December 10, 2024 • 32 mins
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Join us for a captivating conversation with Kristi Olsen, the visionary behind Beginly Health, as we unpack the challenges and solutions in physician recruitment.
With Beginly Health, doctors gain not only a powerful tool for career advancement but also a renewed sense of urgency in shaping their professional journeys. Tune in to discover how you, too, can harness these innovative solutions to redefine your medical career.
Timeline
0:00 Introduction
2:34 Interview season for residents & how crucial is Beginly Health during this time.
5:30 Secrets from a recruiter.
10:24 Are you asking the right questions during your interviews?
11:33 How does Beginly Health work?
19:35 How the interview process looks like for Beginly Health.
24:03 Does Beginly Health have Locums or temporary positions?
29:01 Lifestyles & Health systems.
FREE DOWNLOAD - 7 Considerations Before Starting Locum Tenens - https://darkos.lpages.co/7-considerations-before-locums
LINKS MENTIONED - beginlyhealth.com/drnii
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
You've been a recruiter for 10 years.
What are some secrets thatfolks right now would be really
interested that we don't know?
Speaker 2 (00:05):
Your information is viable in all kinds of places
and it's happening so many folksdon't understand.
There's multiple types ofrecruiters.
There's recruiters thatrepresent in-house health
systems, the employer agencyrecruiters that are being paid
commission so just mixedincentives there.
And then there's locumsrecruiters, and all three of
(00:26):
those folks are all desperatelyinterested in the same group of
people, which is you.
If you're getting thosebeautiful postcards in the mail,
beautiful landscape, reallyeverything oh my gosh, don't you
really want to go?
And then you call it oh man,that job actually never existed
or doesn't exist anymore.
I thought that's crazy.
Speaker 1 (00:41):
It's almost like car salesman.
You think that this is too goodto be true.
Speaker 2 (00:45):
You get there and it's almost like a bait and
switch.
Speaker 1 (00:47):
Hey y'all, it's Dr Neen.
You know I love being a surgeon.
I love working out, I lovepodcasting, I love having time
with my kids and spendingquality time with my wife.
I also love dancing, but itdon't love me back.
But what I don't love is beinginundated with emails and having
to scroll through a bunch ofjob offers trying to lure me in
(01:08):
with things that don't matter tome as a physician, a husband
and a dad.
That is until I found Beginly.
Beginly is built for physiciansby physicians.
It's the only online platformthat puts me first, matching me
to jobs that fit my professionaland personal goals.
It's easy and free for doctorsto use and it's anonymous no
(01:28):
having to set up calls with arecruiter only to find out it's
a bad match.
I can quickly check my Beginlyprofile for a match and then get
back to doing the things that Ilove, like having dinner with
my family, working out and beinga surgeon.
I'm still going to dance.
I don't care what y'all say,but join Beginly today.
Are you ready to begin?
It's free to sign up.
(01:50):
Go to beginlyhealthcom.
What's good everyone.
This is Dr Nii.
Listen, we're here at DocsOutside the Box.
We got Christy Olson withBeginly Health actually the
founder of Beginly Health whichis a new, let's just say
technologically savvy, way tolook for a job.
(02:10):
Christy, welcome to DocsOutside the Box.
How are you doing?
Speaker 2 (02:12):
Great.
Thank you for having me.
Happy to be here.
Speaker 1 (02:15):
Super excited here.
Hey guys, look, I try to betransparent.
We're doing this again, so weactually did this interview and
I forgot to hit the recordbutton.
Speaker 2 (02:26):
So Christy's super warmed up to jump right into
this.
But, christy, listen, I think Idid.
Shit happens, right, yeah,whatever, there we go, it's fun,
we're having fun.
Speaker 1 (02:34):
Folks, you know right now, I know that it's interview
season.
It's also, you know, it'sinterview season for you
residents, for you chiefresidents out there.
This is the time when you guysshould be looking for jobs and
so forth.
And you know, if you're havinga regular job, if you're an
attending, you've been out therefor five years or however long,
and you can't stand your fellowpartners or whatever the
(02:57):
situation is hey, it's, you know, New.
Year's resolution time.
It's time for you to changetime.
It's time for you to change.
We have a viable option, adifferent look on the way how
you should be looking at jobshere at Beginly Health.
So, Christy, let's jump rightinto what is Beginly so folks
can understand what they'relistening to.
Speaker 2 (03:17):
Yeah, cool.
So Beginly was a brain child ofmine that basically came to
life from spending the last 10years as a recruiter and leading
a large recruitment team andjust knowing how sorry
recruiters, how kind of terriblewe are.
We all know it.
I mean, the tools that existright now for recruiters to find
(03:38):
physicians for jobs are notgreat, and it's a lot about like
how many lists can we buy andhow many people can we call, and
that just makes for a reallyterrible experience for a
physician.
So basically, what came to be isI kept dreaming about this
different platform where you, asa physician, get to sort of be
in control of who you talk todating app, fill out a profile,
(04:02):
tell me about your clinicalpreferences, but also tell me
about your personal preferencesand the things that are
important to you as you look fora job that are not just
clinical.
Also, what do you like to do inyour free time, what kind of
things are you looking for in aplace you want to live?
And so you end up building thissort of comprehensive, more
holistic representation ofyourself in the platform, and
then on the other side of it, wehave employers uploading jobs,
(04:25):
answering similar questions andwhat I'm going to tee up to you
in the platform is best fit jobs, so kind of.
You know, Venn diagram, percentoverlay this is a really high
match clinically.
Low match personal.
But the whole point of thisthing is that let us do the work
, let some technology do thework on your behalf so you don't
have to talk to a bunch ofrecruiters unnecessarily to find
out that the one thing that's adeal breaker, you know, is you
(04:48):
learned that on your first phonecall and that was a.
It was a waste of your timeanyway.
So we use technology to sort ofpre-qualify the employer for
you and show you things that youactually are interested in
engaging with.
Speaker 1 (04:59):
And this is this is web-based right, this is a
web-based app.
Speaker 2 (05:02):
Yes, it is web-based, so we are launching native apps
in Q1.
So I think there's a time and aplace.
I always think of it much likeVRVO or whatever, where you
sometimes are on the app andthen sometimes you're on the web
platform.
So, but yeah, we're launchingthe app in Q1.
Speaker 1 (05:20):
So all communication in this app between you, a
recruiter, you and a potentialjob person, that's all on the
app.
Yep, yep.
Okay, I actually do have aquestion for you.
I totally forgot to ask youthis in the beginning.
Speaker 2 (05:32):
Our first recording You've been a recruiter.
Speaker 1 (05:34):
Yeah, you've been a recruiter for 10 years 10 years
plus.
What are some secrets thatfolks right now would be really
interested that we don't know,because you know there's this
term.
Like you know, when you go to arestaurant, you really don't
want to know how your food ismade in the kitchen, right?
So, what are some of the thingsthat we need to know, or some
things that we should know about, like some secrets that you got
(05:56):
?
Speaker 2 (05:56):
Yeah, I think just important for you all to know
that your information is viablein all kinds of places and it's
happening.
And so if you're wondering like, how in the hell did they get
my information?
They're buying your name,they're buying your information
and it's part of the process.
(06:16):
It's just to like, if I sendenough emails and enough text
messages, enough phone calls,somebody's going to call me back
and that's the strategy.
