Career Compass—July, 2022

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July 2022

What’s Inside Understanding Your Employment Contract: Advice from a Physician Recruiter


The Physician Onboarding Experience—Gateway to Your New Job


Take 10 (Minutes, that Is) to Conduct an Effective Job Search—or to Build Your Career


Leveraging Your Subspecialty in the Job Search


Have a career. Have a career. Have a life. Have a life.

LifePoint Health offers unique opportunities for providers LifePoint offers unique opportunities for providers toHealth prosper professionally and personally at hospital to prosper professionally and personally at hospital campuses nationwide. Quality care is our top priority – campuses Quality is our top priority –and support wenationwide. give you access tocare the tools, resources, we giveyou youneed accesstotohelp the tools, resources, and support you care for your patients and grow your you need to help In you care for your patients and growcompensation your business. addition, we offer competitive business. In addition, we offer competitive compensation

packages, which may include a sign-on bonus, student loan

packages, which may include a sign-on bonus, student loan

reimbursement, and residency stipends.

reimbursement, and residency stipends.

Join us in Making Communities Healthier.®

Join us in Making Communities Healthier.®

For more information, visit For more information, visit Submit your your CV for consideration to Submit CV for consideration to We are an opportunity employer. employer. All qualified receive consideration for employment Weequal are an equal opportunity Allapplicants qualifiedwill applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Neurologist Opportunities Neurologists with expertise in Clinical Neuromuscular, Cognitive/Behavioral Neurology, Neuropsychology, General Neurology, Neurohospitalist, Movement Disorder, and Stroke are invited to apply for open positions at Penn State Health Milton S. Hershey Medical Center, which is the academic medical center of the Penn State College of Medicine. This search represents part of a major institutional commitment to expansion of the neurosciences. The successful candidate will join the collegial faculty of Penn State Neurology, which is in an exciting period of growth under the leadership of the Chair, Krish Sathian, MBBS, PhD. Faculty rank will be commensurate with experience. Leadership opportunities are available to those with relevant experience.



• 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

• Competitive compensation • Generous benefits, including relocation assistance

FOR ADDITIONAL INFORMATION, PLEASE CONTACT: Anderson Smith, Physician Recruiter at 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.


TRUE BLUE • EPILEPTOLOGY • MOVEMENT DISORDERS • VASCULAR NEUROLOGIST • GENERAL NEUROLOGY University of Michigan Health-West is seeking full time, permanent Epileptologist, Vascular Neurologist, Neurologist and Movement Disorders physicians to join a growing, functional neurosciences program.

EMPLOYED POSITION OFFERING: • Highly market competitive, non-academic compensation • Affiliated with University of Michigan • Program marketing • Full benefit package • Potential sign-on bonus • Potential student loan reimbursement • Health system employed medical group model • Extensive Primary Care referral network



Hiring Telemedicine

Neurologists Now hiring Neurologists who are interested in Intraoperative Neuromonitoring (IONM).

Our physicians, while working from home, provide supervisory services to SpecialtyCare surgical neurophysiologists performing intraoperative neuromonitoring. These services are provided real-time, via a secure remote internet connection. This allows for real-time data observation and communication with the on-site surgical neurophysiologist, operating surgeon, anesthesiologist, and other operating room personnel as needed from a dedicated work space. We are the largest provider of neuromonitoring services in the US. We’ve built our success on the foundation of clinical excellence and innovation. Our telemedicine capabilities allow our neuromonitoring physicians to enjoy the challenges and rewards of monitoring a variety of cases. Utilizing cutting edge technology from their home offices, our physician team partners with highly trained surgical neurophysiologists, our SNs, are always certified in neurophysiological monitoring (CNIM or D.ABNM) and are always passionate about excellent patient care. We are a people company. We are highly talented, and we take excellence seriously. Exceptional care and positive patient outcomes require that our team members be intensely dedicated to collaborating and driving excellence at every turn. Our Neurology practice supports our doctors so that our physicians can support what is important to them: providing IONM care while maintaining a work/life balance. We collaborate with you to achieve your career goals. We offer generous learning and development opportunities and continuing education assistance, and we encourage visibility in the field.

The benefits we provide are substantial, but here are some of the basics: • Generous sign on bonus

• Generous paid time off (PTO) plan

• Ability to create flexible schedules

• Professional membership and dues allowance

• Comprehensive health, dental, vision, life, and insurance plans

• Clinical and leadership training opportunities

• Flexible spending account plan (FSA) and health savings account (HSA) • 401(k) with matching funds

• Internal Credentialing Team to assist with obtaining and maintaining licensure and privileges • State licensing, hospital, and credentialing fees are covered by SpecialtyCare

• Medical malpractice insurance • Student Loan Repayment assistance available

We want to talk to you – your unique perspective is important to us!

