Physician Recruitment Process and Compensation Overview
Your first year is protected by a full salary guarantee, so income does not depend on how quickly the panel fills. Production converts to earnings at $58.00 per wRVU once the guarantee period ends, and the threshold you must clear before incentive dollars begin is approximately 6,034 wRVUs. At a five day clinic schedule seeing roughly 18 patients per day, modeled annual production lands near 8,280 wRVUs, which would place total compensation around $480,000 in a full production year. That production level sits above the 75th percentile for neurologists in the Southern region, while the resulting compensation lands closer to the 67th percentile, because the $58.00 conversion factor is below the regional 25th percentile of $63.33. The practical read is that the guarantee year is favorable and the upside is real, but the conversion factor is the number worth negotiating. A physician who builds a panel faster than modeled will see meaningful income above base beginning in year two.
This model includes assumed and/or estimated inputs where data was not provided. Assumptions are clearly marked. Final compensation details are to be confirmed by the employer.
Compensation
| Variable |
Value |
| Clinical days per week |
5* |
| Clinical hours per week |
40* |
| Patients per day |
18* (midpoint of 17 to 20 range) |
| Weeks worked |
46* (52 less 30 days time away from practice) |
| Base salary |
$350,000 |
| Salary guarantee |
1 year, wRVU model thereafter |
| Incentive threshold |
6,034* (base salary ÷ conversion factor) |
| wRVU per visit |
2.00* |
| Conversion factor |
$58.00 |
| Bonus structure |
Production paid on wRVUs above threshold |
| Quality bonus |
$10,000 per year |
| Signing bonus and relocation |
$30,000 |
Production Calculations
| Calculation |
Formula |
Result |
| Annual visits |
5 × 18 × 46 |
4,140* |
| Total wRVUs |
4,140 × 2.00 |
8,280* |
Compensation Model
| Calculation |
Formula |
Result |
| Incentive threshold |
$350,000 ÷ $58.00 |
6,034* |
| wRVUs above threshold |
8,280 − 6,034 |
2,246* |
| Incentive compensation |
2,246 × $58.00 |
$130,268* |
| Total compensation |
$350,000 + $130,268 |
$480,268* |
Market Benchmark Comparison
| Metric |
Calculated Value |
MGMA Percentile |
Interpretation |
| Total compensation |
$480,268* |
67th* |
Above the Southern median of $413,404, below the 75th percentile of $508,857 |
| Productivity |
8,280 wRVUs* |
81st* |
Above the Southern 75th percentile of 7,350 |
| Pay per wRVU |
$58.00 |
|
Below the Southern 25th percentile of $63.33 |
| Incentive threshold |
6,034* |
57th* |
Threshold sits above the Southern median of 5,477 wRVUs |
Market alignment: Potentially Unbalanced Compensation Structure. Modeled productivity outpaces modeled compensation by roughly 14 percentile points, driven by the conversion factor.
Three Year Projection
| Year |
Basis |
Total Compensation |
| Year 1 |
Salary guarantee |
$350,000 |
| Year 2 |
Full production |
$480,268* |
| Year 3 |
Year 2 × 1.03 |
$494,676* |
Malpractice Coverage
| Item |
Detail |
| Premium |
Paid by employer |
| Tail coverage |
Paid by employer |
| Coverage limits |
$1M / $3M* |
PART 2: Benefits and Additional Compensation
The following benefits sit outside the production model and apply from the start of employment.
Benefits
- Medical, dental, and vision insurance, with an HSA option
- 403(b) retirement plan with employer matching funds
- 457(b) deferred compensation plan
- 30 days time away from practice per year, covering PTO, sick leave, CME days, and 7 holidays
- $4,000 annual CME stipend
- Short-term and long-term disability coverage available
- Life insurance policy available
MGMA data used with permission from MGMA, 2026 MGMA DataDive Provider Compensation, www.mgma.com/data. Compensation terms sourced from recruiter job order 9475.