Built for the complexity of community health hiring

We help you compete on the full opportunity, not compensation alone. Mission, community impact, benefits, and market intelligence on current salary and relocation trends all factor into how we position your opportunity, so you can compete effectively even without matching a hospital's pay scale.

Yes. We recruit across primary care, behavioral health, dental, pharmacy, and other clinical roles, often for the same organization at the same time, drawing on the specialty-specific expertise from our Physician Search and Allied & Dental Search teams.

Beyond clinical qualifications, we evaluate a candidate's history and stated motivations for community-based, mission-driven work, and how their expectations line up with the realities of your organization and the community it serves. That evaluation is what separates a candidate who stays from one who doesn't.

Very flexible. We understand that grant timelines and funding cycles can shift a hiring plan quickly. Your consultant stays engaged throughout the search and adjusts as your priorities evolve, rather than working from a fixed plan that no longer reflects your needs.

Programs like NHSC loan repayment can make an offer significantly more competitive against private practice and health system pay, particularly for early-career providers carrying student debt. Your consultant can help communicate these benefits clearly to candidates throughout the search, so they factor into a candidate's decision alongside salary.

We bring current market intelligence on salary, bonus, and relocation figures specific to your specialty and region, helping you understand where your offer stands and refine it to remain competitive without overextending your budget.

Yes. We help communicate benefits like Public Service Loan Forgiveness (PSLF) eligibility and other program-specific advantages to candidates during the search, since these can meaningfully affect a candidate's decision and are easy to overlook without a dedicated conversation.

Many providers open to mission-driven work are not browsing job boards. As part of the M3 family, we combine direct outreach with access to a network of more than 4 million engaged physicians worldwide, identifying and engaging candidates well before they would ever respond to a posted opening.

We complement your process, taking sourcing and screening off a team already managing credentialing, benefits, and compliance, so your internal team can stay focused on the responsibilities only they can handle.

Placement protections are outlined in each search agreement and vary by engagement. Thorough upfront screening for mission fit and community alignment is designed to minimize this risk from the start. Your consultant will walk you through the specific protections before a search begins.

FTCA (Federal Tort Claims Act) coverage extends federal malpractice protection to eligible providers at deemed FQHCs, which can meaningfully change how a candidate evaluates an offer compared to a role requiring separate, employer- or self-funded malpractice insurance. Your consultant can help explain how this coverage factors into a specific offer, though for the legal specifics of FTCA eligibility and scope, your organization's compliance counsel remains the definitive source.

Many FQHCs are eligible to sponsor candidates through the Conrad 30 J-1 visa waiver program, which can meaningfully expand your candidate pool. Because visa sponsorship involves specific legal and compliance requirements, your consultant can help identify J-1-eligible candidates during the search, while your organization's immigration counsel should confirm the specific sponsorship process and requirements.