Career Compass - April 2024

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Neurologist and Division Chief of Neurology Opportunity | Pittsfield, MA

Opportunity Highlights

• Subspecialty or General Neurology interests welcome.

• Ability to achieve the “perfect” work life balance.

• Flexible balance of inpatient/outpatient coverage.

• Primary Neurology practice in the area with a Joint Commission Certified Stroke Center.

• Exceptional compensation and rich benefits package, including sign on/relocation, productivity option, 7 weeks of PTO and $4500 CME allowance.

• Division Chief role will include clinical neurology involvement with students and residents, supervision of division members, including credentialing.

Location Highlights

• The Berkshires, located in the northwestern part of Massachusetts, offers a beautiful setting with a small town feel and endless cultural opportunities of a big city.

• Four seasons of fun and adventure offering skiing, snowshoeing, kayaking, white water rafting, ziplining, sightseeing, hiking along the Appalachian Trail and much more.

• Excellent public and private schools make us an ideal family location.

• Only a 2.5 hour drive to Boston, MA and New York City.

Hospital Highlights

• Our mission is to advance health and wellness for everyone in our community in a welcoming, inclusive, and personalized environment.

• Berkshire Medical Center is a 298 bed community teaching hospital with residency programs, nationally recognized physicians, and world class technology.

Interested candidates are invited to contact: Michelle Maston, Physician Recruiter at mmaston@bhs1.org or apply online at: www.berkshirehealthsystems.org

Better care for patients. Better careers for neurologists.

At Optum, we give you the freedom and flexibility to be better. Better at caring for patients. Better at caring for yourself. Better at creating a career without limits. At Optum, you’ll have the power, stability and autonomy to practice neurology your way. Plus, an extensive network of clinicians working to make health care better for all. Join Optum, where we’re Caring. Connecting. Growing together. Come practice with Optum and build a better future. Search Optum physician careers.

Fellowships at National Institutes of Health

National Institute of Neurological Disorders and Stroke (NINDS)

The Intramural Research Program at NINDS offers fellowships in clinical and basic neuroscience research to train the next gen eration of leaders in academic neurology. Emphasis is on disease pathophysiology, drug discovery, early phase clinical trials, surrogate markers an d translational research as well as clinical training in a neurological subspecialty. Some fellowships are interdisciplinary, but the primary focus is in one of the areas listed below.

Candidates may contact the Clinical Director, Dr. Avi Nath (nindsclinicaldirector2@mail.nih.gov) or formally apply through the Graduate Medical Education website at https://www.cc.nih.gov/training/gme/programs1.html.

DHHS and NIH are Equal Opportunity Employers. All positions are subject to a background check.

BASIC-CLINICAL TRANSLATIONAL RESEARCH

Fellows choose from a wide variety of labs conducting fundamental neuroscience research and spend one day a week in clinical activities.

NEUROIMMUNOLOGY AND NEUROVIROLOGY

Training in clinical and bench research, including neuroimaging, with a focus on multiple sclerosis and CNS infections (HTLV-I, neuro-AIDS, PML, autoimmune disorders, Herpes, arboviruses, Gene Therapy, LCMV).

NEUROGENETICS

Training in the bench to bedside approach to study basic disease mechanisms using different model systems and develop gene and mechanism directed therapeutic approaches.

SURGICAL NEUROLOGY

Academic neurosurgery training in conditions requiring surgical intervention such as Chiari malformation, DBS, drug delivery, epilepsy, gene therapy, neuroimaging, Neurofibromatosis type 2, syringomyelia and von-Hippel-Lindau disease

EPILEPSY

We offer a two-year fellowship in medical and surgical epilepsy treatment and clinical research, including imaging, pharmacology and cognitive processes. One year will be an ACGME clinical neurophysiology fellowship focused on EEG.

NEUROREHABILITATION AND BEHAVIORAL NEUROLOGY

Studies motor learning in the context of neurorehabilitation of stroke and dementia, neural replay and activity, use of closed-loop transcranial cortical stimulation, and episodic memory.

NEUROIMAGING

Clinical and translational applications of neuroimaging techniques to study brain function and metabolism using technology such as 11.7 T to 64 m T human MRI scanner as well as a range of preclinical systems to accommodate rodents, nonhuman primates and tissue samples. TMS, fMRI, MR spectrometry, DTI, PET scanning and M/EEG techniques allow for cutting edge research.

VASCULAR NEUROLOGY

ACGME accredited fellowship. Research includes acute stroke management, MRI-guided diagnosis and management of acute stroke, adjunctive therapies, blood-brain barrier disruption, and evaluation, pathogenesis, and treatment of patients with or at risk for cerebrovascular disease.

MOVEMENT DISORDERS

Training in clinical movement disorders including Parkinson’s disease and DBS with a focus on the physiology and pathophysiology of movement.

MOTOR NEURON DISEASE AND RELATED DISORDERS

Focuses on translational research on the physiology, quantitative imaging, and genetics of motor neuron disease and related disorders.

MUSCLE AND NERVE DISORDERS

Training in inflammatory and genetic muscle and nerve diseases.

TRANSLATIONAL PAIN MEDICINE

NCCIH organized fellowship with goal to provide training and broad experience and skills in human pain research, designed to develop improved diagnostic skills and targeted interventions.

CLINICAL NEUROPHYSIOLOGY

An ACGME approved fellowship year in clinical neurophysiology with a focus on either EMG or EEG. The EEG year is offered as part of a two year fellowship with additional training in clinical epilepsy.

CLINICAL TRIALS METHODOLOGY AND REGULATORY SCIENCE

Training in translational science of clinical trials, from first-in-human to large multi-center trials, in collaboration with the FDA. Focus on concept evaluation, protocol development, statistical design, trial implementation, safety monitoring, ethical considerations and regulatory sciences.

