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2023

PhysicianCompensation Report2023 Physician Compensation Report

By Doximity & Curative

Table of Contents
Introduction

3

Metro Areas

4

Compensation by Metro Area

5

Adjusted Cost of Living by Metro Area

6

Compensation Growth by Metro Area

7

Specialty & Practice Setting

8

Average Compensation by Specialty

9Compensation Growth by Specialty

10

Compensation by Employment Setting

11

Gender Pay Gap

12

Physician Gender Pay Gap

13

Physician Gender Pay Gap by Specialty

14

Physician Demand

15

Physician Demand by Metro Area

16

Physician Demand by Specialty

17

Impact of Overwork & Economic Factors on Career Plans

18

Overwork & Impact on Physician Career Plans

19

Overwork & Impact on Women Physicians

20

Importance of Autonomy & Work-Life Balance21

Impact of Economic Factors on Career Plans

22

Factors Influencing Side Gigs & Other Career Opportunities

23

Methodology & Sources

2402

Introduction

2023 Physician Compensation Report

ReportIntroduction
U.S. health care workers face a number of pressures in their jobs today,
including economic strains, a growing physician shortage, and high rates ofwork-related burnout. In 2023, physicians will also experience a 2% Medicare
payment cut after two decades of flat payments.¹ According to the American
Medical Association, when adjusted for inflation, Medicare physician payment
has declined 22% from 2001 to 2021.²
These challenges are driving many medical professionals to reassess theircareers, explore opportunities for greater autonomy and work-life balance,
and in certain cases, even consider new career pursuits outside of medicine
altogether.
With over 80% of doctors as members, Doximity is the leading digital platformfor U.S. medical professionals and maintains one of the largest physician
compensation data sets in the U.S. This year, Doximity’s tech-enabled healthcare staffing firm, Curative Talent, helped enhance these data sets withreal-world insights and physician staffing trends.
Our report shows that the average pay for doctors did not increase in 2022.
In fact, our study suggests a slight decline of 2.4%, compared to an increaseof 3.8% in 2021. It is clear physician salaries did not keep pace with the highrate of inflation in 2022, which reached a 40-year high of 9.1% in June,
as measured by the Consumer Price Index (CPI).³ As a result, many doctors
experienced a decline in real income, as inflation ran rampant.
The gender pay gap among physicians also continues to be significant,with men doctors earning nearly $110,000 more than their women counterparts. This represents a 26% gender pay gap in 2022, compared to 28%
in 2021. While there appears to be slight movement in the right direction,
physician pay parity continues to be a critical area in need of improvement. This pay gap may be contributing to an even higher burnout rate
among women physicians, with nearly 92% of women physicians surveyedreporting overwork, compared to 83% of men.
Our survey results include responses from over 190,000 U.S. doctors over
six years, including responses from over 31,000 full-time U.S. physiciansin 2022 alone. The goal of this report is to provide key insights to better
understand and address employment trends shaping U.S. health care. By
improving the transparency of physician compensation data, we also aim
to help doctors make better informed career decisions. To achieve this,we analyze data at the metropolitan level and across medical specialties
and employment types.

03

Metro Areas04

2023 Physician Compensation Report

Metro Areas

Compensation by Metro Area

Metro Areas with the HIGHEST Compensation

Average Growth Relatively Flat, Trailing Further Behind Inflation

Average Compensation

Between 2021 and 2022, the average compensation for U.S. physicians decreased slightly, declining 2.4% overall. Physicians in
Oklahoma City experienced the largest increase in compensation, with an annual growth rate of 6.3%. Charlotte and St. Louisretained their positions as the top two metropolitan areas with the highest physician compensation in the U.S. in 2022. Still, witha peak inflation rate of 9.1% last year,³ physicians across the country, on average, experienced a substantial decrease in real income.

