Career Compass—December 2024 by American Academy of Neurology

Join our Neuroscience Institute

Serve a growing community.

Swedish Neuroscience Institute is hiring Neurologists to join our academically-oriented practices in Seattle at the Cherry Hill and Issaquah campuses. We are seeking physicians with expertise in general neurology, neuromuscular neurology or headache subspecialty training. You will have the opportunity to collaborate with over 50 Neurologists across multiple specialties and work with a built-in referral base.

• Monday to Friday schedule

• Balanced call schedule

• Outpatient only

• New graduates welcome to apply

• Compensation is between $260,686 and $382,015 per year

Your Job Search and Artificial Intelligence

By now, you’ve probably heard a lot about artificial intelligence, ranging from the fantastic to the terrifying. For physicians, potential impacts for this world-changing technology can hardly be overstated. Artificial intelligence in different forms is poised to be integrated (or already has been) into such disparate areas of medicine as research assistance, patient scheduling and interaction, testing and diagnosis, documentation, and billing.

Whether you’re excited or alarmed by this evolution—or a little of both—it’s already underway. The best thing to do now is to learn how to harness artificial intelligence so you can benefit from its power.

How Are Employers Using AI?

If you’ve applied for jobs recently, you may already have experienced some aspect of artificial intelligence at play. For example, some applicant tracking systems (ATS) are now augmented with artificial intelligence tools. ATS programs are used by large employers to sort incoming job applications. By adding AI features, some recruiters can manipulate the systems to work more efficiently to find appropriate candidates.

Another way employers use AI is by creating semi-interactive interviews where candidates answer questions on-screen for later review by the recruiter. Whether this will catch on in medicine is hard to say, given the intensely personal nature of the doctor’s role both as a colleague and with patients. At this stage, it’s still difficult for AI tools to accurately evaluate such “human” characteristics while reviewing applicants.

Perhaps the most subtle use of AI by recruiters is in the process of seeking candidates in the first place. Depending on the tools they’re using, recruiters can identify potential applicants for current jobs by programming AI-driven software to review LinkedIn or other candidate-focused boards in search of matches for specific keywords. The software can then send a “personalized” invitation to the candidate to apply for a position. These invitations may not be obvious as AI products, since they often include a real person’s name and contact information for response.

There are undoubtedly more ways that recruiters are using artificial intelligence to find or vet candidates for open positions. Or, if not, there will be soon. In the meantime, the development

of AI tools available for candidate use has been increasing exponentially in just a short time.

How Can Job Seekers Use AI?

There are dozens of AI-driven software tools available for job seekers now; in the near future that number could climb into the hundreds. For the moment, they fall loosely into the following categories:

Resume / CV tools Some programs provide interactive processes to help you build a CV, while others recommend changes to word choice or sentence structure that will give your document more impact. Perhaps the most popular programs are those, such as Jobscan, that check your document against specific job postings and then suggest or make revisions to ensure your information matches the requirements. At this stage, most user reviews describe the end product of these tools as being pretty good, but not excellent—which means the job seeker still needs to be involved before sending an AI-revised CV to employers.

Writing tools. One of the most well-known tools currently available for multiple purposes, including job searching, is ChatGPT. This is actually one of several in the same class of software, made by different companies. Using a process known as generative AI, these applications generate writing based on prompts provided by the user. For example, if your prompt said, “Write a cover letter for a general neurology position in a hospital, describing my strengths in providing patient care and interpreting diagnostic tests,” that’s exactly what the software would do. Likewise, you could “prompt” the system to write you a thank-you letter post-interview, or a letter of self-introduction to help with your networking. Users of this technology describe the end product as a good starting point for them to edit, but not usually as a finished product ready to send.

Interview practice. Programs in this category are designed to provide an instant feedback loop on candidate answers to specific interview questions. In general, the program will generate the questions—usually based on input regarding specific jobs—and then review the candidate’s

Advance the practice of humankindness.

CommonSpirit Health® is a not-for-proﬁt, faith-based, academic health system dedicated to advancing health for all people. With approximately 175,000 employees and 25,000 physicians and advanced practice providers, CommonSpirit operates 140 hospitals and more than 2,200 care centers serving sites across 24 states.