• Generous bonus, loan repayment, relocation package

• Certified Comprehensive Stroke Center

• EEG and long-term video monitoring

• Teaching opportunity with IM Residency

• Physician CEO, nonprofit, based in Montana

E-mail:

• Visa candidates welcome

• ‘A’ Grade for Hospital Safety (Leapfrog) & 5-Star Rating for Hospital Quality (CMS) 2023-24

• Billings listed in Top 100 Best Places to Live in the US – Livability

Neurologist Opportunities

Neurologists with expertise in Clinical Neuromuscular, Cognitive/Behavioral Neurology, General Neurology, Neurohospitalist, and Stroke are invited to apply for open positions at Penn State Health Milton S. Hershey Medical Center, which is the academic medical center of the Penn State College of Medicine. This search represents part of a major institutional commitment to expansion of the neurosciences. The successful candidate will join the collegial faculty of Penn State Neurology, which is in an exciting period of growth under the leadership of the Chair, Krish Sathian, MBBS, PhD. Faculty rank will be commensurate with experience. Leadership opportunities are available to those with relevant experience.

IDEAL CANDIDATES WILL HAVE THE FOLLOWING:

• Medical degree – MD, DO, or foreign equivalent

• BC/BE in Neurology and relevant fellowship training or foreign equivalent

• Relevant clinical interest and expertise

• Excellent patient care abilities and interest in teaching

Penn

WHAT ELSE CAN YOU EXPECT?

• Competitive compensation

• Generous benefits, including relocation assistance

FOR ADDITIONAL INFORMATION, PLEASE CONTACT: Anderson Smith, Physician Recruiter at asmith50@pennstatehealth.psu.edu

Live where others vacation

White sandy beaches or beautiful Blue Ridge Mountains

Sentara Health, an award-winning, innovative, non-profit, healthcare system in beautiful Virginia, is expanding their neurology division.

Exciting opportunities for:

• Neurohospitalists: 7-on/7-off day shift model with two-night calls per week on service. No acute stroke alert responsibility. PA/NP support.

• Epilepsy Neurology: Salary plus model, comprehensive regional level III epilepsy center with a growing surgical program. Night and weekend call is limited strictly to epilepsy.

• Outpatient Neurology: Salary plus RVU model, no night or weekend call. No acute stroke alert responsibility. Subspecialty interest is welcomed.

Be part of Sentara Medical Group, one of the largest neurology practices in the area. The division serves as the formal Department of Neurology for Eastern Virginia Medical School, where teaching opportunities as well as academic appointments are encouraged.

Contact Kay Miller at 757-252-3032 or kmmille1@sentara.com to learn more

Neurology Opportunities with RWJBarnabas Health

RWJBarnabas Health is the largest Academic Health Care System in New Jersey, providing comprehensive care for a full spectrum of neurological disorders affecting adults and children. Our outstanding team of nationally and internationally respected Neurologists, are advancing the diagnosis and treatment of complex conditions of the brain and nervous system. From state and nationally designated primary and comprehensive stroke centers, to sophisticated movement disorder programs, NEAC accredited epilepsy centers in Livingston, New Brunswick, and Toms River. Furthermore, our clinicians’ research has yielded a variety of innovative techniques that distinguish our system as a destination for the treatment of a broad range of neurological disorders.

Current Opportunities:

Chief of Neurology – Jersey City Medical Center

Inpatient/Outpatient Neurologist - RWJUH Somerset

Inpatient/Outpatient Neurologist - Monmouth Medical Center

Neurohospitalist - Trinitas Regional Medical Center

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Full-time BE/BC hospital employed

Neurologist in southern Maryland

• Responsibilities include inpatient consultations, outpatient clinic, testing.

• ED Call to be shared with huge tele Neurology group and private community practice.

• Successful candidate will receive a competitive compensation and benefits package.

• BE/BC, Maryland licensure required.

Qualified candidates are invited to join the Charles Regional medical community where there is great demand for neurology services and incredible potential for growth. As an UMMS employed physician, you will enjoy practicing your specialty while we manage the business for you.

Charles Regional is a regional, not-for-profit, integrated health system serving Charles County and the surrounding areas of sou thern Maryland. In 2008, Charles Regional completed expansion of the medical center, doubling the size of the facility and vastly i ncreasing services and capacity. Constantly reinvesting resources into the community with innovative technology, Charles Regional offer s community health education whose mission is to provide excellent care and foster a healthier community by providing service a nd open access to quality healthcare. One of the fastest-growing counties in Maryland, Charles County is a charming community steep ed in culture and history. And Charles Regional Medical Center has been in the heart of it all. A school system ranking in Maryl and's top five...a convenient commute to the metro D.C. area...the history of a "true" community hospital...and the ideal place to live , work and raise a family combine to make life in Charles County truly satisfying. Working for Charles Regional also gives you the opportunity to enjoy all Maryland has to offer including sandy beaches, profe ssional and college sports teams and easy access to Washington, D.C. Come see why UMMS is the place for physicians to practice. Join the Charles Regional Health System community, where physicians work together to improve the practice of medicine.

Please let me know if you are interested in learning more about our opportunity~

Stephanie Simm 301-609-4539 | ssimm@umm.edu | umms.org

21 Interview Mistakes to Avoid

Sometimes we learn from someone’s advice but more often we learn from their mistakes. With that in mind, here are 21 mistakes candidates commonly make in their interviews. It’s not a comprehensive list, but if you can avoid these errors, then the ones you do make can seem a little less egregious.

Mistake 1: Doing any of the things you’ve seen on television sit-coms.

Just to get these out of the way: Don’t spill coffee on anyone. Don’t call interviewers by the wrong name. Don’t push past someone in the elevator only to discover that’s the person interviewing you. Don’t wear clothes that are prone to “wardrobe malfunctions”… you get the idea. These are the low-hanging fruit of interview mistakes, so they should be easy to avoid by being patient and keeping calm as you head into your interview.