Those are the things that existright now.
So people are buying yourinformation left and right,
whether you feel like you'veexisted or not.
Speaker 1 (06:28):
Where are these lists coming from?
Are these lists that areprepared by the residency
programs?
Speaker 2 (06:34):
or by your specialty group.
You know what's so interestingis I was doing a presentation at
a program and this intern saidthe day after he applied for his
DEA he started getting phonecalls.
So, I think there's all kindsof different things you know.
Of course, if you're, I think,people you know, you can buy
lists associated with yourlicenses and your boards and all
(06:55):
that kind of stuff.
But I thought that was reallyinteresting.
And then, and then there's theNPI data bank.
So I mean there's, there's allkinds of different places where,
if you want to pay enough, youcan give.
So know that, Give us some more.
Speaker 1 (07:08):
Give us some more, something more salacious,
something that's like oh, youreally need to know that.
Speaker 2 (07:13):
You know, here's the other thing Just be really
careful about.
I think so many folks don'tunderstand.
There's multiple types ofrecruiters.
So there's recruiters thatrepresent in-house health
systems they're employed by thehealth system or the employer.
(07:33):
Then there's recruiters agencyrecruiters that are being paid
commission to put you in a job,so just mixed incentives there.
And then there's locumsrecruiters, and all three of
those folks are all desperatelyinterested in the same group of
people, which is you.
And just to know you know, ifyou're getting those beautiful
postcards in the mail, which Ithink you've told me that you've
(07:53):
received, those beautifullandscape, really everything, oh
my gosh, don't you really wantto go?
And then you call it oh man,that job actually never existed
or doesn't exist anymore.
Speaker 1 (08:02):
I thought that's crazy, it's almost like car
salesman-y, like right, like yougo into a newspaper or wherever
you find that advertisement,you think that this offer is too
good to be true.
You get there, and it's almostlike a bait and switch, Because
I've talked about that earlier.
I get these placards or thesepostcards.
(08:23):
It has a place with nicescenery and it would say
competitive salary, but youdon't know specifically what it
is.
You know it'll say competitive,competitive salary, desired
location in a college town.
Speaker 2 (08:36):
Great benefits.
Speaker 1 (08:38):
Great benefits.
You know things that are justlike.
Yeah, I don't know any of thosespecifics.
Like you said, you call and youfind out like it's halfway on
the other side of the country.
That's not what I'm interestedin.
You see my address as Jersey,you know, but you know more to
what you said, like it's thisnumbers game Like I know that
the likelihood of someone fromJersey going all the way to
(08:58):
Wisconsin or whatever Wyoming islow.
But hey, I got their name.
Speaker 2 (09:03):
Maybe.
Yeah, whatever, wyoming is low,but hey, I got their name, let
me at least.
Yeah, I got their name, butmaybe you changed your mind, and
I think that's.
Another thing kind of hasalways bothered me about the
industry too is the desperationassociated with recruitment
right now shortages and pressureand the like.
You can go to one of these jobboards or somewhere else and
fill out a profile and feel likeyou.
I told them what I wanted.
(09:23):
I told them I only want to workin Jersey.
Doesn't matter, you're going toget phone calls from recruiters
in Oregon.
Didn't hold my team back, so itjust it's kind of too bad, but
I think that's what thisindustry has morphed into.
Is that there's not a lot ofy'all, and because of that,
you're going to get everyone'sgoing to be calling you.
(09:44):
And it's funny because talkingwith residents, initially that
feels really good, likeeverybody wants me, and then
when you get into it, you'relike this is so overwhelming and
unhelpful.
I really wish that I could justtalk to the people that I
actually want to talk to.
Yeah.
Speaker 1 (10:01):
I do think there's residents.
If you're listening, like itdoes change, like it gets better
, right, like someone is tellingyou when to wake up, someone is
telling you when you can leavethe hospital and you know you
got to look you're not incontrol.
But when it's time to look fora job, like you are in control
and it's completely differentthan applying to residency,
(10:25):
different than applying toresidency, which is probably
scary too right.
Speaker 2 (10:26):
If you have never been in control, what does that
even mean?
If you're in control, and howdo you know that you're asking
the right questions and you'reassessing positions the way
that's meaningful to you?
And so I think that's it.
The spirit of Beginly is tohelp you with that, to ask you
enough questions.
We're kind of doing that foryou, and if you don't know how
to answer a question, we'regoing to tell you, give you a
(10:48):
little bit of detail behind it,and so you're going to learn
something about the process.
You're going to sort of beforced to take a step back and
almost do like an internal auditof what's important to you as
you answer these questions.
So the goal is is that, yeah,even if you don't find your
dream job on Beginly, you'regoing to have set yourself up
much better because you weremore thoughtful and educated
about the nuances that doactually exist.
Speaker 1 (11:10):
That occurs a Q&A that I've never had to express
to a recruiting firm in the pastwhether that's locums, whether
that's looking for a straight upjob.
I've never had those questions,so I think that's something
(11:32):
that we should focus on.
Speaker 2 (11:33):
So take us through that process.
Speaker 1 (11:34):
What do you mean by that?
Speaker 2 (11:35):
Yeah, so you sign up again, free sign up, and then
we're going to run you through aseries of questions.
Speaker 1 (11:41):
It's free, I promise, so we run you through a series
of questions.
Speaker 2 (11:43):
It's free, it's free, I promise so we run you through
a series of questions.
I want to know, of course,clinically, what you're looking
for.
But, to your point, you'regoing to be asked questions that
you're like nobody's ever askedme that before, but they're
important.
I often, I think a lot of thequestions that we built in this
tool were questions that youwould end up getting asked or
(12:04):
asking in a first interview witha medical director or maybe
with a recruiter.
So sort of like, let's just dothat early, right, that was the
spirit of the questions.
So we're going to run youthrough your clinical questions
and then we're going to run youthrough the personal I'm going
to share the screen while you'retalking, you keep going.
So then tell me things aboutpersonal.
We talked about this a littlebit.
Are you looking for a positionthat is PSLF eligible, or are
(12:29):
you an NHSE scholar?
Whatever it is, everybody has athing that they're bringing
with them.
Do you have spouses or partnersto consider?
And so you're going to fill outthis profile and then what's
happening on the other side isthe employer is uploading their
jobs, they're answering similarquestions and I'm going to tee
up best fit jobs to you in theplatform, based on you and what
(12:50):
you said you want.
So I would hope that thequestions or the jobs that you
see are going to be differentthan your co-resident, because
your desires and needs aredifferent than theirs.
And so here's the things thatare really a good fit for you.
And then what you get to do is,once you're in it and you
assess and we have I can't tellyou every single time I get on
with the employer.
Enough with the vague BS.
(13:12):
Nobody wants competitive compand great bennies.
They want to know what do youmean by competitive comp.
What does the schedule mean?
What does full-time mean toyour organization?
Speaker 1 (13:20):
They want the detail, so the more that so there's
actual listing of what yoursalary is going to be.
Speaker 2 (13:26):
Oh for sure we will say to employers if you don't
put salary in, people are isgoing to be.
Oh for sure I, if we will sayto employers if you don't put
salary, and people are justgoing to not engage with you.
