Contract & Benefits

Physician Recruitment Process and Compensation Overview

Compensation is the same across all six Fort Worth-area practices. The clinics do not compete against one another on pay, so your choice of location comes down to practice fit rather than salary. The structure pairs a first-year guarantee with a productivity model that carries meaningful long-term upside once you are established.

Compensation Snapshot

How the Model Works

The guaranteed base is competitive for the DFW market, and the larger story is the productivity model. Once established, physicians can reach the MGMA median or above, with earning potential in the $300K to $400K+ range. This is earning potential, not a guarantee.

• Year one is fully guaranteed while you ramp and build your panel
• Year two provides an 80% floor of the first-year guarantee as a safety net, while you transition onto the productivity model
• The floor is a safety net, not a cap; you can earn above it
• Operations meets with you around the six-month mark, then roughly monthly until you come off guarantee, reviewing productivity and providing earning projections

Guarantee Flexibility

• New graduates generally use the full guarantee runway, since the ramp period supports panel-building, Epic proficiency, and workflow development
• Experienced physicians may, in some cases, be considered for a shorter guarantee period, potentially around six months; this is case-by-case and carries more risk for the physician

Additional Compensation

• Sign-on bonus starting around $10K, negotiable up to the $15K to $20K range depending on the candidate
• Student loan reimbursement of approximately $10K per year for eligible physicians
• Eligibility for Public Service Loan Forgiveness (PSLF)

Benefits

• Malpractice coverage provided
• Clinic call only, with no additional call pay; call is part of the overall arrangement