Forum Members Official: Job Offer Thread

This forum made possible through the generous support of SDN members, donors, and sponsors. Thank you.
Boba Foot said:
Does anyone have advice on how to tactfully negotiate a higher salary than offered, without risking future PP employer telling you to get lost?
Click to expand...
The key to negotiating a higher salary in any job (not just Podiatry) is to have better options available. It means a beggar can't be a chooser. If the PP job is the only contract you have in hand and in a location you want, then you can't play hardball. Such is life not just in Podiatry or medicine but in the corporate world in general.
You can read all the motivational books in the world but it can all be summarized in one word called " leverage". If you have leverage then you can negotiate and get a better deal without risking future PP employer telling you to get lost.
Members don't see this ad.
 
Last edited:
619 said:
The key to negotiating a higher salary in any job (not just Podiatry) is to have better options available. It means a beggar can't be a chooser. If the PP job is the only contract you have in hand and in a location you want, then you can't play hardball. Such is life not just in Podiatry or medicine but in the corporate world in general.
You can read all the motivational books in the world but it can all be summarized in one word called " leverage". If you have leverage then you can negotiate and get a better deal without risking future PP employer telling you to get lost.
Click to expand...
Exactly.^^^ The is just what I mean when I say abundance mentality. The biggest part is leverage on yourself. Options or abundance mentality is just taking leverage on yourself... your cowardly and fickly inner self ("but I gotta pay my loans" "but I'm sick of looking for jobs" "but I might lose the offer"). That works best with more tangible and real options, but the mindset is actually the most critical when you have few or have none (confidence to balance out any desperation).

Ideally, you'll have maaany locations you'd be open to and happy with, many job situations you could see yourself thriving in, confidence that you can always create more job options, confidence you'll learn something wherever you go (even if you don't stay long), confidence that more will become available soon, etc.

The abundance does not have to exist at the present moment (multiple contracts in hand and multiple interviews next week); it is a mentality that it exists. "One door closes, another five open" etc. Someone doesn't necessarily have to have five literal job offers/options (and you shouldn't waste money or time to do interview, second interview, etc with obviously crummy places just to "get more options"). You can always operate from the mindset that you are talented, valuable, and could create more options... works for business, jobs, dating, friendships, acquaintances, purchases, life in general. Businesses do that to applicants or buyers often (overstate how much interest the position or item has even if they are bargaining with the only real prospect). Likewise, even if you are married or in a 3yr job contract with penalties for leaving or you're broke or in heavy student debt and will miss rent soon, etc, you still need to have the mindset that you have high independence and value. Whenever you fall into a scarcity mentality, you lose all leverage... and become susceptible to motivation loss or even abuse in some "stuck" or "no other choice" situations. It is always your choice to trust yourself and determine your value, but that is a lot easier if you live below your means instead of stretching your money/credit as far as it can go.
 
Last edited:
619 said:
The key to negotiating a higher salary in any job (not just Podiatry) is to have better options available. It means a beggar can't be a chooser. If the PP job is the only contract you have in hand and in a location you want, then you can't play hardball. Such is life not just in Podiatry or medicine but in the corporate world in general.
You can read all the motivational books in the world but it can all be summarized in one word called " leverage". If you have leverage then you can negotiate and get a better deal without risking future PP employer telling you to get lost.
Click to expand...

Yeah you have to be able and willing to walk away. Otherwise don’t even bother asking for more money. Just take whatever crappy offer you’re going to take any way.

But seriously, just tell them you need more money to make it work. Either more guarantee or more production pay or a lower threshold or better benefits or all of the above. They will likely come up a little from whatever they offered. But it’s unlikely with a podiatry group that whatever they come up to will be worth it…
 
Members don't see this ad :)
I got an email for a Duke Univ Health about setting up a call and phone interview today... I had put in an app last July, lol.

If anybody has their NC license and wants the recruiter's contact info, I can fwd it... just PM me. These jobs are basically pointless if you don't already have NC license since it takes so long to get.

I have no idea if the position is forefoot surgery only, non-op (I would not have applied if it said that, though), or what exactly their DPMs do. When you look at their website, they have some DPMs who are foot surg qual/cert or even fellowship and RRA qual (I don't think any RRA cert). Ortho is obviously super strong in their system, so I don't know what they have DPMs do. I had planned on asking when I'd applied, but that was 8mo ago now, haha. I visited NC last year to look at a PP and a hospital job but ended up elsewhere. NC is one of those states where non-competes hold up pretty well, so I will keep my license there active... but if I ever go, it will prob be to start or buy out my own office 😛
 
Last edited:
Feli said:
I got an email for a Duke Univ Health about setting up a call and phone interview today... I had put in an app last July, lol.