Now read on for the subtler mistakes, which you might not even know you’re committing.

Mistake 2: Not asking for details when the interview is scheduled.

It can be exciting to land an interview, but excitement can lead to dropped details. While the basics are likely to be covered in the invitation (when and where), there are many other details to consider. For example, the length of the interview lets you estimate how many questions they’ll ask (anticipate five per 30 minutes). Likewise, knowing who will be there and their titles can help you anticipate the questions themselves.

To get these details, just ask at the time the interview is scheduled. Too late for that? You can also contact the person making the arrangements at a later point. If that person is helpful, try for a little more information. For example, are multiple interviews planned in the process? How many candidates are scheduled? Be polite and gracious and you may learn a surprising amount to help you prepare.

Mistake 3: Scheduling too tightly around the interview.

This won’t be a problem if you’re spending the day with the physician group at a clinic or hospital since your schedule will be in their hands. But now that many interviews are conducted online, you might be tempted to squeeze a meeting into an already tight day. That’s a bad idea, but it’s even worse if you do that with an in-person meeting. To understand why, consider that a one-hour interview could easily become two if you’re invited to talk with another work group or take a tour. These are opportunities you’d have to decline if you were overbooked.

Mistake 4: Not researching the organization (and local competitors) before the meeting.

The more you know, the better your answers will be. For example, if you were asked about the possibility of helping to start a headache clinic, knowing this group already had experience with specialized clinics would make your answer richer—and more so if you knew about other headache clinics already operating in the same geographic area.

Mistake 5: Not preparing a strategy.

Most people wouldn’t go into a meeting without knowing what they plan to say. And yet, candidates often head into interviews with a wait-and-see attitude. (As in, “I’ll wait to see what questions they ask.”) That’s not very strategic. To ensure that employers learn what they need to know about you, plan to include two or three key messages and examples of previous successes. If you take the time to identify your best skills for this job and then practice getting that information across, your chances of success will increase exponentially.

Mistake 6: Not bringing anything along to in-person interviews.

At a minimum, bring note paper, a pen, and extra resumes, all tucked neatly into a professionallooking portfolio or briefcase. For extra credit, include something to leave behind, such as letters of recommendation or perhaps a publication or research abstract.

Mistake 7: Seeming disorganized.

For in-person meetings, disorganization looks like this: Carrying too many things to shake hands, shuffling through papers, reaching into your bag or pocket continuously for things you need, or looking rumpled like a television detective. For online meetings, disorganization looks like not having your camera aligned with your face, not knowing where the microphone or mute buttons are, using bad lighting, having kids or pets in the background, or looking down while you shuffle papers.

To avoid looking disorganized, trim away as many “extras” as you can. That means leaving your coat in the car or lobby for in-person meetings and carrying one simple case that you pull things out of immediately after sitting at the interview table. Trimming things down for online meetings means practicing in advance and choosing a closed-door space without distractions.

Mistake 8: Not greeting everyone.

For an in-person meeting, giving a warm, professional handshake traditionally indicates confidence and reliability. You’ll need your judgment on whether physical contact would be welcome, but everyone should be greeted in some

way. This is trickier in online meetings, where eye contact can be especially challenging. One option is to make a short statement at your first opportunity, such as: “I’m so glad to talk with you as a group today, and I’m looking forward to individual conversations as well. You have an exciting team at ABC Hospital.”

Mistake 9: Not managing your cell phone.

If there’s a reason you need to be reachable, such as being on call during an online meeting (this should mostly be avoidable!), tell interviewers when the meeting starts so they understand why you’ve placed your phone where you can see it. Otherwise, whether the meeting is in-person or remote, your ringer should be turned off and your phone should be out of visual range to ensure you don’t glance at it out of habit.

Mistake 10: Not listening to the question before answering.

Nerves can lead to fast answers. But it’s essential to truly hear the question before giving your response. Otherwise, you risk providing a partial answer or the wrong information altogether.

That’s not a great look for an aspiring physician. In the same light, it’s better to ask for clarification than to blunder forward if you’re not sure you understood the question.

Mistake 11: Not tying your answers to the job at hand.

Skip the one-size-fits-all response and strive instead to provide the details most pertinent to this job. For example, if the practice is in a densely populated urban area and they ask how you build trust with patients, consider that they may be encountering multiple cultures or languages on a daily basis. How could your answer best reflect this reality?

Mistake 12: Not reading the interviewer’s body language.

Plowing ahead with a long answer while your interviewer slides under the table is never good. Watch for signs that you’re still being heard or alter your presentation accordingly. As an advanced strategy, if you sense the interviewer isn’t listening for some other reason, such as being distracted, try ending your answer with a question to bring them back. For example, “… which covers what I’ve learned so far about diagnosing patients with Parkinson’s. Since you asked me about that, can you explain more about your Parkinson’s caseload?”

Mistake 13: Talking down a former employer, boss, or colleague.

You already know this is wrong, but what if the interviewer tries to bait you with a question like, “Describe a conflict you’ve had with colleagues”? Your strategy is easy: Don’t do it! Instead of describing a conflict explicitly, try a more general answer: “Conflict is a strong word for professional differences. When my approach differs from my colleague’s, I’ll focus on understanding why and whether it’s something I can learn from.”

Mistake 14: Presenting solutions instead of options.

You don’t know what has already been tried at this organization, so avoid giving firm answers to hypothetical questions. Instead of “To improve the records process, I would first…,” practice starting answers with, “Depending on what’s already been tried, one thing I might do…”

Mistake 15: Not asking questions of your own.