And it's true, we're watchingthe data, the folks that are
using our tool, call schedule.
The more you put in, the moreengagement you're going to get.
Like it's not.
It's really not that, um, notthat hard.
I remember one of the questionsyou asked me, one of the
questions, you.
Speaker 1 (13:44):
one of the questions that the app asked me is do I
have a spouse and is that spousecurrently looking?
And there's three options oflike.
So are you looking for her?
Does it matter?
And then I forgot what it was,but it was like three options of
like yeah, I just need to finda job, she good.
Or you know, like I got to finda job and she got to find a job
(14:06):
, you know.
So it was really very I likedthe way that you asked the
questions, because it's like, oh, I didn't even think about that
, or I didn't even think that itwould even matter that I had
loans, how much loans I had, andyou know, am I in PSLF right
now?
right or like you said, am I,you know, am I in any of these
(14:26):
type of repayment programs?
Those things are superimportant that I didn't think
about, you know so.
Speaker 2 (14:32):
And let's find that out early.
And you know, I think the otherthing that's important to know
is that we are doing this is nota filtering function.
So if you say, yes, I'm lookingfor PSLF, I'm not going to rule
out everybody who doesn't, whois a for-profit organization,
but they're going to get a lowerscore.
So this is all score-based,right.
(14:52):
The?
only things that are kind ofmandatory are a specialty match,
a location match and acredential match.
Everything else is justscore-based.
So it's important to just sayeverything about yourself.
It's not going to preclude youfrom seeing other things, it's
just going to dictate how highthey are in your sort of match
score.
Same thing on the employer side.
Speaker 1 (15:12):
Hey y'all, it's Dr Neen.
You know I love being a surgeon.
I love working out, I lovepodcasting, I love having time
with my kids and spendingquality time with my wife.
I also love dancing, but itdon't love me back.
But what I don't love is beinginundated with emails and having
to scroll through a bunch ofjob offers trying to lure me in
(15:33):
with things that don't matter tome as a physician, a husband
and a dad.
That is until I found Beginly.
Beginly is built for physiciansby physicians.
It's the only online platformthat puts me first, matching me
to jobs that fit my professionaland personal goals.
It's easy and free for doctorsto use and it's anonymous no
(15:53):
having to set up calls with arecruiter only to find out it's
a bad match.
I can quickly check my Beginlyprofile for a match and then get
back to doing the things that Ilove, like having dinner with
my family, working out and beinga surgeon.
I'm still going to dance.
I don't care what y'all say,but join Beginly today.
Are you ready to begin?
It's free to sign up.
(16:14):
Go to beginlyhealthcom.
So to folks who are likeconcerned about like okay,
because there's a question aboutwork-life balance, right,
that's sometimes something thatpeople, particularly residents,
are like.
I don't know what to say whatshould I say about this does
that hurt them at all?
Speaker 2 (16:35):
no, it doesn't because, yeah, I don't know it
doesn't.
And, um, I'm not showingemployers every answer to your
questions.
The point of the questions isto really build sort of like
your motivation, um, and so I'mnot giving them.
Like, once you consent for themto talk to you, they're not
getting a full detail of theanswer to all of your questions.
They're going to get a highlevel of lots of them but not
(16:56):
detail of like, oh, all theycare about is work-life balance.
They must be like there's noroom for misinterpretation with
the way you answer questions,but it's important stuff.
I mean, this is how you findsatisfaction in a role.
Hit me.
Speaker 1 (17:10):
I caught that you said something about consent.
Once you consent.
So once you answer thequestions, you start putting
stuff up like how does thepresentation?
Speaker 2 (17:19):
how does all that stuff work, like, how do I?
Start seeing places, so you'llbe in the platform and almost
instantaneously you will finishyour profile and then it will
say you have X number of jobmatches and you get to review
them again.
The consent piece here is thatnobody knows.
No employers know that you areon this platform, nobody.
So you're just, you're perusing.
Speaker 1 (17:42):
So your partners don't even know?
Speaker 2 (17:43):
Okay, no that's a good part about that, I know.
I think that's really important.
So you're on there just scoping,you know, and then just see if
anything is compelling and itisn't, until you say connect and
push the button that says I dowant this recruiter to get my
information, that they know youeven exist or on the platform.
So confidentiality on the frontend.
(18:03):
For I think for a resident it'sfunny because they'll say, well
, I don't really need to beconfidential because everybody
knows I need to find a job.
So I understand that.
But how this plays for you isthat you're not going to get
endless phone calls, right.
So it's confidential in thatit's just helping you only talk
to the people that you actuallywant to talk to.
For a practicing doc, it'sgoing to be important.
I think it's really hard for apracticing physician to even
(18:26):
sort of go check out what'sgoing on out there without
people sort of knowing Right,and so this is an opportunity to
to build a profile and just see.
Speaker 1 (18:36):
Yeah, cause a lot of places would be like, oh, let me
get some references.
Like I can't give youreferences, I'm trying to see
what's out there first.
All right, God forbid.
Speaker 2 (18:45):
You go accidentally, put your name on a job board
because you want to know this iskind of funny how and not to
rag on job boards, because Ithink that they play a role in
this landscape, or will forhowever long.
You fill out a thing and thenwhat happens the next day is
that all the recruiters get alittle email.
It's like so-and-so joinedyesterday and here's what they
want.
And then guess what?
Yeah, so if you were apracticing physician and you
(19:07):
didn't know that it happened tome several times at my last job,
where I'd be like, oh my God,dr Solentz is looking for a job.
So just know, I mean just goingto be careful.
You got to be careful who yourespond to from those postcards
and text messages.
There's some validation thatneeds to happen.
So I think, yeah again, just bemindful of the industry.
(19:29):
But that's that's why wecreated this, like we don't want
to expose you unnecessarily.
Speaker 1 (19:34):
So what about when you find a place and you want to
engage with them?
Yeah, what happens next?
Let's say you want to find outabout, you know what's the
partner mix like and what if youwant to do an interview?
How does that occur?
Is that all on the app, eventhe interview process?
Speaker 2 (19:49):
And what if you want to do an interview?
How does that occur?
Is that all on the app?
Even the interview process?
So we talked about this alittle bit before too is, I
think, if you don't, if you havea specific question and you're
not finding it in the you knowthe job description that they've
written you can alsoanonymously ping the recruiter
and say hey, this is a reallyimportant sort of deal breaker
for me and ask questions backand forth.
Speaker 1 (20:10):
So you can have an anonymous chat with the
recruiter prior to consenting.
Speaker 2 (20:12):
That's super helpful, yeah, and so then, after
consent, then they now have yourinformation and you take it
from there.
So you're you know, at thistime we're not facilitating or
doing any of the interviewingstuff within the platform.
You're going to be now kind ofin the hands of the recruiter,
which I think is okay Because,honestly, what I do have to say
is that recruiters, especiallythe ones that represent the
(20:34):
employers, really do care andwant you to have a good
experience.
It's just that front endprocess of trying to identify
people is the ugly part.
But I think once you get onwith a recruiter, you likely
will have a pretty goodexperience, and so you'll run
through their process and prettyquickly be able to be on the
phone with the medical directors, should it be interesting to
(20:54):
you.
But, again, like, once you'retrying to recruit a, you already
you should know 90% of thethings that are important to you
because they put it in in theplatform for you to assess.
