Job offer 800k starting

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WeigertMeyer

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Hi this is a job posting..
My group is offering 800k to start, every year for 4 years and then full partner parity making 7 figures. Partners own their own equipment and it's fully physician owned. This is in a major city in the South and you have to be on site. Please DM me if interested!

Another option is Remote employee track which starts at 600k for experienced rads and 450k for new fellows. A couple of weekend calls a year but no nights or evenings. 8 weeks vacation.

Please let me know if interested! Thanks.
 
WeigertMeyer said:
Hi this is a job posting..
My group is offering 800k to start, every year for 4 years and then full partner parity making 7 figures. Partners own their own equipment and it's fully physician owned. This is in a major city in the South and you have to be on site. Please DM me if interested!

Another option is Remote employee track which starts at 600k for experienced rads and 450k for new fellows. A couple of weekend calls a year but no nights or evenings. 8 weeks vacation.

Please let me know if interested! Thanks.
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What procedures are required, out of curiosity?
 
Neopolymath said:
What procedures are required, out of curiosity?
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It is subpecialized.
Neuro-occasional LP, some work from home shifts.
Body-no procedures with a lot of work from home shifts.
Breast-biopsies.
Most of the procedures are done by IR.
 
Hard to say, I don't have the latest info but it is a high volume practice. All the systems are very very efficient (like PACs, powerscribe templates, loading priors, techs worksheets etc). For instance at my old practice I was only doing half to 1/3 of the volume I am doing now due to technical limitations.
 
odyssey2 said:
How many RVUs/year?
Click to expand...
Has to be high volume. Guessing >85th% (probably >18KwRVU's yr)....What is $/wRVU? (more/less will overall summarize the job quality). Many groups and most recruiters have no idea about these numbers.

Biggest obstacle is discrepancy between onsite and tele-rads compensation. Big discount for tele-rads, which as a partner in a local PP I understand. Since I am diagnostics (occasionally breast screeners which needs onsite monitor for now), I am already 85% or so work from home so hard for me to consider a tele-rad job at such a discount, particularly with only 8 weeks vacation.
 
WeigertMeyer said:
Hard to say, I don't have the latest info but it is a high volume practice. All the systems are very very efficient (like PACs, powerscribe templates, loading priors, techs worksheets etc). For instance at my old practice I was only doing half to 1/3 of the volume I am doing now due to technical limitations.
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So below average vacation and 2-3x the volume of your previous job which I’m sure was still a full time attending job. This sounds like a job very far above 100 RVUs per day.
 
Ho0v-man said:
So below average vacation and 2-3x the volume of your previous job which I’m sure was still a full time attending job. This sounds like a job very far above 100 RVUs per day.
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No my old job was part time actually
 
WeigertMeyer said:
Hi this is a job posting..
My group is offering 800k to start, every year for 4 years and then full partner parity making 7 figures. Partners own their own equipment and it's fully physician owned. This is in a major city in the South and you have to be on site. Please DM me if interested!

Another option is Remote employee track which starts at 600k for experienced rads and 450k for new fellows. A couple of weekend calls a year but no nights or evenings. 8 weeks vacation.

Please let me know if interested! Thanks.
Click to expand...
25-50% pay cut for tele is silly, especially if your “on site” docs get “a lot” of wfh shifts
 
Radology said:
25-50% pay cut for tele is silly, especially if your “on site” docs get “a lot” of wfh shifts
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Yes big disconnect out there. Recently pitched a tele-rad position for 3pm-11pm by a Locums recruiter for $350/hour. To be fair RVU/hour was not bad but internally we pay about the same for any day time moonlighting. Evenings/overnights much higher.
 
WeigertMeyer said:
Hard to say, I don't have the latest info but it is a high volume practice.
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Gotta know your practices rvus, daily average rvus, # of daytime, evening and weekend shifts. That's pp 101. Skirting the question is sus.