A few well-considered questions will demonstrate your engagement and overall awareness of the employer’s situation, while keeping the conversational ball in play. You can save your questions until the end, but there’s a risk that time could run out before you can ask them. Instead, consider adding questions to the back of some of your answers (as demonstrated in #12 above).

Mistake 16: Not playing to win.

Or, put in non-sports terms, not going into every interview as if you want the job badly. If you’re just taking the interview for practice, then really practice by preparing well and performing your best. If you only think you want the job (but you’re not sure), then do your best so you can have the opportunity to consider an offer. Doing anything less than your best robs both you and the employer of knowing about the future you could have together. Not to mention, after all these years of training and striving for excellence, it’s just not you.

Mistake 17: Not stating your interest in the job.

Even if you think that participating in an interview makes it obvious you want the job, remember that interviewers aren’t mind readers. They may have experienced candidates who were only practicing (see above), which means they can’t be certain who is truly excited about the opportunity. When you clearly say, “I’d like to work here,” you make it more difficult for them to choose someone else.

Mistake 18: Not immediately sending snail mail thank you notes to each interviewer.

Since medicine is a physical profession, it’s nearly always conducted in a physical place, which means you can usually send a thank you card with confidence that you have the right address. It may seem unnecessary or quaint in these days of email, but so what? You certainly won’t lose any points by sending a handwritten “I really enjoyed meeting you” note. The reason to mail off your cards immediately is so that they arrive within a week or two, serving as a pleasant reminder of your meeting.

Mistake 19: Not sending a more formal email or letter within a few days of the interview.

This letter, usually sent in the body of an email, generally consists of two or three short paragraphs. You might start with a thank you, then reiterate your strengths for the position and your thoughts from the meeting, closing with an expression of your ongoing interest in the job. This follow-up letter is an essential tool for helping busy interviewers remember you. It’s fine to send one letter cc’d to the group. If you don’t have all the email addresses, you can also send to just one person and ask that they share it with the others.

Mistake 20: Not staying in contact, even when it seems fruitless.

A few weeks without communication from the interviewers could mean you didn’t get the job, but it could also mean they got bogged down. Stay in contact until you are told the job has been filled. To do that, it’s fine to send an email every 7-10 days, expressing your ongoing interest and then asking, “Is there anything else I can provide for this process?”

Mistake 21: Putting too many eggs in one basket.

Even if an interview goes wonderfully and you’re invited to second meetings, it’s best to press forward with other employers, as well. This will keep you sharp for the negotiating stage, while also hedging your bets in case an offer doesn’t appear. Worst case scenario? You will have multiple offers at the same time. That’s confusing but make no mistake: It’s a good problem to have! 

Within our many divisions and research programs here in the Department, opportunities abound for students, residents, fellows, and faculty to explore the gratifications of basic discovery, translational development, and clinical application in a dynamic and supportive academic environment. Through our clinical, research, and educational programs, we remain committed to educating future investigators, fostering new science, and nurturing investigative careers. Apply at careers.aan.com

neurology.columbia.edu

Exceptional care, simply delivered, is what sets Community Health Network apart and what makes us a leading not for profit, multi specialty healthcare destination in central Indiana.

• Community is a top 5 provider friendly state

• Top rated employer in the state of Indiana

• Blend of big city amenities with cosmopolitan style

• Top notch schools

• Nationally ranked as a best place to live

Caring people apply here.

Community Physician Network is seeking a team oriented & skilled Neurologist who is motivated to make a difference in their community. This Neurologist will join one of the nation ’s most integrated healthcare systems, with over 1,400 providers in central Indiana.

• Outpatient Opportunity (Inpatient available, not required)

• Competitive Compensation and Benefits Package (including health insurance, 401k, PTO and Malpractice)

• General Neurologists and Sub specialists welcome

• Excellent support from hospitalist and critical care staff

• Fully integrated EMR system (EPIC)

• Advanced Certification for Primary Stroke Centers Licensure & Certification

• Board Certified/Board Eligible in Neurology

• Indiana medical license will be required Desired requirements

• Training or experience in stroke, EEG, EMG and Sleep

• Welcome multidisciplinary approach to patient care

• Excellent communication skills fostering collaboration with all members of care team

• Develop and maintain relationships with referring physicians

For more information, contact: Caitlin Gallagher, Senior Network Physician Recruiter

Phone: 317 621 7502 | Email: CGallagher2@ecommunity.com

Movement Disorder Opportunities with Hartford HealthCare

The Chase Family Movement Disorders Center, a premier signature program of the Ayer Neuroscience Institute, is one of the largest, most comprehensive Movement Disorders programs in the Northeast. Our integrated program was among the first to receive the prestigious “Comprehensive Care Center” designation from the Parkinson’s Foundation’s Global Care Network, as well as the only awardee to date on the East Coast.

Our expanding program operates six locations, including one of the only all-Spanish Movement Disorders clinics in the country, with a highly trained team of Movement Disorders neurologists, advanced practitioners, a neuropsychiatrist, neuropsychologists, and social workers.

We are seeking a collaborative, driven, and skilled fellowship-trained Movement Disorders specialist who aims to treat a diverse panel of patients, leveraging the direct, on-site support of our dynamic team.

All our locations, within just two hours of Boston and New York City, are in the heart of New England’s most stunning and desirable communities, offering nationally acclaimed schools and exciting year-round recreation. If you are interested in learning more about this opportunity, please contact Clayton Tebbetts, Physician Recruiter, Hartford HealthCare at clayton.tebbetts@hhchealth.org or call/text 860.249.6927

more life in your life

Neurology Careers at Dartmouth Health in Beautiful New Hampshire

Dartmouth Hitchcock Medical Center is recognized as one of the highest-performing neurological care and stroke centers in the US.