You're not getting on the phonestarting from scratch with
recruiters saying like, oh,what's your IPSA score?
Speaker 1 (21:12):
Hmm, what's how many hospitals you have on here?
Speaker 2 (21:15):
Um, hospital count is different than employer count
because we have some largeemployers.
So, um, again we've we'vestarted in the Northwest.
I live in Portland, so we'vekind of taken a initial stab at
um employers in the Northwest,um and California actually now
too, um, and moving our way East, uh, we actually have some
(21:35):
contracts that are about to comethrough with some stuff in the
Midwest and in the Southeast.
So stay tuned.
But we have about 40 differentemployers represented right now
and counting it's just.
You know it's growing quicklybut we're kind of being in the
moment.
Speaker 1 (21:51):
How about specialties ?
Is this just for, like ortho?
Is it just for OB?
Specialty agnostic?
Yeah, okay, so it doesn'tmatter.
You got the chance foreverybody.
Yep, yep, okay, good.
Speaker 2 (22:03):
We try to ask some nuanced questions.
By specialty, too, I mean thequestions that you'll ask as a
trauma surgeon are reallydifferent than an OBGYN, right?
And so we want to be able tomatch you based on some of your
specific specialty questions aswell.
If you're a urologist, is arobot mandatory?
These are the things that youwant to just be matched on, not
have to find out on the phone,and so that's the spirit of this
(22:25):
thing.
So any specialty is welcome Anyyear.
Honestly, I think if you're intraining and you're an intern,
you can still fill this out andfind some value, because it's
just going to allow you to sortof assess the landscape and
again, you don't have to doanything.
We didn't talk about thiseither, that if you just want to
pop on and see what's going onbut you're not really an active
(22:46):
job seeker, you can toggleyourself off and not be an
active job seeker but still kindof have the benefits of this
thing.
Speaker 1 (22:54):
So I think any year, any second years or people who
are like in the middle of theirtraining, like that's a great
way to kind of start working out, to see where you want to end
up your third year, fourth year,yeah, we're going to have some
fun things coming to somecompensation integration, some
survey data things that willcome in here.
Speaker 2 (23:11):
So you know if you're a intern or a second year
trying to figure out if you wantto go do a fellowship and
you're doing this sort of likecost benefit analysis thing.
I think it's really hard forpeople to understand salary.
So you could pop in there andsay I'm considering a you know,
plum Crip Fellowship.
Is it worth it?
I don't know.
And I can go look atcompensation and decide if you
know deferring income for acouple more years is worth it.
(23:32):
So that kind of thing.
I mean again, a lot ofresources and tools in there.
We want to give helpful hints.
We want you to you know, whenyou look at a position, we're
going to be bringing in via youknow, apis, information about
the demographics in thatlocation, weather, cost of
living.
So we want to bring all that inso you can be a more thoughtful
(23:52):
job seeker.
We're going to tee you up withquestions that you should be
asking recruiters or medicaldirectors, things you likely
haven't thought about, that youshould ask.
So whatever we can do tosupport the journey, that's kind
of what we're here for.
Speaker 1 (24:04):
Here's the million dollar question for me and folks
who are like me, which is Ilove locums.
I don't know if I don't have togo into getting a job I
probably don't want to but if Ican extend this long enough to
do locums, talk to me.
Do you have anything related totemporary gigs?
Is there locums opportunities?
Is there per diem opportunities?
(24:25):
Talk to me, talk to me give megood news, please.
Speaker 2 (24:27):
Yeah, hey, I think everything needs to be on here,
because our North Star is youphysician experience.
What do you want?
Speaker 1 (24:35):
So that should be Because it's a growing trend now
.
It's a growing trend for a lotof us and it should be.
Speaker 2 (24:39):
if you want to side hustle, maybe those should be on
here too.
You want to go work for ahealth plan and do some
utilization review stuff?
Sure.
Do.
You want to go work for astartup and do some advisory
stuff?
Right.
So the spirit of this platformis we will bring it all on here
because it's about you.
Today we do.
(25:03):
Many of the large healthsystems have per diem
opportunities, Not even just thelarge systems, but you know, we
really encourage all thesefolks to.
If you can accommodate parttime or per diem, put it on
there, Cause, to your point itis, it's not just a trend, it's
kind of the new.
You mean on the employer side,yeah, yeah, so you encouraged
them to do that Gotcha,absolutely yeah, I mean
work-life balance is soimportant to people right now,
and being able to do a couple ofdifferent things often extends
(25:26):
people's sort of tenure inmedicine anyway, and so, yeah,
we're working on it at locumsspecifically, stay tuned, but
part-time and per diemopportunities, tbd, um, those,
those definitely exist in theplatform and we, yes, supporters
, you know when we recordedbefore I I mentioned this story.
Speaker 1 (25:47):
I want folks to really understand that, like
your, your career, you shouldmake your career look the way in
which you want it to look, andthere's nobody watching.
There's no board that's lookingdown and gonna.
You know, look at every stepthat you want it to look and
there's nobody watching.
There's no board that's lookingdown and going to.
You know, look at every stepthat you make after you finish
residency and make some type ofjudgment on you.
Because, case in point with me,when I was finishing fellowship
, I thought I was just going togo find an academic job
(26:09):
somewhere in the Northeast andgo work.
But life kind of throws itswrenches and you know my father
ended up with prostate cancer.
So you know I just neededmobility, I needed flexibility
and I just didn't like theinterviews that I was going on
for the permanent job.
So I decided to do locums forabout a year and a half and it
(26:29):
was really great.
I got to really understand myvalue, how much I really cost,
right, because you start torealize how much you're being
paid.
You start to realize, okay,this is how much a hospital is
willing to pay.
And then also the flexibility.
You know my dad had so manydifferent radiation treatments
that I needed to be there for Iwas still able to do like full
clinical FTE type of locums work, but I was always there for all
(26:55):
of his radiation treatments.
It was great to like pay forhis, his, his, you know, make
payments on his, his treatments,right, he, you know middle,
lower middle class, he had justretired at that point.
So it was really felt great toprovide that for him also.
So it was a great experience.
And then when I, when me and mywife, got married, you know I
just in mind I was like, look,we need to find something more
(27:17):
stable.
And we did so.
We transitioned from doinglocums to being full-time
employees and that was great.
Also, on the side, we werestill doing locums on the side
and you know there was adifference.
There was a difference for us,but I think at the end of three
years of working full-time, Ithink for both of me and my wife
(27:37):
we were just like you know what, where we need to be, at, where
our minds are, at how we worktogether, like for us,
independent contracting worksfor us, and even though my wife
was six months pregnant at thetime, we left and we got it, we
made it work and we gotinsurance through, you know, the
Affordable Care Act, and soforth.
And we made it work and for thelast several years we've been
(27:58):
doing that.
Now I do have to say this, guyslike there have been times
where we have sprinkled in perdiem work, like you mentioned
earlier, christy.
You know per diem work is whereyou are, you're employed by the
hospital, but they can't reallycontrol when and where you work
.
They pay for your medicalmalpractice, they will pay for
your health insurance if youwork a certain amount of hours
(28:19):
and there are some otherbenefits if you work a certain
amount of hours.
