Reproductive Endocrinologist (REI) Recruiters
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Hiring a reproductive endocrinologist means matching fertility consultation, cycle management, and procedural experience to your clinic’s patient mix and coverage schedule.
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.
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?
We recruit reproductive endocrinology and infertility physicians for permanent positions. Your search should start with the work awaiting the hire: new consultations, ultrasound monitoring, egg retrievals, embryo transfers, and follow-up discussions. Define which duties belong to the physician, nurses, and embryology team before interviews begin.
That distinction makes comparisons more useful than a broad request for IVF experience.
An REI physician evaluates infertility and reproductive endocrine disorders while coordinating care across repeated visits. Ask how candidates review monitoring results, communicate changes to nurses, and handle questions after an unsuccessful cycle. A useful answer describes personal responsibility, documentation, and handoffs rather than crediting the entire team.
Procedural fit deserves a separate discussion. Retrieval and transfer experience may differ from experience with hysteroscopy or other reproductive surgery. If your position includes surgery, identify the procedures and hospital access involved.
What do we check before you see anyone?
Confirm medical licensure: Which state licenses do you hold, and are any restrictions or pending matters relevant to this position? We screen license status and disclosures against your location and start plans. Review specialty training: Where did you complete obstetrics and gynecology residency and REI fellowship?
- Ask about board certification or eligibility separately. The record should support the specialty background claimed without treating certification as a universal legal mandate.
- Test cycle ownership: Describe a monitoring day when several patients needed physician review. Who reviewed results, communicated decisions, and documented follow-up? Listen for clear responsibility and a workable nurse handoff.
- Examine procedural experience: Which retrievals, transfers, and reproductive surgeries have you performed recently? Ask what procedural records could support hospital or facility review, and distinguish independent practice from supervised training.
- Assess patient conversations: How would you discuss an unsuccessful treatment cycle or uncertainty about another attempt? Look for plain language, room for questions, and respect for patient decisions without promising outcomes.
- Check team boundaries: When would you speak directly with an embryologist rather than relay a message through nursing? A useful answer identifies physician decisions, laboratory responsibilities, and how disagreements receive prompt review.
Where do we find them, and why would they move?
We look among fertility practices, academic reproductive medicine programs, hospital-affiliated services, and graduating REI fellows. These backgrounds offer different comparisons. A physician from a teaching program may bring research and trainee supervision, while a private-practice physician may have more direct experience with outpatient scheduling and business discussions.
Potential moves can reflect geography, ownership opportunities, research time, or a different call arrangement. We ask what candidates want to change and compare that answer with your actual offer. If weekend monitoring remains part of your position, presenting it plainly prevents a mismatch hidden behind an attractive weekday schedule.
Which mistakes stall the search?
Do not treat pregnancy outcomes as a standalone hiring score. Ask how patient selection, laboratory contribution, and reporting definitions affect any figures a candidate presents. Do not leave early-morning and weekend coverage undefined. Explain who reviews monitoring, performs procedures, and answers urgent messages when the usual physician is unavailable.
Do not advertise ownership without concrete terms. Separate the employed role from any proposed partnership discussion, including timing, decision authority, and information available during interviews.
How would we run the search for this opening?
Share your consultation mix, procedure expectations, monitoring schedule, call duties, and teaching or research commitments. We review credentials, work history, and fit through specific discussions about cycle management, procedures, and team communication. Compare shortlisted physicians’ recent retrieval and transfer experience, monitoring handoffs, and approach to unsuccessful-cycle discussions.
Define the physician’s week
We also clarify whether the opening replaces a departing physician or adds another physician, since handover needs differ.
Screen against the actual duties
You complete your own credentialing and clinical assessment, including any applicable privilege review.
Align the offer and transition
Use interviews and references to assess who can take responsibility for your clinic’s assigned duties. Discuss compensation structure, coverage, and any ownership proposal before final interviews conclude. 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.
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 Reproductive Endocrinologist (REI), 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 consider an REI fellow for this opening?
Yes, if your duties and support suit a physician entering independent practice. Review fellowship completion timing, licensure, board status, and procedural experience rather than equating training completion with experience running your clinic. Do not assume fellowship training alone proves recent experience with every procedure you expect the physician to perform.
How should we describe weekend IVF coverage?
State who reviews monitoring results, performs scheduled procedures, and handles patient messages. Explain whether physicians rotate these duties and what happens during leave.
What should we ask about embryology collaboration?
Ask candidates to describe a disagreement involving laboratory information and patient communication. Listen for respectful escalation and clear decision ownership, not claims that the physician performs embryology work.
Can we combine fertility practice with gynecologic surgery?
You can define a combined role, but list the actual operations and expected frequency. Recent experience and applicable privileges need separate review from office-based fertility duties.
How do we assess interest in partnership?
Ask whether candidates want ownership, employed practice, or further information before deciding. Describe the proposed business responsibilities and avoid presenting an unresolved ownership possibility as a settled offer.
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 which consultations, procedures, and coverage duties your next REI physician will own. We will screen for recent procedural experience and readiness to share weekend monitoring with your existing physicians.
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?
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 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.