You must have an M.D. or D.O. degree and be board certified in Neurology. You’ll need to be eligible for unrestricted medical licensure in the states where we provide services and where you reside. We love to see IONM, EEG, EMG/NCS, and evoked potential interpretation experience. If you have board certification in clinical neurophysiology, or a clinical fellowship in neurophysiology, all the better!

Please send your CV to our Physician Recruiter, Heather Thomas, at We can’t wait to meet you! SpecialtyCare is an Equal Opportunity and Affirmative Action Employer. Employment at SpecialtyCare is At-Will.

The Neurologic Group of Bucks/Montgomery County is seeking a General Neurologist to work P/T or F/T in an outpatient setting located in the Northern suburbs of Philadelphia. The ideal candidate will practice General Neurology, EMG experience preferred. A major attraction would be the absence of hospital call. Extensive benefit package available.

Contact Lisa Snyder at with interest or for more information.

TidalHealth, a physician lead and professionally managed multi specialty group, is seeking a BC/BE Neurologist to join its growing practice serving our 288-bed tertiary care hospital TidalHealth Peninsula Regional that as a primary stroke center has earned a Distinction of Excellence in Stroke by the Joint Commission. Opportunity: • Office-based practice • APP support in the hospital and in the office • 24/7 hospitalist service • Specialist On-Call Teleneurology coverage in place for nights and weekend support • Hybrid Operating room for endovascular clot removal • Highly competitive salary, benefits package including pension plan, occurrence-based malpractice, health insurance, CME, loan forgiveness, and relocation Location Overview Maryland's Eastern Shore offers easy access to the beach and the Chesapeake Bay. Our physicians enjoy family-friendly neighborhoods and a low, coastal cost of living. We have many options for private and public schools; and plenty of recreational opportunities, including water sports, outdoor life, golf and bike paths. Salisbury is home to the Delmarva Shorebirds, a minor league baseball team affiliated with the Baltimore Orioles. One of the big draws to our area is the music: we enjoy music festivals throughout the summer, featuring widely acclaimed bands at a variety of venues. In fact, our region is home to the National Folk Festival. Freeman Stage features seasonal open-air performances, showcasing music - from jazz to country to rock - plus dance, theater, and children's programs. Some of the live acts here have included Smokey Robinson, O.A.R., MidAtlantic Symphony Orchestra, First State Ballet, and many more. And if you love seafood, you're in luck here on the Delmarva Peninsula: we have crab fests galore throughout the summer, and plenty of fresh, local seafood. Restaurant Week in Ocean City features classic and innovative dining venues with special offerings for connoisseurs of fine food. There's much to love about living in this area. Come and explore for yourself!


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 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.

Understanding Your Employment Contract: Advice from a Physician Recruiter


• 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. 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 lowpaying, 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 15days’ 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 current chair of the AAN Health Policy 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 physicianownership 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 preemployment 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 pre-employment 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.”

How the AAN Can Help— Salary Information 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 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.” 

Bon Secours Mercy Health is seeking a talented Neurologist to join their busy and established team of providers in Richmond, Virginia. Successful candidate will become part of our comprehensive neuroscience program which includes:

• A full continuum of care from outpatient evaluation and diagnostics to inpatient care • Broad range of neurologic subspecialists within the group of 22 current providers • Tele-neurology used for rapid response to Emergency Department and in house neurologic emergencies • Specialized, Joint Commission certified Comprehensive and Primary StrokeCenters • Dedicated acute care nurses with specialized nurses and clinical staff. • Long-term video-EEG monitoring to help diagnose andtreat seizure disorders such as epilepsy.

• Specialized out-patient Neuro-diagnostics including ANS, EEG, EMG • Neuro-Psychological services within the practices • Collaboration with amicable Neurosurgery group using latest technologic advancements for treatment

Interested? Send cover letter and CV to Stacey Ellis,


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 in Louisville, Kentucky. Our program offers multidisciplinary research pathways and expanding facilities, including a comprehensive neuroscience space that opened in June 2021.


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 110 subspecialty neuroscience providers with Norton Neuroscience Institute and Norton Children’s Neuroscience Institute. Career opportunities are available in the following programs: y Child neurology

y Multiple sclerosis

y Epilepsy

y Neuromuscular disorders

y General neurology

y Neuro-oncology

y Headache

y Neuro-ophthalmology

y Memory disorders

y Pediatric epilepsy

y Movement disorders

y Stroke

To discuss this opportunity, contact Angela Elliott, senior recruiter, providers, Norton Medical Group, at (859) 613-1984 or


Named one of

in more than


neurosurgery and spine programs by BECKER’S HOSPITAL REVIEW

over the past decade

Norton Healthcare is an Equal Opportunity Employer M/F/Disability/Veteran/ Sexual Orientation/Gender Identity

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

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.


General Neurology


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; contact Emily at 843-366-2043.

Visit our website at or apply online at

Fulfilling the promise of medicine Washington Permanente Medical Group is seeking full-time Neurologists to join our Capitol Hill team in Seattle, Washington and Steele Street team in Tacoma, 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

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,, Neurology Recruiter.