But you know we've sprinkledthat in in between, so we've
just kind of done this hybridtype of thing that works for us.
Yeah, you know and you know.
I like to share that on theshow so that folks know that.
You know, when I first started,there was some attendings who
said if you do this, if you dolocums, you're killing your
career.
Speaker 2 (28:37):
You're never going to find it.
Speaker 1 (28:38):
Yeah, no, you'll never find a job.
And 10 years later, there aresome locums right now who are
contacting or, excuse me, thereare some of those attendings
right now, guys who arecontacting me saying, hey, so
this locums, things that youwere talking about, or this, how
did you go from this positionto this position?
They're asking me for advice.
So it's just something to thinkabout.
Folks, as you're hearing thisconversation we're having, I
(28:59):
love this chat.
Speaker 2 (29:00):
I just did an interview with a physician also
about this feeling of beingstuck, and I think we're talking
about this at the verybeginning of the holiday season.
You're sitting at home, withmaybe a little bit more free
time, thinking like God, Ireally am not happy where I'm at
, but what do I even do?
And I love these stories ofjust evolution of career.
And I think you're right,especially with locums.
(29:22):
There used to be a little bitof a stigma attached to locums,
but that's changing.
You're seeing super qualifiedand highly trained folks
choosing locums because oflifestyle.
But I think that's the otherthing about this is that the
health systems are starting tofigure out that lifestyle is
really important.
So if you can accommodatelifestyle, you can also sort of
(29:44):
accomplish the same thing as youwould with a locum's physician.
You have to be able to.
The employers need to recognizethat flexibility and quality of
life is really important.
Who would have thought?
But flexibility and quality oflife is really important, who
would have thought?
And whoever can figure that outis going to have success in
hiring and keeping people around.
So however you do, it works forme.
Speaker 1 (30:06):
Well, we hope that it's beginly health.
Speaker 2 (30:08):
Yeah, start it beginly.
Hey, why not?
Nothing to lose right?
Speaker 1 (30:11):
Start a profile, guys , because I think it's super
easy, it's free for you.
I went up and signed up for itbecause, like I said, like me
and Renee look at this hybridapproach.
So we're constantly looking tosee you know what's out there
and see what works for us andwhat doesn't work for us.
And I do think that thequestion, the Q&A, in the
beginning is super helpful andit's really helpful, I think, if
(30:38):
you are a resident and you'renot, you don't have the verbiage
or you don't have theconfidence to really kind of
verbalize what you really wantright to a recruiter.
You'll see, and you know, trydoing it the traditional way and
also doing it through this,through the beginning.
I think you'll see a difference.
I think that's one of thestrong points of this is you
know you can do both and see howit goes for you, and I think
you'll see a big difference.
So who's the ideal candidate?
Christy.
Speaker 2 (30:59):
Anybody, anybody, any physician.
You know again, whether youthink you're actively looking
for a job or you just kind ofwant to see what's up, just sign
up.
Again, like emphasizing, I'mnot giving your info to anybody
unless you specifically tell meyou want me to.
So very like no risk associatedwith that.
(31:19):
So any physician it's alsonurse practitioners and PAs can
also sign up.
So that's kind of the gist.
But we would love everybody onthis thing kind of create this
really cool community andmembership here and the more the
better, so we can kind ofchange this game for you all.
That's the goal.
Speaker 1 (31:39):
Is it fair to say the Tinder for job applications?
Speaker 2 (31:44):
It's so funny.
We've been going back and forthon this, like I was not on the
dating apps that my co-founderwas, and she's like no, no, no,
it's much more like Bumble, youknow.
So you get to be the one whogets to pick what's next.
Speaker 1 (31:54):
So maybe not as much Tinder and more Bumble, but sure
, yeah, there you go, yeah, Igot to be careful because I
can't say, like all of thesethings, and my wife is like,
well, how do you know that allthis apps exist, right?
Speaker 2 (32:03):
So I got to be careful, because my wife be
listening.
Speaker 1 (32:06):
Christy you're not going to get me in trouble and
guys, that's Christy Olson,founder of Beginly Health.
Guys, you could check it out atbeginlyhealthcom.
Once again, go ahead and Iencourage you guys to go check
it out.
Basically, technology andrecruiting kind of meeting in
the middle, and it makes a lotof sense and I agree, yeah,
tinder for looking for a job.
So, christy, anything anyparting words you want to leave
(32:27):
us with before we bounce?
Speaker 2 (32:28):
No, I don't think so.
I just I love, I lovephysicians, I love what y'all do
and I uh, we literally aredoing this to support you guys.
So, um, thanks for having us onthe show.
Speaker 1 (32:38):
Boom.
There, it is All right y'all.
We'll catch you guys on thenext episode.
You've been a recruiter for 10 years.
What are some secrets thatfolks right now would be really
interested that we don't know?
Speaker 2 (00:05):
Your information is viable in all kinds of places
and it's happening so many folksdon't understand.
There's multiple types ofrecruiters.
There's recruiters thatrepresent in-house health
systems, the employer agencyrecruiters that are being paid
commission so just mixedincentives there.
And then there's locumsrecruiters, and all three of
(00:26):
those folks are all desperatelyinterested in the same group of
people, which is you.
If you're getting thosebeautiful postcards in the mail,
beautiful landscape, reallyeverything oh my gosh, don't you
really want to go?
And then you call it oh man,that job actually never existed
or doesn't exist anymore.
I thought that's crazy.
Speaker 1 (00:41):
It's almost like car salesman.
You think that this is too goodto be true.
Speaker 2 (00:45):
You get there and it's almost like a bait and
switch.
Speaker 1 (00:47):
Hey y'all, it's Dr Neen.
You know I love being a surgeon.
I love working out, I lovepodcasting, I love having time
with my kids and spendingquality time with my wife.
I also love dancing, but itdon't love me back.
But what I don't love is beinginundated with emails and having
to scroll through a bunch ofjob offers trying to lure me in
(01:08):
with things that don't matter tome as a physician, a husband
and a dad.
That is until I found Beginly.
Beginly is built for physiciansby physicians.
It's the only online platformthat puts me first, matching me
to jobs that fit my professionaland personal goals.
It's easy and free for doctorsto use and it's anonymous no
(01:28):
having to set up calls with arecruiter only to find out it's
a bad match.
I can quickly check my Beginlyprofile for a match and then get
back to doing the things that Ilove, like having dinner with
my family, working out and beinga surgeon.
I'm still going to dance.
I don't care what y'all say,but join Beginly today.
Are you ready to begin?
It's free to sign up.
(01:50):
Go to beginlyhealthcom.
What's good everyone.
This is Dr Nii.
Listen, we're here at DocsOutside the Box.
We got Christy Olson withBeginly Health actually the
founder of Beginly Health whichis a new, let's just say
technologically savvy, way tolook for a job.
(02:10):
Christy, welcome to DocsOutside the Box.
How are you doing?
Speaker 2 (02:12):
Great.
Thank you for having me.
Happy to be here.
Speaker 1 (02:15):
Super excited here.
Hey guys, look, I try to betransparent.
We're doing this again, so weactually did this interview and
I forgot to hit the recordbutton.
Speaker 2 (02:26):
So Christy's super warmed up to jump right into
this.
But, christy, listen, I think Idid.
Shit happens, right, yeah,whatever, there we go, it's fun,
we're having fun.