If anybody has their NC license and wants the recruiter's contact info, I can fwd it... just PM me. These jobs are basically pointless if you don't already have NC license since it takes so long to get.

I have no idea if the position is forefoot surgery only, non-op (I would not have applied if it said that, though), or what exactly their DPMs do. When you look at their website, they have some DPMs who are foot surg qual/cert or even fellowship and RRA qual (I don't think any RRA cert). Ortho is obviously super strong in their system, so I don't know what they have DPMs do. I had planned on asking when I'd applied, but that was 8mo ago now, haha. I visited NC last year to look at a PP and a hospital job but ended up elsewhere. NC is one of those states where non-competes hold up pretty well, so I will keep my license there active... but if I ever go, it will prob be to start or buy out my own office 😛
Click to expand...

I actually applied for that job earlier this week haha curious if I'll hear anything. Still in 2nd year of residency so they may be looking for someone quicker....then again if it took them 8 months to reach out to you....

I was going to ask a lot of those same questions. Working for Duke would be insanely cool....just not as a nail tech.
 
Last edited:
TrueWolverine said:
I actually applied for that job earlier this week haha curious if I'll hear anything. Still in 2nd year of residency so they may be looking for someone quicker....then again if it took them 8 months to reach out to you....

I was going to ask a lot of those same questions. Working for Duke would be insanely cool....just not as a nail tech.
Click to expand...
You would be a nail tech. And non op.
 
I got that same email from the Duke recruiter to “talk further”. Aside from what was mentioned above the salary would be atrocious. A great percentage of their MD’s make like $200K-ish so imagine what you’d make. As for surgery it’s only FF it looks like. That said I’m sure it will be a ‘wonderful’ opportunity for someone.
 
OsteopathicFootDentist said:
That said I’m sure it will be a ‘wonderful’ opportunity for someone.
Click to expand...
It will be a wonderful opportunity for 99.999% of Pod associates making $100k base and 30% bonus with no benefits.

100% certain the Duke position will come with paid holidays, vacation days, health insurance, HSA, 401K and the good stuff.
 
Saw this gem on PM News:

ASSOCIATE POSITION - PHILADELPHIA SUBURB

35 year old practice that became part time is ripe to revert to full time with the right group or individual; located in fast growing Philadelphia suburb. Please send your info and level of interest to [email protected]

Reading between the lines, this dinosaur is looking for some poor young sucker to revitalize his old decrepit office and make 20% off the collections of someone else’s work while he sits around doing chip and clip four hours, three days a week.
 
Members don't see this ad :)
JewOnThis said:
Never seen or heard of any podiatrists getting “colleague” respect in any NON podiatry groups.
Click to expand...
That's not true

cc3b473716c1855ac484904b2cc9bb03.jpeg
 
JewOnThis said:
Never seen or heard of any podiatrists getting “colleague” respect in any NON podiatry groups.
Click to expand...
Nah, I have been in 2 MSGs. I am a normal doc. Honest. In my Ortho group, even though I am the foot/ankle specialist and they send me everything...it's still there. How much is a chip on my shoulder? I don't know. A few nights ago calc fx came in. Avulsion, 2 days old soft tissue already ischemic and getting worse Lady was 3 bills. Ortho 1 sent it to me and was like hey man fix that lady you got this. He totally agreed this needs to get fixed in the next 8 hours. Ortho 2 was already in OR doing nec fasc of the hand. Anesthesia was pushing back on me doing the case since they are lazy. Can this go tomorrow, it's going to be late....I asked dude on the OR to help me out and go talk to anesthesia. I get a text saying ok let's do this ASAP...but that's another story...anyways Ortho 2 gets done with his case and comes to me and says maybe you should think about sending this out. Don't be a hero etc....I understand he thought the IHS patient was poor candidate etc she was already late checking into hospital. I was like she doesn't smoke, not diabetic is going to stay with her mom and daughter who already have a wheel chair ramp. I can cut the piece out, fix it or pin it and come back later and fix. Worse case there is a wound and do some wound care **** on it. I have clearly thought this out. But just that doubt or question of sending it out puts me in a really uncomfortable and unfair position. I was planning on fixing via lateral approach with a hurricane strap since couldn't go posterior. Bend a Zimmer midfoot fusion plate and multiplayer stability. So I said well I will just pin it and decide what to do later, with transporting to another facility that is another 6 to 8 hours from now before in OR and further damage. She is still better off with me intervening now. So we get into OR, I can feel the bone poking through the skin....for a second I was like oh **** this a open fx.