As the only academic medical center in New Hampshire, we pride ourselves on providing the most innovative neurological care and research. Our neurology team helps individuals and families through our multidisciplinary team approach including physicians, advanced practice providers, nurses, social workers, and a full array of support services. Our providers love to live, work, and play in our beautiful New England region.

We have a variety of opportunities across New Hampshire for you to join our dynamic team:

• Vascular Neurologist

• Neurohospitalist

• General Neurologist (academic and community-based options available)

• Headache Medicine

• Neuromuscular Neurologist

Why we live here:

• Four seasons and a spectacular outdoor lifestyle

• Easy access to major cities, airports and cultural amenities

• Congestion-free commuting

• Easy access to mountains, lakes, skiing and the seacoast

• Focus on local living with safe schools and good housing

• No sales or state income tax in New Hampshire

Please send CV to:

Heidi Krape, Provider Recruiter

Heidi.N.Krape@Hitchcock.org

Call/text: 603-266-9684

We are seeking BC/BE GENERAL NEUROLOGISTS to join a busy practice in Lexington, Kentucky. The practice, consisting of two board-certifi ed Neurologists and one PA-C, sees a wide range of adult neurological disorders.

This is an exciting time to join a well-established, multi-specialty group poised for growth and expansion. We take pride in providing the highest quality patient care – in an easygoing and collaborative environment. Come talk with us!

Call Lisa Raisor, Recruitment Manager at 859.312.2693 or visit the Lexington Clinic Booth #969.

$150K SIGNING/RETENTION BONUS

• PARTNERSHIP OPPORTUNITIES! COMPETITIVE COMPENSATION

• AUTONOMY LARGE INTERNAL REFERRAL BASE

• FLEXIBLE SCHEDULE GENEROUS BENEFITS PACKAGE

• OUTPATIENT ONLY

What to Do When Interviews Go Off the Rails

Have you ever been in a meeting at work that went off the rails? One nice thing about work meetings is that the participants share at least one goal, which is to use their time productively. The other nice thing about work meetings is that there’s usually another one coming, so the opportunity to start fresh is right around the corner. Knowing this, the meeting leader can leverage any number of options to pull things back on track, including the decision to adjourn early and start again at a later point.

If only this were true for job interviews! Like any other meeting, these conversations can also go off the rails. Unfortunately for the candidate, however, interviews don’t come with do-overs. If this meeting goes poorly, you won’t get an opportunity to convene with the same group for the same position next week.

Luckily, not all is lost. If you’re the candidate in an interview that’s taking a bad turn, you may be able to save the situation. Even though you don’t have the same power as the interviewer, you do have some options for steering things back on course. The actual remedy will depend on who is pulling things off track – you or the interviewer. Here are tips for both sides of that equation.

Correcting course when you cause the derailment

How do you know you’re doing poorly in the interview? You don’t always, which is why this can be a tricky situation. In a work meeting, someone might state directly, “I’m not sure I see it that way. Would that really work?” But in an interview, the recruiter or neurology team could simply note to themselves that they don’t agree with your answer. Meanwhile, you might feel the room getting a little colder, without knowing exactly what has happened.

Not agreeing with your answers is only one of the reasons interviewers might pull back from you as the candidate. This could also happen if they didn’t understand your answer or mis-interpreted it. Or if you didn’t respond to the question, perhaps because you leapt to an assumption about what they were asking. In a rare circumstance, you may have even insulted them by phrasing something awkwardly. Think about how this could be taken the wrong way:

“You’ve asked why I’m interested in this position and one reason is that I like how medicine is practiced in a smaller facility. Sometimes too much sophistication gets in the way of building relationships with the patients.”

Wait, did you just call this hospital small and unsophisticated? Don’t hold your breath for an offer.

Whatever the reason, if you sense things are going poorly, you do have some options.

1. If it’s something you said and you recognize it in real time, you can correct yourself. In the example above, the candidate could try this: “That didn’t come out the way I meant it. What I want to tell you is that I like having opportunities to build relationships with patients and that’s the feeling I’m getting from this hospital. That’s one reason I’m attracted to working here.” The point is to offer the corrected version and then move on; you don’t want to linger on the faux pas longer than necessary.

2. If you’re not sure what happened to derail the interview, you can ask directly. For example, “I want to be sure I’m providing the information you need, but I’ve noticed you’re not asking followup questions. Am I on the right track with my answers?” This is a risky strategy, but it can have a big payoff. On the one hand, your direct approach could make the interviewer feel defensive, but it could also open the door for a better conversation. Which way it goes will depend largely on your manner, with a humble demeanor more likely to succeed.

3. Another option is to stay calm and carry on. It’s always possible that what strikes you as a failing interview isn’t how it’s being perceived by the others in the room. The challenge is to not let your discomfort overtake you–that’s the perfect setup for add-on problems, such as talking too much or showing a distracting level of nervous energy.

4. Go for a big close. Regardless of whether you made an evident course correction during the interview or let things play out without an intervention, you can still control the end of the meeting.

Using the example above, imagine the department chair saying, “Well, thank you for your time. Did you have any questions before we finish?” That’s pretty dismissive, which is not encouraging. Here’s what you could say in reply as part of a “big close”: “No questions for the moment but I’d like to confirm that I like your hospital and what you’re doing here.

I know you have more candidates to talk to, but I feel I could do a good job and I’d be very interested in moving forward in the process.”

Too much? Maybe, but maybe not. If it’s an accurate reflection of your interest, the only way they’ll know that is if you tell them.

Correcting course when the process derails things

It’s infrequent but not unheard of for interviews to go off track because of something happening with the recruiter or hiring committee. Sometimes that’s a matter of unlucky logistics, such as a meeting that starts late, compressing the time you have together. Other times, it could be something more awkward, such as an interviewer who is unprepared or distracted. Even one member of a hiring committee tapping away on their phone can change the tone of the meeting.

