How to Recruit a Plastic Surgeon for Your Practice

Recruiting a plastic surgeon is one of the most important decisions a private practice can make. The right surgeon will bring surgical skill, patient trust, and long-term value to the clinic. A quality plastic surgeon could be worth 10 million dollars of additional income to the practice. The wrong hire, however, can lead to reputational risks, significant expense, staff challenges, and lost income / opportunities.

Finding the right fit requires more than simply advertising a vacancy. It’s about positioning your practice as a place where surgeons can thrive, being crystal clear about your offer, and having a structured selection process that looks beyond their CV. From marketing your practice as an attractive destination, to creating a detailed recruitment pack, to assessing both clinical expertise and cultural fit — every stage matters.

This guide will walk you through the essential steps, including how to market your opportunity, what to include in your recruitment pack, how to evaluate potential surgeons, and how to design an onboarding plan that sets them up for success. By following this approach, your practice can not only recruit top surgical talent but also build a strong foundation for sustainable growth.

Begin with the End in Mind – Know What You Really Want

To find the Best Plastic Surgeon for your Practice, you will need:

Clarity about Recruitment and Who you Want– A Job Description and an Ideal Person Description
Good Marketing Materials to attract candidates (for career page, ads, social posts).
A Good Selection Process for evaluating fit (experience, values, risks).
An Attractive Offer to negotiate (salary, relocation, equity, perks).
An Onboarding Plan to set them up for success.

Your Plastic Surgeon Recruitment Process: From Attraction to Retention

Recruiting a plastic surgeon follows a clear funnel process:

Attract – Build marketing assets (career page, social media, ads) to get noticed.
Select – Assess candidates’ clinical skills, values, and cultural fit.
Offer – Present a clear, transparent package with salary, bonuses, and growth pathways.
Onboard – Support the surgeon’s first two years with structured mentoring, OR time, and marketing.
Retain – Offer recognition, equity, and work-life balance to keep them long-term.

Practices that manage each stage intentionally recruit faster and retain talent longer.

Promote Your Benefits – Location & Lifestyle (don’t keep it a secret)

Create a plastic surgeon recruitment pack with full details about

Our Clinic – reputation, specialties, case mix, team culture, patient volumes
Our City & State benefits – healthcare ecosystem, lifestyle appeal, professional community (A separate pdf and web references)
Local Demographics – demand for aesthetic and reconstructive services
Patient Accessibility – FIFO hub airport, train links, major roads
Family support – schools, spouse’s/family connections, childcare options
Lifestyle – entertainment, dining, outdoors, gyms, sports, cultural events

Define Your Offer – Be crystal clear – Not vague about the future details

Base package – a salary or income guarantee depending on experience (typically Year 1: $200k–$400k)
Percentage of Earnings (eat what you Treat) – typically 30 to 40% in the USA depending on experience.
A Relocation bonus – e.g. $50k with 1-year completion clause
Practice inclusions and expectations – clinic facilities, OR time, nursing/admin support, medspa access
Career growth opportunities – mentorship, leadership track, teaching, new techniques
Technology & innovation – access to cutting-edge surgical and non-surgical equipment, IP and inventions
Ownership & Equity pathway – equity options, succession planning, private equity involvement, profit sharing

Create Quality Marketing Assets to Attract the Best Plastic Surgeon

Website career page – compelling, SEO-optimised
Social media campaigns – LinkedIn, Instagram, Facebook groups
Email & database marketing – alumni lists, association lists, enews
Brand reputation – clinic outcomes, case volumes, awards
Patient reviews – high review count and positive sentiment
A well-written Advertisement in ASPS Job Board

Avoid the 9 Biggest Mistakes when Recruiting a Plastic Surgeon

Failed to consider the Surgeon’s Spouse and their desires for weather, family support, occupation, personality etc
Being vague about salary and contract details – or bidding too low early in the negotiation.
Overlooking the lifestyle and family benefits of your location.
Rushing the selection process under pressure.
Failing to involve current surgeons and management team in interviews.
Ignoring cultural and personality fit. Try personality profiling!
Neglecting the onboarding and support phase in early years – Leaving the new surgeon to themselves
The senior plastic surgeon or practice team not interested in supporting their success
Not being clear about growth or equity pathways. (too vague or put off for a later date)

Avoiding these pitfalls increases your chances of a smooth, successful hire.