Anyways. Decide to cut it out, only was to quickly decompress. It was only 1/5 of the calc. Looks much better the next day. The following day full thickness 4cm diameter pressure injury posterior Achilles. I don't know where this ends up. But nothing I can't handle. But that doubting me just rubs me the wrong way. I have been in rural medicine for 5 years. I know when to send out. I don't want need to be a hero. I know not having other people be able to provide wound care but me, no ID,.no vascular etc...

Anyways. The MSG and hospitalists in town treat me like a regular doctor. Seriously.

Also, anyone ever done Achilles repair FHL transfer from lateral approach....no way anesthesia will prone this lady.
 
tentoes said:
What do you guys think about this contract?
Click to expand...
Welcome, a lot of room for work and improvement...
If the office pays malpractice and hospital fees etc, it's not even a contract for a 1099 independent contractor... and it's probably not even legal.

The %s are way low for a 1099 contract in most areas, but again, it's not even a proper 1099 contract (contractor would pay malprac, licensing, CME, transport, hospital fees, own health insurance, etc... and usually get significantly higher % since they will pay their own payroll taxes).

Even assuming some VHCOL area where overheads are high and 35% is fair, then the DME and wound part is probably the worst part of the compensation model... it should obviously be total gross DME/wound/etc collections - or a much higher percent if employers are going to try to do the net collect % thing. That is a classic way to bamboozle some new grad with no other options (pay them not a fraction of the DME - but see if they don't notice it's only a fraction of their net DME). The OR surgery part is fine (70%) and probably the only part of what is listed that favors the employee/contractor, so I'd assume they currently do little or no surgery and need the associate/contractor to add that stuff... or that this is basically for nursing homes and there is so little surgery it barely matters anyway?.

The employer needs to review what an employee vs independent contractor is legally... and make the contract accordingly. If they don't grasp that and won't get an attorney to do it, then I would doubt they are worth working with or very biz savvy in general? If you are job seeker, keep looking. If you are the employer, it needs a lot of work.

1647643473686.png
 
Last edited:
Did anybody notice the post from a PP owner on here whining that we are too negative towards them? Thought it was funny that they decided to delete their post.
 
Reading PP Podiatry contracts is often very bizarre because they are essentially never standardized ie. its a one time weird contract often for an employer who has never had an employee before.

Anyway - basically everything I'm going to say has already been said by Feli.

-The fact that they are offering a base of $100K tells me this is meant to be a classic podiatry associate position ie. you will be in their office 4 days a week and maybe in the OR 1 day a week. That's not a independent contractor. That's an employee. Independent contractors work essentially when and where they choose for multiple places and employers etc.

-Independent contractors pay taxes differently. ie. they path "both halves" of social security and Medicare. When you are an employee the employer pays 1/2 and you pay 1/2. I've written about this elsewhere but an employee inappropriately classified as an IC and paid $100K base will actually pay something along the lines of $8-10 more in taxes that should have been been paid by the employer.

-Theoretically ICs are paid substantially more for their services because they pay for their own benefits. If your employer isn't paying for them then you will be paying for things like CME and malpractice. I assume "professional insurance" is malpractice, but I don't know. There are quite a few additional costs we could probably brainstorm that aren't listed above ie. dues to ABFAS etc that you are going to be paying. When you start adding some of these things up a lot of the money starts disappearing.

-As indicated above - 35-37% is too low for an IC. There are people out there with employee contracts in that range getting real benefits and better tax structure.

-I'm not perfectly sure how to interpret their write-off system though. We can argue this point but I probably only want to pay you a part of DME after its cost though you could argue the cost of the item was its overhead. But taking 2.5% out of it? That fee is on the owner. They already got to keep 65% of the money etc. They can pay the EHR/collection fee/whatever themself.

I think you are inappropriately being classified as an IC. I think in a more regulated NE state that's something that might violate a labor law. IC are not employees and can theoretically be instantly fired ie. hi we don't have any work for you today so don't bother showing up for work etc.
 
tentoes said:
What do you guys think about this contract?View attachment 351983
Click to expand...
This seems to only be a portion of the contract, so it’s hard to tell the entire context. But from what I can see, any health industry attorney worth this salt would **** all over this contract. I’d recommend paying one to read over this.
 
