Gastroenterologist, PE-Backed GI Group
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Hire a gastroenterologist who can manage clinic, endoscopy blocks, call, and partner-level decisions in an ASC-affiliated group.
No upfront fee. You pay only if you hire.
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What does this hire really come down to?
A PE-backed GI group needs more than general endoscopy experience. This physician may see new referrals in clinic, perform colonoscopies and EGDs at the ASC, review pathology follow-up, cover consults, and discuss block use or referral access with partners. We screen for physicians whose recent work matches that mix.
Strong procedure numbers alone do not answer the hiring question. Ask how the physician handles a late cancellation, an add-on referral, delayed room turnover, or an inpatient request during a scheduled procedure day. The answer can show how they balance patient access, physician coverage, and the commitments already on the schedule.
The business discussion also needs plain terms. One physician may want wRVU-based compensation, ASC participation, and a route to equity. Another may prefer salary stability and fewer governance duties. We help you surface those expectations before interviews reach the final stage.
What do we check before you see anyone?
License and board status. We screen for an active or obtainable state medical license and review current gastroenterology certification through the American Board of Internal Medicine. You complete credentialing, privilege review, and your own clinical assessment. Procedure record. We ask about recent colonoscopy, EGD, polypectomy, hemostasis, PEG, and other procedures on your menu.
- If ERCP or EUS matters, we ask about case frequency, training, practice setting, and whether the physician wants to continue that work.
- ASC day management. We ask how the candidate plans a block, responds when a patient cancels, and works with anesthesia, nursing, scheduling, and pathology. This distinguishes ambulatory endoscopy experience from primarily hospital-based procedure work.
- Clinic and hospital duties. We review new consults, surveillance follow-up, inflammatory bowel disease work, liver-related referrals, and inpatient coverage when those duties belong to your model. We also ask how the physician handles a handoff when hospital evaluation becomes necessary.
- Production context. We discuss wRVUs, procedure volume, clinic templates, call, and referral sources. A production figure means little without knowing whether the physician inherited a mature panel, controlled block time, or carried substantial inpatient work.
- Group participation. We ask about committee work, quality review, capital discussions, referral development, and physician decision-making. Your partners need to know whether the candidate wants a voice in operations and accepts the duties that may come with ownership.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
We speak with gastroenterologists from academic and teaching settings who may seek more influence over their schedule, compensation, and procedural practice. Some may want fewer research duties or a clearer partnership path. We test the reason for moving instead of assuming it.
We also reach physicians in independent specialty groups, hospital-employed practices, and smaller physician-owned offices. A move may follow a change in call, limited ASC access, fewer advanced cases, or the administrative burden of a small practice.
Which mistakes stall the search?
A common mistake is treating general GI experience as proof of advanced procedure competence. Ask for recent case mix, training history, and the facility where ERCP or EUS cases occurred. Another is discussing wRVUs without explaining clinic templates, block allocation, call, referral flow, and who controls the schedule. Candidates can read the same compensation plan very differently.
Waiting until a final interview to explain governance, ASC participation, and equity discussions. Late surprises can end a search after both sides have invested time.
How would we run the search for this opening?
Tell us which procedures, clinic days, call duties, hospital relationships, and ASC blocks belong in the role. We screen credentials, work history, procedure exposure, production context, and reasons for moving. Your physicians can test procedure judgment, referral-building approach, and participation in group decisions.
Set the practice profile
We use those facts in outreach and screening.
Review the working record
You review physicians whose background fits the work your group needs performed.
Run partner interviews
After selection, you manage credentialing and final clinical review.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
The role and the setting
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How should we assess ERCP or EUS experience?
Ask for recent volume, case types, fellowship or other training, supervision history, and the facilities where the work occurred. Confirm whether the physician wants to maintain those procedures and whether your privileges, equipment, and referral pattern support that plan. Those circumstances vary by candidate.
When should we discuss ownership or equity?
Raise the broad structure early, before a physician assumes a standard employed arrangement. Later conversations can address written terms, capital contribution, governance, vesting, and group-specific conditions.
Can a hospital-employed gastroenterologist adapt to our ASC model?
Often, but interview for the practical differences. Ask about block management, scheduling authority, referral development, compensation history, and comfort making decisions with physician partners.
What can delay a physician’s start date?
State licensing, payer enrollment, hospital or ASC privileges, relocation, and notice obligations can affect timing. Your team should map each item after an accepted offer and confirm what must be complete before the first clinic or procedure day.
What are the terms if we hire a candidate?
No upfront fee. You pay only if you hire, and the written agreement states the fee and replacement terms for a standard permanent search.
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 Healthcare Headhunters how your GI group operates during a typical week, and we will begin a focused permanent search. For temporary or other needs, describe the arrangement so we can discuss whether we can help.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
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 are the replacement terms?
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. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
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.