PP group hiring in Minneapolis

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Toothpickwars

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Private practice group of 20 hiring in Minneapolis, MN.

>85th percentile MGMA nationally. 650k-800k range, 12w vacation for partners.

2 year partner track is shortest time and highest pay in the area (first year is 380k, 8w vacation, second is ~500k with 80% of partner profit sharing, 10w vacation).

Every recent associate has become partner.

Average about 42 hours a week.

Guaranteed pre/post call day.

Medical direction only.

True general practice including busy OB, cardiac, trauma, neuro, healthy peds, regional.

33 calls a year works out to about 3 a month average at busy OB hospital (4-5000 deliveries a year) and a Level 1 trauma center.

Need to be comfortable with TEE for bread and butter CABGs, valves, and emergent dissections. Good surgeons with cards reading complex echos intraop.

Residents and new grads considered. Considering locums as well to fill temporary staffing issues from Jan-June 2025. Contact email at gaswork.
Members don't see this ad.
 
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Members don't see this ad :)
Unless you are in a prime city for new grads, you can’t have a financial track. Sure you can make an associate cast a vote after 2 years once shareholders agree and papers are signed, but there really isn’t a reason to eat off their plate besides greed after about 6 months of picking up their costs.
 
I have to agree with all the posters here - this job market is really really good. If you are flexible on location you can get whatever you are looking for. I wouldn’t think that Minneapolis is that desirable but maybe I’m wrong 🤷‍♀
 
NicholasPavona said:
I stopped reading (as anyone with half a brain should) when I saw "2 year partnership track." In this job market?! Good luck filling that position.
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Except USAP is still insisting on that in lots of Markets. 3 years in most places. Lol
 
makemoney2024 said:
Except USAP is still insisting on that in lots of Markets. 3 years in most places. Lol
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Totally agree it’s too long in this market- Vegas and Denver 2 years, Indiana 1 I think, dallas 3, San Antonio is 2 I think.
I spoke to a real pp group the other day with a two year buy in at a way reduced salary…. Idts - Buy in to what? The hospital contract? Shareholder status? Ask the guys in Nashville phymed what the value of being a share holder is - lol - toilet paper is more valuable then their shares were. There is zero stability in hospital contracts -admins are crazy - there no need for buy ins anymore - it’s dumb. Maybe a little less income as a new grad… less before BC… okay that makes some sense as you’re an unknown and new grad readiness is variable.
 
Here’s a perspective for a major city. 400k for 4 home calls per month. Called in 10-15% after 630pm. No trauma. Quiet OB. All regular cases done by then. Post call always off. 8 weeks off. Working only 4 days a week if no call; 3 if there is 1 call. Healthcare 100% covered. Match is crap like most places except a PPG giving the fed max 60s.
 
Members don't see this ad :)
amyl said:
I have to agree with all the posters here - this job market is really really good. If you are flexible on location you can get whatever you are looking for. I wouldn’t think that Minneapolis is that desirable but maybe I’m wrong 🤷‍♀
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Looking through the group roster on the website linked in the Gaswork listing, almost everybody in the group already has ties to the area through med school or residency. Seems like a good solid job for someone who wants stay in the area and work hard. Partner pay seems commensurate with the nature of work (trauma, cardiac, heavy OB). But recruiting would be much easier without the track.

Physicians - Anesthesiology, PA

apa-anesthesia.com apa-anesthesia.com
 
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nimbus said:
Looking through the group roster on the website linked in the Gaswork listing, almost everybody in the group already has ties to the area through med school or residency.
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I feel like this is what a lot of admins don't understand. Hiring people is like mining for gold. The first group of people are easy to find - they're the random gold nuggets that would be found on the ground by the people of yore. These are people who are so determined to live in this area that you could probably give them a 50% paycut and they would still be on board.

If you want to go beyond that, you have to offer better compensation - just like if you want to find more gold, you have to start mining underground.
 