Jesus what an awful contract. On top of the 1099 issues highlighted above…you are getting a % of collections that can only be justified by owner covering your overhead, but then it’s a low % of collections LESS a whole bunch of overhead. So you’re paying a majority of your overhead (payroll taxes, supplies, inventory, billing fees) and then still only get a 35% cut LOL

They’re keeping 30% of your OR collections even though you are 1099 and that doesn’t cost the practice anything…

The owner is maybe (but probably not) paying for 1 new MA, maybe an increased fee for your account on the EHR, and malpractice. There are virtually no other increased expenses to them but they are going to keep 65% of every $ you bring in. Laughable. But remember, someone is going to take this job and none of the applicants will have the balls to tell the owner how ****ty this deal is. So it will continue…
 
An overly simple way to evaluate a private practice contract is this...

If you bring in 500k (pick a number) collections, how much do you get to keep? Then decide what you believe is fair. 30%? 40%?

I don't see a base salary for this contract since your IC. If that's true then your at most 140k. That's 28%. Even at 60% overhead ur boss keeps 12% you keep 28%. Again basic basic math. This is so embarrassing I wouldn't ever offer this to someone because of how it would reflect on me both reputation and future employees.
 
dtrack22 said:
But remember, someone is going to take this job and none of the applicants will have the balls to tell the owner how ****ty this deal is. So it will continue…
Click to expand...
This is correct. A beggar can't be a chooser. Just how the world works. If OP is a third year resident and has no other contract in hand then it is pointless trying to get a lawyer to fight it and also pointless to aggressively negotiate because guess what? The employer has a binder full of new grad resumes to pick from.

I always tell new grads that your first job is not your last job so don't sweat it too much. Only few land the $200k or more salary coming fresh out of residency. Everywhere on SDN we have seen first year associates leave their current job for a better opportunity. The worst thing for OP is to reject this offer and become jobless come graduation. A half bread is better than none.

We all know its a ****ty offer but then again for those telling him not to take the job, are you going to hire OP or offer him a better contract?
 
Is a 150k base plus a 30% of gross collections over 2x salary (300k) a good offer at a PP?
 
pod squad said:
Is a 150k base plus a 30% of gross collections over 2x salary (300k) a good offer at a PP?
Click to expand...
Honestly probably as good as it gets in PP...especially if standard benefits are included, like malpractice coverage, CME, (maybe health insurance?), etc. Just gotta specify exactly what counts as gross collections (DME? Cash based services? Product sales?)

If all of that counts, I would have made $320-$350K (plus benefits) before taxes last year on that contract. Not bad for PP Associate in Podiatry. Definitely better than my current situation...
 
Last edited:
pod squad said:
Is a 150k base plus a 30% of gross collections over 2x salary (300k) a good offer at a PP?
Click to expand...

As far as PP is concerned that’s a good offer but it honestly doesn’t make much sense. Or it’s backwards from a risk standpoint for the practice.

A collection threshold, in general, should be the point at which the practice has covered your overhead and salary/benefits. That overhead should include some sort of “profit” for the owners of the practice. It’s easiest to think of that as basically a management fee you (the associate) are being charged for not absorbing any of the financial risks or managerial duties of the owners. The new overhead to the practice is really the riskiest part of the deal for the group owners. That’s why any practice in any specialty wants to keep base compensation low. But that means they should be incentivizing production above and beyond collections needed to cover the costs of a new associate. So, regarding your contract…

With a base salary of $150k and a “bonus” threshold of $300k, your base salary is equivalent to receiving 50% of collections. Then, once you have outperformed this base salary and theoretically covered your cost to the practice, they are dropping your compensation to 30% of collections. This disincentivizes the new associate. Why work harder to make a smaller % of your collections? They are maximizing your compensation during the riskiest part of the contract and then maximizing their profits only after you’ve started to pay for yourself.

Most podiatry practices I’ve been a part of or am familiar with would be losing money paying you a $150k salary while you only bring in $300k in collections. If that isn’t the case, then why would you agree to 30% of collections after $300k when you are getting 50% of collections pre-$300k? It doesn’t seem smart on the practices part and I think long term it’s a recipe for the associate to be frustrated and undercompensated. Maybe the market is finally forcing some of these groups to put better base numbers on paper to attract new associates? But after $300k in collections this turns into a typical private practice podiatry contract.