Also, why 4 years? Sounds like there will be abuse one way or another.
 
Melkor said:
Gotta know your practices rvus, daily average rvus, # of daytime, evening and weekend shifts. That's pp 101. Skirting the question is sus.

Also, why 4 years? Sounds like there will be abuse one way or another.
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Absolutely. This day and age, its akin to knowing what you are getting paid per latte working at Starbucks. Also have to have some sense of MGMA data.

4 year partnership is simply discordant with the radiology job market. Way too many risks. Max I would do if I was a new grad would be 18 months, given there was a substantial signing bonus. I won't even go into buy-in which I am guessing is astronomical since senior partners purchased equipment when it still made sense (around 15-20 years ago)
 
4 years is terrible. I found a PP job in the south with 1 year partnership track with partners making 7 figures and no buy-in (group doesn’t own equipment though). A lot can happen in 4 years to screw you over.

Some things I would want to know as an applicant:
- how much money is the imaging equipment/non professional fee income bringing in for the partners?
- what is buy in for the equipment?
- are there different tiers of partners?
- is there “mandatory” moonlighting for associates?
- daily and annual wRVU averages, preferably by my subspecialty
- this would allow you to calculate $/wRVU. Most southern practices achieve high salary numbers by grinding insane RVUs rather than having a good payor mix/hospital subsidy.
- does workload/producticity expectations change after becoming partner?
- how many people make partner that want to? (I would try to search for people that recently left and figure out why)
- what are daytime working hours and what the commute(s) are like
- is it easy to buy/sell vacation? 8 weeks vacation is very bad in a high volume practice
- what kind of preference do partners get for vacation given 4 year partnership track. Am I working 4 Christmas’s in a row?
- would they be willing to sign PE buyout protection clause in my contract
- is there a relatively balanced age distribution in the practice? Heavily tilted toward older rads is a bad sign.

Unless the non-pro fee side is just absolutely insane I see no reason to take a 4 year track job in this market. Too many other good jobs out there and lots of horror stories of people getting screwed right before making partner.
 
Womb Raider said:
4 years is terrible. I found a PP job in the south with 1 year partnership track with partners making 7 figures and no buy-in (group doesn’t own equipment though). A lot can happen in 4 years to screw you over.

Some things I would want to know as an applicant:
- how much money is the imaging equipment/non professional fee income bringing in for the partners?
- what is buy in for the equipment?
- are there different tiers of partners?
- is there “mandatory” moonlighting for associates?
- daily and annual wRVU averages, preferably by my subspecialty
- this would allow you to calculate $/wRVU. Most southern practices achieve high salary numbers by grinding insane RVUs rather than having a good payor mix/hospital subsidy.
- does workload/producticity expectations change after becoming partner?
- how many people make partner that want to? (I would try to search for people that recently left and figure out why)
- what are daytime working hours and what the commute(s) are like
- is it easy to buy/sell vacation? 8 weeks vacation is very bad in a high volume practice
- what kind of preference do partners get for vacation given 4 year partnership track. Am I working 4 Christmas’s in a row?
- would they be willing to sign PE buyout protection clause in my contract
- is there a relatively balanced age distribution in the practice? Heavily tilted toward older rads is a bad sign.

Unless the non-pro fee side is just absolutely insane I see no reason to take a 4 year track job in this market. Too many other good jobs out there and lots of horror stories of people getting screwed right before making partner.
Click to expand...
What’s the workload like at the place you signed?
 
Steve_Zissou said:
What’s the workload like at the place you signed?
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12 week vacation as associate, 12-15 as partner. 10-12 call weekends a year. No nights. No procedures. No mammo unless you want. Avg daily wRVU 75-80. Higher on call weekends, around 100.
 