Obviously, the candidate can’t tell an interviewer to pay attention. Here are some better options:

1. If you’re meeting with just one person, you could do a check-in such as: “You seem a little distracted. Would it be better for us to reschedule?” As you might expect, the success of this strategy will lie in the delivery. Say it with aggravation and you’re probably done here. But said with compassion, this inquiry could let you make a stronger connection with this individual.

2. Redirect the conversation as part of an interview answer. When someone on the interview team seems disengaged, you can sometimes bring them back with a well-placed question. That might look like this: “…and that’s one of the reasons I’m interested in this position. With that in mind, I’m curious to know…” Whatever the question might be, the hope is that the process of answering it would nudge the conversation to a better level.

3. Stay calm and carry on. This is another case where your perceptions might differ from the reality. The texting panelist, for example, could be asking an assistant to double-check the salary limit they can offer, or making scheduling changes to accommodate a second interview with you.

4. Send a summarizing email after the interview. If you’re really concerned the process didn’t go smoothly, you can summarize key points in a follow-up email to the panelists or recruiter. This replaces the traditional thank you letter as it incorporates the thanks. Here’s an abridged example:

“To Dr. Jackson and the hiring committee, thank you for the time you spent with me yesterday to discuss your hospital’s current need for a neurologist. I’m quite excited about this opportunity.

It occurred to me after our meeting that some points may not have come out in our conversation with as much detail or emphasis as you might find helpful. Assuming we might meet again in this process, we’d have that opportunity but, in the meantime, here are the three main things I wanted to leave you with…”

Depending on how important the points are, each one could take a paragraph or more. Your

goal is not to sell yourself, but rather to create a summary of the information they would have gotten in a smoother process. This can be especially helpful if someone else picks things up from here and finds the original meeting notes aren’t as complete as they could be.

What to do when the interview derails by itself

Zoom connectivity issues? Evacuation fire alarms? Power failures? Sometimes you just have to laugh. Send a note with a humorous touch soon after the not-so-great meeting. Include a brief summary as noted above, telling them what you would have said if fate hadn’t intervened. Then offer to reschedule.

Done with warmth, this communication can build a bridge as strong or stronger than could have been done with a less eventful interview. Since building bridges is one of the key goals of the hiring process, count yourself lucky for this derailment. 

Java, Juice, and Jobs Career Fair

After a successful debut at the 2023 Annual Meeting, the Java, Juice, and Jobs career fair will take place

Tuesday, April 16, 2024, from 7:00 a.m.–9:00 a.m. MT during the 2024 AAN Annual Meeting in Denver, CO. This event is free for job seekers and features 30+ employer booths, interactive stations, career advice, giveaways, and breakfast. Sponsored by the AAN’s Neurology Career Center.

For more information, visit Careers. AAN.com and select the Events tab. 

General Neurology | Headache | Epilepsy | Dementia | Neuroimmunology

• General Neurology

• Neurohospitalist

Opportunities Nationwide:

Ardent Health Services has Rewarding Neurology

• Neurological Subspecialties

• Teleneurology

Ardent Health Services, with more than 200 sites of care in growing urban markets across six states, has earned a reputation as one of the industry’s strongest - and most innovative hospital operators.

LOCATIONS: Opportunities that fit any lifestyle in ID, KS NM, NJ, OK, & TX

Recruitment Package may include:

• Base salary + wRVU

• CME allowance

• Sign-on bonus

• Medical debt assistance

• Relocation allowance

• Residency stipend

• Paid malpractice coverage

• Health benefits + retirement plan

• Marketing + practice growth assistance

Stop by Booth 1136 at the AAN Annual Meeting in Denver to learn more.

Ardent is a place where you can grow in your career, know your work is valued, appreciated, and makes a difference in the lives of our patients and their families. Visit jobs.ardenthealth.com for current opportunities.

DENVER, COLORADO

National Jewish Health, the leading respiratory hospital in the nation, is expanding our outstanding services in Neurology.

• Opportunity to work collaboratively with a multi-disciplinary practice

• Be involved with interesting cases

• Contribute to an integrated approach

• Great work/life balance

• Outpatient responsibilities only with no inpatient call

Interested candidates please email taveej@njhealth.org while at the conference or send CV/cover letter to kigerm@njhealth.org or call 303-398-1448.

For rate information and to learn more about this position, visit njhealth.org.

National Jewish Health is an EOE/AA employer.

Join the University of Maryland Medical System Neurology Team University of Maryland Medical System (UMMS) is a physician-led, internationally recognized healthcare system serving diverse communities across urban and rural settings in Maryland. Discover fulfilling career opportunities in a variety of healthcare environments, from bustling city centers to tranquil rural landscapes. With a commitment to providing high-quality care and fostering professional growth, UMMS provides an environment where you can make a lasting impact on patients and communities.

Job Description: As a Neurologist at UMMS, you'll play a vital role in providin g exceptional patient-centered care across various settings, including outpatient clinics, inpatient consultations, and community outreach programs. Collaborate with a diverse team of healthcare professionals and leverage cutting-edge resources to deliver comprehensive neurological services.

Qualifications:

• Board certification or eligibility in Neurology.

• Current license to practice medicine in the

Neurology Opportunity

Physician-Led Medicine in Ames, Iowa

Seeking a BE/BC Neurologist to join our extraordinary team within Iowa’s largest physician-owned, multi-specialty clinic.

• Flexibility and autonomy to build your practice

• Supportive of subspecialty interests mixed with general practice

• No hospital or afterhours call requirements

• EMG/EEG capabilities

• Large, established referral network

• Competitive compensation and benefits package

• Excellent work-life balance

• Iowa ranks in the Top 10 Best States to Practice Medicine – WalletHub

Contact: Doug Kenner

Email: physicianjobs@mountainmedgroup.com

Ames, Iowa is a family-friendly university town with a true sense of community, excellent schools, and a lower cost of living. Home to Iowa State University, Ames is consistently named one of the best college towns in the country. Enjoy the small-town charm of Ames knowing it’s only 45 minutes from Des Moines and its international airport. Ames is a great place to call home.

