Gastroenterologist Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Hire a gastroenterologist whose procedure scope, call expectations, and ASC role match the work you need covered.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
- GI Physician
- Advanced Endoscopist (ERCP/EUS)
- Hepatologist
- GI Hospitalist
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A GI search can fail when interviewers discuss only compensation and credentials. Your new physician may spend the morning performing screening colonoscopies, review pathology and messages between cases, see consults, and share call after hours. We screen for the actual mix of procedures, clinic work, and physician ownership expectations before you invest interview time.
Start with the schedule, not the résumé. A practice centered on routine EGD and colonoscopy needs a physician who can keep cases moving while documenting findings, answering staff questions, and deciding when a case needs more time. A hospital-based service may need someone comfortable evaluating consults, coordinating follow-up, and taking inpatient call. Those are different jobs.
Advanced endoscopy changes the search. If you need ERCP or EUS, ask about recent independent case work, referral patterns, anesthesia support, and backup coverage. Do not pay for advanced skills you will rarely use. Likewise, do not assume a strong outpatient endoscopist wants an ownership path, or that a physician seeking partnership accepts a purely employed role.
What do we check before you see anyone?
We screen ABIM Gastroenterology status through primary-source databases. We ask about fellowship completion, current board standing, and any timing that could affect your credentialing review. We confirm an active, unrestricted state license for the practice jurisdiction. We ask directly about past discipline, pending investigations, and any disclosed issue that your medical staff office should review early.
- We review recent EGD and colonoscopy volume in context. Ask how many rooms the physician covered, who turned rooms over, and what interrupted a typical procedure day.
- For an advanced endoscopist, we separate claimed exposure from independent practice. We ask about ERCP and EUS case types, referral handoffs, complication follow-up, and whether proctoring would be expected.
- We ask how the physician documents findings, handles pathology follow-up, and manages portal messages after clinic. This shows whether the candidate’s work habits match your staffing model without assuming they need a scribe.
- Where an ASC partnership is part of the offer, we discuss it plainly. Ask what ownership means to the candidate, what financial information they expect, and whether they want a clinical role only or a share in business decisions.
Where do we find them, and why would they move?
We recruit from independent and private-equity-backed GI groups, hospital-employed GI practices, and fellowship programs. A physician may consider a move after a contract term, a change in call rotation, less block time, or a different view of partnership. Those reasons vary by person and should be tested in conversation.
Fellows can bring current training and may need clearer support around scheduling, coding, and ownership discussions. We ask what they want to change in their next role, rather than treating either background as automatically better.
Which mistakes stall the search?
A common mistake is comparing fellowship names but never asking how the physician manages a full day of routine cases, documentation, pathology follow-up, and late add-ons. Another is listing ERCP or EUS as a preference when your referral base will not support regular advanced cases or when backup arrangements remain unclear.
Waiting until final interviews to explain call frequency, ASC ownership terms, or the split between procedure days, clinic, and hospital work.
How would we run the search for this opening?
Tell us the number of procedure days, clinic sessions, inpatient duties, and call expectations. We present physicians whose scope and stated interest match your role. Confirm compensation, call, procedure scope, partnership discussions, and start conditions in writing. Experienced physicians may bring established procedure habits and referral relationships.
Map the actual physician week
Identify which work must be covered by this hire and which work can remain with current physicians.
Review qualified profiles
You decide whom to interview, complete your own credentialing and clinical assessment, and set the interview sequence.
Make a clear offer
Permanent contingency placement carries no upfront fee. You pay only if you hire under our written agreement.
Where this search connects
Medical Specialty Physicians
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingChildren's Hospitals
SettingRural & Critical Access Hospitals
SettingGastroenterologist, PE-Backed GI Group
Role in a settingCardiologist (Non-Invasive)
Related roleInterventional Cardiologist
Related roleCardiac Electrophysiologist
Related rolePulmonary & Critical Care Physician
Related roleNational median annual wage. SOC 29-1229, Physicians, All Other.
BLS reports Physicians, All Other as one occupation. It does not publish a separate estimate for Gastroenterologist, its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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How do you distinguish a GI physician from an advanced endoscopist?
A general GI physician may focus on clinic, inpatient consults, EGD, and colonoscopy. An advanced endoscopist brings current ERCP or EUS work when your referral pattern and support model call for it. We screen the claimed scope rather than relying on the title.
Can you recruit for a hepatologist or GI hospitalist instead?
Yes: a hepatologist search calls for detailed discussion of liver-focused clinic work, consult patterns, and referral relationships. A GI hospitalist search calls for attention to inpatient rounds, consult response, procedures, and call structure.
What should we ask about ASC partnership?
Ask whether the candidate seeks equity, what information they need to assess the opportunity, and when partnership discussion should occur. Clarify whether ownership is available, optional, or not part of the position before final negotiations.
Can you help with temporary coverage while we recruit permanently?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement adds physicians to your own pool rather than covering individual shifts.
How are fees and replacement terms handled?
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What should you send us about this role?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
Tell us what your gastroenterologist will do across a normal week. We will screen for the procedure scope, license, board status, and work pattern your facility needs.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Which other positions in this family should you consider?
Advanced Heart Failure & Transplant Cardiologist · Pulmonary & Critical Care Physician
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.