Is Your Practice Recruiting?  Here are some great insights that will help you to be successful in signing an Ophthalmologist.

Attracting skilled ophthalmologists and sub-specialists is crucial for the success of expanding ophthalmology practices. With an ever-growing demand for their expertise, and a national shortage, the challenge of recruitment is quite significant. Particularly when you consider that the number of graduating ophthalmologists in the U.S. has remained consistent since 1990, while retiring doctors outpace those that are entering the workforce. Compounding this even further, the aging population over 65 continues to rise. In today's highly competitive hiring environment, it’s essential to put forth your best efforts to attract top-tier ophthalmologists and fellows to your organization.Having spent over 16 years in ophthalmology recruitment, I can say that nearly all ophthalmologists are in search of job and partnership opportunities that provide the following:

1. A Great Culture

Your organization's culture will play a critical role in attracting and retaining new ophthalmologists, who often seek practices that emphasize transparency, collaboration, collegiality, and cooperation. A strong culture should also include ethical business practices, community involvement, and a collective ethos that reflects the leadership's values. Essentially, your organization's culture is the DNA that encompasses the personality and values of your team.

2. Competitive Compensation

Ophthalmologists seeking jobs or partnership positions seek three things: competitive pay, achievable incentives, and a comprehensive benefits package. Given the scarcity of ophthalmologists, it's crucial for your practice to offer a compelling compensation package. While company culture holds great significance, an attractive base salary, realistic bonuses, and enticing benefits are necessary to attract top talent.

3. Patient-Centric Philosophy of Care

Every practice tells every potential new hire that they have the patient’s best interests in mind. But candidates hear this a lot, so if you want to differentiate yourself from the pack, it’s best to tell actual stories of what your practice has done and does to cultivate a team who genuinely care about the best outcomes for its patients. 

4. A High-Tech Workplace

Practices that utilize the use of technology, such as state-of-the-art equipment, advanced software, and cutting-edge instrumentation, have a competitive edge in attracting potential candidates. The reason behind this preference is that high-tech usually corresponds to a more efficient and productive work environment. Early adopter practices are especially sought after as doctors seek job opportunities.

5. Efficiency

Ophthalmologists prefer an efficient and productive practice. Practices that run smoothly and seamlessly provide a higher level of job satisfaction for ophthalmologists and ensure that patients are seen promptly, reducing waiting times and minimizing surgeon frustration. Having a well-oiled machine should be a big priority for any practice looking to attract top talent in this field.

6. Autonomy

Most ophthalmologists in search of employment seek autonomy. This is especially true of experienced doctors. Many surgeons who approach me for job counseling or to find new opportunities believe their current position is relegating their role to that of a mere "widgets" operator, disregarding their valuable input and expertise in patient care. Doctors strive to provide the best possible results for their patients and ensure an exceptional experience and they want to be valued and respected.

7. Mentoring

Young ophthalmologists get great training and enjoy their academic experience, so it’s no surprise that they highly value the guidance and support of a seasoned professional. Effective mentoring doesn't have to be complicated - it can simply involve spending quality time with the new hire and helping them reach their full potential. Whether formal or informal, a strong mentoring program can make all the difference in fostering success for both the new hire and the organization.

8. Work/Life Balance

Most ophthalmologists seeking employment prioritize work/life balance. For these doctors, getting a position with a flexible schedule and avoiding burnout is key to leading a fulfilling life outside of work. Practices should consider offering a 4-day work week or an extra day off every so often.

9. Partnership

The majority of ophthalmologists that I talk with are looking for positions that offer partnership as an option. Many of these surgeons are open to employment, but would love to see a partnership track as optional. Despite sources that say today’s generation of doctors want to complete their duties and head home, I talk with many ophthalmologists who are looking for partnership positions. It’s clear that a significant number of job seeking M.D.s and D.O.s still desire a say in the business side of the practice and a voice in the decision-making process. They also want the rewards that come with investing financially in the practice.

10. Well-trained staff

Unfortunately, many practices struggle to find qualified techs and scribes due to a tight labor market. Keeping these crucial team members happy can also prove challenging. Turnover can significantly hamper efficiency and productivity. However, practices with in-house training programs for techs and scribes have a clear advantage in attracting doctors.

11. Good leadership

Great leadership involves having a clear vision for the organization's future and communicating it effectively to your prospective new hire doctor. People want to feel like they are contributing to something bigger than themselves. Being a vital part of a successful future is inspiring. Providing your employees with a sense of direction and purpose can lead to greater job fulfillment and a stronger sense of partnership, whether formal or informal.

