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myDermRecruiter

myDermRecruiter is the nation's largest dermatology recruitment firm!✨www.myDermRecruiter.com✨ Why partner with My DermRecruiter? Whatever you need, we can help!

myDermRecruiter is a boutique style specialty specific recruitment firm, solely focused on the recruitment of Dermatology Providers nationwide! Our clients range from small one physician practices to large national healthcare organizations, seeking to recruit a Dermatology provider. Are you a practice administrator who needs to add a provider to your Dermatology practice to keep up with patient vo

lume? Are you a Dermatologist that owns your own practice and doesn't know where to start to find an employee or partner? Are you a Dermatologist, Physician Assistant or Nurse Practioner seeking a new opportunity confidentially? Are you a Resident or Fellow trying to navigate your job search on your own? We offer a one-on-one, consultative approach to your recruitment needs or job search. Our consultants work closely with physicians and Dermatology practices across the nation and are able to provide you with insight on competition, compensation, contracts, and opportunities in your region.

09/04/2026

In a full-circle moment, Brent Bargen and Haleigh Forget returned to their alma mater, the University of Missouri, to spend an evening with Mizzou dermatology residents preparing for the next chapter of their careers.

This wasn’t a formal presentation. And there was no list of jobs to promote.

Instead, it was a candid conversation about the dermatology career market, what the job search actually looks like, the questions worth asking and some of the decisions residents will eventually face as they begin thinking about life after training.

Thank you to the Mizzou School of Medicine dermatology residents who spent the evening with Brent and Haleigh—and asked such thoughtful questions.

For Brent and Haleigh, getting to have those conversations back at a place that helped shape their own paths made the evening especially meaningful. 💙

09/03/2026

If your dermatology hiring needs are assessed by the question, “Do we have an opening today?”, then your practice is likely stuck in a cycle of reactive hiring.

Reactive hiring looks like:

📌 Beginning a search only after a provider resigns or reduces their schedule
📌 Waiting until patient access and appointment wait times become a problem
📌 Asking existing providers to absorb additional volume while a search is underway
📌 Planning for growth before planning for the providers needed to support it
📌 Recruiting under time pressure instead of taking time to define the right candidate, compensation structure and opportunity
📌 Treating staffing needs as isolated vacancies rather than part of a broader workforce plan

The problem is that most future hiring needs leave clues well before there is an empty chair.

Growing patient demand. Providers operating at capacity. Planned retirements or schedule changes. New locations or service lines. Changes in your physician-to-APP mix.

So a more useful question for practice leaders is:

“If nothing changes, where could we have a provider-capacity problem six to twelve months from now?”

That shift—from filling vacancies to anticipating capacity—can give your practice more time, more recruiting options and a much stronger position in the candidate market.

As you look toward 2027, where is your practice most likely to need additional clinical capacity?

If 2027 hiring is already on your radar, myDermRecruiter can help you think through timing, market realities and the type of provider your practice will need next.

Contact Brent Bargen to start the conversation.

📞 636-239-1787 ext. 102
📧 [email protected]

09/02/2026

With one of the lowest overall price levels in the country, this dermatology opportunity in the Des Moines area offers a compelling financial proposition.

For dermatologists considering a career move, compensation is only part of the equation. What matters just as much is what that income allows you to build outside of work.

In a market like Des Moines, a physician’s earning power can translate into significantly greater purchasing power than it might in many high-cost coastal markets. Housing, everyday expenses and the overall cost of living can consume a smaller share of income—creating more room for saving, investing, travel, homeownership and the lifestyle you actually want your career to support.

And choosing affordability here doesn’t mean choosing isolation.

The Des Moines metro provides the restaurants, entertainment, cultural amenities, healthcare infrastructure and airport access that make day-to-day life convenient, while communities surrounding the city offer the space and accessibility that are becoming increasingly difficult to find in more expensive metropolitan areas.

That combination is what makes this opportunity worth a closer look.

A strong dermatology career is valuable. A strong dermatology career in a market where your income can carry substantially more weight may be even more valuable. 💯

If your next move is about improving not only what you earn, but what your earnings make possible, the Des Moines area deserves serious consideration.

📧 Interested in learning more? Reach out to [email protected] today!

09/01/2026

The return to routine after a full summer makes fall a natural time for reflection, reassessment and goal setting. For dermatology providers, this might look like a brief career audit, asking questions like…

✨ Is my workload sustainable?
✨ Does my compensation reflect the value I’m producing?
✨ Am I getting the support I need to practice well?
✨ Does my schedule work in reality—not just on paper?
✨ What would need to change for another opportunity to be worth considering?

The goal is not to decide whether you should leave your current position.

It is to understand what is working, what is not and what you would want to be different in order to reach your goals.

Learning to assess where you are—and getting clearer about where you want to go—can help you create more options before you need them.

That clarity can make future career decisions easier, from evaluating a job posting and comparing compensation to interviewing with a practice or negotiating an offer.

If you gave your career an honest audit today, what would be the one thing you’d most want to change before 2027?

08/28/2026

A four-day workweek has become an increasingly common feature of dermatology opportunities—and for good reason.

It can offer physicians more flexibility, more personal time and a schedule that feels far more sustainable than the traditional five-day model.

But… four days of scheduled clinic doesn’t always mean four days of work.

Patient volume, documentation expectations, inbox responsibilities and the level of clinical support you receive can all determine whether your work stays within those four days—or follows you into the rest of your week.

