Forum Members Official: Job Offer Thread

[Adam Smasher]

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Not entirely accurate. NYC has extremely high demand for podiatry — people walk everywhere, which means constant foot and ankle pathology. It’s competitive, sure, but it’s also a massive, health-conscious market. If you provide strong care and position yourself well, you can absolutely be successful here.

I give you credit. To paraphrase the song, if you can make it there you can make it anywhere. So I admire your success, maybe even envy it. But that's the point, it seems like a really tough market.

 

[Toenail]

It's fair -- $144k + bonus -- once you double the base you get up to 35%. Our past associates easily made bonus

Fair? $144k is less than what a PA makes and they didn’t go through 7 years of post graduating training accumulating 300k debt. A Buc-ee’s manager makes $140k.

“Our past associates easily made bonus” — so if they easily made bonus, why don’t you make the base salary higher? We all know the answer to this already.

 

[air bud]

Fair? $144k is less than what a PA makes and they didn’t go through 7 years of post graduating training accumulating 300k debt. A Buc-ee’s manager makes $140k.

“Our past associates easily made bonus” — so if they easily made bonus, why don’t you make the base salary higher? We all know the answer to this already.

144k in NYC? Baller life. Rent stabilized housing. Making it bigly

 

[Adam Smasher]

Again, I want to emphasize the fact that NYC is super saturated and 144k base is a reflection of this. No one is entitled to practice in NYC. Dr Ramani is not obligated to subsidize anyone's decision to make their career in a city that already has too damn many podiatrists.

 

[Mramani]

I understand base salary is important to everyone. This role is structured intentionally — it offers strong work-life balance and meaningful mentorship for those focused on long-term growth.

We can’t responsibly offer a $300K base to a brand-new hire before performance is demonstrated. Compensation increases with production and results. Once you build your patient base, earning potential rises well above average podiatry income — with no cap. High earnings follow proven performance

 

[Adam Smasher]

Fair? $144k is less than what a PA makes and they didn’t go through 7 years of post graduating training accumulating 300k debt. A Buc-ee’s manager makes $140k.

From google AI, for what it's worth:

This is the story of any medical specialty or career path. Unless you're a heart transplant surgeon, there's 1000 other people in NYC willing to do the same job you do for less pay and they're a 15 min subway ride away. This is not a podiatry problem it's a NYC overcrowding problem. The same goes for Chicago, Philly, San Fran, etc. There are better employment prospects in less densely populated areas and it's not a closely guarded secret either. So call me a victim-blamer, but in this case I do blame the victim.

 

[Toenail]

I understand base salary is important to everyone. This role is structured intentionally — it offers strong work-life balance and meaningful mentorship for those focused on long-term growth.

We can’t responsibly offer a $300K base to a brand-new hire before performance is demonstrated. Compensation increases with production and results. Once you build your patient base, earning potential rises well above average podiatry income — with no cap. High earnings follow proven performance

I have strong work life balance and had access to “mentorship” from sr docs and made close to 400k in my first year of employment. “competitive salary”.

How did we jump from a 144k PA level salary to a 300k real doctor salary? What about some compromise in between? If your prior associates (ie left for another job) easily made bonus in their first year then why isn’t that baked into the base salary? I certainly agree that this role has been structured intentionally.

 

[Adam Smasher]

How did we jump from a 144k PA level salary to a 300k real doctor salary? What about some compromise in between? If your prior associates (ie left for another job) easily made bonus in their first year then why isn’t that baked into the base salary? I certainly agree that this role has been structured intentionally.

This misses the point. No single applicant or employer sets the salary. The job market sets the salary and NYC is a tough job market. Handing out high salaries puts the burden of the associate's productivity on the employer. If the associate produces badly, the employer swallows the loss. An incentive structure places a larger responsibility on the associate to learn coding and not down-code your way through your day. And no, this is not the owner's responsibility; owning a practice is hard enough without helicoptering over a badly incentivized associate.

I think Dr Ramani deserves the benefit of the doubt, assuming she will calculate and pay out the bonuses in good faith, and assuming the associate can produce say $600k first year in collections which is very attainable for Manhattan, then the math may work out okay. I don't know what benefits there will be so maybe it's still not a great deal. I don't even know if that's enough to survive off of in/around NYC. I'm not applying so I can't say. That's up to the applicants.