All that being said, it’s not a bad contract for a new grad without a higher paying, “employed“ job opportunity. As a new grad you could do a lot worse than maximize your guaranteed compensation, collect cases for boards, all while looking for new jobs or opportunities to open your own practice. It still doesn’t make much sense from the podiatry practice’s standpoint, in my opinion, but who cares? That’s the practices problem, not the problem of the new associate who is unlikely to still be working their 4-5 years later.
 
That contract is a decent initial correct assuming it's 2 years max. I agree that it doesn't initially make sense for a practice to take risk and lose money on the initial 300k but that logic is everything that's wrong with PP podiatry. It's like these docs haven't been paying attention to the world around them and how investments have shifted.

Who cares if a practice takes a couple thousand dollar hit on a new hire. That's part of the business. It's not like the only thing gained by the practice is the extra cash at the end of the year. How much would you pay for less call, rounding, vacation time, flexibility and Clinic coverage?

Without going on a rant, that contract allows the practice to attract multiple good candidates and invest in someone who ideally will stick around and grow the practice instead of jump ship and be pissed all year as they barely make ends meet with that 100k base and 250k debt. But wait then they get a "bonus" of 1.7 cents on the dollar after they hit that 300k collections and get sweet sweet 35% rate which will certainly motivate them to work harder!

Having said that I'd negotiate 30% up to 35+ so that yes... If your actually good then your motivated to keep growing and stay. Can't argue that. They will always end up making money from you. Sure this year they break even or even clear a small profit. But next year when you don't quit and collections start climbing higher they would have added value to their business with more money in their pocket, intead of just couple thousand into their wallet. Any practice owner owner with half a brain knows that's where the real money is.
 
pod squad said:
Is a 150k base plus a 30% of gross collections over 2x salary (300k) a good offer at a PP?
Click to expand...
Good replies above... that's not bad in most areas (depends on COL and payer mix) if you have decent benefits, but you want the bonus done monthly or quarterly... annual is always tough to keep track of and you are going to lose a LOT whenever you leave.

As mentioned, try for something tiered like 30% 300-400k and 35% 400-600k and 40% over 600k is better (broken into monthly or quarterly).

Anything with % collections can always screw you if the billers don't do a good job, owner/manager hides collections, etc... this is a risk of this whether MSG or PP pod or Ortho or etc group, so you have to put a lot of weight on rep of the group/owner and talk to as many of their past and present associate DPMs as possible. I usually figure out my average per pt and just keep track of how many pts per day/week/month I see to have a loose pulse of where I should be at... versus what their reports come up with. Hospital jobs that do RVUs are easier to keep track of (since there's nothing done that won't count due to not collected), but they obviously have their own set of problems with burnout, call, staffing, politics, etc.
 
Last edited:
$150K up to $300K + 30% beats oodles of way more complicated tiers until the values get substantially higher.

-It beats 40% up to $400K by $20K. It beats 40% up to $500K by $10K.

-Never volunteer for 30%.

-Maybe overhead is different elsewhere but if you bring in $600K in collections as part of an efficient group you should be able to keep more than 40% of it on at least some of those dollars.

This is an EDIT: An obviously I don't think it makes sense, but I'm just saying it isn't without its charms if you could magically retroactively pick your pay tiers in a certain year.
 
Does anyone have any experience working for one of these 'super groups'? Such as Podiatry Growth Partners, Upperline Health etc. ?? Seeing a lot of job postings from these types of groups lately...
 
pod squad said:
Does anyone have any experience working for one of these 'super groups'? Such as Podiatry Growth Partners, Upperline Health etc. ?? Seeing a lot of job postings from these types of groups lately...
Click to expand...
I wonder that too. There does seem to be quite a few of those Empires growing lately--Village Podiatry, FASMA also on that list. Do these groups offer jobs that are better than the typical PP podiatry associate position??? Or are they still inferior to the MSG/Ortho group jobs? I would assume they have deeper pockets, so better job offers/benefits/possible track to own shares, etc. So like pod squad, I wonder if anyone can share some info on that.
 
I would bet my freshly sharpened double action nail nippers that the jobs from those superturd groups suck compared to MSG/hospital/ortho job offers.
 
619 said:
I agree but those supergroup jobs are better than solo PP jobs that offer zero benefits and below $100K base. Gotta love podiatry
Click to expand...
Maybe, but I bet you their non compete is so absurd that you will have to move to another state when you inevitably switch jobs.
 
619 said:
I agree but those supergroup jobs are better than solo PP jobs that offer zero benefits and below $100K base. Gotta love podiatry
Click to expand...
I also know little about these new supergroups. Maybe they are the future of entry level PP jobs.