Speaker 1 (02:34):
Folks, you know right now, I know that it's interview
season.
It's also, you know, it'sinterview season for you
residents, for you chiefresidents out there.
This is the time when you guysshould be looking for jobs and
so forth.
And you know, if you're havinga regular job, if you're an
attending, you've been out therefor five years or however long,
and you can't stand your fellowpartners or whatever the
(02:57):
situation is hey, it's, you know, New.
Year's resolution time.
It's time for you to changetime.
It's time for you to change.
We have a viable option, adifferent look on the way how
you should be looking at jobshere at Beginly Health.
So, Christy, let's jump rightinto what is Beginly so folks
can understand what they'relistening to.
Speaker 2 (03:17):
Yeah, cool.
So Beginly was a brain child ofmine that basically came to
life from spending the last 10years as a recruiter and leading
a large recruitment team andjust knowing how sorry
recruiters, how kind of terriblewe are.
We all know it.
I mean, the tools that existright now for recruiters to find
(03:38):
physicians for jobs are notgreat, and it's a lot about like
how many lists can we buy andhow many people can we call, and
that just makes for a reallyterrible experience for a
physician.
So basically, what came to be isI kept dreaming about this
different platform where you, asa physician, get to sort of be
in control of who you talk todating app, fill out a profile,
(04:02):
tell me about your clinicalpreferences, but also tell me
about your personal preferencesand the things that are
important to you as you look fora job that are not just
clinical.
Also, what do you like to do inyour free time, what kind of
things are you looking for in aplace you want to live?
And so you end up building thissort of comprehensive, more
holistic representation ofyourself in the platform, and
then on the other side of it, wehave employers uploading jobs,
(04:25):
answering similar questions andwhat I'm going to tee up to you
in the platform is best fit jobs, so kind of.
You know, Venn diagram, percentoverlay this is a really high
match clinically.
Low match personal.
But the whole point of thisthing is that let us do the work
, let some technology do thework on your behalf so you don't
have to talk to a bunch ofrecruiters unnecessarily to find
out that the one thing that's adeal breaker, you know, is you
(04:48):
learned that on your first phonecall and that was a.
It was a waste of your timeanyway.
So we use technology to sort ofpre-qualify the employer for
you and show you things that youactually are interested in
engaging with.
Speaker 1 (04:59):
And this is this is web-based right, this is a
web-based app.
Speaker 2 (05:02):
Yes, it is web-based, so we are launching native apps
in Q1.
So I think there's a time and aplace.
I always think of it much likeVRVO or whatever, where you
sometimes are on the app andthen sometimes you're on the web
platform.
So, but yeah, we're launchingthe app in Q1.
Speaker 1 (05:20):
So all communication in this app between you, a
recruiter, you and a potentialjob person, that's all on the
app.
Yep, yep.
Okay, I actually do have aquestion for you.
I totally forgot to ask youthis in the beginning.
Speaker 2 (05:32):
Our first recording You've been a recruiter.
Speaker 1 (05:34):
Yeah, you've been a recruiter for 10 years 10 years
plus.
What are some secrets thatfolks right now would be really
interested that we don't know,because you know there's this
term.
Like you know, when you go to arestaurant, you really don't
want to know how your food ismade in the kitchen, right?
So, what are some of the thingsthat we need to know, or some
things that we should know about, like some secrets that you got
(05:56):
?
Speaker 2 (05:56):
Yeah, I think just important for you all to know
that your information is viablein all kinds of places and it's
happening.
And so if you're wondering like, how in the hell did they get
my information?
They're buying your name,they're buying your information
and it's part of the process.
(06:16):
It's just to like, if I sendenough emails and enough text
messages, enough phone calls,somebody's going to call me back
and that's the strategy.
Those are the things that existright now.
So people are buying yourinformation left and right,
whether you feel like you'veexisted or not.
Speaker 1 (06:28):
Where are these lists coming from?
Are these lists that areprepared by the residency
programs?
Speaker 2 (06:34):
or by your specialty group.
You know what's so interestingis I was doing a presentation at
a program and this intern saidthe day after he applied for his
DEA he started getting phonecalls.
So, I think there's all kindsof different things you know.
Of course, if you're, I think,people you know, you can buy
lists associated with yourlicenses and your boards and all
(06:55):
that kind of stuff.
But I thought that was reallyinteresting.
And then, and then there's theNPI data bank.
So I mean there's, there's allkinds of different places where,
if you want to pay enough, youcan give.
So know that, Give us some more.
Speaker 1 (07:08):
Give us some more, something more salacious,
something that's like oh, youreally need to know that.
Speaker 2 (07:13):
You know, here's the other thing Just be really
careful about.
I think so many folks don'tunderstand.
There's multiple types ofrecruiters.
So there's recruiters thatrepresent in-house health
systems they're employed by thehealth system or the employer.
(07:33):
Then there's recruiters agencyrecruiters that are being paid
commission to put you in a job,so just mixed incentives there.
And then there's locumsrecruiters, and all three of
those folks are all desperatelyinterested in the same group of
people, which is you.
And just to know you know, ifyou're getting those beautiful
postcards in the mail, which Ithink you've told me that you've
(07:53):
received, those beautifullandscape, really everything, oh
my gosh, don't you really wantto go?
And then you call it oh man,that job actually never existed
or doesn't exist anymore.
Speaker 1 (08:02):
I thought that's crazy, it's almost like car
salesman-y, like right, like yougo into a newspaper or wherever
you find that advertisement,you think that this offer is too
good to be true.
You get there, and it's almostlike a bait and switch, Because
I've talked about that earlier.
I get these placards or thesepostcards.
(08:23):
It has a place with nicescenery and it would say
competitive salary, but youdon't know specifically what it
is.
You know it'll say competitive,competitive salary, desired
location in a college town.
Speaker 2 (08:36):
Great benefits.
Speaker 1 (08:38):
Great benefits.
You know things that are justlike.
Yeah, I don't know any of thosespecifics.
Like you said, you call and youfind out like it's halfway on
the other side of the country.
That's not what I'm interestedin.
You see my address as Jersey,you know, but you know more to
what you said, like it's thisnumbers game Like I know that
the likelihood of someone fromJersey going all the way to
(08:58):
Wisconsin or whatever Wyoming islow.
But hey, I got their name.
Speaker 2 (09:03):
Maybe.
Yeah, whatever, wyoming is low,but hey, I got their name, let
me at least.
Yeah, I got their name, butmaybe you changed your mind, and
I think that's.
Another thing kind of hasalways bothered me about the
industry too is the desperationassociated with recruitment
right now shortages and pressureand the like.
You can go to one of these jobboards or somewhere else and
fill out a profile and feel likeyou.
I told them what I wanted.
(09:23):
I told them I only want to workin Jersey.
Doesn't matter, you're going toget phone calls from recruiters
in Oregon.
Didn't hold my team back, so itjust it's kind of too bad, but
I think that's what thisindustry has morphed into.
Is that there's not a lot ofy'all, and because of that,
you're going to get everyone'sgoing to be calling you.
(09:44):
And it's funny because talkingwith residents, initially that
feels really good, likeeverybody wants me, and then
when you get into it, you'relike this is so overwhelming and
unhelpful.