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How to Keep Your Job Search Under the Radar

Well, this is awkward. You’ve decided to look for a new job, but you don’t want your current employer to know you’re searching. What can you do?

First of all, let go of any guilt. No matter how well you’ve been treated by your boss (or how poorly, for that matter), sometimes you just need to move on. You might be burned out in your job, or you could be hoping to practice more in your specialty, or perhaps you’re seeking a greater challenge than your employer can offer you. Whatever your reason(s) for leaving, it’s a normal part of being an employee. As for your patients, students, or colleagues—of course you’re torn about leaving them. But if you’ve made your decision, then the success of your transition might depend on putting your feelings aside.

Why such a secret?

Consideration for others is one reason physicians choose to keep a job search confidential, at least in the early stages. It can be very disruptive to a department or practice to know someone is leaving

but not know when. Likewise, although patients appreciate ample notice for switching doctors, a months-long goodbye can prove unsettling.

Speaking of patients, there’s also a business reason for not broadcasting your departure too far in advance. People seeking a new physician might be less likely to choose you if they know you will be leaving soon. While it might seem only fair for prospective patients to have that information, what if you don’t follow through with your plan or can’t find a suitable new job? If you end up staying, you don’t want to be needlessly scrambling to refill your patient schedule.

One more reason to keep a low profile while you’re job searching: If your boss knew you had been looking but couldn’t find what you wanted, you could be eating a major piece of humble pie. You could also lose leverage when negotiating changes to your current job. It’s hard for employers to invest resources in employees they consider a flight risk.

Preparing to conduct a low-profile search

If your plan is to stay below the radar with your search, you’re living in the right time. Today’s technology makes it more possible than ever to have private conversations and conduct research without being obvious about it. To take advantage of these opportunities, you’ll need to make some initial decisions about the geographic location of your new work and about the work itself. Basically, what kind of job do you want, and where? Being able to answer these questions lets you focus your outreach and conversations, which shortens your search and reduces the amount of “side chatter” that could lead back to your current employer.

Once you know what and where your next work will be, it’s time to dig out your employment contract, complete with its non-compete clause. If you have no non-compete, then no worries. But assuming that you do, you’ll need to know the parameters: How long are you restricted after leaving your job and what territory is covered by the restriction? If you discover that your contract conflicts with your goals, don’t panic. Depending on the situation, there may be a way to negotiate a favorable compromise with your employer. This would be a good time to talk with an attorney who specializes in medical practices to learn your options.

Finally, you’ll need an updated CV before you’re ready to launch your job search. If it’s been a while since you last looked for a position, it’s smart to go the extra mile in preparing your CV. Rather than simply adding your current role to the top of the employment section, consider having your document remade professionally.

Ready, set, shhhh

Job goal, geographic goal, non-compete strategy, refreshed CV—check, check, check, check. It’s all systems go to launch your job search, but quietly. Here are three excellent resources to help you conduct an efficient but confidential search process.

1. The AAN’s Neurology Career Center. This is your go-to place for hundreds of current job postings in neurology, as well as helpful articles and tools to guide your job search process. Start by completing

your confidential candidate profile and upload your CV to complete your file. Now when you see an interesting posting, you’ll be able to respond and apply in minutes.

2. Online job fairs. The Neurology Career Center hosts a virtual job fair online every three months, making it easy for you to connect directly with a dozen or more employers in a single session. If you haven’t tried this before, you’ll love the efficiency of using just a few hours to accomplish what would otherwise take days or weeks in terms of one-onone meetings with currently-hiring employers. Best yet, these discussions are completely private, unlike in-person events where others can see you visiting employer booths.

3. Recruiters. When you feel pressed for time or need help making headway, recruiters can bring a welcome burst of activity to your job search. Once you tell a recruiter your work and geographic goals, he or she can search databases for opportunities that fit, then make the connection between you and the employer. You may also benefit from the recruiter’s counsel in terms of your goals and expectations.

Two things you should know, though—first, it’s common for recruiters to push the envelope a bit by bringing you opportunities on the edge of what you requested. You can always say no, so this isn’t really a problem; indeed, many doctors have found themselves delighted by taking jobs they wouldn’t have thought of pursuing. The second thing to know is that a recruiter’s candidate database can have a surprising half-life. That is, unless you explicitly request otherwise, recruiters have been known to shop their candidate CVs to employers even after a new position has been secured. Forewarned is forearmed: Ask the recruiter about their practices and make your wishes clear.

Tricky situations

For the most part, it’s very doable to conduct a job search under the radar. But there are some situations that take a bit of finesse or strategy. For example, if the position you want is internal—with the same employer, but in a different department— you’ll need to be quite strategic to keep things under wraps while you explore your options. In this case, it makes sense to shorten the “secret”

stage of your job search as much as possible, to lessen the chance your boss will hear about it from someone other than you.

Likewise, using your normal network and references can also make it harder to keep your search confidential. And yet, you don’t want to forgo the important boost these colleagues and mentors could provide. One strategy to consider is to bring just a few people into your confidence, at least at the beginning. Once you’re ready to go public with your new job, first make individual calls or send personal emails to others in your network so they are nearly “first to know.” This will help preserve these important relationships without compromising your initial need for privacy.

Speaking of the initial need for privacy—don’t forget to state somewhere in your cover letters when you respond to postings, “Thank you for keeping this confidential, as I am in the early stages of my exploration.” This can be done effectively as a P.S. after your signature line, or as part of the final paragraph of your letter.