12. A Well-Run O.R. or ASC

All ophthalmologists prize a productive, efficient, and well-staffed surgery center or hospital O.R. Their passion for surgical ophthalmology means that surgery day is often their favorite part of the work week. Chaos or disorganization within the OR or ASC detracts from their satisfaction and overall enjoyment.

13. Low to no turnover

Most ophthalmologists seeking employment want to see low to no turnover rates, as it pertains to doctor staff, in the organization. If your practice boasts a low turnover rate and doctors who have worked at your practice previously are willing to vouch for your practice and be a reference to potential candidates, it can help you to sign a new hire ophthalmologist.

14. Fulfillment and purpose

Ophthalmologists seeking employment want intellectually stimulating work that offers meaning and a sense of purpose. Beyond their day-to-day duties, the vision and involvement of leadership and physicians alike contribute to this fulfillment. Additional meaningful factors include providing a day of free care to local communities, participating in missions abroad, and sponsoring community events. Physicians want to know that their work is more than a paycheck.

These are the primary components that ophthalmologists look for in an outstanding job or partnership opportunity.

For inquiries on this topic, contact Drew Caldwell of OjO, Ophthalmology jobs Online, at This email address is being protected from spambots. You need JavaScript enabled to view it.

Please Note: When considering career opportunities, 80 – 90% of eye surgeons prioritize location above all other factors. While your practice can't change its location, you can control the other important aspects mentioned in this blog post.

OjO, Ophthalmology jobs Online, recruits optometrists and ophthalmologists for job and partnership positions with practices nationwide. Optometrists and Ophthalmologists who are looking for great job opportunities, reach out to us today for 1 on 1 career coaching and help finding the ideal match. Our service is free for job-seeking Ophthalmologists, Optometrists, and CEO/Practice Managers.

So- You're interviewing an Ophthalmologist for your practice opportunity and your candidate asks, "What makes this practice unique?", or an even tougher, more relevant question "I am considering three positions, why should I go to work for your practice?" Do You Have An Answer?

Surprisingly, most ophthalmology practices don’t know all of the unique features and benefits of their employment or partnership position. We can help you identify your true selling points; the selling points that are meaningful to physicians. We talk with and listen to doctor candidates about jobs each day and each day we learn a little bit more about the mindset of a job-seeking eye surgeon and what they want to see in an opportunity.  Our conversations with job-seeking ophthalmologists gives us unique insights that we can use to help educate our clients so they can sign great MD/DO talent. Matching your distinctive selling points with what doctors are looking for in a great role will help you move forward in the vetting process and hire a great, long-term match.

Posting your Ophthalmology job on the American Academy of Ophthalmology's website is great- But, what if you need more help finding and hiring a talented eye surgeon for your partnership or employment opportunity?

OjO Helps you HIRE Anterior Segment Surgeons, Cornea Surgeon, Oculoplastic Surgeons, Pediatric Ophthalmologists, Glaucoma Surgeons and More!

What's the BEST Way to Hire an Ophthalmologist?

Work with an Experienced, Knowledgeable Physician Recruiter.

OjO is directed by an Ophthalmologist with a successful large group practice and we’re led by a talented, personable physician recruiter who has worked in the eye world for 16 years.  Our unique perspective and experience enables your team to hire the best eye surgeon for your group or solo practice opportunity.

Need Help Recruiting and Hiring a Great Ophthalmologist for Your Practice Opportunity? 

Private equity is hiring, hospitals are hiring, universities are hiring, and of course, private practices all over the nation are hiring.  It’s a jungle out there!  Today’s hiring landscape is more competitive than ever, so how does your practice identify and hire the ophthalmologist or sub-specialist you need?

You've scheduled an interview with an Ophthalmologist candidate for your job opportunity.  What next?  What are some of the best questions you can ask your eye surgeon candidate to find out if he or she is a good MD fit for your practice?

If You've Had a Bad Experience with Physician Recruiters, Then You'll Want to Talk with OjO.  We believe you'll find our approach to eye recruitment of MDs and ODs to be a breath of fresh air.

Ok- So you're cynical of recruiters.  Let's start there.  You've tried high priced physician recruitment agencies, paid a lot of money and they didn't work for you- so what's different now...What's different about this company called, "OjO"?  What kind of name is that anyway---OjO...O.j.O."