They can cut costs on things like marketing, and answering telephones. They probably have all the typical equipment for generating revenue.....laser, ultrasound, PADnet etc.

If a podiatrist quits they can still easily cover all of the offices while waiting to hire another podiatrist.

Probably a better salary on average than solo PP.

There are often investors and the administrators at the top want their nice salary, so the upside potential is probably limited. Unless there is a serious shift in supply and demand, you are replaceable. Sounds like most jobs in many ways. The problem remains, the starting salary in PP is lower than what it should be based on the cost/length of training.
 
Pronation said:
Maybe, but I bet you their non compete is so absurd that you will have to move to another state when you inevitably switch jobs.
Click to expand...
Good point. Probably the maximum distance enforceable from all their locations in that region. You can almost guarantee they won't hesitate to hire an attorney either if you try violate it.
 
Had a interview

$85k, 1 week vacation
Possible % based on production after a year. Unspecified %.
Profesional dues are covered.
No 401k or retirement
Health insurance is offered.
No other benefits

Thoughts? Is this really what associate jobs are like?
 
Last edited:
newpodgrad said:
Had a interview

$85k, 1 week vacation
Possible % based on production after a year. Unspecified %.
Profesional dues are covered.
No 401k or retirement
Health insurance is offered.
No other benefits

Thoughts? Is this really what associate jobs are like?
Click to expand...
I want to ask where the location is but regardless of the location, $85k base for a doctor (cough cough surgeon) in 2022 is despicable. Even in a rural town in the middle of nowhere Alabama, no one should be offering $85k base because your student loan payments is not adjusted based on where you work and live.

To also add, I am sure the health insurance they are offering is the absolute worst kind. The type of insurance with a $10k deductible that does not cover anything and you also have a high monthly premium.
 
newpodgrad said:
Had a interview

$85k, 1 week vacation
Possible % based on production after a year. Unspecified %.
Profesional dues are covered.
No 401k or retirement
Health insurance is offered.
No other benefits

Thoughts? Is this really what associate jobs are like?
Click to expand...
1 week vacation!!?? Lol

85k... may as well just got an RN degree. What a joke.
 
newpodgrad said:
Had a interview

$85k, 1 week vacation
Possible % based on production after a year. Unspecified %.
Profesional dues are covered.
No 401k or retirement
Health insurance is offered.
No other benefits

Thoughts? Is this really what associate jobs are like?
Click to expand...
If I personally knew this jabroni, I would crop dust every elevator I was in with him.
 
I’ve reviewed a few job offer contracts for friends recently and they are atrocious. Not only is the pay ridiculous but their verbal promises are even worse. Most of them would tell my friends about how they will have no problem netting $300k+ after one year and go on to tell them how precious associates also achieved the same salary before they left. Ya…..I wonder why those prior associates left.
 
I'm mostly of the opinion that when the offer starts that low you are unlikely to negotiate something better. There's oodles of people who want to offer you a contract like the above. In general a lot of old and new pods think that is all you are worth and also that you will need a fat buy in to stay etc. If that's all you've got left - well, that sucks, Otherwise, if you are a second year starting the hunt the trick is to get that offer via phone/email. If you have to take 2 plane flights to be offered that you need to work on how you solicit information from people.

A few years ago this guy from Waco put a job up on like APMA. Told me they were going to phone interview 20 people and then they wanted 10 people to fly down to Waco for in person interviews. I was already a little sketchy at this point because rape/murder are basically legal at Baylor. Did the phone interview and they told me I'd be at the hospital all the time fixing trauma and that they'd pay for me to take some sort of TAR course. Ugh. Sounds like some sort of imaginary hell. Asked for salary/% and they told me they'd spoken to other doctors and it would be in line with local pay. So I thanked them for their interest and kept looking. I will not fly to Dallas, then to Austin, and then drive to David Koresh City to find out the pay is $85K. Small other thing. Small town dbags often believe that because cost of living is lower in small towns therefore pay should be lower. Everyone else in medicine knows this is not the case.
 
You must log in or register to reply here.

Similar threads

M
Finding a non operative podiatry job
Replies
9
Views
952
MicroPod
M
M
  • Poll Poll
First job: what was your take home pay?
2
Replies
60
Views
6K
mandrew
M
S
Thinking of leaving my job
Replies
6
Views
2K
Feli
Feli
P
Question about nursing home job offer
2
Replies
66
Views
7K
ExperiencedDPM
ExperiencedDPM
P
Is this a good Offer?
2 3
Replies
128
Views
11K
msion
msion
Top