My co-founder, Austin Ali, spent a decade as a physician recruiter, watching the same inefficient cycle play out hundreds of times: post a job, wait months for responses, cold-call doctors who didn't want to be bothered, fly to career fairs hoping to meet just one decent candidate.The technology to fix this existed. We could have built intelligent matching algorithms years ago. But healthcare wasn't ready for them.When we started Accel Health in January 2024, the question wasn't whether we could build better recruitment technology - it was whether the healthcare industry had finally reached the point where they'd actually adopt it.And for the first time in decades, the answer was yes.

The statistics paint a stark picture: 1,044,734 licensed physicians nationwide, with an average age of 54 and a quarter already over 65. While medical schools graduate 43,000 new doctors annually, over 100,000 will retire in the next decade. This isn't a temporary staffing challenge—it's a fundamental supply-demand imbalance that will reshape healthcare delivery.

United Digestive (UD), a consortium of gastroenterology private practices, emerged in 2018 as a unified platform to bring together gastroenterology groups across Georgia, South Carolina and Florida. But despite the consolidation of clinical talent, the recruiting infrastructure remained outdated and fragmented. 

Healthcare job searches often feel like solving a mystery. You encounter job listings with no salary information and vague schedule details. Facility descriptions remain unclear, start dates shift unexpectedly, and insights into team culture are limited. This isn't just annoying—it's a waste of your valuable time and energy when you're already stretched thin.

In the competitive and ever-evolving world of healthcare, knowing your salary range is more than just understanding your paycheck—it's about empowering yourself to make informed decisions, advocate for fair compensation, and secure a prosperous future. Many healthcare professionals struggle with compensation negotiations due to lack of industry-specific information. Let's take a closer look at the importance of being informed about your salary range and how it can influence various aspects of your career.

Healthcare recruitment is evolving, and traditional agency models are showing their age. While legacy recruiting firms have been industry staples, their approach often creates unnecessary friction, delays, and costs in the physician recruitment process.The conventional agency model relies heavily on individual recruiters working from limited pools of opportunities, resulting in a disconnected and inefficient marketplace for both healthcare facilities and physicians seeking new positions.

The transition from medical residency to your first attending position is a critical career milestone that can shape your professional trajectory for years to come. With the average physician receiving multiple job offers and spending 3-6 months in the search process, having a strategic approach is essential.

As a healthcare provider seeking to work in the United States, navigating the visa process is complex, especially with different types of visas and specific requirements. This post breaks down the primary visa options available to healthcare professionals, key differences between them, and essential considerations to ensure a smooth journey toward practicing in the U.S.

Negotiating your first physician contract after residency is a crucial step in your career. Key areas to focus on include understanding the compensation structure, which can vary from guaranteed salaries to performance-based models. In addition to salary, negotiate benefits such as sign-on bonuses, malpractice insurance, and student loan reimbursement. Research regional salary standards to ensure fair compensation.