I really wish that I could justtalk to the people that I
actually want to talk to.
Yeah.
Speaker 1 (10:01):
I do think there's residents.
If you're listening, like itdoes change, like it gets better
, right, like someone is tellingyou when to wake up, someone is
telling you when you can leavethe hospital and you know you
got to look you're not incontrol.
But when it's time to look fora job, like you are in control
and it's completely differentthan applying to residency,
(10:25):
different than applying toresidency, which is probably
scary too right.
Speaker 2 (10:26):
If you have never been in control, what does that
even mean?
If you're in control, and howdo you know that you're asking
the right questions and you'reassessing positions the way
that's meaningful to you?
And so I think that's it.
The spirit of Beginly is tohelp you with that, to ask you
enough questions.
We're kind of doing that foryou, and if you don't know how
to answer a question, we'regoing to tell you, give you a
(10:48):
little bit of detail behind it,and so you're going to learn
something about the process.
You're going to sort of beforced to take a step back and
almost do like an internal auditof what's important to you as
you answer these questions.
So the goal is is that, yeah,even if you don't find your
dream job on Beginly, you'regoing to have set yourself up
much better because you weremore thoughtful and educated
about the nuances that doactually exist.
Speaker 1 (11:10):
That occurs a Q&A that I've never had to express
to a recruiting firm in the pastwhether that's locums, whether
that's looking for a straight upjob.
I've never had those questions,so I think that's something
(11:32):
that we should focus on.
Speaker 2 (11:33):
So take us through that process.
Speaker 1 (11:34):
What do you mean by that?
Speaker 2 (11:35):
Yeah, so you sign up again, free sign up, and then
we're going to run you through aseries of questions.
Speaker 1 (11:41):
It's free, I promise, so we run you through a series
of questions.
Speaker 2 (11:43):
It's free, it's free, I promise so we run you through
a series of questions.
I want to know, of course,clinically, what you're looking
for.
But, to your point, you'regoing to be asked questions that
you're like nobody's ever askedme that before, but they're
important.
I often, I think a lot of thequestions that we built in this
tool were questions that youwould end up getting asked or
(12:04):
asking in a first interview witha medical director or maybe
with a recruiter.
So sort of like, let's just dothat early, right, that was the
spirit of the questions.
So we're going to run youthrough your clinical questions
and then we're going to run youthrough the personal I'm going
to share the screen while you'retalking, you keep going.
So then tell me things aboutpersonal.
We talked about this a littlebit.
Are you looking for a positionthat is PSLF eligible, or are
(12:29):
you an NHSE scholar?
Whatever it is, everybody has athing that they're bringing
with them.
Do you have spouses or partnersto consider?
And so you're going to fill outthis profile and then what's
happening on the other side isthe employer is uploading their
jobs, they're answering similarquestions and I'm going to tee
up best fit jobs to you in theplatform, based on you and what
(12:50):
you said you want.
So I would hope that thequestions or the jobs that you
see are going to be differentthan your co-resident, because
your desires and needs aredifferent than theirs.
And so here's the things thatare really a good fit for you.
And then what you get to do is,once you're in it and you
assess and we have I can't tellyou every single time I get on
with the employer.
Enough with the vague BS.
(13:12):
Nobody wants competitive compand great bennies.
They want to know what do youmean by competitive comp.
What does the schedule mean?
What does full-time mean toyour organization?
Speaker 1 (13:20):
They want the detail, so the more that so there's
actual listing of what yoursalary is going to be.
Speaker 2 (13:26):
Oh for sure we will say to employers if you don't
put salary in, people are isgoing to be.
Oh for sure I, if we will sayto employers if you don't put
salary, and people are justgoing to not engage with you.
And it's true, we're watchingthe data, the folks that are
using our tool, call schedule.
The more you put in, the moreengagement you're going to get.
Like it's not.
It's really not that, um, notthat hard.
I remember one of the questionsyou asked me, one of the
questions, you.
Speaker 1 (13:44):
one of the questions that the app asked me is do I
have a spouse and is that spousecurrently looking?
And there's three options oflike.
So are you looking for her?
Does it matter?
And then I forgot what it was,but it was like three options of
like yeah, I just need to finda job, she good.
Or you know, like I got to finda job and she got to find a job
(14:06):
, you know.
So it was really very I likedthe way that you asked the
questions, because it's like, oh, I didn't even think about that
, or I didn't even think that itwould even matter that I had
loans, how much loans I had, andyou know, am I in PSLF right
now?
right or like you said, am I,you know, am I in any of these
(14:26):
type of repayment programs?
Those things are superimportant that I didn't think
about, you know so.
Speaker 2 (14:32):
And let's find that out early.
And you know, I think the otherthing that's important to know
is that we are doing this is nota filtering function.
So if you say, yes, I'm lookingfor PSLF, I'm not going to rule
out everybody who doesn't, whois a for-profit organization,
but they're going to get a lowerscore.
So this is all score-based,right.
(14:52):
The?
only things that are kind ofmandatory are a specialty match,
a location match and acredential match.
Everything else is justscore-based.
So it's important to just sayeverything about yourself.
It's not going to preclude youfrom seeing other things, it's
just going to dictate how highthey are in your sort of match
score.
Same thing on the employer side.
Speaker 1 (15:12):
Hey y'all, it's Dr Neen.
You know I love being a surgeon.
I love working out, I lovepodcasting, I love having time
with my kids and spendingquality time with my wife.
I also love dancing, but itdon't love me back.
But what I don't love is beinginundated with emails and having
to scroll through a bunch ofjob offers trying to lure me in
(15:33):
with things that don't matter tome as a physician, a husband
and a dad.
That is until I found Beginly.
Beginly is built for physiciansby physicians.
It's the only online platformthat puts me first, matching me
to jobs that fit my professionaland personal goals.
It's easy and free for doctorsto use and it's anonymous no
(15:53):
having to set up calls with arecruiter only to find out it's
a bad match.
I can quickly check my Beginlyprofile for a match and then get
back to doing the things that Ilove, like having dinner with
my family, working out and beinga surgeon.
I'm still going to dance.
I don't care what y'all say,but join Beginly today.
Are you ready to begin?
It's free to sign up.
(16:14):
Go to beginlyhealthcom.
So to folks who are likeconcerned about like okay,
because there's a question aboutwork-life balance, right,
that's sometimes something thatpeople, particularly residents,
are like.
I don't know what to say whatshould I say about this does
that hurt them at all?
Speaker 2 (16:35):
no, it doesn't because, yeah, I don't know it
doesn't.
And, um, I'm not showingemployers every answer to your
questions.
The point of the questions isto really build sort of like
your motivation, um, and so I'mnot giving them.
Like, once you consent for themto talk to you, they're not
getting a full detail of theanswer to all of your questions.
They're going to get a highlevel of lots of them but not
(16:56):
detail of like, oh, all theycare about is work-life balance.
They must be like there's noroom for misinterpretation with
the way you answer questions,but it's important stuff.
I mean, this is how you findsatisfaction in a role.
Hit me.
Speaker 1 (17:10):
I caught that you said something about consent.
Once you consent.
So once you answer thequestions, you start putting
stuff up like how does thepresentation?
Speaker 2 (17:19):
how does all that stuff work, like, how do I?
