology Faculty Opportunity Columbia, South Carolina
Join Berkshire Health Systems !!
Prisma Health, the largest not-for-profit healthcare provider in South Carolina, seeks a BC/BE general neurologist to join our growing team. Interest in demyelinating disease or memory disorders preferred.
Join multi-department neurology program currently anchored by a stroke neurologist, a neurophysiologist, a sleep physician, a headache specialist, and an APP with interest in memory disorders • Friendly and collegial work environment in clinic and inpatient settings.
Resident support available during the week to help with inpatient consults. One in four call general neurology, generally very light as acute stroke care provided by telemedicine and all neurology patients admitted under 3
Highlights: • • • • • •
Competitive salary Paid relocation and malpractice with tail coverage Professional allowance Generous benefits including retirement, health, dental and vision coverage Public Service Loan Forgiveness employer
Opportunity Highlights • Well established practice with a team of well rounded, experienced Physicians and Nurse Practitioners. • • • • •
• • •
With nearly 30,000 team members, 18 hospitals, 2,984 beds and more than 300 physician practice sites, Prisma Health serves more than 1.2 million unique patients annually. Its goal is to improve the health of all South Carolinians by enhancing clinical quality, the patient experience and access to affordable care, as well as conducting clinical research and training the next generation of medical professionals. For more information, visit PrismaHealth.org. Columbia is the state capital with a diverse population and a large selection of cultural amenities due to the University of South Carolina. In addition to having an affordable cost of living, it is very family friendly with good schools, a revitalized downtown, nationally ranked zoo, and children`s museums. Outdoor activities are a premium due to its rivers, 650 miles of Lake Murray shoreline and state and national parks within 30-minute drives.
Qualified candidates should submit a letter of interest and CV to:
Tina Owens, Manager, Physician Recruitment, email@example.com. EOE
Subspecialty or General Neurology interests welcome. 1 in 5 call arrangement gives you the 'perfect' position to balance both your professional interests and personal commitments. Flexible balance of inpatient/outpatient coverage. Practice where you are respected, supported and challenged. Primary Neurology practice in Berkshire County with a Joint Commission Certified Stroke Center. Competitive salary with an incentive program and sign on bonus that includes relocation assistance. Excellent benefits including 4 weeks’ vacation and allotted days and allowance for CME. Berkshire Medical Center is a 298-bed community teaching hospital with residency programs, nationally recognized physicians, and world class technology.
Location Highlights • • • • •
The Berkshires offers a beautiful setting with a small town feel and endless cultural opportunities of a big city. Art, theaters, museums, concert venues, restaurants, local small businesses, fitness centers, golf and spa resorts. We have it all! Four seasons of fun and adventure offering skiing, snowshoeing, kayaking, rafting, sightseeing, hiking along the Appalachian Trail and road/mountain biking. Excellent public and private schools make us an ideal family location. Only a 2.5-hour drive to Boston, MA and New York City.
Interested candidates are invited to contact: Michelle Maston, Physician Recruiter at firstname.lastname@example.org or Apply online at: www.berkshirehealthsystems.org
supports your work and lifestyle goals. Experience the exceptional and rewarding lifestyle only Maine can offer. Situated on the southern Maine coast, Portland is ranked as the #1 safest place and the 8th best place to live by U.S. News and World Report.
Director of Neuromuscular Medicine Neurohospitalist EMG Trained Neurologist Outpatient Vascular Neurologist For more information please contact
Linda Wiley, Physician Recruiter at Linda.Wiley@mainehealth.org.
AWESOME? SO ARE WE,
Lexington Clinic is seeking a BC/
• Benefits package for physicians that includes health and dental, 401K, independent/dependent to join a busy practice in Lexington, Kentucky. The practice life coverage, short/long-term disability, long-term care, consists of two board-certified vacation and CME time, CME Neurologists, and sees a wide stipend and a flexible spending range of adult neurological account. disorders.