We are seeking Neurology Physicians and Advanced Practice Providers (APP) to join our afﬁliated groups in the following states:

Neurologist Opportunities

Neurologists with expertise in Clinical Neuromuscular, Cognitive/Behavioral Neurology, General Neurology, Movement Disorder, 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 WHAT ELSE

answer. The more complex programs will delve into non-verbals as well, providing feedback on candidate posture and clothing, for example. As a rule, the more features offered, the more the process will cost. One option, Google Interview Warmup, is relatively simple but also completely free, making it a good starting place to learn about this kind of tool.

Additional. As you might guess, this short list doesn’t cover all the AI job search tools currently or soon to be on the market. You can also find AI-driven programs to organize your job search, such as Notion; or to help you identify networking contacts, such as LoopCV; as well as programs such as Massive that will create and automatically send applications for jobs without you being involved at all.

Best Practices and Cautions

Are you thinking about using artificial intelligence to assist with your job search? If so, the following tips will help ensure your experience is a good one.

Check for product reviews. Before signing up or paying for an AI tool online, check for user reviews

CAN YOU EXPECT?

• Competitive compensation

• Generous benefits, including relocation assistance

or comments. This can help you choose between multiple programs that seem to do the same thing.

Protect your data. AI tools designed to review your resume don’t need your contact information or medical license numbers to perform that function. Clearing out personal data is sometimes called “anonymizing” the document. While somewhat tedious, the practice is a good precaution.

Review the results carefully. You may have heard the term “AI hallucination.” That’s when an AI tool makes up data or produces incorrect or misleading results. If you rely on artificial intelligence to write something for you, review carefully to ensure there are no “hallucinations” in your document.

Personalize the results. Speaking of AI-generated cover letters—does yours sound like a computer wrote it? That can happen easily, so be sure to add personal touches as you edit for accuracy.

Ask AAN for help. It’s fine to build your CV with AI, as long as you review it carefully for complete and accurate information. But don’t stop there—your CV should also be reviewed for the intangibles, such as tone, strategy, and visual appeal. That’s where the AAN and the CV review process come in. Once

you’ve created your job seeker profile, you’ll find information for accessing the CV review service. And don’t forget that your job seeker profile also makes you eligible for job matching with current employers and openings.

Jumping In

Whether you start with a job search process or something related to your medical training and practice, this is a good time to jump into the AI waters. Learning to use the tools can give you a head start for future employers who are bound to start asking: “Have you used artificial intelligence yet?” You’re going to love being able to say, “Yes, and here’s what I’ve learned…” 

Neurologist and Division Chief of Neurology Pittsfield, Massachusetts

Opportunity Highlights

• Subspecialty or General Neurology interests welcome.

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

• Practice where you are respected, supported and challenged.

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 & adventure offering skiing, snowshoeing, kayaking, white water rafting, ziplining, sightseeing, hiking along the Appalachian Trail & 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.

• 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.

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

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.

YOUR CAREER & COMPENSATION ELEVATE

Join Advocate Health’s physician-led medical group – enjoy top-tier compensation, a fulfilling Neurology career and the scenic charm of Illinois and Wisconsin.

What we offer:

• Highly competitive compensation packages leading the market

• Comprehensive benefits including student loan forgiveness

• Strong support staff and collaborative partners

• Supportive of subspecialty interests

• Commitment to work-life balance

• H-1B visa sponsorship

• Enjoy abundant outdoor recreation — hiking, biking, and boating

• Easy commute to big cities like Milwaukee and Chicago

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 Neurocritical care

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

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

Job Search Tips for the Introverted MD

JOB SEARCH TIPS FOR THE INTROVERTED MD

Job search is a daunting task for nearly everyone. But for introverts, launching a reach-out-andtalk-about-yourself campaign is akin to torture. Lucky for the introverted MD, there are quite a few workarounds to make the process less onerous— and maybe even fun.

There’s been a lot written on this, so you may already know that the words “introvert” and “extrovert” aren’t references to whether you’re shy or outgoing. Nor are they determinants of your ability to communicate, to address large groups, or to talk about yourself. Rather, these terms refer to how you get your energy, and what your natural setpoint is for working and being with others. The simplest definition tells us that an extrovert feels energized by being with others while an introvert more likely feels drained. Likewise, the extrovert may find crowds, group sessions, and the opportunity to meet new people to be exciting. The introvert? Not so much.