Define Your Ideal Plastic Surgeon Candidate Persona to Target

Successful recruitment means understanding what motivates different surgeon profiles:

The Recent Fellow – Wants mentorship, a guaranteed salary, and structured growth.
The Relocator – Motivated by lifestyle, spouse’s opportunities, and schools.
The Experienced Specialist – Seeks autonomy, equity, and a respected brand platform.
The Corporate Refugee – Leaving hospital or corporate practice, attracted to flexibility and ownership.

Tailor your recruitment messaging to these individual personas for best results.

Four Different Plastic Surgeon Candidates to Target

Recent graduates – registrars, fellows, board-certified surgeons
Experienced – mid-career specialists, regionals coming to city, relocators, retirees seeking part-time role
International recruits – ex Canada, Europe, Middle East, India
Surgeons seeking a Change – corporate or academic “refugees”, surgeons leaving a corporate platform or group, under-performing practices

Plastic Surgeon Candidate Selection & Evaluation

Create a Person Description (who you want) and a Job Description (What you want) – see below

Clinical Experience

Specialty interest – breast, body, face, non-surgical (BBFNS)
Case history – volumes, range, outcomes
Clinical portfolio – before/after photos, publications
Patient reviews – aesthetic quality, patient care

References & Credentials

Training – residencies, fellowships, board status
Referees – mentors, past employers
Employment history – roles, performance, reputation

Personality & Fit

Values – patient-first, ethical, safety-conscious
Team behaviour – empathy, collaboration, respect for staff
Work style – speed, efficiency, adaptability
Motivation – learning-driven, family-oriented, balanced lifestyle
Leadership style – alpha vs collaborative
Lifestyle factors – family commitments, hobbies, wellbeing focus

Ethics and Risk Checks

Past litigation or AHPRA/board claims
Criminal record check
Lifestyle considerations – divorce, eldercare, special needs, relocation motivation
Contact their referees and anyone that has worked with them in hospitals or clinics

Candidate Sources

Ask your Supplier Reps and Industry Colleagues – surgeons, peers, practice managers- tell them exactly who you are looking for
Medical colleges – registrar & fellow networks
Job boards – ASPS, RACS, aesthetic journals
Direct outreach – letters, emails to locals and alumni lists
Recruiters – specialist medical search firms like Paradigm Search
Overseas channels – Canada, UK, Middle East

Startup & Onboarding

Read the SPE blog on Surgeon Onboarding – Give the new surgeon their own support person / EA
Year 1 – offer guaranteed income, mentoring, diary setup, explain the house rules for success
Year 2 – performance-based earnings, brand building, increased independence
Structure and plan their time & calendar – clinic sessions, OR time, non-surgical days, CPD opportunities

Offer Career Pathways & Asset Opportunities

Long-term equity – buy-in to building, clinic brand, medspa membership model
Innovation – opportunities to lead on IP, device trials, branded techniques
Succession planning – ability to inherit or co-lead practice in future

Person Specification for Plastic Surgeon Role

Location: Your Clinic at Your Location

Essential Qualifications

MD or DO degree from an accredited medical school
Completion of an accredited plastic surgery residency or fellowship
Board-certified or board-eligible in Plastic Surgery
Eligible for hospital accreditation and medical licensure in (Your State)
Strong portfolio of surgical cases with emphasis on cosmetic and reconstructive procedures