The 1st thing that we'll admit is that recruiters, in general, don't have sterling reputations.  We know that- We hear a lot of the horror stores.  We ARE different.  Let us prove it to you.  Let us prove that  not all recruiters are the same.  It is possible to develop a strong bond with an experienced, talented doctor recruiter. Character and integrity and professionalism are deeply- deeply important to us.  We want the opportunity to talk with you.  We believe that when you talk with us you'll be impressed and actually a little excited to start work with us--- But we also believe you'll be heartened by the fact that we really- genuinely care about making great doctor / practice matches.  We are exceptionally hardworking and paintstaking in the comprehensive nature of our recruitment strategy.  We know that one size fits all MD recruitment DOES NOT work- each and every practice is different--- but so are we.  Give us a chance- Open up to the possibility that your experience with OjO could be a breath of fresh air.

We know that being great Ophthalmology and Optometry recruiters takes a tremendous amount of time, an expansive schedule, an exceptional work ethic, excellent people skills, honesty and a genuine desire to help people-- to be a useful, helpful resource.  This is what we do.  As hard as it might be to imagine, We're Obssessed with Recruitment.  We will develop a sensible recruitment strategy that will fit within your budget and hiring parameters. 

We have a strong network of trust-based eye doctor relationships nationwide- this is the backbone of our organization.  And, we use all the latest tech tools, physician job boards, and social networking channels tech tools in order to help you find the right ophthalmologist or optometrist for your job or practice partnership position.

RECRUITING IS ALL ABOUT RELATIONSHIPS.  We're connected, motivated and experienced and we'd love to help your practice hire a great optometrist or ophthalmologist.

Need to Recruit an Ophthalmologist or Optometrists for your practice?  We want to help.

OjO, Ophthalmology Jobs Online can help you with your optometry and ophthalmology recruitment needs.  We’re relational, we’re well connected and we’re experienced.  We’ve worked in the eye world for 15 years, successfully connecting practices with high quality, relational eye surgeons and eye doctors.  

Recruiting is all about developing and cultivating meaningful client and candidate relationships.  We’re gifted in long-term partnerships and you’ll love our 1 on 1 advice and our full-service recruitment help.  Call or email us.  Let’s talk about your unique situation and hiring needs today. 

For more information on recruiting an opththalmologist or optometrist for your practice, read our blog article "The Best Way To Recruit An Ophthalmologist Or Subspecialist For Your Practice. | Tips And Insights On Hiring Ophthalmologists From An Ophthalmology Recruiter's Perspective." https://ojonline.net/blog-2/item/178-the-best-way-to-recruit-an-ophthalmologist-or-subspecialist-for-your-practice-tips-and-insights-on-hiring-ophthalmologists-from-an-ophthalmology-recruiter-s-perspective.html

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You’re an Optometry Practice owner or administrator and you want to know the best way to recruit Optometrists to your organization.  Here are several great tips to help you hire an Optometrist for your job opportunity.  

Your goal is to attract the best, brightest, most personable Optometrist for your job opportunity.  How do you Find and Hire the Best O.D. for Your Practice?

Well, your Optometrist Recruitment Efforts will start with a job post or listing.

Here are some of the talking points you as a potential OD employer will need to speak to in your O.D. job posting.  Addressing common job-seeking O.D. questions will give you a better chance of hiring a great Optometrist for your practice or organization.

Help Job-Seeking Optometrists know that YOU’RE UNIQUE.

In a crowded marketplace of OD employment options, you want your opportunity to speak for itself.  In other words, help an OD jobseeker to see why they should work for you and not your competition.  What makes you unique?  Why should a new minted O.D. or experienced Doctor of Optometry work for you?

Help O.D. Candidates know YOU’RE ETHICAL and FAIR.

You might write about the way you treat staff and patients and that these relationships are paramount to your practice.  You might say, “We don’t push unneeded items or exams and we don’t rush patients through like cattle.” While it’s true that you need to make a profit to breathe and grow, you’ll want to communicate to your audience that you’re about a lot more than just profit.  Write an ad that highlights your organization's desire to make a meaningful impact in your community and tell Optometrist job seekers that “We’d love for you to help us continue to make a positive, lasting impact on our community.

Let your Optometry Candidates know that YOU’RE STABLE AND OD’S HAVE JOB SECURITY WITH YOU AND You’ve Got the Culture O.D.’s are Looking for.

You might share something like: “We’re not going anywhere and we don’t want you to either.”, or “Having continuity of care is vital to our reputation as the region’s preferred Optometry provider.  We’ve been serving our community for 20 years and we have very low doctor turnover, thanks in large part to excellent leadership, exceptional teams and our collegial, cooperative work culture.

Tell O.D. job-seekers that as a new hire, their voice matters.  Help them to understand that YOUR ORGANIZATION WELCOMES FRESH, INNOVATIVE IDEAS!