NightyNight said:
Unless you are in a prime city for new grads, you can’t have a financial track. Sure you can make an associate cast a vote after 2 years once shareholders agree and papers are signed, but there really isn’t a reason to eat off their plate besides greed after about 6 months of picking up their costs.
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This never made sense to me because eating half the food off a new hire’s plate only adds a tiny morsel to each partners’ plates.

For example, if a new hire generates 700k but only gets to keep 380k, it turns good starting pay into bad starting pay for the new hire. (Big impact-most new grads and other prospective hires will immediately be turned off by that) So the partners get to keep the remaining 320k. But if you split the 320k between 20 partners, that’s only an additional $16k per partner. It’s an amount that has no impact on the lifestyle or financial well being of any anesthesiologist.

Is that worth it? Is it good for the group? If the group can’t fill the position because of the buy in, they’ll probably pay more than that for locums. Why not just give the $$ to the new permanent hire and build goodwill. I think that’s the question groups with financial partnership tracks need to ask themselves. Without the buyin, this group could likely have recruited one or more of the best residents or a fellow from the local program but here we are in August.
 
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The buy-in is definitely problematic, and this isn't Minneapolis, it's like a 5th-ring suburb. And in this day and age, "comfortable with TEE" pretty much means a cardiac fellowship. Still, for 40 hrs a week, 800K will have you living like a king/queen in this part of the world. I'm from Minneapolis and my mother actually lives very near this hospital; don't show her the ad or she'll want me to move home.
 
cchoukal said:
The buy-in is definitely problematic, and this isn't Minneapolis, it's like a 5th-ring suburb. And in this day and age, "comfortable with TEE" pretty much means a cardiac fellowship. Still, for 40 hrs a week, 800K will have you living like a king/queen in this part of the world. I'm from Minneapolis and my mother actually lives very near this hospital; don't show her the ad or she'll want me to move home.
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But at this point in your career, would you even consider entering a partnership track starting at $380k?

Neither would anybody else.
 
nimbus said:
Nahhh. We make the new grads do all the same sh***y cases that the rest of us do for the same sh***y pay 😉
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A new hire may not generate as many units or take as much call in their first couple of months as they orient. They also may not be doing administrative/non-clinical work that partners perform. So a commensurate and relatively small decrement in pay would not necessarily be unfair, and the decrement certainly also would be an order of magnitude less than the job being advertised here.
 
Guillemot said:
A new hire may not generate as many units or take as much call in their first couple of months as they orient. They also may not be doing administrative/non-clinical work that partners perform. So a commensurate and relatively small decrement in pay would not necessarily be unfair, and the decrement certainly also would be an order of magnitude less than the job being advertised here.
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We’re paid solely on unit production+call and coverage stipends. Many of our new hires generate more units and more stipends and earn more than long timers. They’re younger, hungrier, have loans and want to buy a house. We also pay for non clinical work and to attend meetings.
 
Guillemot said:
A new hire may not generate as many units or take as much call in their first couple of months as they orient. They also may not be doing administrative/non-clinical work that partners perform. So a commensurate and relatively small decrement in pay would not necessarily be unfair, and the decrement certainly also would be an order of magnitude less than the job being advertised here.
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Maybe - but give them a couple of rooms the first week then let them go. Admin and nonclinical work are often done during normal business hours and others are shouldering the load while someone goes to a stupid meeting.
 
nimbus said:
But at this point in your career, would you even consider entering a partnership track starting at $380k?

Neither would anybody else.
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this is a wild post.
380k is a joke..
a locums rate of $400x 42 hours x 44 weeks is $740k. with no nights/weekends/call.
Lets even take a $300/hr rate = $550k.
Location also isnt a great lure for most people.
 
Minneapolis was paying VA (like the federal govt!) $450-hr locums!!

So if the VA is willing to shell out that type of money. Salaries have got to be even higher for new grads there to start at 500k a min.

Depends how bad you want to be there. Some people do have family ties. It’s actually nice there in summer time.
 
As always been, these partner tracks are meant to inspire sunk costs in people and prevent turnover.