Professional Experience

Experience in performing a variety of cosmetic procedures (breast, body, facial, nose, recon, hand – as desired)
Exposure to or interest in non-surgical treatments and integration with medspa services
Demonstrated track record of safe practice, good patient outcomes, and adherence to clinical standards
Experience working within a multidisciplinary healthcare team
Previous involvement in patient consultations, education, and pre- and post-op care
Experience with electronic medical records and clinical documentation systems

Clinical Skills & Competence

High technical proficiency in aesthetic surgery techniques
Ability to assess, diagnose, and treat a wide range of patient presentations
Commitment to continuous professional development and evidence-based practice
Competence in managing surgical complications and emergencies
Awareness of medico-legal responsibilities and ethical practice

Personal Attributes

Patient-focused: Demonstrates empathy, active listening, and sensitivity to patient needs
Team player: Works collaboratively with nurses, admin staff, and colleagues
Professional integrity: Maintains discretion, confidentiality, and ethical conduct
Communication: Strong ability to explain procedures, risks, and outcomes in lay terms
Work style: Reliable, organized, efficient, and adaptable to clinic needs
Learning mindset: Open to mentorship, teaching, and adopting new techniques
Ambition: Motivated to grow a practice, build reputation, and contribute to the practice brand

Preferred Background & Fit

Desire to establish long-term practice in your location, with an interest in community engagement
Balanced lifestyle outlook — values both career progression and family/personal time
Cultural sensitivity and ability to work effectively with our diverse patient population
Entrepreneurial mindset — open to marketing involvement, patient outreach, and business development
Potential interest in partnership/equity as part of succession planning

Desirable Extras

Fellowship training in aesthetic subspecialties (e.g., breast, microsurgery, facial aesthetics)
Academic contributions (teaching, research, publications)
Existing patient following or strong referral network
Prior experience in private practice or group practice setting
Comfort with public speaking, patient seminars, and media engagement

Job Description for Plastic Surgeon Role

Location: Private Practice (City, State)
Reports to: Practice Owner / Medical Director

About the Practice

Our private practice is a modern, patient-focused clinic providing a wide range of cosmetic and reconstructive plastic surgery procedures. We pride ourselves on delivering safe, ethical, and high-quality care in a supportive environment. With strong community reputation and a growing patient base, we are seeking an experienced or board-eligible Plastic Surgeon to join our team and contribute to practice growth.

Position Summary

The Plastic Surgeon will perform cosmetic and reconstructive procedures, manage patient consultations, and deliver exceptional outcomes in line with best practice standards. The role also involves active participation in building the practice’s reputation, collaborating with staff, and supporting the long-term strategic goals of the clinic.

Key Responsibilities

Conduct patient consultations, assessments, and follow-ups with professionalism and empathy
Perform a range of surgical procedures, with potential focus on breast, body, and facial aesthetics depending on interest and expertise
Deliver reconstructive surgery where appropriate (skin cancer, trauma, hand, or microsurgery, depending on practice scope)
Work with nursing, anesthesia, and administrative teams to ensure smooth patient care pathways
Ensure compliance with medical regulations, licensing requirements, and ethical standards
Maintain accurate and timely medical records, including pre-op and post-op documentation
Contribute to practice development activities, including patient seminars, digital presence, and referral building
Mentor junior staff, fellows, or medical students (if applicable)
Participate in quality assurance, safety audits, and professional development

Essential Qualifications

MD or DO degree with completion of accredited plastic surgery residency/fellowship
Board-certified or board-eligible in Plastic Surgery (ABPS or equivalent)
Current and unrestricted medical license (or eligibility) in practice state
Proven competence in a range of plastic surgery procedures with strong aesthetic judgment
Strong commitment to patient safety and ethical practice

Desirable Experience

Prior experience in private practice, aesthetic clinic, or hospital setting
Subspecialty training in areas such as breast, microsurgery, craniofacial, or aesthetic surgery
Exposure to non-surgical treatments (injectables, laser, energy devices)
Involvement in research, publications, or teaching
Established patient following or referrer network