Washington Permanente Medical Group | Medical Staff Recruiting RCB-C3S-03 | 1300 SW 27th Street, Renton, WA 98057 11

The Physician Onboarding Experience— Gateway to Your New Job

Starting a new job can be exciting, challenging, and nerve-wracking all at the same time—and even more so if it’s your first job out of training. Luckily, there’s a process called “onboarding” to help you through the transition into the new position. Not so luckily, not every employer has organized a good plan for that process. But that’s changing, with more employers understanding the link between a good start and a happy employee. Doctors responding to AAN Neurology Career Center questions about being onboarded report a variety of experiences, ranging from not feeling very supported as a new physician to being helpfully guided through a week or more of structured activities by on-staff onboarding specialists. While most experiences were positive, it’s clear that physicians who know what to expect or which questions to ask will have an advantage.

Third Time is the Charm Amtul Farheen, MD, FAAN, gained her knowledge about onboarding the hard way, through personal


experience. In her first two positions, Farheen says, the process was not well-designed. Unfortunately, she wasn’t aware of what should be happening, and ended up struggling to adjust in her new roles. She attributes some of that struggle to being fresh out of training. “In fellowship, you are being babied and looked over,” she says, “but once you step into the real world, it’s like coming out of the eggshell. You’re leaving that protected zone and you have to find your own way.” When she joined the Veterans Administration a year ago, Farheen says she had a good onboarding experience, with a week devoted to an orientation that included everything from the electronic health system to the buildings she would work in. And even so, she could have benefited from more. Farheen explains ruefully how she needed instruction from a resident to find shortcuts to the kitchen and to learn which keys would open which doors. “Now I can laugh at those things but at the time it was hard. I’m glad I could ask my juniors instead of bothering my supervisor with those little details.”

Onboarding + Relocation = Stress

Onboarding from the Other Side of the Desk

Daniel Schachter, MD, had a more recent onboarding experience when he joined Emory University Hospital this summer, on the heels of completing his fellowship. Because he was moving across the country with his wife (also in training) while also finishing his stroke training, Schachter was feeling strained as he prepared for his new job. “It was like every facet of my life was stressful,” he recalls. “Stroke fellowship is stressful in itself because it’s always emergent and that had to be a priority. So, if I had to get something done for onboarding that required a few hours in a row, that was hard to organize. Closing on a house a thousand miles away just added more stress.”

Jennifer Goodwin is on the other side of the desk when it comes to onboarding. As the manager of physician recruitment and relations at Morris Hospital and Health Care Centers in Illinois, she’s the one arranging the onboarding experience for newly hired physicians. Since the health system encompasses a variety of care services, including 26 clinics, Level 2 trauma and perinatal centers, and 38 specialties, and is primary stroke certified, she finds herself managing multiple orientations for new physicians every year. To be sure every doctor receives the appropriate support and information, she uses a continuum concept that includes medical credentialing, community introductions, meetings with department heads, and facility tours. In addition, the doctors are brought in for a full day of events about two months prior to their start date. Into this packed agenda Goodwin has included meetings with the medical executives, lunch, a physical, and sessions with the marketing department to take photos and discuss possible promotions to help the doctor build a patient stream.

In describing the onboarding itself, Schachter is empathetic toward the Emory staff. “The onboarding staff are dealing with massive quantities of people and details,” he notes. “I learned that things would go more smoothly if I could help them work around situations where I might not be entered in the system yet, or when something else was held up.” Because Schachter was actually being onboarded to two organizations—Emory University Hospital where he is an assistant professor, and Grady Memorial Hospital where he will provide vascular neurology care—he needed to be extra organized to fulfill the needs for each process. Saving email threads in their own folders, printing online manuals for easier reference, and storing information in a partitioned three-ring binder were just a few of the steps he took to keep things straight. Being organized was especially important since his onboarding process evolved over several months, with much of it happening through online portals. Getting licensed in Georgia also demanded his attention, as did the physical he needed to take. Now, as a new employee, Schachter looks forward to the last phase of settling in: meeting his colleagues and trying to keep their names straight as he learns his job and moves between the two hospitals.

From her perspective, one of the most important aspects of the onboarding process is establishing relationships the doctors can rely on after starting the job. “We create this very personal onboarding schedule so they’re meeting with all the right people,” Goodwin says. Since the average onboarding will include 20–30 different contacts, the scheduling is no small feat. Having learned from surveys taken three months after providers start their jobs, Goodwin is particularly intentional about introducing them to the executive team. “I think the providers appreciate being able to talk to the people who make the decisions,” she notes. “It’s a nice personal touch. When I book an executive to meet with a new physician, I always say ‘Thank you, this helps with our retention process.’”