3

6

5

9
8

$430,890

2. St. Louis, MO$426,370

3. Oklahoma City, OK$425,096

4. San Jose, CA$418,600

5. Minneapolis, MN$411,677

6. Sacramento, CA$411,257

7. Phoenix, AZ$409,185

8. Indianapolis, IN$408,199

9. Salt Lake City, UT$408,044

10. Atlanta, GA$407,863694

1. Charlotte, NC

2

Metro Areas with the LOWEST Compensation

2

8

Average Compensation
1. Washington, DC$342,139

2. Baltimore, MD$346,260

3. Boston, MA$347,553

4. San Antonio, TX$347,692

5. Raleigh, NC$351,732

6. Providence, RI$354,342

7. Virginia Beach, VA$354,587

HIGHEST

8. Denver, CO$357,010

9. Philadelphia, PA$358,443

LOWEST

10. Birmingham, AL$361,483

3

7

10
4

1

1
10

7
5

05

2023 Physician Compensation Report

Metro Areas

Cost of Living by Metro Area

The HIGHEST Adjusted Cost of Living

Adjusted Compensation

Metro Area
1. Oklahoma City, OK

Last year, we introduced an analysis of physician compensation by metro area adjusted for cost of living. Notably, six out of the 10
metros areas with the highest adjusted compensation in 2022 also appeared on the top 10 list in 2021. This includes Oklahoma City,
which went from being ranked 10th in 2021 to being ranked 1st in 2022.
All of the cities with the lowest adjusted compensation in 2022 are located on either the East or West coast, with the exception of
Denver. All of these cities also appeared on the lowest adjusted compensation list in 2021.

2. Charlotte, NC
3. St. Louis, MO
4. Louisville, KY
5. Indianapolis, IN
6. Memphis, TN
7. Buffalo, NY
8. Milwaukee, WI

3

9

5

9. Salt Lake City, UT
10. Kansas City, MO

2
7

8
9

6

4
8

10

7

The LOWEST Adjusted Cost of Living

10

Metro Area

5
3

1
2

1

1. Washington, DC
2. Boston, MA
3. Seattle, WA
4. Denver, CO
5. Baltimore, MD
6. San Francisco, CA

4

8. San Diego, CA

HIGHESTLOWEST

7. New York, NY

6

9. Portland, OR
10. Providence, RI

06

2023 Physician Compensation Report

Compensation Growth by Metro Area
Oklahoma City Only Metro Area to Grow Above 5%
In 2021, the top 10 metropolitan areas with the fastest growing physician compensation
experienced a minimum growth rate of 6%. In contrast, in 2022, only one metropolitan area,
Oklahoma City, demonstrated this level of growth. The majority of the top 10 showed a growthrate below 3%, and over three-fourths of all metropolitan areas studied (39 out of 50) showeda growth rate below 1%. It’s possible the higher growth rates in 2021 were intended to reducethe impact of inflation among physicians, but continued economic pressures in 2022 exceeded
the health care system’s ability to mitigate.
Notably, the top 10 metropolitan areas with the highest increases in physician compensationin 2022 are different from those identified in 2021, with the exception of Sacramento. Thesevariations from year to year suggest that changes in physician compensation depend on manydifferent factors, which may vary from one metropolitan area to another.
Oklahoma City, OK

6.3%

Baltimore, MD

4.6%

Salt Lake City, UT

2.9%

Indianapolis, IN

2.5%

San Jose, CA

2.4%

Providence, RI

2.4%

Louisville, KY

2.2%

Riverside, CA

1.8%

San Diego, CA

1.5%

Sacramento, CA

1.1%

07

Specialty &Practice Setting
082023 Physician Compensation Report

Specialty & Practice Setting

Average Compensation by Specialty
Adult Surgical and Procedural Specialties Lead in Average Compensation
The 20 specialties with the HIGHEST average annual compensation tend to be surgicaland procedural specialties treating adult patients

The 20 specialties with the LOWEST average annual compensation tend to bepediatric and primary care specialties

