💡 Because “$95K Salary” Doesn’t Tell You Anything
Let’s be honest: most people accept job offers based on vibes and one number—the salary.
But that’s like buying a house based on square footage without checking the neighborhood, roof, or hidden termite damage.
You need to break it down.
And not just break it down—leverage it.
Here’s exactly how to evaluate a job offer like someone who doesn’t want to get taken advantage of.
💵 1. Base Salary: Only the Starting Point
- Salary matters—but only in context.
- Are you working 40 hours or 60?
- Seeing 10 patients/day or 30?
- Is this salary + bonus, or is the salary capped?
Pro Tip:
Compare the pay per visit/hour across offers, not just the raw salary.
📈 2. Bonuses: Productivity, Sign-On, Relocation
Here’s what you need to know:
- Productivity Bonuses: What are the targets? Are they realistic? Do they require you to burn out to hit them?
- Sign-On Bonuses: Is it a real bonus or a retention trap? Are you locked in for 12–24 months or forced to repay it?
- Relocation Bonuses: Great, but is it taxable? Does it come upfront or after 6 months?
Red Flag: If a job is dangling a $10K bonus but the salary is below market—it’s bait.
🛑 3. Non-Compete Clause: Don’t Ignore This
- Can you work for a competitor after you leave?
- Can you open your own practice within 10 miles?
- Are you blocked from patients you built rapport with?
Non-competes can kill your options in the future—especially if they’re too broad.
What to look for:
- Time limit (6–12 months max)
- Distance (10–15 miles is reasonable)
- Scope (only for similar settings)
🏖️ 4. PTO & Time Off: Is It Actually Decent?
- How many paid vacation days?
- Is there separate sick leave, or is it lumped in?
- Are holidays paid or unpaid?
Translation:
You’re not just negotiating your time at work—you’re negotiating your time away from it.
💳 5. Retirement Benefits: Are They Pretending to Offer a 401(k)?
- Is there an employer match? (If not, it’s just a savings account.)
- What’s the vesting schedule? (Can you take the match if you leave in 1–2 years?)
- Is it a Safe Harbor plan? (You want it to be.)
Don’t just ask “do you offer a 401(k)?”—ask how good it is.
🏥 6. Health Insurance: How Much Will It Really Cost You?
You need to ask:
- What’s the monthly premium?
- What’s the deductible?
- Do they offer HSA contributions?
- How much extra is it to add a spouse or child?
A $2,500 deductible with a $600/month premium = an invisible pay cut.
📑 7. Other Fine Print That Can Bite You Later
- Continuing Ed Reimbursement: Is it offered? How much? Any restrictions?
- Mentorship: Is it structured or just “shadow when someone’s free”?
- Job Title: Is it what you think it is? (Hint: “Clinical Specialist” might mean “still seeing 16 patients a day.”)
🧠 TL;DR – Don’t Just Read the Offer. Decode It.
Here’s what real evaluation looks like:
- 🔍 Compare salary per visit or per hour
- 🔍 Ask for full breakdowns of time off, insurance, and retirement
- 🔍 Identify any strings attached to bonuses
- 🔍 Look at long-term career flexibility—not just day 1 perks
We do this for our clients—every single time.
You focus on the clinic. We make sure the contract doesn’t screw you over.