If you’d like to learn more about your own introvert/ extrovert tendencies, you can start by taking an online assessment. Two that might interest you are the Myers-Briggs Type Indicator (available in a number of locations online, including Cpp.com) and the Psychological Type Indicator, available at Hrdpress.com. Each of these sites charges a fee, although you may be able to find other sites whose assessments are free.

Regardless of what an assessment may say, you probably already know if you’re energized or drained by being with others, and whether you enjoy processing your ideas out loud or prefer to think things through before speaking. When it comes to job search, the real question is this: How will you survive and thrive in a process that seems almost tailor-made for extroverts? Well, you’re in luck on at least one point.

The sciences—including medicine—draw a high number of people who are introverts. Which means that you won’t be the only introvert in the room when it comes time to network or interview in your field. Now the only question is what to actually say to the people you meet.

Letyourwritten materials do some

ofyourtalking.

One of the best job search tips for introverts is to craft the CV, LinkedIn profile, and cover letter with care, so the words will come more easily in face-to-face encounters with an interviewer or colleague. As a bonus, this process solves some of the primary challenges of job search, such as succinctly conveying past work experiences and describing job-relevant strengths. To make best use of this strategy, start with your CV as your core document—nail this, and everything else you write for your job search will come easily. Reach out to the Neurology Career Center at careers@aan.com for information on their CV review service or visit the Career Center website to find several helpful articles. In the meantime, here are two tips to get you started on building an introvert-friendly CV. First, lean away from a just-the-facts recitation

of your training and work experience. While this approach will result in an adequate document, it doesn’t help the introverted candidate bridge the communication gap. A better format would be a CV where each of the work and training experiences contains at least one or two sentences describing the work setting and the specific role you played in the position.

The second tip for the introvert’s CV is to present two additional categories—one at the beginning and one at the end of your document. The first new category is a Profile, comprised of three or four sentences will introduce you to the reader. Commonly, those sentences would note your current status, a synopsis of training or work experiences and something to indicate future goals. For example, “Neurology fellow with two years’ intensive experience with MS and Parkinson’s trials. Background also includes volunteer experience for Haitian medical relief and earlier training in pediatrics. Seeking roles utilizing dual skill set in research and patient care.”

The new category at the end of your CV is less formal but no less important: Personal Interests. You may have heard that this is a superfluous section but it’s important to remember that people hire people they like. And, since it’s difficult to like someone you know nothing about, the candidates who can bond with the interviewer tend to do better overall. For the introvert, it’s much easier to respond to a question prompted by the CV (“Oh, I see you like movies; what’s the last film you saw?”) than to randomly burst out with this kind of small talk.

What about

networking?

While crafting strong job search materials will help you lock down the phrasing for information you need to convey in job search, it won’t get you out of those in-person conversations many introverts dread. Here are some tips to help you with the networking portion of your job search.

• Ask your mentor or others for introductions to people you want to meet.

• Use email to introduce yourself to networking contacts before scheduling a call or meeting.

• When attending group sessions, choose smaller meetings, particularly at conferences where you won’t know very many people.

• Practice ice-breakers so you can feel more comfortable initiating conversations. Even a simple “This is my first time at this conference; how about you?” will start the ball rolling.

• Focus more on the other person than on yourself. The more you ask someone else, the more you learn about them and the more comfortable you’ll feel. As long as you capture the other person’s email, you’ll be able to follow up to provide specifics about yourself or to request assistance, so there’s no need to feel pressured to “perform” on the spot.

straightforward sessions are often scheduled one after the other in a long day, punctuated with a lunch meeting or tour of the town—a difficult process if you tend to feel drained by being with people. These tips will help you survive such intense situations.

• Review the schedule in advance for breaks between conversations. If you don’t see them, email the coordinator to ask for 10-minute breathers throughout the day. If possible, fly or drive in early, to get your bearings and feel more rested. Being tired tends to exacerbate anxiety and self-doubt for candidates.

• Read the position description closely, then dig into your own strengths and experience to prepare examples illustrating your ability to perform key tasks. Practice telling those stories until they’re short and descriptive. You’ll find that a few good stories will cover a lot of territory in an interview. Since feeling knowledgeable and prepared tends to relieve anxiety for candidates, research the organization and your interviewers’ backgrounds as deeply as you can. The more you know, the more you’ll be able to place your answers in a context. For example, “Yes, I do enjoy research, which is part of what draws me to this position. I was glad to see the number of NHS grants your team has been able to land, and the variety of studies you’ve launched. That fits well with the research experience you see on my CV.”