Clinical Competencies

Excellent surgical technique with proven outcomes
Ability to manage surgical complications and emergencies confidently
Strong consultation and diagnostic skills
Comfort with integrating surgical and non-surgical treatment planning
Familiarity with electronic health records and digital patient management tools

Personal Attributes

Warm and empathetic communication style, with a patient-first focus
Team-oriented with respect for all staff members and colleagues
Professional integrity and discretion with sensitive patient information
Driven, adaptable, and committed to continuous improvement
Entrepreneurial mindset with interest in practice growth and reputation building
Balanced approach to career and lifestyle, valuing both professional achievement and wellbeing

Compensation & Benefits

Competitive salary or first-year income guarantee
Earnings potential of 30–40% of collections (dependent on experience and performance)
Relocation assistance and/or signing bonus (as applicable)
Comprehensive medical malpractice/medicolegal coverage
Marketing and administrative support to build a patient base
Access to state-of-the-art facilities, equipment, and medspa integration (if relevant)
Long-term equity or partnership opportunities for the right candidate

Application Process

Interested candidates are invited to apply with:

A current CV
Professional references
Surgical case portfolio (before-and-after photos, anonymized patient outcomes where appropriate)

Applications can be sent to:
[Insert contact email or HR lead]

This job description structure works for:

Posting on ASPS job boards, Indeed, and medical recruitment sites
A careers page on a private practice website
Direct outreach to registrars, fellows, and potential recruits

Plastic Surgeon Compensation Benchmarks: What Surgeons Expect

Plastic surgeons in private aesthetic practice evaluate offers very carefully. Below are typical benchmark ranges (these vary by city, demand, and experience level):

USA – Year 1 guarantee $200k–$400k, collections 30–40%, relocation $50k bonus
UK – £120k–£180k base in private practice, additional earnings from lists and procedures
Australia – $250k–$350k guaranteed first year, 60 to 70% of surgeon fees in established clinics

Most plastic surgeon applicants are looking for some form of equity deal or profit share after 2 to 3 years.

Being transparent with numbers builds trust and reduces wasted recruitment time.

Technology & Tools for Recruiting Surgeons

Modern practices use digital tools to support recruitment:

Job boards – ASPS (US), RACS (Australia), BAPRAS (UK).
Specialist recruiters – e.g., Paradigm Search Group (Steve Look).
LinkedIn posting and Social media ads – to reach targeted surgeons.
Spreadsheet or CRM – to manage applications and communications efficiently.

Investing in the right tools saves time and broadens your reach.

Case Example: Plastic Surgeon Recruitment Success in Practice

A mid-sized city clinic needed to expand surgical capacity. Instead of focusing only on salary, they:

Highlighted their city’s family-friendly lifestyle and schools.
Offered a $250k first-year guarantee with a $50k relocation bonus.
Provided a dedicated PC/EA to support the surgeon and help with their growth
Structured Year 1 with mentoring, OR access, and social media promotion.
Built a 12-month onboarding and support plan.

The surgeon reached full caseload in 18 months and later became a partner. This shows the value of a structured, transparent approach.

Remember Retention Strategies: How to Keep Your Surgeon Long-Term

Recruitment is only half the story — keeping a surgeon requires ongoing effort:

Equity pathways – partnership, ownership, or profit share.
Professional development – conferences, mentorship, advanced training.
Recognition – celebrate surgical milestones and patient outcomes.
Flexibility – support family and lifestyle balance.

Practices that focus on retention reduce turnover and build stronger patient loyalty.

FAQs for Plastic Surgeon Recruitment

Plastic Surgeon Recruitment Process & Timelines FAQs

Q: How long does it usually take to recruit a plastic surgeon to a private practice?
Recruitment can take anywhere from three months to over a year. Practices with a strong brand, marketing assets, and desirable locations often attract candidates more quickly. If you are recruiting internationally or for a niche subspecialty, expect 12–18 months.