So when evaluating an opportunity, don’t stop at asking, “What days will I be in clinic?”

Then, dig a little deeper…

✨ When do physicians typically finish their notes?
✨ How much work happens outside scheduled clinic hours?
✨ What kind of MA or scribe support is provided?
✨ Are physicians generally able to leave work at work?

Because sometimes the most important details of a dermatology opportunity aren’t the ones printed at the top of the offer.

💬 For dermatologists already in practice: what has made the biggest difference in helping your work stay at work?

08/26/2026

A four-day workweek, immediate patient demand and the flexibility to build a practice around the areas of dermatology you enjoy most—this private practice opportunity near Seattle, Washington, offers a compelling combination of autonomy, growth and earning potential.

A well-established practice is seeking a Board-Certified / Board-Eligible Dermatologist to join its experienced team. The incoming physician can tailor their clinical mix across medical, surgical and cosmetic dermatology while stepping into an established patient base from the start.

Highlights include…

✨ Full-time, four-day workweek
✨ Immediate patient demand
✨ Flexible medical, surgical and cosmetic mix
✨ Dedicated MA and scribing support
✨ Realistic first-year income potential of $500K - 600K+
✨ Tiered collections model for continued earning growth
✨ Comprehensive benefits
✨ Sign-on bonus and relocation assistance may be available
✨ 2027 Dermatology Residents are encouraged to apply

If you're considering a move to the Seattle area—or simply want to know whether this opportunity could align with your career goals—reach out to Terry Ferguson for a confidential conversation.

📩 [email protected]

08/24/2026

There’s a version of your dermatology career you may have stopped imagining.

Not the version where you tolerate a slightly better schedule. Or see a few fewer patients. Or finally get a modest bump in compensation.

The version where your work actually fits your life.

✨ Where you have the support you need to practice well.
✨ Where your schedule feels sustainable.
✨ Where you’re compensated fairly for what you produce.
✨ Where leadership listens.
✨ Where there’s room to grow without constantly wondering whether you should be somewhere else.

Sometimes, after enough years of adapting to what is, it becomes easy to stop asking what could be.

But changing jobs isn’t always about escaping something bad.

Sometimes it’s about realizing you’ve outgrown what you once accepted—and allowing yourself to imagine a dermatology career that feels meaningfully different.

If you’ve been thinking about what might be next, you don’t have to have the answer yet.

Start by asking yourself one question:
If I could design the next chapter of my career differently, what would I want to be true?

That’s a conversation our dermatology recruiters have every day—and one we’re always happy to have confidentially, with no pressure to make a move.

📧 [email protected]

08/21/2026

According to AAPPR’s 2026 retention research, 81% of healthcare organizations measure satisfaction and 78% track turnover.

Far fewer measure the indicators that could help them respond sooner—including provider workload, internal mobility, recruiting lead time and the true cost of replacing someone who leaves.

In dermatology, that cost can extend well beyond recruiting:

✅ Patient access declines.
✅ Remaining providers absorb additional volume.
✅ Staff members carry more pressure.
✅ Growth plans stall.
✅ Revenue is displaced while the search continues.

Retention needs to become part of workforce planning—not simply a number reviewed after a provider is gone.

Stay interviews, structured check-ins and honest conversations about workload, support, compensation and long-term goals can help practices identify concerns while there is still time to address them.

What indicators does your practice monitor to identify retention concerns before a provider decides to leave?

Source: AAPPR 2026 Retention Research

08/20/2026

“I don’t know.”

That’s a phrase we hear far too often from dermatologists after they’ve already signed the contract.

👉 They don’t know exactly how the non-compete works.
👉 They don’t know how far the geographic restriction extends.
👉 They don’t know what happens if the position isn’t what they expected—or how much the contract could limit their next move.

In this clip, Michelle and Stephen discuss one of the most important provisions to understand before accepting a dermatology job: the non-compete clause.

A restriction that might cover 90 miles in rural Kansas could look very different from what’s considered reasonable in a major metro market like New York. There is no single standard—and the details matter.

Most dermatologists feel confident evaluating the clinical side of an opportunity. It’s often the dermatology employment contract that creates the uncertainty, second-guessing and, sometimes, regret.

We’re not attorneys, but we work with dermatologists across the country every day. That gives us valuable insight into dermatology contract norms, compensation structures, non-competes, geographic restrictions and the questions providers should be asking before they sign.

Because a contract doesn’t just determine the terms of your next job. It can shape the options available to you years from now.

Before you sign, make sure you understand what you’re agreeing to—and what it could mean for your future.

“I didn’t know” shouldn’t have to become part of your career story.

Have questions about a dermatology employment contract? Connect with us at [email protected].

08/18/2026

Dermatology careers do not always stop at the US border.

From time to time, myDermRecruiter partners with practices outside the United States (primarily in Canada 🇨🇦) that are interested in connecting with qualified dermatology professionals from around the world.

If an international move is something you have considered, it may be worth knowing what opportunities are available and what the process could look like.

Reach out to our team to learn more about current or future international dermatology opportunities today!

📧 [email protected]

Address

1351 Jefferson Street Suite 302
Washington, MO
63090

Opening Hours

Monday	8am - 6pm
Tuesday	8am - 6pm
Wednesday	8am - 6pm
Thursday	8am - 6pm
Friday	8am - 12am

Telephone

+16362391787

Website

http://www.mydermrecruiter.com/

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