Andinterviewing?

Surprisingly, interviews can be fairly easy for introverts. Someone asks you a question, you provide an answer, and so on. Unfortunately, those

Setting the stage for future success.

Once you have your job, you’ll quickly find your comfort level in terms of colleague interactions, meetings you need to attend, and so on. That’s good, but also dangerous. Of course, you want to be comfortable—but you also want to grow past your comfort zone. For introverts, that means leading work groups, attending professional association meetings, and maybe even overcompensating for an inward-focused nature by giving presentations or joining a Toastmasters group. When it comes time to move ahead into a new role, start your search by looking at positions that fit your work style well. Then, push the envelope a bit by looking at roles that call for a little extra. Somewhere in the middle lies your next best position, as you constantly learn new ways to contribute your skills in a world that tilts ever so slightly in favor of extroverts. 

Where the Top Jobs and Top Talent Connect!

Assistant Associate Professor of Pediatrics Neurology

Position Summary

The Pediatric Neurologist will provide clinical services both in patient and out patient primarily at OSF Healthcare Children's Hospital of Illinois. They will be responsible for teaching medical students and residents. Scholarly work activity (research, quality improvement, and advocacy) is expected but tailored to the faculty member's interests.

Duties & Responsibilities

• Provide acute and ongoing consultative care to children with neurologic problems in the hospital and outpatient setting.

• Participate in educational and training programs for medical students and residents of the Department of Pediatrics.

• Participate in collaborative research activities of the Division and Department.

• Perform other duties of a university faculty member including committee assignments, curriculum development and student counseling.

• Perform other related duties and participate in special projects as assigned.

Minimum Qualifications

• MD/DO or foreign equivalent

• Eligible for licensure in Illinois

• 2 years of Pediatrics Residency and 3 years Pediatric Neurology Fellowship

To apply, please visit this job listing on the UIC Job Board at, https://uic.csod.com/ux/ats/careersite/1/home/requisition/12134?c=uic, scroll towards the bottom of the page and click, “Apply Now”. You may be redirected to log into, or to create a new account.

Top 10 Ways to Overcome Application Hesitation

Perhaps this has happened to you: You go onto the AAN Neurology Career Center job board and start perusing the postings. Before long, you’ve identified a position that sounds pretty good. You read the information with growing interest, your cursor hovering over “Apply Now”…and hovering…and hovering. And then you move on to another position, or perhaps you leave the site.

What just happened? The diagnosis is simple: You’re suffering from Application Hesitation. Despite your best intentions, you’re stopping yourself from completing a few short steps that could lead to an interesting new job.

So that explains what’s happening, but not why. Here are some of the reasons people hesitate to apply for jobs, even when they’re very interested. If you see any that describe your situation, the prescription provided will help you overcome the barrier.

10 reasons for Application Hesitation, and the prescribed antidotes

1. Fearing that clicking Apply will open the floodgates.

You may have had the experience of answering an online ad and suddenly finding your inbox filling up with unwanted solicitations. That’s a reasonable fear with other job boards, but the Academy sees you as a valued member, not a product to sell to advertisers, so your information is kept confidential.

Antidote: Click Apply. You’re not likely to receive unwanted email from employers you contact on the Career Center’s job board but if you do, just opt out.

2. Fearing that applying could initiate a process you don’t have time for.

It’s one thing to complete a brief application process, but another to fit conversations and meetings into your schedule. You might be

concerned that applying will obligate you to steps you can’t commit to right now.

Antidote: If your application results in contact from a recruiter or employer, simply explain your schedule conflicts in a brief response. In most cases, they’ll be able to work with you to fit your calendar.

3. Unprepared for the interview process.

Scheduling interviews may not be your concern so much as actually participating in them. It may have been awhile since you’ve interviewed for employment as opposed to matching for a training program. Indeed, perhaps you’ve never done that as a neurologist, at least not yet.

Antidote: You’re going to have to cross this bridge sometime, so why not now? Go ahead and apply, then get busy. You’ll find helpful articles in the Neurology Career Center to help you prep for interviews.