Q: Should practices advertise overseas when recruiting a surgeon?
Yes, especially in regions like Australia, Canada, the UK, or the Middle East, where surgeons may be seeking relocation opportunities. However, practices must account for licensing, visas, and credentialing requirements, which can add significant time and complexity.

Q: How do economic downturns affect surgeon recruitment?
Economic slowdowns can make surgeons more cautious about moving jobs. However, practices that offer stability, guaranteed income, and patient demand often gain an edge in attracting candidates seeking security.

Q: What’s the biggest mistake practices make when recruiting a plastic surgeon?
Being vague about the offer. Candidates want clarity on salary, equity, workload, and expectations. A detailed recruitment pack avoids misunderstandings and builds trust.

Plastic Surgeon Contracts, Pay & Equity FAQs

Q: Do younger surgeons prefer salary guarantees or collection-based pay?
Most early-career surgeons prefer a guaranteed base salary in their first year to cover living costs. After establishing a patient base, they usually transition to collection-based pay, which provides higher long-term earning potential.

Q: Is it common to offer equity or ownership when recruiting a surgeon?
Yes. Many private practices now use equity pathways, profit sharing, or succession planning to secure long-term commitment. Offering ownership opportunities differentiates private practices from hospitals and corporate groups.

Q: What contract red flags do plastic surgeons look for when joining a practice?
Surgeons are wary of contracts with overly restrictive non-compete clauses, vague equity promises, unclear income structures, or obligations that don’t match the advertised role. Transparent, detailed contracts help avoid disputes.

Q: What are the hidden costs of hiring a plastic surgeon?
Beyond salary, practices should budget for marketing campaigns, patient acquisition, additional staff, OR access, onboarding time, and malpractice coverage. These hidden costs often exceed the surgeon’s base salary in the first year.

Q: How much should a private practice invest in marketing for a new plastic surgeon?
A typical marketing budget ranges from $50,000 to $100,000 in the first year. This includes digital ads, SEO, content creation, photography, video, and organising patient events to build the surgeon’s presence and case load.

Plastic Surgeon Candidate Sources & Motivations FAQs

Q: Why do plastic surgeons leave hospital or corporate jobs to join private practice?
Surgeons often want greater autonomy, more control over patient care, higher earning potential, and the ability to build equity. Many also leave due to bureaucratic pressures and limited freedom in corporate environments.

Q: Are part-time or job-share plastic surgeon roles becoming common?
Yes. Retirees, parents with young children, and surgeons balancing academic or hospital commitments may prefer flexible contracts. Offering part-time options can widen the candidate pool.

Q: Can international surgeons easily transition into private practice in the US, UK, or Australia?
It depends on the country. Each system has strict licensing and credentialing requirements, which can take months or years. Surgeons from Canada, the UK, and Commonwealth countries may find the process more streamlined. Australia is very restrictive, and no USA plastic surgeons have ever met the strict criteria.

Q: What’s the role of spouse or family in a surgeon’s recruitment decision?
Family considerations are often decisive. Surgeons weigh spousal employment opportunities, schools, childcare, and family support before relocating. Practices that highlight lifestyle benefits and offer spousal assistance gain an advantage.

Q: Should practices involve current surgeons in the recruitment process?
Yes. Involving future colleagues helps assess personality, pace, and teamwork fit. Surgeons often notice red flags that management may overlook.

Personality & Cultural Fit FAQs

Q: How do personality traits affect surgeon recruitment success?
A surgeon with empathy, communication skills, and team orientation is more likely to succeed in private practice. Technical excellence alone is not enough if they cannot build trust with patients and staff.

Q: What role does lifestyle play in a surgeon’s decision to relocate?
Lifestyle factors — schools, cultural life, outdoor activities, and travel accessibility — often outweigh small salary differences. Highlighting your city’s lifestyle benefits can be a deciding factor.