But asking "why don't you give this person more money from your wallet out of the kindness of your heart" is a naive question.

 

[Boba Foot]

There are better employment prospects in less densely populated areas and it's not a closely guarded secret either.

I know this board is full of rural homers, but I don't think that density is necessarily the key so much as ratio of specialist to population. Sure Tyler, TX is rural and with low density, but if there were 6 podiatrists in town of 100k, that town would suck to practice in. And even on a micro scale, cities like NYC and Philly are very neighborhood-based. The city may be dense, but if you can find a neighborhood that is underserved by your specialty, the total competition in that city doesn't matter. No one who lives in Red Hook is going to take a subway to Williamsburg to see a podiatrist. If you can practice in a 15-20 minute walk of an area with low competition then you could do fine.

I guess you could even be devil's advocate and ask that if NY sucks so much to practice in, then why are there so many podiatrists there?

 

[footpainhealer]

I know this board is full of rural homers, but I don't think that density is necessarily the key so much as ratio of specialist to population. Sure Tyler, TX is rural and with low density, but if there were 6 podiatrists in town of 100k, that town would suck to practice in.

I counted at least 11 pods in Tyler from a quick 60 second google check (might be a few more). lol Estimated population: 112K

The fact that real life saturation is even worse than your joke/embellishment is hilarious, and sad.

 

[heybrother]

I counted at least 11 pods in Tyler from a quick 60 second google check (might be a few more). lol Estimated population: 112K

The fact that real life saturation is even worse than your joke/embellishment is hilarious, and sad.

I have friends (non-podiatrists) who moved to Tyler and love it. They feel like they escaped all the hustle and bustle of Houston. They had no connections to the area but their families moved there and they are all able to be involved with their kids/cousins etc.

One of the pods in Tyler was offering 100K + 17% a few years ago. They told me I'd have so much money in such an affordable town. They also demanded to know my religion and told me I should have put it on my CV.

 

[Toenail]

But asking "why don't you give this person more money from your wallet out of the kindness of your heart" is a naive question.

An “incentive” structure as private practice podiatrists call it does indeed incentivize the associate to go begging at PCP offices for referrals with boxes of pastries. I once again argue that if the last associate that quit “easily” hit bonus then it would make sense for the salary to reflect that number, but it doesn’t, which is a red flag. Perhaps that associate “easily” hit bonus after a couple years of delivering baked goods to PCPs.

 

[Sendin_Toes_2market]

My inner TFO’s glasses almost fell off in delight

I have friends (non-podiatrists) who moved to Tyler and love it. They feel like they escaped all the hustle and bustle of Houston. They had no connections to the area but their families moved there and they are all able to be involved with their kids/cousins etc.

One of the pods in Tyler was offering 100K + 17% a few years ago. They told me I'd have so much money in such an affordable town. They also demanded to know my religion and told me I should have put it on my CV.

Sounds like a quick $50k lawsuit.

 

[footpainhealer]

I have friends (non-podiatrists) who moved to Tyler and love it. They feel like they escaped all the hustle and bustle of Houston. They had no connections to the area but their families moved there and they are all able to be involved with their kids/cousins etc.

One of the pods in Tyler was offering 100K + 17% a few years ago. They told me I'd have so much money in such an affordable town. They also demanded to know my religion and told me I should have put it on my CV.

WTF. Is it not common knowledge that employers can't ask that and you can go to jail/sued/shut down/all of the above for that?

We all know the base sucks, but that percentage is legitimately insulting. I can understand a really low base when the percentage and threshold is great. But low base AND low percentage is crazy.

 

[wakaflocka88]

Hot Job

Hurry before recruiter is flooded with 500 job applications. Have fun.

 

[Retrograde_Nail]

Hot Job

Hurry before recruiter is flooded with 500 job applications. Have fun.

Working in California as a physician is garbage. Stay poor

 

[Feli]

Working in California as a physician is garbage. Stay poor

'twill still get 500 apps.

 

[Boba Foot]

Is it not common knowledge that employers can't ask that and you can go to jail/sued/shut down/all of the above for that?

Who's going to enforce it, Ken Paxton? Not sure if you follow Texas politics, but we've got the commandments in classrooms now and are pushing a bible-based curriculum in public schools now. Ya'll Qaeda is a real thing.