Tips for Physicians Being Onboarded Although every situation is unique, there are some tips which can be applied by nearly every doctor who 13

is starting with a new organization. While some of these may be covered in an organization’s standard onboarding process, doctors who encounter a less-structured hiring process will be glad to have ideas of their own to make the transition go more smoothly. As a starting point, Schachter advises understanding the names and roles of each person early in the onboarding system, particularly if there’s more than one organization involved. This will reduce confusion later when requests for information seem to be duplicative. Schachter also advises asking for help when needed and tending to each piece of paperwork as quickly as possible. On the other hand, he notes that the data entry system may not move so quickly, which could also result in delays. He says he learned to ask frequently, “Am I in the system for this step yet?” Farheen would advise doctors to seek a mentor and especially to pair with neurologists when possible, to provide an opportunity to talk through difficult cases. Making inroads with someone else on staff is also helpful, she says, when you need to understand

how to solve a computer problem or master the parking system. Jennifer Goodwin also has a list of things she advises new hires to pay attention to in their onboarding process, including: learning where they can go to chart, where to pick up supplies such as lab coats and parking stickers, what their duties and schedule will be for the first week, who to talk to about computer issues, etc. Meeting the coder is another strategy she suggests, to help build a relationship that will come in handy later. And, if the organization has a software trainer on board, that’s a good person to ask about templates, dictation, and other issues related to entering information into the electronic health record. As a final suggestion, Goodwin advises new hires to ask a lot of questions and not to downplay the onboarding process in the rush to start practicing. “People love when you ask questions,” she says. “They want you to talk to them. So, don’t just focus on wanting to see the patients. Be prepared for meeting people and getting cards and setting up those contacts. Just be open to the onboarding experience.” 

Neurologists – Houston, Texas Kelsey-Seybold Clinic is Houston’s premier multispecialty group practice, founded in 1949 by Dr. Mavis Kelsey in Houston’s renowned Texas Medical Center. More than 500 physicians and allied health professionals practice at 30 locations in the Greater Houston area. Kelsey-Seybold offers quality medical care in 55 medical specialties. At Kelsey-Seybold Clinic, our Neurologists diagnose, treat, and manage patients with neurological disorders or the nervous system. They see patients in the office from 8am-5pm Monday through Friday. One of the group neurologists takes call during weekday evenings and on weekends every six weeks on average. Kelsey Seybold Clinic has a 24-hour call center and after-hours registered triage nurse to assist inpatient care.

Qualifications include: •

Graduate of an approved training program in the United States.

Board-certified or eligible.

Licensed or willing to be licensed in the State of Texas.

Benefits and Compensation: Our physicians practice medicine in a collaborative manner amongst many medical specialties and subspecialties embracing technology and teamwork to provide patient-centered care. Our compensation package is productivitybased and includes salary, paid time off, CME, and matching 401K. Affiliated with Baylor College of Medicine and the Texas Heart Institute.

For more details on our defined Pathway to Partnership, benefits, compensation, and clinic locations visit

Kelsey-Seybold Clinic is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, or protected veteran status. Kelsey-Seybold is a VEVRAA Federal Contractor and desires priority referrals of protected veterans.


Cleveland Clinic Florida’s Neurosciences Institute is currently seeking highly skilled and qualified Neurologists to join our Cleveland Clinic Indian River Hospital, Cleveland Clinic Martin Health and Cleveland Clinic Weston locations.

We are seeking neurologists with skills and expertise in the following clinical areas who are committed to excellence in patient care. General • Dementia • Epilepsy • Headache • Movement Disorders • Sleep • Neuromuscular/Neurophysiology Candidates must be board certified/eligible in Neurology and have completed a fellowship in one of the above areas of interest. General Neurology candidates are also encouraged to apply. Primary responsibilities will include clinical care, clinical research, and programmatic growth. Applicants for Weston should have an interest in teaching residents; as we sponsor an ACGME accredited neurology residency training program. Candidates will be responsible for continued growth and expansion of the Center for Neurosciences, working in a multidisciplinary approach with colleagues in numerous other specialties. All locations offer an amazing lifestyle where fishing, watersports and outdoor activity abound year round. Our exciting opportunities command a competitive salary enhanced by an exceptional benefits package including medical malpractice coverage. Since 1921, Cleveland Clinic has been committed to the improvements in patient care, enhancements in medical education and breakthroughs in medical research. Continuing the world-renowned tradition of Cleveland Clinic, Cleveland Clinic Florida physicians excel at the diagnosis and treatment of medical problems that are complex or difficult to treat.

Interested candidates, please email your CV and cover letter to:

Reva Perry, Physician Recruiter, Cleveland Clinic Florida Email: Please view our Cleveland Clinic Florida Physician Candidate Guide for more information. Cleveland Clinic is pleased to be an equal employment/affirmative action employer: Women/Minorities/Veterans/Individuals with Disabilities Smoke-free/ drug-free environment.