BE GENERAL NEUROLOGIST
AS PART OF OUR TEAM YOU WILL HAVE ACCESS TO: • Large internal referral base / Outpatient only • Autonomy• Flexible schedule • Experienced and dedicated multi-specialty peer network • Competitive compensation with significant earning potential • $150k signing/retention bonus
INTERESTED CANDIDATES CONTACT: Audra Davidson Manager, Physician Recruitment
859.230.4417 email@example.com LexingtonClinic.com
LEXINGTON CLINIC IS AN EQUAL OPPORTUNITY EMPLOYER.
Come be a part of a neurology team that
Interview Strategies for the Mid-career Professional For neurology professionals at mid-career (or later), job interviews can be a mixed bag. On the one hand, they’re an opportunity, as always, to present your strengths and learn where you’d fit in an organization, whether that’s a hospital, practice group, or somewhere in private industry. The conversation also provides a chance to ask deeper questions about a department’s plans and to position yourself as someone who can help solve anticipated problems. That’s all good, but what about the other side of interviewing at midcareer? Consider this short list of
possible pitfalls for experienced job candidates: Perceptions of age issues that can cloud the interviewer’s judgment Candidate difficulty compressing decades of experience into sound bites “Starting over” syndrome, as in: can this candidate learn new systems? Questions of “fit” and teamwork for candidates with strong personalities Complicating these issues are factors related to career cycles:
What if this candidate plans to retire in a few years? For the most part, candidates at midcareer will have resolved these concerns for themselves long before they land in an interview. The trick is finding ways to convey the answers to questions the interviewer may not directly ask. Indeed, some interviewers give such a wide berth to issues pertaining to age (to avoid perceptions of discrimination), entire topics go untouched in the conversation. That’s not necessarily a good thing, particularly if the candidate loses an opportunity to set someone’s
mind at ease, or to highlight an age-related advantage. Luckily, there are no restrictions on the candidates themselves regarding what information can be volunteered. The key is to be strategic and intentional as you guide interviewers to a better understanding of your strengths and away from perceived weaknesses for the position. Follow the tips below to give yourself a head start on developing a strategy for your next round of interviews. 1. Develop a key message platform. Do you know which of your many strengths will be most important for the next position? The answer will vary according to setting and the tasks they need you to perform, so this analysis is best done before every interview. The goal is to boil your extensive experience down to three or four talking points that best illustrate your key strengths. For more information on this very effective interview strategy, check out the AAN’s Neurology Career Center article on strength-based interviewing. 2. Create an interview document to support your key messages. If you’re scheduled for an interview, your CV or resume has likely been viewed already. Now that you know you’ll be having the conversation, you can create a short, one- or two-page document presenting just the highlights of your experience as related to the current opening. If you use your key messages as a guide, you’ll be able to create
a page that subtly directs the interviewer’s questions while ensuring you’re able to discuss your best points. 3. Practice answers to the most anticipated questions. As an experienced worker, you’ll do better if you present clear but short answers that connect directly to the work being discussed. This will help you avoid the common pitfall of “in-my-day” answers that give too much detail or inadvertently define you as being over-qualified. 4. Visualize. The longer you’ve worked in one place or capacity, the more acute the danger that you’ll answer questions from a single frame of reference—which is one of the ways experienced workers signal that they’re stuck in a rut. To remedy this problem, visualize everything you can about the position, from the organization or department to the patients or the workload, to, most especially, the person or people who will make the hiring decision. What would be their concerns? What are their pain points? Having done this exercise, it will be easier to craft messages focused on how you can help them reach their goals. 5. Update your appearance. It’s fine—good, in fact— to look your age. You just don’t want to look like you belong to a different era. If this isn’t your strong suit, employ the assistance of an image professional to provide guidance on your choices of hairstyle, eyewear, and clothing
so you can project a professional, dignified, but up-to-date, image.
