1x24 Shift, 12:00:00-12:00:00, 24.00-1

We are expanding our OBGYN Hospitalist services into the state of Ohio! Building an exceptional team to collaborate and work together in creating and delivering optimum care.24 hour shifts. Flexible scheduling to create work life balance for youCollaboration with community OBs in a highly supportive and cohesive groupBest practices ensurecontinuity, quality and safetyReal-time communication with office physicians of triage visits, new issues, and deliveriesImproved outcomes, enhanced experience, reduced costsMultidisciplinary OB critical care.24-hour in house coverage for obstetric and gynecologic emergencies.Management of OB/GYN emergency-department patients.BenefitsOur clinicians enjoy a competitive compensation package with many locations offering sign on bonuses, relocation and tuition reimbursement.*Our benefits include:Health (various options), life, vision, dental and disability insurance401(k) with annual matching programAdvanced and continuing medical educationLeadership training and advancement opportunitiesEmployee stock purchase plan at a 15% discountProfessional liability insuranceSupport and payment for mandatory license/s and hospital credentialing*These benefits are for full time employees, employees in other types of employment classifications may be eligible for some of these benefits. Submission requirements: Board Certified - RequiredCOVID Vaccine - RequiredOH License - Highly Preferred Rate:Perm Rate Cap $25K Certifications:Board Certified

QC Job ID: 34746

Don't Trust this Agency! (Quality Clinicians)
Was there really a rate drop the week after you signed your extension? Did the high paying job you just applied for actually close, or was it another bait and switch? Of course, clinicians are skeptical. We are trained to look for the evidence, so what are we supposed to do when the only evidence we have access to is the word of our recruiter, who undeniably has a conflict of interest. Where are the primary sources? Oh, sorry they aren't allowed to show that.

As a clinician, I understand and support the need to review the evidence for yourself, which is why our agency will not withhold information from our clinicians. We are willing to show you everything we see. You shouldn't have to take our word for it.

Hi, I'm Kirsten Hixon, a travel nurse and an owner of the healthcare staffing company Quality Clinicians. My teammates and I have been working hard to build a different kind of staffing firm as you can see listed in the below outline.

If you want a different kind of agency, stop working with the same ones and come help us build a better one.

1.Same Deal
All healthcare worker pay packages are calculated in the following manner, and we're happy to prove it:

Bill Rate (100% of revenue)

-QC Cost of Operations (16.18% of rev)

-QC Profit (3.8% of rev)

-Burden on Taxable Earnings (usually 1%-5% of rev depending on the state)

-MSP Fees (between 4%-11% of rev depending on MSP)

Clinician Pay (typically 70%-80% of rev)

We offer all clinicians this same deal with transparency. When all clinicians get the same cut and see everyone else's piece of the pie, we find the reasonable clinicians are satisfied with their pay package.
2.Transparency
When you complete your profile to work with us, your assigned relationship manager (recruiter) can show you the bill rates, our cut, your cut, the terms of our agreements, etc. for any of our jobs that you are qualified for to prove the above calculation is being used. Additionally, we will do this at any point before or during your assignment for any rate changes, time keeping issues, guaranteed pay issues, etc.
3.Aligned Interests
While our competition pits recruiters and clinicians against each other, we align their incentives with each other and the rest of our stakeholders, in order to remove conflicts of interests.

• Our competition pays their recruiters more money if they can get their clinicians to accept lower pay packages that are more profitable for the company. Eww.

• Since there is nothing for clinicians to negotiate with our recruiters, they can behave like players on the same team instead of parties on opposite sides of a negotiation.
• Instead of cash incentives for individual performance for internal staff we pay quarterly companywide profit share bonuses. Everyone gets the same percentage of their salary, because regardless of who scores the game winning point the whole team won, and every member of a winning team deserves to be rewarded fairly for their contribution.
• We only make more if you make more or if we operate more efficiently, since our slice is always 19.98% (3.8% and 16.18%)
• We only get more jobs if we get more facilities, and the best way to get more is to provide facilities with strong clinicians who are adaptable and dependable, so we are incentivized to be very picky with which clinicians we work with.