Come be a part of a neurology team that 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 For more information please contact If you are interested in joining this highly talented group of providers, please contact Jennifer Clark at or (859) 655-8537 for further information.

Linda Wiley, Physician Recruiter at

Physician-Led Medicine in the Rocky Mountains

Neurology & Epileptology The Department of Neurology at Albany Medical College is seeking a Fulltime Neuro-Hospitalist to expand the Division of General Neurology. Albany Medical Center, the only academic medical center in northeastern New York, is a private, non-profit organization serving over 3 million people. We are expanding to meet regional care needs. The Department of Neurology has established programs in epilepsy, dementia, movement disorders, neuromuscular disease, pediatric neurology, pain management and stroke/neurocritical care. Successful candidates will focus primarily on inpatient general neurology. In addition, the position offers opportunities to work with and supervise medical students and resident physicians in neurology. Albany Medical College is part of Albany Medical Center, northeastern New York’s only academic health sciences center, which includes Albany Medical Center Hospital, one of upstate New York’s largest teaching hospitals. Located at the heart of New York’s Capital Region, Albany is a culturally and environmentally diverse area. The Capital Region offers great opportunities for professionals and families. Please send inquiries and a C.V. to:

Valerie D’Aloia

Manager of Physician Recruitment Albany Med Faculty Physicians (518) 262-1333 Albany Medical College is a private institution and a non-discriminatory AA/EOE (minorities and women are encouraged to apply).


We are located in the magnificent Rocky Mountains with extraordinary outdoor recreation minutes from home. These friendly college communities have great schools and abundant activities for all ages. Four seasons of sunshine!

Seeking 2 BE/BC Outpatient Neurologists and a BE/BC Epileptologist to join a growing team of neurologists with expertise in MS, sleep, neuromuscular, movement and pediatric neurology at Montana’s largest independent health system. • Neurology in Bozeman at our NEW multispecialty clinic • Neurology and Epileptology in Billings at our tertiary referral center • EMU in development • Primary Stroke Center • Opportunity to teach – IM Residency • Guaranteed base + RVU production incentive • New grads and J-1 visas considered

Contact: Billings Clinic Physician Recruitment

Take 10 (Minutes, that Is) to Conduct an Effective Job Search—or to Build Your Career The trick is in the setup. By organizing a few key tasks for yourself (yes, this process will probably require a rare few hours, rather than minutes), you can create a series of mini projects that can be pursued at a moment’s notice. If you store the projects on your phone or in the cloud, you’ll be able to access them no matter where you are. Following are four steps to help you make use of this great organizing strategy.

and formatted, you can print it and review it carefully for accuracy and flow. Now for that list of projects related to job search. In addition to making your CV, you can: • Create a LinkedIn profile • Write a template cover letter • Update your AAN job seeker profile

Step 1—Set up your projects

• Build a list of places you’d like to work

You’ll need two things for this step—a device, such as your phone or laptop, and a set of job searchrelated projects (more on that in a minute). Once you have decided which projects you want to tackle, all that’s left is to break the project itself into small bits and set them up for easy access on your device. Here’s an example. Suppose you need to finish your CV so you can begin sending it out for positions you’d like. If you’re planning to use your laptop, you might start a word processing file on the desktop. Then you could download a template or create sections on the CV such as Post Graduate Training and Work Experience; now you can begin dropping in information in the appropriate section whenever you have a few minutes to spare. At the end of a week or so, you’re likely to have quite a bit of data in the file; now you can start using your time to organize each section. When that step is done, you can look at the document as a whole and make choices about the format. Finally, when the CV is completely written

• Bookmark important sites (including the AAN Neurology Career Center) • Complete applications or other outreach to employers • Send emails to recruiters or your mentor • Network by sending a note to a colleague or making a LinkedIn connection • Download or bookmark applications, articles or other tools you want to review later

Step 2—Implement the strategy The beauty of this process is that you can come back to it any time, day or night. As long as you keep at it, you’ll make progress. That said, you might feel more peace of mind if you can build a routine, such as arriving 20 minutes ahead of each shift so you can work on one of your projects. That way you’ll know 17

you’ll always be moving forward. Even if 20 minutes a day is all you’re able to do, by the end of the week you’ll have completed over two hours of career building, which might be more than you would have been able to free up in one sitting.

Step 3—Save, sort, and replicate your materials Like many projects, much of the success will hinge on organization. For example, when you can easily identify the employers or recruiters you’ve contacted in a job search, you can make appropriate decisions about follow-up communications. Likewise, keeping an electronic record of your letters helps you recreate or revise them for other employers, saving the task of writing an entirely new letter. In this step, the emphasis is on streamlining as many tasks as possible, by creating a system to save your materials and other work product related to job search. You may choose to use a digital tool, such as Evernote, or you may feel more confident with a series of file folders on your computer desktop. Whatever you decide to use, try to understand as many features as possible. For example, learning how to use the search function in your email program will save you the frustration of hunting through your inbox for an important correspondence.