SENDING THE RIGHT MESSAGE If you follow each of these tips, you’re likely to find that you’re better prepared for the interview than most of the people you’ll encounter on the other side of the desk. Take comfort in that knowledge, but don’t take it for granted. Job interviews are less frequently won by the person who knows the most than by the person who is best liked or whose potential to help the organization seems greatest. For seasoned professionals, that means a message of “I know more than the other (younger) candidates” will not be as effective as “I can use my experience to help your department.” Which brings us to the last and possibly most important tip of all for mid-career neurology professionals: Emphasize how your strengths will help the organization reach its goals. To set the right tone, you’ll want to be specific but not overly “instructive,” as demonstrated in the following answers to the same interview question. Question: We see you’ve had experience developing staffing solutions in your last practice. Tell us more. Answer 1: Basically, the best way to handle a situation like that is to…(detail here). Once I brought these solutions to the practice management team, I was able
Emphasize how your strengths will help the organization reach its goals. Careers.AAN.com 21
to make the point that…(detail here). We implemented my plan by following these steps (list steps) and the results were (name results). So yes, I’m proud of that and I know I could make a similar impact for you. Critique: Although this might seem like a good answer because it’s rich in detail, the tone is all wrong. The listener is being lectured and overwhelmed but not actually engaged. Worse, if there’s an age difference between the interviewer and the candidate, this kind of answer will play into stereotypes about the older worker dominating work teams. Answer 2: As we were discussing earlier, I was part of a threephysician practice that had grown very quickly— similar to the situation you’ve been describing
here. The long wait times for appointments were affecting the patients and it wasn’t a sustainable model, given the changes we were absorbing at the same time from the insurance payment processes. I can give you more detail on the actual steps we took but the core of the solution was for me to gather enough data to analyze the patterns so we could adjust the calendar accordingly. Once that was initiated, I was able to explore options for the staffing itself. Part of the solution included bringing on a new team member at parttime. This was a new parent who wanted to balance work and home life, so it was a good solution all around. I’ve noticed from your physician list that your practice includes a variety of people at different stages in their
careers. It would be exciting to look at opportunities to adjust the staffing and schedules to meet the different needs on the team, if that was something you wanted me to take on. Critique: Although this answer is also long, it’s much more compelling, primarily because it’s engaging and conversational in tone. To achieve that affect, the candidate sacrifices detail and process in favor of storytelling. Interspersing comments that relate the information directly back to the current employer is also a good technique.
Rewarding career. Rewarding home life. Telemedicine makes it possible. Access TeleCare seeks to systematically improve and regionalize patient care, delivered through a truly unique combination of clinical workflows, world-class physicians committed to clinical excellence, and a satisfying patient experience supported with a clinical sense of urgency. Our teleNeurologists evaluate, stabilize, and treat patients with a wide range of neurological conditions, such as stroke, epileptic disorders, syncope, and encephalopathy.
Now hiring teleNeurologists!
Scan to apply today, and learn more at AccessTeleCare.com
Opportunities to Work with a World-class Interdisciplinary Team of Medical Professionals, West Suburbs Chicago Edward Elmhurst Health Services, Naperville and Elmhurst, IL has
Career built on connection Join Marshfield Clinic Health System. We’re hiring: BC/BE Neurologists for General Adult Neurology, Pediatric Neurology and Neuromuscular Enjoy numerous benefits: • Competitive salary • Attractive bonus and/or stipend during training • $5,800 CME annual allowance • Up to $20,000 relocation support • Supportive environment for healthy work/life balance Interested? Contact: Shelly Van Vonderen | Physician Recruiter 715-660-1367 Vanvonderen.firstname.lastname@example.org
full-time inpatient and outpatient opportunities for a BC/BE Neurologists committed to a multi-disciplinary team approach to patient care. Edward & Elmhurst Hospital rated #1 in the region by the National Research Corporation Designated Stroke Center of Excellence & Advanced Primary Stroke Comprehensive Stroke Center by the Joint Commission and DNV-GL. Join a collegial group of (6) Neurologists, (4) Neurointerventionalists (5) Neurosurgeons, (10) Advanced Practice Providers, and (2) Neurointensivist, inpatient Neuro Intensive Care Unit staffed by registered nurses specially trained in care of the brain and spine.
About Edward Elmhurst Health System:
A fully integrated, healthcare delivery system with nine (9) hospitals and more than 2,400 affiliated physicians, including 975 members of the NorthShore University Medical Group with more than 140 practice locations.