You might write: “We have a fantastic recipe for providing exceptional patient care and for giving our providers the staff and tech tools they need to succeed, but we are always interested in perfecting our recipe and that means we will welcome your voice and opinion.  We are always eager to embrace ideas and changes that make sense for our patients and our work place.

We want you to excel and we’re willing to invest in you.

Working hard, and providing for an exceptional patient experience is a reward in itself, AND you’ll love our salary and productivity bonus structure too---and wait till we talk with you about the benefits and perks we offer!  If you have an in-house mentor here’s a great place to talk about that. And, now is the time to say more about incentivizing professional growth through CME reimbursements and through added PTO for online learning courses too!

Finally, include a statement about Work/Life Balance at your organization.

Your organization wants healthy, happy, productive employees who are at the top of their game, so addressing Work Life Balance at your organization is a Must.  Do you offer a flexible schedule or ways for your Optometrists to recharge and build healthy relationships in-house such as through a close Mentor/Mentee relationship, which is a little like professional therapy.  Work Life Balance helps to eliminate stress and burnout. 

These are a few of OjO’s tips for writing a successful O.D. Job Post and Recruiting the Best Optometrist You Can FIND!

If you’d like help recruiting or marketing your optometrist job opportunity, get in touch with OjO.  We’d love to help you find and recruit an ideal OD match for your opportunity!

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Average pay for Eye Surgeons in the U.S.  What does an Ophthalmologist earn?  Practices who are motivated to make a great, fair market salary offer to attract quality ophthalmologists want to know this information.  Here is a brief survey of 13 public websites that give salary information regarding ophthalmologist's compensation and pay. 

If your eye care practice is looking to hire a C.E.O., Director, Administrator or Practice Manager please get in touch with OjO, Ophthalmology jobs Online.

We would love to help you find and hire a talented Executive for your team.

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If you’re not getting the number of ophthalmology candidate’s you’re looking for, or if you’d like an additional way to find the very best surgeon available for your opportunity, I would be glad to talk with you to learn more about your recruitment dilemma and to develop a strategy that might work best for you.

We are an experienced physician recruitment agency that works exclusively with ophthalmologists and optometrists as well as fellowship trained eye doctors (Cornea, Glaucoma, Oculoplastics, Vitreoretina, Pediatrics).

Physician Recruiting...It's all about people.  It's all about relationships! 

The American Academy of Ophthalmology Job Center / Practice Opportunities job board is a wonderful place to list your employment or partnership opportunity.  However, even the most popular ophthalmology job boards have their limitations. 

According to an article published in March of 2017, by the AAMC, Association of American Medical Colleges the continued shortage of physicians in the U.S. could be highest between 2025 and 2030. What does this mean for practices who need to hire an ophthalmologist?

Are you an Optometrist looking for jobs that will help you pay down student debt?  Here's an Optometry job in Georgia offering $110k for Loan Repayment!

Looking for work/life balance as well as diversity of patient population? Albany Area Primary Health Care(AAPHC) has it all for our physicians and providers.  This position is located in beautiful Albany, GA seeing patients at both our school-based health center as well as our primary care medical center. This is a M-F, 8am-5pm position with no weekends or call. Our mission is quality healthcare for everyone. 

 Benefits for Our Physicians & Providers

• $110k Loan Repayment
• No Holidays, No Weekends
• No Call
• Outpatient only
• Health, Vision and Dental Insurance
• Short and Long Term Disability
• Paid Holidays/Vacation, Sick and CME Time
• CME Allowance
• Relocation Allowance
• Tax Deferred Annuity Plan
• Malpractice Insurance at No Cost (FTCA)

About Albany Area Primary Health Care (AAPHC)

• Celebrating 42 years of caring for our community
• Mission-driven, progressive physician group
• Committed to providing quality health care to all residents in Southwest Georgia
• Level III Patient Centered Medical Home
• Focused on quality improvement and exceptional patient experience
• Focused on creating a work atmosphere that supports work/life balance

Learn more about this and other national jobs for optometrists!  Connect with Drew Caldwell:  This email address is being protected from spambots. You need JavaScript enabled to view it. 

Locums, Contract and PRN Jobs in Optometry...If you’re an Optometrist looking for flexible work hours, we would love to chat with you.  We’d like to use our network of MDs and ODs, to help you be as busy as you’d like to be.

Please email us at This email address is being protected from spambots. You need JavaScript enabled to view it.

Looking to hire an Optometrist?  Here's a short O.D. Recruitment Checklist just for you.