4. Not feeling certain the job will be a good fit.

This is one of those closed-loop problems. Without more information, you don’t know if this job would be right for you—but because you don’t know, you hesitate to apply, which is how you would get more information.

Antidote: Apply. Determining fit is something that happens during conversations with the recruiter or employer, which is what happens after they receive your application.

5. Not feeling clear on your overall career direction.

Of course, you know you’ll be working as a neurologist, but you may be feeling less clarity about practicing in a subspecialty, or what balance you want between research and teaching, or any number of other issues relating to your career path. This can lead to a kind of window-shopping process where you review postings in the hopes of finding that clarity, without ever moving forward.

Antidote: Go ahead and take a spin through the postings without clicking apply. Then collect your favorites and apply to the two that appeal to you most. Just starting the conversations with recruiters may be enough to help sort through your priorities, but if it isn’t, you can repeat the exercise.

Eventually you will have enough information to make good comparisons between different options.

6. Not feeling certain you’re qualified for the job.

Some job postings are very detailed while others leave a lot to the imagination. In both cases, it’s easy for a candidate to feel intimidated and uncertain about being qualified.

Antidote: Deciding whether you’re qualified is actually not your job―it’s the job of the recruiter or employer. When you feel interested but uncertain, go ahead and apply. Even if you’re not qualified, you may receive information about other positions for which your skills are a better match.

7. Not wanting to waste anyone’s time.

This is a cousin to the issue of feeling unqualified or uncertain about what the position requires. You hate to start something just to have it fizzle out when you could have saved everyone the trouble to begin with.

Antidote: Again, let the recruiters make that determination; it’s their job. If you asked them, they would almost certainly tell you they’d rather spend the time with you than not, even if the situation doesn’t end with a match.

8. Finding something that’s “off” in the posting.

Perhaps you’re not certain about the location, or you’d prefer a different mix of duties, or you’re concerned the salary won’t work.

Antidote: This is a case where you can assume too much. As in, assuming you understand the position from such a short description, or assuming nothing about the position can be changed. Applying will give you entrée to the conversations that will give you the facts you need.

9. Not feeling certain about building a career with this employer.

How do you know this hospital or practice is wellmanaged, or that you’ll be treated well by them? How can you be sure they’re growing, or will help you manage your career well?

Antidote: In truth, you might never feel complete certainty about a potential employer before you

sign on. Instead of setting certainty as a goal, vow to do your due diligence before accepting an offer by talking with others or researching web sites for reviews by other employees. In the meantime, go ahead and apply, or the question will be moot.

10. Not feeling ready to commit to an offer.

You may be checking the postings a few months or even years early, in terms of when your training will be finished. Or, you may be right on time, but still feeling hesitant about starting this next chapter in your career.

Antidote: Ask any recruiter and they’re likely to tell you they’d rather hear from you early than not at all. Go ahead and apply so you can start the conversation about this role or employer.

If you’re ahead of schedule, you can say so and let the recruiter decide whether to keep moving forward. You may be surprised to learn that some opportunities can be locked in a long time in advance, and sometimes include a signing bonus or other financial incentive. But no worries—if you’re

not ready to make that commitment, you only need to say so.

So…should you apply?

Yes! You really should. Your reasons for hesitating are valid, but also permeable. That is, although each of these 10 reasons makes sense, none of them preclude you from contacting the employer or recruiter. By clicking to apply, you begin a conversation and a relationship that could lead to the best job of your career. And even if it doesn’t, you’ll be more connected and informed than if you had sat on the sidelines. So, go ahead: Stop hovering your cursor and Apply Now. 

Banner Health: Physician-led,

Neurologist Opportunities

• Medical degree – MD, DO,

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

• Relevant clinical interest and expertise

• Excellent patient care abilities and interest in teaching

• Competitive compensation

• Generous benefits, including relocation assistance

ADULT AND CHILD NEUROLOGISTS

Opportunities in Northern & Central California

The Permanente Medical Group, Inc. (TPMG) is one of the largest medical groups in the nation with over 9,500 physicians, 21 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

For ADULT OPENINGS, contact Ramona Boyd at: Ramona.J.Boyd@kp.org or call: (510) 458-5197.

For PEDIATRIC OPENINGS, contact Judy Padilla at: Judy.G.Padilla@kp.org or call: (510) 368-4513.

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

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.

• 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

• 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)