Neurosurgery$788,313

Pediatric Endocrinology$218,266

Thoracic Surgery$706,775

Pediatric Infectious Disease$221,126

Orthopaedic Surgery$624,043

Pediatric Rheumatology$226,186

Plastic Surgery$571,373

Pediatric Hematology & Oncology$237,005

Vascular Surgery$557,632

Pediatric Nephrology$238,208

Oral & Maxillofacial Surgery$556,642

Pediatrics$242,832

Radiation Oncology$547,026

Medical Genetics$244,107

Cardiology$544,201

Pediatric Pulmonology$263,742

Urology$505,745

Medicine/Pediatrics$270,396

Radiology$503,564

Family Medicine$273,040

Gastroenterology$496,667

Child Neurology$273,167

Otolaryngology (ENT)$488,536

Preventive Medicine$275,068

Dermatology$468,509

Geriatrics$275,704

Anesthesiology$462,506

Endocrinology$276,548

General Surgery$451,489

Pediatric Gastroenterology$282,853

Ophthalmology$449,315

Pediatric Emergency Medicine$287,635

Oncology$447,312

Infectious Disease$288,607

Colon & Rectal Surgery$445,685

Occupational Medicine$292,814

Pulmonology$400,650Internal Medicine$293,894

Nuclear Medicine$392,196

Rheumatology$299,790

092023 Physician Compensation Report

Specialty & Practice SettingCompensation Growth by Specialty
Emergency Medicine Physicians Report Highest Increase in 2022
In 2021, there was an increase in compensation across all specialties. However, in 2022,
compensation was stagnant or down across many specialties, contributing to the overall
decline observed across the industry. Emergency medicine physicians reported the highest
increase in compensation in 2022, a likely result of the continued demand for emergency
health care services. Preventative medicine is the only specialty to appear on this listin 2021 and 2022, although at a much slower growth rate (4% in 2022 compared to 12.6%
in 2021).
The top 10 specialties with the LARGEST increase in average annual compensation
Compensation Growth2022 Average Compensation

Emergency Medicine

6.2%$385,554

Pediatric Infectious Disease

4.9%$221,126

Pediatric Rheumatology

4.2%$226,186

Preventive Medicine

4.0%$275,068

Pulmonology

3.9%$400,650

Pediatric Cardiology

3.4%$325,595

Thoracic Surgery

3.2%$706,775

Pathology

2.7%$357,384

Plastic Surgery

2.6%$571,373

Pediatric Emergency Medicine

2.6%$287,635

Specialty102023 Physician Compensation Report

Specialty & Practice SettingCompensation by Employment Setting
Average Compensation Relatively Flat Across Employment Settings
Compensation varies widely by employment setting, with single specialty,solo practice, and multi-specialty groups ranking the highest in average annualcompensation after controlling for specialty. Notably, compensation across all
settings remained relatively flat, or was slightly down, with over half showing
marginal drops from 2021 to 2022.
Physician Compensation Growth by Employment Setting
Employment SettingCompensation Growth2022 Average Compensation

Single Specialty Group-0.7%$438,959

Solo Practice3.0%$428,112

Multi-Specialty Group-0.7%$421,159

Health System / IDN / ACO

1.4%$400,207

Hospital-0.1%$398,954

Industry / Pharmaceutical-0.8%$392,534

Health Maintenance Org.

3.4%

$387,393

Academic-0.9%$347,013

Government

1.8%$269,189

Urgent Care Center / Chain-1.0%$264,727

11

Gender
Pay Gap12

2023 Physician Compensation Report

Gender Pay Gap

Physician Gender Pay Gap
26% Gender Pay Gap Remains Substantial
The gender pay gap for physicians decreased — albeit slightly — from 28% in 2021 to 26% in 2022. The pay gap in 2022 was still significant though, with women physicians earning
nearly $110,000 less than men physicians, on average, even when salaries were controlled for specialty, location, and years of experience.
In 2020, an analysis of our physician compensation data from 2014-2019 estimated that over the course of a career, men physicians make over $2 million more than women physicians.4
These results, combined with this new data, emphasize the continued importance of increasing gender pay transparency and equity in health care.
Physician Average Annual Compensation
Female PhysiciansMale Physicians$450,000$400,000$350,000$300,000$250,000$200,000
2017