Womb Raider said:
12 week vacation as associate, 12-15 as partner. 10-12 call weekends a year. No nights. No procedures. No mammo unless you want. Avg daily wRVU 75-80. Higher on call weekends, around 100.
Click to expand...
That seems like a pretty solid deal. I'm looking for chiller work for less pay when I get to applying, but your setup seems real solid.
 
Womb Raider said:
12 week vacation as associate, 12-15 as partner. 10-12 call weekends a year. No nights. No procedures. No mammo unless you want. Avg daily wRVU 75-80. Higher on call weekends, around 100.
Click to expand...
Sounds like a solid deal but I am guesstimating >18K for wRVU productivity? I think 90th% is around 16-17k for MGMA (2023 data)
 
vm26 said:
Sounds like a solid deal but I am guesstimating >18K for wRVU productivity? I think 90th% is around 16-17k for MGMA (2023 data)
Click to expand...
I think it's closer to 17-17.5k.
 
Womb Raider said:
12 week vacation as associate, 12-15 as partner. 10-12 call weekends a year. No nights. No procedures. No mammo unless you want. Avg daily wRVU 75-80. Higher on call weekends, around 100.
Click to expand...
are call weekends both days or 1? how much remote?
 
Our setup is similar (10 weekends call, evening shifts but no overnights, 12-14 weeks off depending on staffing). make around 800k as partner
 
vm26 said:
Yes big disconnect out there. Recently pitched a tele-rad position for 3pm-11pm by a Locums recruiter for $350/hour. To be fair RVU/hour was not bad but internally we pay about the same for any day time moonlighting. Evenings/overnights much higher.
Click to expand...

What do you suggest a more "ideal" discrepancy look like between tele and working on site?

I'm not asking for the sake of arguing but out of curiosity and for my own education. I'll have to start job hunting after graduation and I'm trying to figure out how to do my homework properly on places where I want to work.

Regarding the disconnect, don't you think the opposite is just as ridiculous by having the contract between on-site readers and tele being exactly the same in terms of benefits? So shouldn't there at least be some disconnect between them to offer some incentive to read on site?
 
shadowlightfox said:
What do you suggest a more "ideal" discrepancy look like between tele and working on site?

I'm not asking for the sake of arguing but out of curiosity and for my own education. I'll have to start job hunting after graduation and I'm trying to figure out how to do my homework properly on places where I want to work.

Regarding the disconnect, don't you think the opposite is just as ridiculous by having the contract between on-site readers and tele being exactly the same in terms of benefits? So shouldn't there at least be some disconnect between them to offer some incentive to read on site?
Click to expand...

It's a subjective, moving target. Tele offers are slowly getting better but in my opinion still sub-par. Just saw a RP offer for a daytime non-breast imager tele-rad reading a minimum of 85 wRVU per 9 hour shift which is like >99th% for productivity (for probably <50th% $/wRVU). To be fair however this highly sub-par position has more to do with the private equity model than tele-radiology.

The field is in a transitional phase right now for several factors. As an "on-site" local partner in my current group, I probably work around 80/85% of my shifts from home. On the other hand, my partner FT tele-rads make the same as I do but work slightly longer hours (eg. 10 hour shift versus 9) but otherwise are equal with comp/benefits/time off.

So no clear cut answer. Personally if I went all in with a different PP as a tele-rad, it would have to be 85-90% of what their "on-site" partners made. As a new grad there are a lot of great opportunities out there but one has to know the right answers to ask. The most important one being what is compensation/wRVU (these #s won't mean anything to you unless you have a sense of MGMA data for productivity and compensation). Feel free to PM me with any questions or any info with respect to a particular job.
 
vm26 said:
Has to be high volume. Guessing >85th% (probably >18KwRVU's yr)....What is $/wRVU? (more/less will overall summarize the job quality). Many groups and most recruiters have no idea about these numbers.

Biggest obstacle is discrepancy between onsite and tele-rads compensation. Big discount for tele-rads, which as a partner in a local PP I understand. Since I am diagnostics (occasionally breast screeners which needs onsite monitor for now), I am already 85% or so work from home so hard for me to consider a tele-rad job at such a discount, particularly with only 8 weeks vacation.
Click to expand...

