Data-driven physician recruitment
Loxo's Talent Intelligence Platform helps healthcare recruiters source and contact doctors and physicians with everything they need in one place. Access over 11 million healthcare providers and contact them directly on their personal mobile phone and email address.
Sourcing
Source physicians by what matters most
- Specializations (e.g., Family Medicine, Internal Medicine)
- License number
- Certifications (e.g., Emergency Medicine, Physician Assistant)
- Facility (e.g., Cedars-Sinai Medical Center, Mayo Clinic)
- And more!
Contact Information
Find verified personal contact information in seconds
Look up accurate personal email address and mobile phone numbers for anyone in seconds. Loxo uses artificial intelligence and publicly available information across billions of web pages to continuously improve our verification methods, delivering better data quality and accuracy than you will find anywhere else.
Over 11 million profiles
Only 3 in 10 healthcare professionals have a LinkedIn account. With 2x more profiles, you’ll find the healthcare professionals others can’t.
Hundreds of specialties + certifications
Find specialists and certified providers with just a few clicks.
Build a talent database
Don’t start each search from scratch. As soon as you get the top 10% of talent into your database, your recruiters will become unstoppable.
Nurture your talent database
The best recruiting organizations build long-term relationships and hire top talent when the timing finally aligns for the perfect match.
Centralize activities and communications in one place
Track all activities and historical communications in one centralized place for your team.
Personalization
You can fully automate personalization or you can individually tailor templates in seconds.
SMS Text Messaging
SMS texting is the best way to get replies from the majority of candidates now.
Send 1:1 or Bulk Outreach
Large candidate pool? Send outreach in bulk. Doing low-volume executive search? Send custom 1:1 outreach.
CRM Workflow Triggers
Add candidates to a campaign and allow Loxo CRM workflow automation to handle the rest.
You've got questions...
We've got answers! It's a very mutually-beneficial thing we've got going on here.
A compelling job description for a physician goes beyond a list of duties. It should effectively sell the opportunity by painting a clear picture of the role, the organization's culture, and the community. Start with a captivating and detailed introduction that highlights the unique aspects of the position and the organization. Clearly outline the responsibilities, specifying the scope of practice, patient volume, and any administrative duties. The "why" is just as important as the "what." Showcase the benefits of working at your organization, including opportunities for professional development, research, and a healthy work-life balance. Emphasize the compensation, benefits, and any bonuses. Finally, describe the community and its quality of life, as this is often a major factor for physicians considering a move.
Technology is playing an increasingly vital role in streamlining and enhancing the physician recruitment process. AI-powered candidate sourcing and matching have made it easier than ever to analyze a physician's experience, specialties, and career preferences to match them with suitable job opportunities. This goes beyond simple keyword searches, helping recruiters find the best candidates in a fraction of the time and potentially improving retention by ensuring a better fit.
The most effective channels for physician sourcing are a mix of digital strategies, networking, and specialized resources. Physician job boards and specialty-specific online communities are often the first place candidates look. Professional networking at medical conferences and industry events remains a powerful way to make personal connections. Digital advertising through social media platforms, like LinkedIn, can target specific physician specialties and demographics. Partnering with a specialized physician recruitment agency is another highly effective channel, as these firms have extensive networks and expertise in the healthcare market. Finally, leveraging your organization's own network and encouraging internal referrals can be a great way to find high-quality candidates who already have a positive impression of your workplace.
Negotiating a contract with a specialist physician requires a clear understanding of their value and what they prioritize. It's crucial to be well-prepared and transparent from the start. Begin by presenting a fair and competitive compensation package based on market data for their specialty, and be ready to justify the offer. Key areas for negotiation often include salary structure (e.g., base salary, RVU production bonuses), sign-on bonuses, relocation assistance, and performance incentives. Additionally, physicians are often concerned with non-financial terms, such as work-life balance, call schedule, support staff, and opportunities for leadership or research. A successful negotiation involves listening to the physician's priorities and finding a mutually beneficial agreement that aligns their professional goals with the organization's needs.
The average time-to-fill for a physician role is significantly longer than for other healthcare positions due to high demand, a limited talent pool, and the extensive credentialing and regulatory processes involved. While it can vary greatly by specialty, location, and institution, primary care physician roles often take around 125 days to fill. For specialists, the average can be even longer, sometimes reaching 135-150 days. Highly specialized roles, such as in Urology or Neurosurgery, can take upwards of 344 days. The duration of this process can be costly for organizations, with some estimates suggesting a loss of revenue of over $150,000 for each month a physician vacancy remains open.
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Become a hiring machine
Ready to see for yourself how Loxo can transform your recruitment workflow and make you more efficient than ever before? We thought you might be.