2018

2019

2020

2021

2022

13

2023 Physician Compensation Report

Gender Pay Gap

Physician Gender Pay Gap by Specialty
Men Report Higher Compensation Than Women in All Specialties
When examining the physician gender pay gap by specialty, our findings show that in 2022 there were no medical specialties in which women earned the same or more than men.
All specialties had gender pay gaps over 10% with the exceptions of Pediatric Cardiology, which had a pay gap of 9.2%, and Nuclear Medicine, which had a gap of 3%.
Medical Specialties with the LARGEST Pay Gaps Between MEN and WOMEN in 2022

Oral & Maxillofacial Surgery

Pediatric Pulmonology

Allergy & Immunology

Urology

Ophthalmology$568,789$395,687$282,272$227,958$329,634$268,938$515,850$424,733$468,515$387,295

Medical Specialties with the SMALLEST Pay Gaps Between MEN and WOMEN in 2022

Nuclear Medicine

Pediatric Cardiology

Pediatric Gastroenterology

Hematology

Medicine / Pediatrics$394,231$382,431$334,384$303,622$293,771$264,135$358,736$320,938$283,034$253,019

14

Physician
Demand15

2023 Physician Compensation Report

05 — Physician Demand

Physician Demand by Metro Area
Tallahassee and Springfield Lead in Physician Job Postings for 2022
Doximity conducted an analysis of tens of thousands of job postings across its network
in 2022 to assess physician demand by metro area. Tallahassee, Florida and Springfield,
Illinois topped the list for both the highest number of physician job postings overall andthe highest number of job postings for Locum Tenens physicians. Notably, seven out of
the top 10 metro areas with the highest number of physician job postings also appearedon the top ten list for Locum Tenens physicians, suggesting a considerable need forphysicians in these areas.

Top 10 Metros with the Highest Demandfor Physicians

Top 10 Metros with the Highest Demandfor Locum Tenens Physicians

1. Tallahassee, FL

1. Tallahassee, FL

2. Springfield, IL

2. Springfield, IL

3. Olympia, WA

3. Albany, NY

4. Montgomery, AL

4. Trenton, NJ

5. Salem, OR

5. Harrisburg, PA

6. Fort Wayne, IN

6. Raleigh, NC

7. Albany, NY

7. Lansing, MI

8. Trenton, NJ

8. Des Moines, IA

9. Lansing, MI

9. Fort Wayne, IN

10. Raleigh, NC

10. Richmond, VA

16

2023 Physician Compensation Report

Physician Demand

Physician Demand by Specialty
Primary Care Specialties Top List in 2022
In 2022, the most recruited specialties on Doximity, indicating some of the highest in-demand specialties across the U.S., were in primary care. These findings are consistent with
reports from the Association of American Medical Colleges (AAMC), which projects a shortfall of between 17,800 and 48,000 primary care physicians by 2034.5 Psychiatry also took
two of the top five spots in 2022. According to the AAMC, the U.S. had too few psychiatrists even before the pandemic increased rates of anxiety and depression, and this shortage is
expected to worsen.6 A study conducted before the pandemic found that more than half of U.S. counties had no local psychiatrists available, with heightened shortages in rural areas.7
Top 10 Specialties Based on Demand
Family Medicine
Psychiatry
Internal Medicine
Emergency Medicine
Child & Adolescent Psychiatry
Obstetrics and Gynecology
Anesthesiology
Urgent Care
Geriatric Medicine
Hematology/Oncology

17Impact of Overwork& Economic Factors
18

2023 Physician Compensation Report

Impact of Overwork & Economic Factors on Career Plans

Overwork & Impact on Physician Career Plans
Significant Majority of Physicians Report Overwork; Many Considering Early Retirement
In May 2022, the U.S. Surgeon General issued an advisory calling for an urgent need to address health care worker burnout, which has reached crisis levels.8 In a recent Doximity surveyof over 2,000 U.S. physicians, over 86% reported being overworked, with more than one-third considering early retirement. Overall, two-thirds (66.7%) of physician respondents reported
they are considering an employment change. The growing physician shortage issue and aging population in the U.S. only add to the severity of the situation, making it imperative toprioritize the well-being of our physicians and health care workers.
How has your clinical workload altered your career plans?

