Hire physicians
who stay.
Nearly 1 in 3 physicians leaves their first practice within two years — a $500K–$1M loss each time. MatchedMD reads 392,716 real physician career outcomes to score retention risk before you sign. Not more résumés. The right ones.
Every other recruiting tool sells you reach — a bigger list, more messages, a 24% reply rate.
None can tell you the one thing that matters two years later: who stays.
Three things no directory can do.
Doximity and PracticeMatch help you find and message physicians. MatchedMD tells you what happens after you hire one.
Your own retention number
Every sizable group already has a 24-month new-hire retention rate. We've computed yours from public records and benchmarked it against your specialty — the baseline your next hire will beat or repeat. Most groups have never seen it.
Retention risk before you sign
Score a candidate on what actually predicts staying: geographic and family anchoring, career trajectory, training-network ties to your group, and your group's own track record — plus a confidential fit questionnaire that captures what no public record can.
Who to recruit next
We stage the national trainee pipeline by predicted completion date and rank the residents and fellows most likely to stay at your group specifically — by shared training origins, regional ties, and fit. Outbound targeting, not a job board.
What is turnover costing your group?
Enter your group's size and specialty. We'll estimate your annual early-career turnover cost using published departure-cost ranges — and what even a modest retention improvement is worth.
Reach is not retention.
The incumbents are phone books you can message through. Useful — and completely silent on whether the hire lasts.
Built by a physician who hires physicians.
MatchedMD was founded by a practicing orthopedic spine surgeon — a shareholder in a ~120-physician private group and the director of a surgical fellowship. The model was validated against two decades of his own group's hiring history before it was shown to anyone else. This exists because we've sat on both sides of the table and watched good hires fail for reasons that were visible all along.
The part public data can't see.
Federal records reveal geography, career history, and group track record. They can't see a spouse's career, a broken promise about call, or whether someone already feels like they belong. An eight-minute confidential instrument captures exactly that — and measurably sharpens the prediction.
Administered to consenting physicians, it turns the unobservable into eight validated fit indices — spousal anchoring, expectation-reality gaps, compensation clarity, belonging, and exit intent — each linked to real retention outcomes.
Preview the instrumentYour next hire is a $1M decision.
Founding groups get their own retention scorecard — benchmarked against their specialty — before we open to the public. Early access is limited.
Founding groups scored first · No spam · A few updates as we launch
Available today: practice document packs
While the platform is in early access, our editable Word template packs for private practices are live now.
Private Practice Intake & Policy Bundle
Five editable templates — intake packet, financial policy, privacy notice, cancellation & no-show, telehealth consent.
Employee Handbook & HR Policy Pack
Seven editable templates — handbook, job descriptions, onboarding, workforce privacy agreement, reviews, PTO.
Free guides: new-patient intake checklist · financial policy guide · no-show policy guide