Open Positions: •Neurohospitalist •Neurologist – Comprehensive Full-time inpatient & outpatient opportunity, caring for stroke and general neurology patients at our Time Sensitive Emergency Level 1 (Comprehensive) Stroke Center, located in Naperville, IL; just 30 miles west of downtown Chicago. The Neuro-Hospitalist will join a team of board-certified neurologists who work closely with expert neurosurgeons and neurovascular interventional radiologists to provide specialized, comprehensive care for patients with brain, nerve, and spinal disorders. Average 15-25 patients per day, cross covering patients and seeing admits from the emergency department, neurodiagnostic services including EEG, EMG, and sleep lab, Pain Management available onsite, NeuroHospitalist schedule is 7 On / 7 Off; completion of an ACGME or AOA accredited, candidates with subspecialty training and/or subspecialty board certification are encouraged to apply (e.g., neuro-behavioral/memory disorders, epilepsy, movement disorders etc.). Market competitive compensation EMR: EPIC
To learn more, visit: https://www.eehealth.org/services/neuro/ Contact Lori Kramer, System Physician Recruiter, Lori.Kramer@eehealth.org
Even the Opportunities are Sunnier! The Baptist Neurological Institute, Northeast Florida’s premier center for treatment of neurological conditions of the brain and spine, is actively seeking NEUROHOSPITALISTS to join the rapidly-growing and highly-distinguished clinical team. Successful candidates will enjoy a balanced schedule, focused on general neurology outpatient care. A dedicated hospitalist program and skilled sub-specialists support this opportunity across the practice. What You Can Expect • Compensation starting at $250k, more based on experience • Epic EHR System • Full EEG and Neuromuscular EMG capabilities • Largest private multi-disciplinary Neurology practice • 24-bed neurocritical care unit All About the Benefits • Commencement bonus • Relocation assistance • Annual quality bonus • No state income tax • Collaborative work environment • Physician-led, professionally managed enterprise • Continue professional growth through CME
What You Will Need • MD/DO • Board Eligible/Board Certified • Active/unrestricted medical license There’s a Place for You Here Come experience a different side of life here in northeast Florida. A vibrant mix of old southern charm and modern Florida flair makes Jacksonville exceptionally different from anywhere else. It’s true that Jacksonville has 22 miles of beaches, the nation’s largest park system, world-class fishing, historic neighborhoods, eclectic museums, a vibrant street art scene, creative coastal cuisine and delicious craft beer, but your new home could too! There’s a place for you here.
Interested in learning more? Call 904.202.5372 or email your CV to PhysicianCareers@bmcjax.com Please visit us at BaptistPrimaryCare.net
Neurologist Opportunities Neurologists with expertise in multiple sclerosis, neuroimmunology, neuromuscular neurology, cognitive/behavioral neurology, general neurology, neurohospitalist neurology, movement disorders, and vascular neurology are invited to apply for open positions at Penn State Health Milton S. Hershey Medical Center, which is the academic medical center affiliated with Penn State College of Medicine. The successful candidate will join the collegial faculty of Penn State Neurology chaired by Krish Sathian, MBBS, PhD. Faculty rank will be commensurate with experience.
IDEAL CANDIDATES WILL HAVE THE FOLLOWING:
• Medical degree – MD, DO, or foreign equivalent • BC/BE in neurology and relevant fellowship training or foreign equivalent • Relevant clinical interest and expertise • Excellent patient care abilities and interest in teaching
AS A MEMBER OF THE DEPARTMENT OF NEUROLOGY YOU WILL BE ASSOCIATED WITH:
• An outstanding neurology program with a national reputation • A highly collaborative culture • Interaction with dynamic clinicians across all neuroscience-related departments and participation in innovative educational approaches • Opportunities to participate in research
FOR ADDITIONAL INFORMATION, PLEASE CONTACT: Anderson Smith, Physician Recruiter at email@example.com Penn State Health is fundamentally committed to the diversity of our faculty and staff. We believe diversity is unapologetically expressing itself through every person’s perspectives and lived experiences. We are an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information.