Step 4—Capture your ideas As you probably know, career development is not a static process. It’s more like a moving target, with fresh information arriving every day, and new job ideas crowding out earlier goals at a brisk pace. The busier you are, the harder it is to capture those great ideas, especially if they come to you while you’re driving or working. Luckily, there are lots of good


ways to capture your ideas so you can review them later in one of your slivers of time. For example, you can record your thoughts by speaking them into your phone, or by sending a voicemail to yourself. Or, you can use the tried-and-true notebook method, jotting down your ideas whenever they pop into your head. File folders and shoeboxes can also play a role, capturing such things as newspaper articles or other physical artifacts that trigger job search ideas for you. However you go about capturing your ideas, the important thing is that you stop to review them at different points of your career building process. This will help ensure you’re staying fresh and not losing energy for the search.

Bonus Step: Convert the process at each career stage Once you land your job, you might assume that the process stops. It would be more accurate—and strategic—to say that the steps don’t stop, but they do change course. Now, instead of networking for a job search, for example, you can be networking to build relationships with your colleagues. You can also use your time to hunt for conferences to attend, committees to join, meetings to try, and articles to read. Or you can write letters and memos to colleagues, post new ideas to your Twitter or LinkedIn accounts, or research sources for an article you’re writing. Although you can continue to use your 10-minute time chunks for these projects, you might find that your schedule now allows you to block off 30 minutes each week with some consistency. That would be an excellent start on a lifetime of career enhancement. 

Multiple faculty positions for clinicians and clinician scientists are available in a variety of Neurology subspecialties, with most having an established practice including: PEDIATRIC NEUROLOGY NEUROOPHTHALMOLOGY NEUROMUSCULAR DISORDERS BEHAVIORAL NEUROLOGY

NEUROIMMUNOLOGY HEADACHE MEDICINE MOVEMENT DISORDERS GENERAL NEUROLOGY Candidates with interest in translational research and/ or independent research funding are also strongly encouraged to apply. Joint appointment in Department of Neurosciences and protected time for research will be available based on track record and interest.

The University of Toledo College of Medicine Department of Neurology is recruiting neurologists and subspecialists to join their expanding department in an exciting educational affiliation with Promedica, a comprehensive health care network of specialized hospitals and outpatient facilities in Northwest Ohio and Southeast Michigan. Nationally recognized for excellence, the department has a 4-week required third year clerkship for medical students, a growing Neurology residency program and several competitive fellowship programs. The flagship academic medical center is a 794-bed hospital offering brand new state of the art inpatient facilities and is the largest acute care facility in the area. It has been named on of Healthgrades’ 100 Best Hospitals in America. Outpatient services are offered in the newly built Neurosciences Center, conveniently located across from the Toledo Hospital.

Please submit a letter of interest, CV, and references to:

Imran I. Ali, MD

Professor and Clair Martig Endowed Chair

Assistant or Associate Professor Rank commensurate with experience. Applicants should be board eligible or board certified in Neurology, with fellowship training preferred for specialty positions.

Department of Neurology, University of Toledo 2130 W. Central Avenue, Suite 201, Toledo, OH 43606 or

Neurology Specialists is widely recognized across the state of South Carolina for providing comprehensive, quality care to Charleston, Columbia, Beaufort, Pawley's Island communities and beyond.

In addition to Neurological Department, parent organization includes Interventional Pain Medicine, Psychiatry, Clinical Research and Diagnostic Services.

Neurologist will collaborate with a multidisciplinary team of physicians, physician assistants, nurses and clinical team to provide expert, best-in-class treatment for adult patients. The ideal candidate will have post-residency/ fellowship practice experience and/or specialty interest in MS, Epilepsy/Seizures.

Position Benefits: • Competitive salary – top 10%

of MGMA compensation rankings

• Rewarding incentive structure • Malpractice Coverage • Full benefits package, 401K and profit sharing also included

• NO call, nights or weekend work

Practice Overview: • Dedicated Neurology clinic within 80,000 square foot healthcare complex

• NEW state-of-the-art Neurology clinic opening 2021 • On-site Infusion Suites, Procedure Suites, EEG and EMG

• On-site 1.5T MRI • Fully integrated EMR • Well-established referral network • Neuropsychologist on staff

• Dedicated resource staff to handle administration, referrals, billing, marketing and practice management

For further information contact Jessica Cruell at 19

Staff Neurologist Cambridge Health Alliance

Located in beautiful Windsor, Ontario, Canada, our client, Windsor Regional Hospital (WRH), is situated directly across the border from Detroit, Michigan. WRH is the regional provider of advanced care in areas that include complex trauma, renal dialysis, cardiac care, stroke and neurosurgery, and intensive care. With 500 beds and an operating budget of over half a billion dollars, WRH is a designated Enhanced District Stroke Centre, providing specialized services for stroke and TIA patients offering timely hyper-acute treatments like tPA and endovascular therapy (Thrombectomy and Coiling), as well as neurosurgical services. WRH is seeking:

General Neurologists & Stroke Neurologists Pathway licensure is available for US Board Certified Neurologists through WRH and the College of Physicians of Ontario. Offering great flexibility and work/life balance, these positions include an attractive compensation and relocation incentive package. Please forward a CV in confidence to:

Robb Callaghan, E-mail: Tel: 289-238-9079

Cambridge Health Alliance (CHA), a nationally recognized, award-winning public health system and a teaching facility of Harvard Medical School, is recruiting for a full-time neurologist. Incoming physician will join our existing team of four full-time neurologists who provide a mix of ambulatory and inpatient consult services at CHA's Cambridge, Somerville and Everett locations. CHA neurologists are eligible for an academic appointment at Harvard Medical School and opportunities exist to teach medical students and residents within CHA's Medicine and Psychiatry programs. We are a collegial group and value patient-centered care and a supportive work environment. •

Incoming MD will see a mix of general neurology patients with the opportunity to build up a subspecialty compliment

Subspecialized training and/or experience with Multiple Sclerosis patients a plus

Manageable call schedule with 24/7 Telestroke services used for acute stroke management

Academic appointment at Harvard Medical School

Fully integrated EMR (EPIC)

Applicants should share CHA’s mission to provide the highest quality care to our underserved and culturally diverse patient population. CHA physicians enjoy a collegial atmosphere, strong administrative and clinical support systems and a competitive salary including a comprehensive benefits package.

Interested and qualified applicants may submit their CV through our website at, or by emailing the CHA Provider Recruiter Dept. directly at In keeping with federal, state and local laws, Cambridge Health Alliance (CHA) policy forbids employees and associates to discriminate against anyone based on race, religion, color, gender, age, marital status, national origin, sexual orientation, relationship identity or relationship structure, gender identity or expression, veteran status, disability or any other characteristic protected by law. We are committed to establishing and maintaining a workplace free of discrimination. We are fully committed to equal employment opportunity. We will not tolerate unlawful discrimination in the recruitment, hiring, termination, promotion, salary treatment or any other condition of employment or career development. Furthermore, we will not tolerate the use of discriminatory slurs, or other remarks, jokes or conduct, that in the judgment of CHA, encourage or permit an offensive or hostile work environment.

Employed Neurology Practice Gundersen Health System, based in La Crosse, Wis. is seeking a BC/BE Neurologist to join our Neurosciences team. • Join 10 colleagues in this employed position, with opportunity to practice your subspecialty interests • Competitive salary, loan forgiveness, relocation, and outstanding benefits • Teaching and research are well supported • Regional Health System with service area of nearly 600,000 Gundersen is an award winning, physician-led, integrated health system, employing nearly 1000 medical staff. A rewarding practice and an excellent quality of life awaits. La Crosse is a historic, vibrant city nestled between bluffs and the legendary Mississippi River. The region boasts great year-round outdoor recreation, excellent schools including three universities, affordable housing in safe neighborhoods, an endless variety of live entertainment and breathtaking beauty, making this a great place to call home. See why people want to work here. & See why people want to live here.

Please contact me for more information. Lisa Hillyer, Physician Recruitment 608-775-4444 Equal Opportunity Employer


La Crosse, Wisconsin

Leveraging Your Subspecialty in the Job Search Here’s the good news: You’ve gone to a lot of trouble (and succeeded) in building your proficiency not only in neurology, but perhaps in a subspecialty such as movement disorders or sleep issues. Here’s the bad news: The offers you’re receiving or the ads you’re seeing all seem to focus on general neurology, with limited opportunity to

build on your specialized skills. Now what? The answer to that question will depend partly on your own goals, partly on your persuasiveness, and partly on what you’re willing (or able) to give up to reach your goals. Of course, there’s also a small part to be played by luck or the intervention of others, but if this were a pie chart, that slice wouldn’t be very large. For better or worse, most of this particular pie has your name on it. The starting point is you and your goals. Something drew you to the subspecialty you chose—is that pull still strong enough to influence your next steps? Now is a good time to ask yourself what your ultimate desire would be, related to the advanced training you’ve taken. For example, are you feeling pulled to patient care, or is your actual goal to lead research? Perhaps you envision heading a program in

your subspecialty and taking on business development tasks. The point of this self-inquiry is to flush out the depth and shape of your commitment at this point in your career. It’s probably obvious that there’s a difference between simply using what you learned in your subspecialty fellowship as part of your next job, or basing the job entirely and solely on your fellowship training. If you want the latter scenario more than the former, you’ll need to structure your job search activities for that outcome. You’ll probably also need to consider some compromises, such as the location or level of the job. This comes back to the question of what you’re willing to give up to reach your goals. Multiple scenarios could be developed to describe any number of strategies that parlay your subspecialty training into a productive part of your next job. For the 21

sake of simplicity, let’s look at three. Then, you can adjust the strategies if your own situation falls somewhere between these options.