 

[eyeeye_captain]

Upper East Side? Palo Alto? Jeez, good thing you can survive with one kidney and one lung after you sell the others.

A few points on the NYC gig as I think it has some nuance and I’m bored. Also might help pod residents who won’t know anything about running a practice or jobs, although it may be a little off since eyes are different.

Yes, the base sucks in a vacuum, but the market is the market - may be the going rate, welcome to capitalism. Yes, the employer is also losing money on the associate until their production pays for the base. Yes, employers make money off of associates, but in theory that’s because associates didn’t have to set up a practice, get some referral patterns, etc.

The 2x base collections to bonus is the best I’ve heard of in any field (normally at least 2.5-3x), assuming it’s achievable in a saturated market. Usually you’ll pay around or a little under covering overhead for the base, so we’ll say overhead is around 50%. 35% bonus would mean a 15% cut for the owner(s) after you’ve paid for yourself, which is pretty typical. I don’t love the up to 35% as that may indicate shenanigans, but otherwise it’s fairly standard.

The “removal of income caps” after converting to collections only would require number crunching what the tipping point is for the new percentage pay to beat what you were getting with a base and bonus. It may include access to other stuff like DME if you weren’t getting it prior.

I don’t see anything about partnership track, which worries me. I would ask about associate retention to partnership at any private practice, or succession plan if there’s a retiring doc.

All in all, probably fine for the market, but the post tax base is $81k if single and $90k if married in that ZIP. To each their own, some people really want/need to be somewhere.

 

[Adam Smasher]

One compensation formula I dreamed up is pay associate straight % with an alternative minimum. Associate receives a weekly or biweekly salary based off the minimum. Then on a quarterly (for example) basis you calculate their collections and pay their % net of gross salary for the quarter.

There's other tweaks to the formula, you could implement a clawback schedule for DME, you could do a graduated % where the associate's % increases after hitting benchmarks. My personal opinion is that it's ultimately in the owner's long term best interest for the associate to bonus, but I'm not the one with the office in Manhattan so what do I know.

 

[619]

Podiatrist- Mason City, IA- $100,000 bonus package​

Mason City, Iowa


Am I a good match for this job?
Opportunity Highlights

* Work collaboratively with Orthopedics, Infectious Disease, and Vascular Surgery.

* Clinic team includes nursing staff, surgery scheduler, and cast technicians.

* PA-C support in clinic and OR setting.

* Practice details: Inpatient and outpatient diabetic foot ulcers, wound care, foot & ankle surgery, limb salvage, total casting, skin substitutes, wound vacs, and hyperbaric oxygen.

* 2 HBO Chambers at our MercyOne Advanced Wound Center

* Operates at MercyOne North Iowa Medical Center as well as the Ambulatory Surgery Center

* Outreach opportunities in our 14-county network

* Weekly schedule: Monday-Friday 8am-5pm

* EMR: EPIC

Benefits & Incentives

* $100,000 Recruitment Incentive

* $280,925 guaranteed base salary

* Up to $15k moving incentive

* Full benefits package starting day 1 of employment: Health/Dental/Vision, Short-term and long-term disability, 401k & 403b retirement match plans & additional 457b plan!

* Paid malpractice and tail coverage

* $6,000 CME/year

* Generous PTO package, and so much more!

Mason City, Iowa

* Population~30,000

* Largest urban center in north Iowa

* 2 hours from Minneapolis and Des Moines

* Excellent schools- both public and parochial; top 15% in the US in academic student achievement tests

* NIACC community college

* A community rich in history, music, and architecture- known for the Music Man and the last remaining Frank Lloyd Wright hotel in the world

* Community amenities: Lime Creek Nature Center, indoor ice arena, fine arts museum, performing arts theater, regional orchestra, aquatic center, YMCA fitness center, library,18-hole golf course, bike trails, and an abundance of outdoor recreation

* Cost of living 24% lower than the national average

* 5-10-minute commute from anywhere in Mason City

* Municipal airport offering daily direct flights to/from Chicago

* 8 miles from beautiful Clear Lake

* Visit this link to learn more about our community: Show Contact Details

MercyOne North Iowa Medical Center

* Our Advanced Wound Center is located at MercyOne?North Iowa Medical Center- Mason City, a 342-bed regional referral teaching hospital- named a Top 100 Hospital nationally- easy access to all specialists, lab, radiology, pharmacy, and many other services