13.7%"I am not overworked."

35.6%"Because of overwork,
I'm considering early retirement."

19.6%"I am overworked, but not looking
to change my employer."

15.0%

of physicians surveyed
are considering an
employment change

16.1%"Because of overwork,
I'm looking at another career.""Because of overwork,
I'm looking for another employer."19

2023 Physician Compensation Report

Impact of Overwork & Economic Factors on Career Plans

Overwork & Impact on Women Physicians
Women Physicians Report More Overwork Than Their Colleagues
Women physicians in particular report more overwork than their colleagues. We analyzed our overwork survey and compared over 2,000 physician responses with over 360 responses from
NPs and PAs. Our findings suggest there are gender-based differences in overall sentiments relating to overwork among physicians that are not present among NPs and PAs. Still, the survey
showed that both women physicians and women NPs and PAs reported they are considering an employment change due to overwork more often than their men counterparts.
How has your clinical workload altered your career plans?
"I'm not overworked.""Because of overwork, I'm considering early retirement, looking at another career,or looking for another employer."

Women
Physicians

8%

Women
Physicians

73%

Men
Physicians

17%

Men
Physicians

63%

Women
NP/PAs13%

Women
NP/PAs68%

Men
NP/PAs13%

Men
NP/PAs

60%

0

20

40

60

80

0

20

40

60

80

20

2023 Physician Compensation Report

Impact of Overwork & Economic Factors on Career Plans

Importance of Autonomy & Work-Life Balance
Many Physicians Considering Lower Pay for More Autonomy, Work-Life Balance
In a quest to achieve more autonomy or work-life balance, many health care professionals are considering lower compensation. In a recent Doximity poll of over 3,000 U.S. physicians,
the majority (71%) reported they would be willing to accept, or have already accepted, lower compensation for more autonomy or work-life balance.
Of note, a greater proportion of women than men reported they have already accepted lower pay to achieve more autonomy or work-life balance (46% of women respondents,
compared with 33% of men). Overall, nearly 80% of women physicians surveyed reported they would consider, or have already accepted, lower compensation for more autonomy
or work-life balance, compared with 66% of men physicians.
Would you be willing to accept lower compensation to achieve more autonomy or work-life balance?

4%"Unsure."35%"Yes, and I already have."

13%"No, probably not."12%"No, definitely not."36%"Yes, I would consider it."21

2023 Physician Compensation Report

06 —Impact of Overwork & Economic Factors on Career Plans

Impact of Economic Factors on Career Plans
Many Physicians Considering Supplemental Side Gigs
Despite many physicians' desire for more autonomy or work-life balance, economic pressures likeinflation and Medicare payment cuts have resulted in some seemingly contradictory trends that
could exacerbate physician burnout. In a survey of more than 2,000 physicians, approximately 47%
reported they are likely to pursue a side gig, increase their patient caseloads, or work additional
hours to adjust for economic factors. Another 26% of physicians reported they are inclined topursue a salary increase through their existing employer or through an employer change.
How are you most likely to adjust for economic factors like inflation and Medicare fee schedule cuts?

