Obstetrics and Gynecology Physician Jobs & Recruitment

This is the Obstetrics and Gynecology hub I send candidates and clients to when they want my honest read on the specialty — what's actually moving in offers, which contract clauses are worth fighting over, and what has changed since the last time you looked at the market.

What the Obstetrics and Gynecology market looks like from my desk

OB/GYN demand is bifurcating sharply. In big metros, hospital-employed OB groups are well-staffed and the market favors employers; in maternity-care deserts across rural America, it's the opposite — counties losing labor-and-delivery services entirely, with single-OB rural hospital coverage now offering some of the most aggressive comp packages in any specialty. My typical search is either a hospital-employed OB/GYN replacement in a metro group or a rural critical-access hospital trying to stand up a 2-3 physician OB call rotation from scratch.

What Obstetrics and Gynecology compensation actually looks like in offers I close

Standard hospital-employed OB/GYN base in metro markets runs $340K-$380K with productivity overlay. Rural OB roles, particularly those that involve solo-call coverage, have climbed past $475K and now routinely include physician housing or a stipend, malpractice-tail coverage, and significant student-loan repayment. The biggest comp lever in any OB offer is call-frequency language — the difference between Q3 and Q5 call is worth $50K+ a year and is the first clause I optimize on every offer I close.

Obstetrics and Gynecology contract clauses I push back on

The two OB contract clauses I always challenge are the deliveries-per-year minimum (which can quietly become a productivity floor that triggers compensation cuts in low-volume months) and the high-risk-OB transfer policy — physicians taking call without a clear MFM transfer pathway end up exposed to clinical and legal risk that wasn't priced into the offer. I also coach candidates to negotiate gynecology-only days as a hard schedule item, not a request, to protect against OB-call burnout.

What has shifted in Obstetrics and Gynecology hiring recently

Three things have reshaped this specialty in the last two years. Maternity-care deserts have created a federal-grant-funded recruitment market — many rural OB roles now stack HRSA recruitment grants on top of hospital-employed compensation. Office-based gynecology platforms (PE-backed in many cases) are pulling experienced physicians out of OB practice entirely with no-call, daytime-only models that command competitive comp. And robotic gynecologic surgery training has become a near-requirement for physicians applying to academic and large-group practices.

Engage a Obstetrics and Gynecology recruiter

Email hire@physicianrecruitment.com to scope a Obstetrics and Gynecology search. Retained engagements run 25-30 percent of first-year compensation with a twelve-month replacement guarantee; contingency engagements run 20-28 percent paid only on placement. I follow every scoping call with a written engagement proposal within two business days.