Obviously the “buy in” is worthless and doesn’t buy you anything except a later retirement, but it does create a sense of personal investment and feeling stupid if you do get tired of it and leave.

It’s also a great way to prevent people from leaving if the entire practice goes up in flames. If you’ve got a bunch of people who wasted 500k+ of early career earnings then they’re not gonna admit that mistake easily. Even if it means their life is terrible forever forward.

Sunk cost and cognitive dissonance are a heck of a thing. It also recruits people who would only live in Minneapolis because they’re forced to. You don’t want outsiders moving there from elsewhere because they’ll bounce as soon as the wind chill hits -35 degrees. Turnover is bad for a practice and people will definitely work for a bit to build a nest egg then move somewhere nicer. Less likely if you wasted 500k already up front
 
PainInTheAnes said:
As always been, these partner tracks are meant to inspire sunk costs in people and prevent turnover.

Obviously the “buy in” is worthless and doesn’t buy you anything except a later retirement, but it does create a sense of personal investment and feeling stupid if you do get tired of it and leave.

It’s also a great way to prevent people from leaving if the entire practice goes up in flames. If you’ve got a bunch of people who wasted 500k+ of early career earnings then they’re not gonna admit that mistake easily. Even if it means their life is terrible forever forward.

Sunk cost and cognitive dissonance are a heck of a thing. It also recruits people who would only live in Minneapolis because they’re forced to. You don’t want outsiders moving there from elsewhere because they’ll bounce as soon as the wind chill hits -35 degrees. Turnover is bad for a practice and people will definitely work for a bit to build a nest egg then move somewhere nicer. Less likely if you wasted 500k already up front
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If it were All MD practice I would say it’s less risk (not zero risk) to partnership track (like my sister all MD private practice model) but they are getting hammered and I wouldn’t recommend even at a very fair all MD practice with earning potential up to 1.4 million (work as much as you want) you will be working 90 hours a week for 1.4 million and 3 out of 4 weekends and post call days working.

But a heavy 1:4 crna medical direction model these days means rising crnas cost can eat into profits of private groups.

I know i sound like a debbie downer. But these are the reality of the today’s market.

Almost every previous very hospital based 24/7 coverage private practice (that I know of) is dependent on hospitals subsidy.
 
Buy-ins/partner tracks are a thing of the past.
Predatory thought process.
Only thing new grads should be paying for is overhead like the rest of us.
A few days of supervision at each facility and ongoing mentorship is all you need.
Let them flourish from day one.
 
If I’m not mistaken, Minnesota passed a state law in 2023 banning non compete agreements. As far as I’m aware, the majority of private practice groups in the Twin Cities area are set up as partnership tracks. I suspect these arrangements exist as an alternative to non competes to prevent/discourage from jumping ship to other groups. Kinda makes me wonder what would’ve happened if the federal non compete ban was upheld. Perhaps we would’ve seen a national proliferation of similar partnership track setups at more pp groups.
 
Brules_Rules said:
If I’m not mistaken, Minnesota passed a state law in 2023 banning non compete agreements. As far as I’m aware, the majority of private practice groups in the Twin Cities area are set up as partnership tracks. I suspect these arrangements exist as an alternative to non competes to prevent/discourage from jumping ship to other groups. Kinda makes me wonder what would’ve happened if the federal non compete ban was upheld. Perhaps we would’ve seen a national proliferation of similar partnership track setups at more pp groups.
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A major employer in my area has done away with noncompetes for anesthesiologists. We have not seen anything change as a result. The market demands better from W2 contracts. I think noncompetes and buy-ins are HUGE limiters to recruitment as it currently stands.
 
Just watching the flames from over here. Unfortunately, this is what the minneapolis market bears and it's tough to convince senior partners who did a 3 year partner track to change. I'm a younger member of the group and advocating for improving the track to the current market but this is what it is for now. We're only advertising due to multiple impending retirements. We have locums cover maybe 2% of our shifts currently? They're all prior partners who have decided to step back in their careers and be part time.