High income jobs in the south are almost always high volume. Payor-mix and pay per RVU is just not great there.

Upper midwest is where you get high pay per RVU allowing for high income and reasonable workloads.
For example, rural WI.
 
vm26 said:
It's a subjective, moving target. Tele offers are slowly getting better but in my opinion still sub-par. Just saw a RP offer for a daytime non-breast imager tele-rad reading a minimum of 85 wRVU per 9 hour shift which is like >99th% for productivity (for probably <50th% $/wRVU). To be fair however this highly sub-par position has more to do with the private equity model than tele-radiology.

The field is in a transitional phase right now for several factors. As an "on-site" local partner in my current group, I probably work around 80/85% of my shifts from home. On the other hand, my partner FT tele-rads make the same as I do but work slightly longer hours (eg. 10 hour shift versus 9) but otherwise are equal with comp/benefits/time off.

So no clear cut answer. Personally if I went all in with a different PP as a tele-rad, it would have to be 85-90% of what their "on-site" partners made. As a new grad there are a lot of great opportunities out there but one has to know the right answers to ask. The most important one being what is compensation/wRVU (these #s won't mean anything to you unless you have a sense of MGMA data for productivity and compensation). Feel free to PM me with any questions or any info with respect to a particular job.
Click to expand...

Do you think that 80/85% remote shifts as an on-site partner is relatively uncommon? seems like a lot of remote. do some subspecialties tend to do more remote than others even at the same practice?
 
jambro said:
Do you think that 80/85% remote shifts as an on-site partner is relatively uncommon? seems like a lot of remote. do some subspecialties tend to do more remote than others even at the same practice?
Click to expand...
Really hard to say. Posting on RadHQ may be helpful. My guess is that this is really regional and unique to individual PP's. Some of this depends on leadership makeup-more rigid (with one foot out the door-hence the whole PE issue), versus more forward thinking (want to stay afloat for next 10-15 years etc)

PP's largely depend on pro-fees which have been cut consistently by CMS since 2000 or so. HC systems have different deals with CMS and in many markets have gobbled up regional community hospitals and slapped on their name-brand. At times this leads to PP groups (radiology and other specialties) to lose contracts. Currently large HC systems can offer solid if not better $/wRVU. HC systems that can't give enough subsidies to compete (or employ) seem to compensate by being more open for rad groups to work from home. It's a race to the bottom in my opinion for independent PP.

IR and breast are the subspecialties that for the most part need to be physically present. NM to a much lesser degree. One can imagine how this could divide/implode a PP.
 
shadowlightfox said:
Damn, not a lot of places listed for each state. Please tell me it's because that site's in some kind of beta and incomplete and not because that's how extensive PE has gobbled up so many practices...
Click to expand...

Well obviously not every true PP is going to be using this relatively niche rad blogger's job board

You can also check out here: Rad Dox iFind
 
jambro said:
Do you think that 80/85% remote shifts as an on-site partner is relatively uncommon? seems like a lot of remote. do some subspecialties tend to do more remote than others even at the same practice?
Click to expand...
That’s pretty typical post covid. At our group, Breast and IR on site. Then the diagnostic rads rotate through fluoro and contrast coverage at the outpatient centers. Pretty much 1 day a week on site, the rest of the time remote.

Our remote partners get paid within 5-10% of the “on site” partners as a result
 
Radology said:
That’s pretty typical post covid. At our group, Breast and IR on site. Then the diagnostic rads rotate through fluoro and contrast coverage at the outpatient centers. Pretty much 1 day a week on site, the rest of the time remote.

Our remote partners get paid within 5-10% of the “on site” partners as a result
Click to expand...

Cool. only a 5-10% haircut for remote partners seems pretty fantastic
 
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