59% of new physicians leave their first job within 3 years. Only 27% expected to. Meanwhile 69% of administrators expect them to stay six-plus years. A lot of that gap is what happens between “yes” and day 90 linkedin.com/pulse/said-yes-… via @LinkedIn

A client asked us to find a chief of staff. We found good outside candidates. They didn't outweigh the relationships already inside. We placed the internal leader with a coach. Five months into six, the monthly feedback keeps showing more impact. Trust beats a better-looking résumé.

Leadership from the CNO seat In this episode, healthcare leader Karen Beinhaur shares her journey from clinical nursing to chief nursing officer, emphasizing the importance of mentorship, leadership development, and collaboration in rural healthcare settings. 𝗖𝘂𝗿𝗶𝗼𝘂𝘀? 𝗙𝗼𝗹𝗹𝗼𝘄 𝘂𝘀 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝘀𝘁𝗼𝗿𝘆! rfr.bz/t3d693c99

I keep hearing the same thing from former physician leaders. The job wasn't what they were told, there was little support, and it often paid less than clinical work. If you're not engaged, going back makes sense. What would have made you stay?

With a 60-day window for a national search, we filled 7 NP roles with more in process and a pipeline of 35+. Referrals, NP WhatsApp and Facebook groups, LinkedIn, and regional champions. Are you where your candidates talk, with the right message?

Recruiting for a full time (4 day a week) Family Physician to work in Preventative Care in Calgary and Ottawa. Annual Salary around $400,000 based on panel size with no overhead. Message me in confidence.

A year ago, at 51, I started CrossFit. Monday to Friday, 6am, same group of people. I call them the 6am crew. Things I've learned that also apply to hospital recruitment: Everyone says "it's only 20 minutes" and it's never only 20 minutes. The person who looks like they know what they're doing usually has a coach or needs one. Nobody gets better alone, and the people beside you matter more than the equipment. That last one is why every leader we place gets six months with an independent executive coach. Turns out I believe in it for burpees and for chiefs of staff.

I just had a UK internist start at an Ontario hospital. We'd been talking for over three years, and he spent 8 to 10 months in discussions with the hospital. Physician recruiting takes real time from the physician, recruiter and organization. Clear, transparent communication built the trust that made relocating feel right. Regular WhatsApp messages kept everyone engaged. What kept the relationship going during your longest recruitment?

After 22 years of reading healthcare job postings, I've become fluent in a second language. "Fast-paced environment" = we're short three people. "Wears many hats" = we combined two jobs and hoped nobody would notice. "Competitive salary" = please don't ask yet. "Like a family" = we'll call you on your day off. I say this with love, because I've written a few of these myself when I ran recruitment inside hospitals. The truth being told, the best candidates read between the lines too. Postings that are honest about the role, the team, and the support behind it fill faster, and the people stay longer. What's your favourite job-posting phrase? I'm collecting them.

I've spent a lot of years watching talented physicians hit a wall that has nothing to do with skill. Two internationally trained specialists were already in Canada on fellowships. They wanted to stay and practice independently. The community needed them. What stood between those two facts was licensing — until a client who could facilitate academic licenses made the path real. My job was relationships: connecting people who could remove barriers so good physicians keep practicing here and a community gets the talent it needs. Seeing how happy the physicians and the hospital both were is the part that sticks. When you're placing internationally trained physicians, which barrier do you see trip people up most — licensing, the right host site, or something else?

I laced up for hockey Tuesday night for the first time in years. Eighteen months of CrossFit got me fit enough to get back on the ice without worrying whether my body could handle it. Investing in myself paid off in a game that felt amazing — and in wanting more time with people who care about the same things. What's something you invested in that later made room for a part of life you'd put on hold?

Physicians who are unhappy have more options than ever. They leave, or they stay and hurt the culture. Work on retention first: happy physicians recruit better and faster. rfr.bz/t5b313966

Recruiting ED physicians for flexible schedules east of the GTA. If you're an emergency physician looking for a better fit on hours and location, this may be worth a look. [email protected] 905-447-2151 What kind of ED schedule are you looking for right now?

NPs and PAs top the list of roles hospital CHROs are fighting hardest to fill. As care becomes more team-based, their role keeps growing, and so does the need for strong leadership around those teams. rfr.bz/te9c293e7

Hospital CEO exits are up 21% year over year, per Becker's. Supporting leaders through change, much of it coming from outside the hospital walls, is how you keep them. And boards should always be planning succession, short and long term. rfr.bz/t17d1ee69

Rural physician searches rarely stall on money. They stall on coverage, a spouse's career, and whether leadership will back the doctor when things get hard. Answer those honestly and the conversation changes.

I am currently recruiting for Specialist Physicians across Ontario several listed below. If you are trained in Canada, US, UK, IRL, AUS, NZ and able to meet the licensing requirements I can use my experience to help manage the process of building a career and life in Canada. you can find resources at rfr.bz/tbf8c3805

I am recruiting for several Interventional Pain Management Physicians in Ontario - Kingston, Oshawa, North York, Mississauga, Etobicoke, Kitchener, Guelph, Brantford, Niagara, Vaughan, Hamilton, Newmarket, and Orangeville. Fee For Service 75/.25 with supports and relocation assistance. Opportunities for Fluoroscopy and Ultrasound Guided Intervention. Clinics have sufficient volumes to make the Physician as busy as they want.

I have added physician resource links to the docfinder.ca website for physicians interested in relocating to Canada or the United States. There are additional details on specific routes and programs that I can share on an individual basis and there are challenges based on province or state.

There are numerous physician focused opportunities I am working on in Canada! If you are interested in a confidential call you can reach me by email or text. [email protected] or 905-447-2151