Obstetrician-Gynecologist (OB/GYN) Recruiters
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Find an OB/GYN whose delivery work, call tolerance, and gynecologic surgery match the work you need covered.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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- OB/GYN Physician
- Gyn Surgeon
- OB Hospitalist / Laborist
What does this hire really come down to?
An OB-heavy opening can disappoint a surgeon seeking regular robotic cases. A surgery-focused candidate may not want frequent labor calls. We screen for the actual split between deliveries, triage, office work, operating room blocks, and call before presenting anyone. That gives you a clearer basis for interviews and reduces late-stage surprises.
Your first decision is the job’s clinical mix. We ask what they did recently, what they want next, and whether your schedule reflects that choice.
Call is not a line item to leave for the offer stage. We ask about weekday, weekend, and backup call, deliveries while on call, and who handles triage decisions.
What do we check before you see anyone?
ABOG status: We confirm the physician’s stated ABOG certification status and discuss any board-related timeline relevant to your credentialing process. Your team makes the final credentialing decision, but you should know this information before an interview. State medical license: We verify current licensure information for the state where the physician would practice, or discuss a planned license application when applicable.
- We also ask whether any licensing timing could affect your intended start date.
- Delivery and call history: We ask about recent deliveries, labor and delivery call structure, triage involvement, backup coverage, and escalation patterns. This helps distinguish a physician accustomed to independent call from one working in a different coverage model.
- Robotic GYN work: We discuss console training, recent robotic cases, procedure types, and the physician’s interest in maintaining robotic practice. A candidate may be qualified for general GYN work yet not seek a robotic-heavy block schedule.
- OB-only, GYN-only, or full-scope preference: We ask candidates to describe their preferred week, not just their preferred title. That conversation can reveal a mismatch between your delivery needs and their desired surgical or office schedule.
- Working with the labor unit: We ask how the physician communicates with nursing, triage staff, anesthesiology, and physician partners during a changing labor board. We look for concrete examples of handoffs, disputed plans, and after-hours decisions.
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 recruit from OB/GYN groups and hospital-based laborist programs. Physicians may consider a move because call distribution changed, surgical access narrowed, a group added partners, or their preferred scope is no longer available. We also speak with residents entering practice.
A new physician may seek structured mentorship, a clearer call model, or a practice that supports the scope they trained for. We present that experience plainly, so you can set interview expectations appropriately.
Which mistakes stall the search?
Do not interview for a full-scope physician while advertising a schedule that is mostly deliveries or mostly GYN surgery. Do not treat robotic experience as interchangeable with recent console work in the procedures your operating room schedules. Some physicians want a full-scope practice, moving from labor triage to scheduled gynecologic surgery.
Do not wait until the offer stage to disclose call frequency, backup duties, triage coverage, or delivery expectations.
How would we run the search for this opening?
Tell us the expected delivery volume, call rotation, laborist coverage, office duties, surgical blocks, and robotic case mix. Meet candidates using your real call calendar and operating room plan. Others want OB-only, GYN-only, or laborist work. For robotic GYN openings, we also ask which console cases they performed recently and how often they operated.
Define the weekly work
We turn that into screening questions candidates can answer directly.
Review the clinical record
We screen credentials, work history, license information, ABOG status, delivery and call experience, robotic GYN work, and scope preference.
Interview against the schedule
Ask what they would cover, what support they expect overnight, and which parts of the role they want to keep doing.
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.
Where this search connects
National median annual wage. SOC 29-1218, Obstetricians and Gynecologists.
BLS reports Obstetricians and Gynecologists as one occupation. It does not publish a separate estimate for Obstetrician-Gynecologist (OB/GYN), 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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Should we hire an OB-only, GYN-only, or full-scope physician?
Start with the work your current physicians need removed from their schedules. If you need labor coverage and deliveries, do not assume a robotic-focused GYN surgeon wants that role. A full-scope physician may fit well when both sides of the practice have protected time.
How long does an OB/GYN search take?
Timing depends on the scope, call model, location, and whether you need recent robotic GYN experience. We begin by defining those points, then share candidate availability and feedback as the search progresses.
How do you screen for labor and delivery call fit?
We ask about recent call frequency, solo versus shared coverage, triage duties, backup arrangements, and the physician’s preferred call model. We also ask what made prior call schedules workable or unsustainable, without assuming every move relates to burnout.
Can you help us assess robotic GYN experience?
We screen for console training, recency, procedure exposure, and the candidate’s interest in maintaining robotic work. Your surgeons and credentialing team should decide whether that background supports the privileges and case mix you plan to offer.
What is the fee arrangement?
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.
If you need an OB/GYN, OB hospitalist, laborist, or GYN surgeon, share the schedule and scope. We will screen to the work your service actually needs covered.
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.
Which other positions in this family should you consider?
Plastic & Reconstructive Surgeon · OB Hospitalist (Laborist)
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 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.