* 300+ employed providers- Including primary care, Neurosurgery, Cardiology, General Surgery, Ortho Surgery, Vascular Surgery, Plastics, Bariatric Surgery, OBGYN, Pulmonary/Critical Care, Neurology, Rheumatology, Dermatology, Infectious Disease, Palliative Care, Urology, ENT, GI, Nephrology, Endocrinology, Psychiatry, and so much more!

* Regional health system covering 14 counties, includes MercyOne North Iowa Medical Center, 7 critical access hospitals, and 42 clinics in northern Iowa

* Our Podiatry team provides services for our entire network- approximately 260,000 people that call MercyOne North Iowa their trusted healthcare partner

* Level III Trauma Center offering post-graduate education programs on site, including Family Medicine and Internal Medicine Residency Programs, Cardiology Fellowship & Interventional Cardiology Fellowship

* Visit this link to learn more about our medical center: North Iowa - About Us

To learn more contact:
Morgan Staley, Senior Provider Recruiter
Ph: (641) 428-6631 Email: [email protected]

 

[Mramani]

An “incentive” structure as private practice podiatrists call it does indeed incentivize the associate to go begging at PCP offices for referrals with boxes of pastries. I once again argue that if the last associate that quit “easily” hit bonus then it would make sense for the salary to reflect that number, but it doesn’t, which is a red flag. Perhaps that associate “easily” hit bonus after a couple years of delivering baked goods to PCPs.

The associate did not quit, nor did they ever have to chase patients. In fact, they took 3 months of mat leave during our busiest season and still achieved bonus. We actively market our associates and what we expect in return is effort. The ability to retain those patients and deliver care strong enough to generate referrals. The opportunity is there,, performance and follow-through matter.
We also offer a clear partnership track after three years, or the option to remain on a compensation-based model, if preferred. We are working to structure something fair because we were once in your position. The intention is not to exploit, but to build something sustainable and mutually beneficial

 

[air bud]

The associate did not quit, nor did they ever have to chase patients. In fact, they took 3 months of mat leave during our busiest season and still achieved bonus. We actively market our associates and what we expect in return is effort. The ability to retain those patients and deliver care strong enough to generate referrals. The opportunity is there,, performance and follow-through matter.
We also offer a clear partnership track after three years, or the option to remain on a compensation-based model, if preferred. We are working to structure something fair because we were once in your position. The intention is not to exploit, but to build something sustainable and mutually beneficial

This is the Internet....we love to speculate and cast aspersions

 

[Adam Smasher]

If it was a practice in say Davenport IA, it might raise more eyebrows. But in a big metro like NYC people are going to move in and out for all kinds of reasons.

Example: associate starts out, has a few good years, gets married, wants to start a family, decides (wisely) that NYC is not the best place to do it, opens office in Davenport IA.

 

[air bud]

If it was a practice in say Davenport IA, it might raise more eyebrows. But in a big metro like NYC people are going to move in and out for all kinds of reasons.

Example: associate starts out, has a few good years, gets married, wants to start a family, decides (wisely) that NYC is not the best place to do it, opens office in Davenport IA.

The pizza in Davenport is also better obviously you've never been to Happy Joe's....

 

[Aresnebula]

What are your guys' thoughts on academia positions? Is it easy to get board certified in these positions?

 

[air bud]

What are your guys' thoughts on academia positions? Is it easy to get board certified in these positions?

ABPM....

 

[diabeticfootdr]

What are your guys' thoughts on academia positions? Is it easy to get board certified in these positions?

Depends what you mean by academic position. At big academic medical centers, if you're generally a "clinical faculty member", you might be 0.9 clinical FTE, so 90% of your time is spent clinically, teaching while you're treating patients. At a podiatry school, if you're providing classroom teaching, your clinical FTE might be reduced and surgical volume a lot lower.

BC for ABPM, you don't need to worry about case diversity, so it won't be a consideration for either kind of academic post. With ABFAS, look at the case mix of the surgical volume before you take the job, if you are concerned about that.