SCENARIO 1: Full engagement In this situation, the candidate wants a job that is entirely based in his or her subspecialty area. Let’s say this doctor is completing a fellowship in sleep disorders and wants to work directly with patients, full-time, in a sleep disorders clinic. This focused goal all but defines the strategy. In addition to specifying this desire on any outbound communications (conversations with recruiters, profiles on the AAN’s Neurology Career Center website, responses to ads, etc.), this candidate should create a list of all sleep disorder clinics, then rank the list in clusters of five, according to his or her preference. Now it’s a matter of outreach to the directors of those clinics (or their recruiters, if that information is easily found) to request consideration as a candidate. While it’s only logical to start with the top five on the master list, candidates who are committed to a very specific goal need to accept the possibility that an employer lower on their list might be the one to make an offer. At that stage, it may be possible to negotiate terms that mitigate the less desirable aspects of the situation, which is one reason to enter all initial conversations with an open mind.

SCENARIO 2: Subspecialty as an adjunct skill In this situation, the candidate completing the sleep disorders fellowship accepts a position in general neurology, where there is no particular need for his or her


subspecialty. It may be that this doctor doesn’t feel compelled to follow the subspecialty and is fine with the generalist track after all. But if he or she accepted the offer under duress, perhaps because of timeline pressures, or a need to stay in a particular location, the desire to build on the subspecialty may still be there. Depending on how deep this desire is, the following strategies may seem to ask a lot of the doctor. But to keep his or her hand in, the doctor will need to extend past the demands of the new job and focus efforts to use the subspecialty knowledge internally, externally, or both. An internal focus could be as simple as making colleagues in the workplace aware of the subspecialty training and offering assistance for specific cases. Likewise, if the workplace accommodates this, the doctor can prepare and present information on sleep disorders as part of an internal newsletter or brown bag series. External efforts could be similar, but may also include participation in conferences and journals, conversations or classes offered in the community, or filling shifts at the nearest sleep disorders clinic (if not precluded by the primary work contract). In all these circumstances, the overall strategy is to continue building both skills and credibility in the subspecialty area, while watching for an opportune time to either propose a deeper commitment to the subspecialty in the current workplace, or to move forward into a different position more closely aligned with the original career goal.

SCENARIO 3: Subspecialty as a newly developed profit center This could be an outgrowth of Scenario 2, in which an

organization that previously saw no need for the subspecialty has been convinced by the doctor’s persistence in building the case since joining the staff. Or, it could be a new scenario entirely, where the candidate identifies organizations that should start a sleep center, based on a business case the doctor could present in meetings he or she requests for that purpose. If the doctor can present a clear enough argument that the area is under-served and there is income to be made, he or she has the opportunity to turn the conversation into a self-created job with that clinic or practice. In case you’re wondering, the same strategies described here for leveraging subspecialties can also be applied to additional areas of study you might complete later in your career, such as a business or law degree. The actual scenarios would likely differ, but in all cases, your steps would come back to the question of what you actually want, what you might be able to give up in order to reach your goal, and how you might make best use of the middle ground if you’re not able to achieve the goal fully. As long as you feel engaged in your work and satisfied that your skills are being used, there really is no wrong answer for how you construct your career path. 


TELENEUROLOGY THAT GOES BEYOND TECHNOLOGY World-Class Physicians SOC Telemed’s neurologists are board-certified or board-eligible and work with hospitals and their outpatient clinics across the country. Our tele-neurologists evaluate, stabilize, and treat patients with a wide range of neurological conditions, such as stroke, epileptic disorders, syncope, and encephalopathy.

THE BENEFITS OF WORKING WITH SOC TELEMED Operational Excellence: Intuitive and concise workflow with hospital staff and patients. Malpractice Insurance: Customized medical malpractice insurance program to fit the specific needs of our rapidly growing team. Compensation Terms: A payment structure that values your time and expertise as a physician. Expand the reach of your medical practice to a broader spectrum of patients. Provide care for a diverse array of patients with a variety of needs. Superior opportunity to create an ideal worklife balance. Flexibility and control of your schedule to maximize clinical practice or research interests.

OUR VISION FOR EXCELLENCE SOC Telemed 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. Now one of the largest providers of inpatient telemedicine in the U.S., SOC Telemed builds scalable programs to drive clinical and financial outcomes across the hospital enterprise.

CONTACT US: Garrett Youngblood

Director of Recruitment (214)490.1459 W W W. S O C T E L E M E D . C O M

05/22 Z MX1584157

Do your best work with us. At AHN, you can be part of a clinician-led system that values your experience and gives you the opportunity to be part of one of our specialized teams dedicated to treating headache, stroke, movement disorders, multiple sclerosis, and epilepsy. Visit to view openings at AHN including neurohospitalist positions.

Join us at