I have been working at Medical Doctor Associates full-time (More than 8 years)
Hard work + Smart work = High Reward
Willing to train and mentor a new employee that has "potential". Company is focused on specific personality traits/profiles to join the team. "Potential" would be deemed as hard working, self starter, driven, resilient, poised, a "can do" mentality, consistency, and a "no task is above me" value system. While this is hard to identify in the hiring process, these qualities will supersede any past staffing experience. MDA is willing to react accordingly with new hire offers based on this. If these words describe you as a new hire, you should be applying.
Great CEO. Relationship driven individual. Past sales producer/operations leader with ability to appropriately read Internal talent. CEO values "production" as means of trusting an individual. Not afraid to make tough decisions. Direct in feedback.
The job is hard. There are many challenges to overcome daily. There is no reason to sugar coat what the sales process is both from the sales side of calling on hospital and clinics as well as the recruitment side when tasked to individualize/separate MDA from the competition. New competitors pop up daily. It's a great business to be in. But its not for the faint at heart. Stong salesmanship and negotiating skills are needed.
Due to the above, organization is working through turnover to get the appropriate hires in place who have the skillsets needed to move MDA forward.
While management is also trying to address growth and set up new ways of creating it, do not expect them to have all the right answers. They are working through a delicate balancing act of pushing on individuals to do more while also trying to resolve what the corporation can/should be doing to help the team gain additional momentum.
Advice to Management
Focus on our external branding.
Worry less about what individuals are/or are not doing via metrics as each person’s talents on the team are different. Focus more heavily on how to get the company positioned for organic growth where our clients/talent more quickly find MDA without MDA finding them.
Perhaps work with the individuals at the desk level that are willing to get the help. The best case scenario is as a leader you will play in active role in closing a deal. The worst case scenario is that there will be a real understanding of what core deficiencies exist that make a unique deal go sideways. Experiencing the different road blocks first hand may lead to more empathy vs. concern on effort an individual is putting forth. But also, willing sitting with an individual who is struggling may lead to additional rapport with some of the team if willing to experience the struggle with them.
Finally, do not allow people that leave MDA to steer the direction of what MDA is as an organization. For many that leave MDA, they work the Physician side and then start in a new organization in Advanced Practice and/ or vice versa they work in Advanced Practice staffing and start over in Physician Staffing. This can be due to non-compete scenarios within the staffing industry. Thus when a person comes along and leaves negative feedback about MDA after no longer with the organization it may have been a personal experience, but if they suggest that a new company is better and are not even doing the same job, that is problematic.
It is incorrect feedback to suggest success at a new company if performing a different role. Anybody in healthcare staffing knows that recruiting nurses, recruiting allied professionals, and recruiting doctors are all very different and unique processes. To see a review about MDA suggesting new organizations are better is simply not accurate. Not only is it not accurate, it is unfair. This is the sole reason as a current employee I am giving a review of MDA myself. We work way to hard at MDA to allow a negative online review from a past employee to potentially scare a great hire from considering our organization. There are plenty of hard workers at MDA and plenty of highly successful individuals in the group. And we are looking for more like us who want to join the team.
The interview process was nice. The first part was mostly generic, corporate questions such as "how do you deal with stress, etc." The second part with the actual design team was much more typical of a design interview.
Reasons for Declining
I actually didn't have a choice. While they offered me the job, they decided last minute they couldn't afford to bring me on.
Inavero’s 2017 Best of Staffing® Talent Satisfaction Award
Best of Staffing® Talent Diamond Award (2013 to 2017)
Inavero’s 2017 Best of Staffing® Client Satisfaction Award