There's a couple employed jobs in the 500k range and a 400k academic job and the rest are 3 year partner tracks. We're one of two 2 year track jobs. Lots of private practices in the area, tough to get into a stable one. Jobs are very regional and this is the norm for the region.
 
Toothpickwars said:
Just watching the flames from over here. Unfortunately, this is what the minneapolis market bears and it's tough to convince senior partners who did a 3 year partner track to change. I'm a younger member of the group and advocating for improving the track to the current market but this is what it is for now. We're only advertising due to multiple impending retirements. We have locums cover maybe 2% of our shifts currently? They're all prior partners who have decided to step back in their careers and be part time.

There's a couple employed jobs in the 500k range and a 400k academic job and the rest are 3 year partner tracks. We're one of two 2 year track jobs. Lots of private practices in the area, tough to get into a stable one. Jobs are very regional and this is the norm for the region.
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Have you been able to hire?

If you are advertising here, probably has been difficult. Your partners need to adjust to the market.

My guess is you are below the norm and those jobs you list are likely considerably easier.
 
Recently finished a 2-year partnership track.

The new hires are getting $150k more in starting salary, $25k more in signing bonus, and 2 more weeks of vacation, than when I joined.

Do I feel hosed? Yes.
But is it neccessary to recruit? Yes.

Just raise your starting pay to $480k and you’ll fill up fast.
 
I'm local, and can attest to this being the lightest partner track in the area. My call shifts are probably easier, but I suffered a very low 3yr pre-partner salary for the pleasure of living in the frozen, congested, highest tax state around... If you NEED to live in MSP, this is about as good as it gets.

On the up-side, the jobs are very good in MSP once you are partner. Lots of care-team, but all medical direction and I still get to do my own cases ~30-50% of the time at the ASC.
 
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ethernet said:
I'm local, and can attest to this being the lightest partner track in the area. My call shifts are probably easier, but I suffered a very low 3yr pre-partner salary for the pleasure of living in the frozen, congested, highest tax state around... If you NEED to live in MSP, this is about as good as it gets.

On the up-side, the jobs are very good in MSP once you are partner. Lots of supervision. but all medical direction and I still get to do my own cases ~30-50% of the time at the ASC.
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How low is “very low”?
 
ethernet said:
I'm local, and can attest to this being the lightest partner track in the area. My call shifts are probably easier, but I suffered a very low 3yr pre-partner salary for the pleasure of living in the frozen, congested, highest tax state around... If you NEED to live in MSP, this is about as good as it gets.

On the up-side, the jobs are very good in MSP once you are partner. Lots of supervision. but all medical direction and I still get to do my own cases ~30-50% of the time at the ASC.
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It’s true the partner jobs in Minneapolis can be great. In medical school, I rotated with one of the private groups whose partners were pulling 600k back in the early aughts. Granted, it was all 4:1 all day and they were busy. That’s huge bank in a town where, at the time, you could live in a 4000 sq ft historic home within a block of the urban lakes for 500k, to say nothing of what could be had within 30 minutes’ drive. Good public school, amazing culture, given its location, solid airport… if you can hack the weather and the subtly repressed emotionality of the natives, it’s a gem.
 
the new guys make about half what the partners do when they likely have more of the work… this MO doesn’t work anymore… there’s truly nothing to buy into…. The contract is good for what a year, two? Most have a 6 month or less out clause - remember that one time you wouldn’t do that lap chole at 0300 when one of their surgeons wanted to????there’s no stability in hospital contracts these days. Some of The guys at my hospital have been there their whole careers - 20 plus years - does that mean anything to the administration. NO.
 
You are giving up around 500k in income over 2 years for partnership track in my estimate

If that’s the option you want to take. And have a real reason to be in Minnesota. Than it’s as good as it gets

Minnesota is a different market than other places. Not a lot of AMC penetration.

But my calculations point to a 5 year break even in terms of 2 years money being given up vs taking any w2 job in this current environment for 550-600k

If practice last more than 5 years. You will come out ahead as a new partnership track person
 
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