33%
27%

"Pursue a Side Gig"

"No Adjustment"

14%"Increase
Patient Caseload/
Work Hours"

15%"Pursue Salary
Increase ThroughCurrent Employer"

11%"Pursue Higher SalaryThrough Employer Change"

222023 Physician Compensation Report

Impact of Overwork & Economic Factors on Career Plans

Factors Influencing Side Gigs & Other Career Opportunities
Non-Compete Clauses Can Hinder Physicians' Ability to Pursue Side Gigs, Earn Extra Income

Side gigs, such as locum tenens and moonlighting, are ways physicians can earn additional income by taking on extra work outside of their regular job, such as working at a different
hospital or clinic. Despite the popularity of side gigs — locum tenens alone was projected to grow 7% in 20229 — many employers include non-compete clauses in employment agreementsthat can make it difficult for physicians to find additional work or change employers.
In a recent poll of over 4,800 physicians, nearly 62% say they currently have a non-compete clause, and the majority (87%) say they would support a Federal Trade Commission (FTC) rulebanning non-competes in employment agreements. A similar poll found that over half of physicians (56%) report they are barred from moonlighting or may only do so with restrictions, suchas avoiding competitors. Despite a willingness to pursue additional work or career opportunities, it’s clear non-competes and other side-gig restrictions can limit physicians’ ability towork with new employers and secure additional income.
Are you allowed to “moonlight” or practice outside of your employment agreement?*
12%"I'm self-employed"

33%"No, explicitly
not allowed"

14%"It's complicated(contract/policy is vague)"

19%"Yes, I'm a free agent"

23%
"Yes,
but with restrictions(i.e. no competitors)"

Do you support the FTC's proposed rule to ban non-competes?*
55%"Yes, and I havea non-compete"

32%"Yes, and I don't havea non-compete"
6%"No, and I havea non-compete"
4%"No, and I
don't have a
non-compete"
2%"Unsure"*Due to rounding numbers, may not sum to 100%

23

Methodology& Sources
24

Methodology & Sources

Physician Compensation

Methodology
This study by Doximity was drawn from over
31,000 self-reported physician compensation
surveys completed between January andDecember 2022, with data from over 190,000
compensation surveys since 2017. Each survey
was completed by full-time, U.S. physicians
who practice at least 40 hours per week.
Responses were mapped across metropolitan
statistical areas, and the top 50 MSAs wereranked by the number of respondents in thedata. To control for differences in specialty,
geography, and other provider-specific factors,
we estimated a multivariate regression with
controls for provider specialty, metro area,
and gender. We also controlled for how longeach provider has practiced medicine and theirself-reported average hours worked per week.

Cost of Living Adjustment
This analysis used the 2021 regional priceparities of metro state areas published by the
Bureau of Economic Analysis. The price parties
are publicly available in the December 15, 2022
release on the BEA website.

Methodology & Sources

2023 Physician Compensation Report

Physician Demand by Metro Area and Specialty
This study was drawn from tens of thousands of unique jobs posted on the Doximity network between January and November 2022. The job postings originated from Talent Finder,
Doximity’s Hiring Solutions subscription offering, and Curative Talent, Doximity’s tech-enabled healthcare staffing firm. For analyses conducted at the metro level (MSA), we controlled
the data set by population size.
Physician Overwork Poll
Doximity’s study was drawn from a poll run in the Doximity Newsfeed between October 2022 and January 2023. Over 2,000 U.S. physicians and over 360 U.S. NPs and PAs responded.
The poll asked the following question: “How has your clinical workload altered your career plans?”
The poll offered the following five answer options:		• “Because of overwork, I’m looking for another employer.”		• “Because of overwork, I’m looking at another career.”		• “Because of overwork, I’m considering early retirement.”		• “I am overworked, but not looking to change my employer.”		• “I am not overworked.”
Autonomy and Work-Life Balance Poll
Doximity’s study was drawn from a poll run in the Doximity Newsfeed in December 2022 and January 2023. Over 3,000 U.S. physicians responded.
The poll asked the following question: “Would you be willing to accept lower compensation to achieve more autonomy or work-life balance?”
The poll offered the following five answer options:		• “Yes, and I have already done so.”		
• “Yes, I would consider it.”		• “No, probably not.”		• “No, definitely not.”		• “Unsure.”