One other tricky situation you’ll have to navigate is the interview question, “Why are you leaving your current job?” If you can’t say something simple, such as “We’re relocating to be near my spouse’s family,” you’ll need to strategize an answer in advance. For example, it probably wouldn’t land well to say, “I’m burned out” or even, “My work isn’t challenging me.” Honest as those answers may be, they throw up red flags for a new boss. A better strategy is to build your answer around excitement for the new job, not dissatisfaction in the old one. Perhaps, “I’ve been wanting to practice more in my specialty area and that’s something I feel like I can do this position. I’m really excited about…”

Now you know the secret

Now that you know the secret for “under the radar” job searches, that’s one less barrier to hold you back. If you decide you’re ready for new work, there’s no time like the present to start. 

Neurology Career Opportunities

NORTON NEUROSCIENCE INSTITUTE AND NORTON CHILDREN’S NEUROSCIENCE INSTITUTE , affiliated with the UofL School of Medicine, are recruiting multiple board-certified or board-eligible physicians to Louisville, Kentucky, and surrounding areas. Our program offers multidisciplinary research pathways, newly expanded facilities, and extensive support from two patient resource centers.

The ideal candidates will have an opportunity to join a collaborative team of more than 130 subspecialty neuroscience providers. Career opportunities are available in the following established programs:

y Epilepsy

y General neurology

y Headache

y Memory disorders, Alzheimer’s disease and dementia

y Movement disorders

y Multiple sclerosis

y Neuro-oncology

y Pediatric epilepsy (leadership opportunity available)

To discuss these opportunities, contact Angela Elliott, senior recruiter, providers, Norton Medical Group, at (859) 613-1984 or angela.elliott@nortonhealthcare.org.

ABOUT NORTON NEUROSCIENCE INSTITUTE

LEADER in using innovative and CUTTING-EDGE TECHNOLOGY AND ROBOTICS

Participating in more than 130 RESEARCH STUDIES over the past decade

2023-2024

U.S. NEWS & WORLD REPORT RANKED NATIONALLY in pediatric neurology and neurosurgery, and designated high performing for adult stroke

NAMED ONE OF 100 GREAT neurosurgery and spine programs by BECKER’S HOSPITAL REVIEW

Fulfilling the promise of medicine

A FEW REASONS TO CONSIDER A PRACTICE WITH TPMG:

• Work-life balance focused practice, including flexible schedules and unmatched practice support.

NEUROLOGISTS

Opportunities in Northern & Central California

Stop by and see us at Booth #989 for the 2024 AAN Annual Meeting.

The Permanente Medical Group, Inc. (TPMG) is one of the largest medical groups in the nation with over 9,500 physicians, 22 medical centers, numerous clinics throughout Northern and Central California, and a 75-year tradition of providing quality medical care

For more information about these career opportunities and wage ranges, please visit: northerncalifornia.permanente.org

Please email your CV to Ramona Boyd at: Ramona.J.Boyd@kp.org or call: (510) 625-5916.

We are an EOE/AA/M/F/D/V Employer. VEVRAA Federal Contractor.

• We can focus on providing excellent patient care without managing overhead and billing. No RVUs!

• We demonstrate our commitment to a culture of equity, inclusion, and diversity by hiring physicians who reflect and celebrate the diversity of people and cultures. We practice in an environment with patients at the center and deliver culturally responsive and compassionate care to our member populations.

• Multi-specialty collaboration with a mission-driven integrated health care delivery model.

• An outstanding electronic medical record system that allows flexibility in patient management.

• We have a very rich and comprehensive Physician Health & Wellness Program

• We are Physician-led and develop our own leaders.

• Professional development opportunities in teaching, research, mentorship, physician leadership, and community service.

EXTRAORDINARY BENEFITS:

• Competitive compensation and benefits package, including comprehensive vision, medical, and dental

• Interest Free Home Loan Program up to $250,000 (approval required)

• Relocation Assistance up to $10,000 (approval required)

• PSLF Eligible Employer

• Malpractice and Tail Insurance

• Life Insurance

• Optional Long-Term Care Insurance

• Paid holidays, sick leave, and education leave

• Shareholder track

• Three retirement plans, including a pension plan and 401(k)

The Robert J. and Debra Patrick Neurosciences Center

In 2026 this 132,000 square -foot facility will be home to the nationally ranked Ochsner Neuroscience Institute, bringing our renowned programs under one roof.

Benefits:

We offer a highly competitive salary with comprehensive benefits.

• Relocation Assistance

• CME time and financial reimbursement

• Comprehensive insurance

• Retirement options

• 501c3 tuition reimbursement qualifications

For more information contact:

Dana Hickman, Physician Recruiter dana.hickman@ochsner.org

Katy Thomas, Physician Recruiter katythomas@ochsner.org

NOW HIRING Neurologists in Louisiana and Mississippi

Join the Ochsner group practice in Neuroscience to hone your expert clinical skills and innovation in a supportive environment.

Why choose Ochsner Neuroscience Institute?

• Diverse patient base

• Cutting-edge research

• Innovative initiatives

• Advanced technology

• Comprehensive/multidisciplinary care

Opportunities exist for General Neurology and those with Subspecialty Training:

• Neuromuscular

• Headache

• Epilepsy

• Neuro-Hospitalist

• Pediatrics

• Neuro-Oncology

• Leadership and remote positions also available

Practice Neurology with Physician-Led Health System:

• Practice in the community or at our new state of the at neurosciences center.

• Limited on-call requirements.

• Competitive salary above most areas of the country.

• Ability to treat a variety of diseases and complaints with subspecialty support.

• Support of advanced rehab offerings in our innovative neurosciences center.

• Integrated Digital Medicine to support a high touch care model.

• Academic appointments are available at our affiliated institutions, including Tulane, LSU, and the University of Queensland.

Please view our website to apply: Ochsner.org/neurorecruitment