Q: How do cultural background and language skills influence recruitment?
In diverse communities, surgeons who share cultural or language backgrounds with patients can build faster trust. Multilingual surgeons may expand the patient base significantly.

Q: What’s the risk of hiring a surgeon who failed to thrive in another practice?
It depends on why they struggled. If it was due to poor fit with a corporate group, they may succeed in a more flexible private practice. However, concerns about performance, reputation, or patient care require caution.

Q: Can offering mentorship attract younger surgeons?
Yes. Many new surgeons value mentorship, structured support, and a learning culture more than salary. Highlighting mentorship can give your practice an edge in recruitment. That being said, some young surgeons think they know it all and don’t want any more mentoring.

Practice Reputation & Assets FAQs

Q: How important are online reviews for surgeon recruitment?
Extremely important. Surgeons view strong review profiles as proof of patient demand and practice stability. A practice with hundreds of positive reviews is far more attractive to join.

Q: Do plastic surgeons care about the medspa side of a practice?
Yes. Integrated non-surgical services provide steady cash flow, cross-referrals, and long-term patient loyalty. A thriving medspa signals business strength.

Q: Do plastic surgeons care about the practice’s social media presence when being recruited?
Yes. Younger surgeons often check Instagram, YouTube, and website visibility before accepting an offer. A weak digital presence may deter candidates.

Q: How do you recruit a surgeon without damaging relationships with other local practices?
Recruit discreetly through recruiters, alumni networks, and targeted ads rather than directly poaching. Maintaining professional relationships with local colleagues is essential for long-term reputation. Poaching a surgeon from a local practice should be avoided.

Q: Do plastic surgeons expect a patient list before joining a private practice?
Not always. Many expect to build their own list with the practice’s marketing support. A guaranteed income and marketing plan often matter more than inheriting patients.

Risk Checks & Compliance FAQs

Q: How do practices check for risks like litigation history when hiring a surgeon?
By reviewing malpractice databases, board or governing body records, and speaking confidentially with referees and hospital administrators. This due diligence protects the clinic’s reputation.

Q: What role does malpractice history play in recruitment?
One isolated case may not be a barrier, but repeated claims or sanctions are red flags. Practices must balance fairness with risk management.

Q: What happens if a newly recruited surgeon doesn’t fit the practice?
Well-written contracts should include a 6–12 month probation period and clear exit clauses. Ending the relationship early is less damaging than trying to force a poor fit. “If in doubt, let them out”

Q: Can a plastic surgeon bring their own staff when joining a new practice?
Yes, some surgeons bring trusted staff such as a nurse or coordinator. This can speed up onboarding but requires alignment with the existing clinic team. It depends on the employment contract they had at their last employer.

Taking Action to Find the Best Plastic Surgeon

Recruiting a plastic surgeon is both a strategic and personal decision. Beyond qualifications and surgical skill, you’re looking for someone who shares your values, integrates well with your team, and aligns with your practice vision.

The most successful practices treat recruitment as an ongoing process — building relationships with potential candidates, nurturing their employer brand, and making their clinic stand out as a place where surgeons can do their best work. A detailed recruitment pack, transparent offer, and structured onboarding system will give you a competitive edge.

If you’re preparing to bring a new surgeon into your practice, start now by clarifying what you can offer, who your ideal candidate is, and how you will set them up for long-term success. Investing time into a clear recruitment strategy today will pay dividends in practice stability, patient satisfaction, and future growth.

If you’re preparing to recruit, here are your next steps:

Audit your current offer and recruitment pack.
Define your ideal surgeon’s job description and person specification.
Promote your practice benefits on your website career page.
Build a database of potential candidates and referrers.
Prepare an onboarding plan that sets your new surgeon up for success.

How to Recruit a Plastic Surgeon for Your Practice