26

Methodology & Sources

2023 Physician Compensation Report

Moonlighting Poll
Doximity’s study was drawn from a poll run in the Doximity Newsfeed in May and June 2021. Over 3,000 U.S. physicians responded.
The poll asked the following question: “Are you allowed to ‘moonlight’ or practice outside of your employment agreement?”
The poll offered the following five answer options:		• “Yes, I'm a free agent.”		• “Yes, but with restrictions (e.g., no competitors).”		• “No, explicitly not allowed.”		• “It's complicated (my policy/contract is vague).”		• “I'm self-employed.”Banning Non-Competes Poll
Doximity’s study was drawn from a poll run in the Doximity Newsfeed in January and February 2023. Over 4,800 U.S. physicians responded.
The poll asked the following question: “Do you support the FTC’s proposed rule to ban non-competes?”
The poll offered the following five answer options:		• “Yes, and I currently have a non-compete clause.”		• “No, and I currently have a non-compete clause.”		• “Yes, and I don’t have a non-compete clause.”		• “No, and I don’t have a non-compete clause.”		• “Unsure.”27

Methodology & Sources

2023 Physician Compensation Report

Physician Compensation

References & Sources¹ Medicare Physician Pay Cuts Underscore Need to Fix Broken System. American Medical Association.
https://www.ama-assn.org/practice-management/medicare-medicaid/medicare-physician-pay-cuts-underscore-need-fix-broken-system² Medicare Physician Payment Reform is Long Overdue. American Medical Association.
https://www.ama-assn.org/about/leadership/medicare-physician-payment-reform-long-overdue³ Consumer Prices Up 9.1 Percent Over the Year Ended June 2022, Largest Increase in 40 Years. U.S. Bureau of Labor Statistics.
https://www.bls.gov/opub/ted/2022/consumer-prices-up-9-1-percent-over-the-year-ended-june-2022-largest-increase-in-40-years.htm
⁴ Female Physicians Earn an Estimated $2 Million Less Than Male Physicians Over a Simulated 40-Year Career. Health Affairs.
https://www.healthaffairs.org/doi/10.1377/hlthaff.2021.00461
5 The Complexities of Physician Supply and Demand: Projections from 2019 to 2034. Association of American Medical Colleges.
https://www.aamc.org/media/54681/download
6 A Growing Psychiatrist Shortage and an Enormous Demand for Mental Health Services. Association of American Medical Colleges.
https://www.aamc.org/news-insights/growing-psychiatrist-shortage-enormous-demand-mental-health-services
7 Estimating the Distribution of the U.S. Psychiatric Subspecialist Workforce. University of Michigan School of Public Health, Behavioral Health Workforce Research Center.
Published December 2018. https://behavioralhealthworkforce.org/wp-content/uploads/2019/02/Y3-FA2-P2-Psych-Sub_Full-Report-FINAL2.19.2019.pdf
8 New Surgeon General Advisory Sounds Alarm on Health Worker Burnout and Resignation. U.S. Department of Health and Human Services.
https://www.hhs.gov/about/news/2022/05/23/new-surgeon-general-advisory-sounds-alarm-on-health-worker-burnout-and-resignation.html
9 Locum Tenens Market Growth Assessment. Staffing Industry Analysts. Published December 2022.
https://www2.staffingindustry.com/Research/Research-Reports/Americas/Locum-Tenens-Market-Growth-Assessment

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+

About Doximity
Founded in 2010, Doximity is the leading digital platform for medical professionals.
The company’s network members include over 80% of U.S. physicians across all
specialties and practice areas. Doximity provides its verified clinical membershipwith digital tools built for medicine, enabling them to collaborate with colleagues,
stay up to date with the latest medical news and research, manage their careersand on-call schedules, and conduct virtual patient visits. Doximity’s mission is tohelp doctors be more productive so they can provide better care for their patients.
To learn more, visit www.doximity.com.

About Curative
Curative is the healthcare staffing firm of Doximity. The company leverages data,technology, and deep industry expertise to intelligently source high-quality candidates and bring speed and scale to physician and advanced practitioner searches.
Using the latest Silicon Valley technology, Curative matches the right candidates
for the right jobs, providing clinicians with meaningful career opportunities.
To learn more, visit www.curativetalent.com.