Start seeing places, so you'llbe in the platform and almost
instantaneously you will finishyour profile and then it will
say you have X number of jobmatches and you get to review
them again.
The consent piece here is thatnobody knows.
No employers know that you areon this platform, nobody.
So you're just, you're perusing.
Speaker 1 (17:42):
So your partners don't even know?
Speaker 2 (17:43):
Okay, no that's a good part about that, I know.
I think that's really important.
So you're on there just scoping,you know, and then just see if
anything is compelling and itisn't, until you say connect and
push the button that says I dowant this recruiter to get my
information, that they know youeven exist or on the platform.
So confidentiality on the frontend.
(18:03):
For I think for a resident it'sfunny because they'll say, well
, I don't really need to beconfidential because everybody
knows I need to find a job.
So I understand that.
But how this plays for you isthat you're not going to get
endless phone calls, right.
So it's confidential in thatit's just helping you only talk
to the people that you actuallywant to talk to.
For a practicing doc, it'sgoing to be important.
I think it's really hard for apracticing physician to even
(18:26):
sort of go check out what'sgoing on out there without
people sort of knowing Right,and so this is an opportunity to
to build a profile and just see.
Speaker 1 (18:36):
Yeah, cause a lot of places would be like, oh, let me
get some references.
Like I can't give youreferences, I'm trying to see
what's out there first.
All right, God forbid.
Speaker 2 (18:45):
You go accidentally, put your name on a job board
because you want to know this iskind of funny how and not to
rag on job boards, because Ithink that they play a role in
this landscape, or will forhowever long.
You fill out a thing and thenwhat happens the next day is
that all the recruiters get alittle email.
It's like so-and-so joinedyesterday and here's what they
want.
And then guess what?
Yeah, so if you were apracticing physician and you
(19:07):
didn't know that it happened tome several times at my last job,
where I'd be like, oh my God,dr Solentz is looking for a job.
So just know, I mean just goingto be careful.
You got to be careful who yourespond to from those postcards
and text messages.
There's some validation thatneeds to happen.
So I think, yeah again, just bemindful of the industry.
(19:29):
But that's that's why wecreated this, like we don't want
to expose you unnecessarily.
Speaker 1 (19:34):
So what about when you find a place and you want to
engage with them?
Yeah, what happens next?
Let's say you want to find outabout, you know what's the
partner mix like and what if youwant to do an interview?
How does that occur?
Is that all on the app, eventhe interview process?
Speaker 2 (19:49):
And what if you want to do an interview?
How does that occur?
Is that all on the app?
Even the interview process?
So we talked about this alittle bit before too is, I
think, if you don't, if you havea specific question and you're
not finding it in the you knowthe job description that they've
written you can alsoanonymously ping the recruiter
and say hey, this is a reallyimportant sort of deal breaker
for me and ask questions backand forth.
Speaker 1 (20:10):
So you can have an anonymous chat with the
recruiter prior to consenting.
Speaker 2 (20:12):
That's super helpful, yeah, and so then, after
consent, then they now have yourinformation and you take it
from there.
So you're you know, at thistime we're not facilitating or
doing any of the interviewingstuff within the platform.
You're going to be now kind ofin the hands of the recruiter,
which I think is okay Because,honestly, what I do have to say
is that recruiters, especiallythe ones that represent the
(20:34):
employers, really do care andwant you to have a good
experience.
It's just that front endprocess of trying to identify
people is the ugly part.
But I think once you get onwith a recruiter, you likely
will have a pretty goodexperience, and so you'll run
through their process and prettyquickly be able to be on the
phone with the medical directors, should it be interesting to
(20:54):
you.
But, again, like, once you'retrying to recruit a, you already
you should know 90% of thethings that are important to you
because they put it in in theplatform for you to assess.
You're not getting on the phonestarting from scratch with
recruiters saying like, oh,what's your IPSA score?
Speaker 1 (21:12):
Hmm, what's how many hospitals you have on here?
Speaker 2 (21:15):
Um, hospital count is different than employer count
because we have some largeemployers.
So, um, again we've we'vestarted in the Northwest.
I live in Portland, so we'vekind of taken a initial stab at
um employers in the Northwest,um and California actually now
too, um, and moving our way East, uh, we actually have some
(21:35):
contracts that are about to comethrough with some stuff in the
Midwest and in the Southeast.
So stay tuned.
But we have about 40 differentemployers represented right now
and counting it's just.
You know it's growing quicklybut we're kind of being in the
moment.
Speaker 1 (21:51):
How about specialties ?
Is this just for, like ortho?
Is it just for OB?
Specialty agnostic?
Yeah, okay, so it doesn'tmatter.
You got the chance foreverybody.
Yep, yep, okay, good.
Speaker 2 (22:03):
We try to ask some nuanced questions.
By specialty, too, I mean thequestions that you'll ask as a
trauma surgeon are reallydifferent than an OBGYN, right?
And so we want to be able tomatch you based on some of your
specific specialty questions aswell.
If you're a urologist, is arobot mandatory?
These are the things that youwant to just be matched on, not
have to find out on the phone,and so that's the spirit of this
(22:25):
thing.
So any specialty is welcome Anyyear.
Honestly, I think if you're intraining and you're an intern,
you can still fill this out andfind some value, because it's
just going to allow you to sortof assess the landscape and
again, you don't have to doanything.
We didn't talk about thiseither, that if you just want to
pop on and see what's going onbut you're not really an active
(22:46):
job seeker, you can toggleyourself off and not be an
active job seeker but still kindof have the benefits of this
thing.
Speaker 1 (22:54):
So I think any year, any second years or people who
are like in the middle of theirtraining, like that's a great
way to kind of start working out, to see where you want to end
up your third year, fourth year,yeah, we're going to have some
fun things coming to somecompensation integration, some
survey data things that willcome in here.
Speaker 2 (23:11):
So you know if you're a intern or a second year
trying to figure out if you wantto go do a fellowship and
you're doing this sort of likecost benefit analysis thing.
I think it's really hard forpeople to understand salary.
So you could pop in there andsay I'm considering a you know,
plum Crip Fellowship.
Is it worth it?
I don't know.
And I can go look atcompensation and decide if you
know deferring income for acouple more years is worth it.
(23:32):
So that kind of thing.
I mean again, a lot ofresources and tools in there.
We want to give helpful hints.
We want you to you know, whenyou look at a position, we're
going to be bringing in via youknow, apis, information about
the demographics in thatlocation, weather, cost of
living.
So we want to bring all that inso you can be a more thoughtful
(23:52):
job seeker.
We're going to tee you up withquestions that you should be
asking recruiters or medicaldirectors, things you likely
haven't thought about, that youshould ask.
So whatever we can do tosupport the journey, that's kind
of what we're here for.
Speaker 1 (24:04):
Here's the million dollar question for me and folks
who are like me, which is Ilove locums.
I don't know if I don't have togo into getting a job I
probably don't want to but if Ican extend this long enough to
do locums, talk to me.
Do you have anything related totemporary gigs?
Is there locums opportunities?
Is there per diem opportunities?
(24:25):
Talk to me, talk to me give megood news, please.
Speaker 2 (24:27):
Yeah, hey, I think everything needs to be on here,
because our North Star is youphysician experience.
What do you want?
Speaker 1 (24:35):
So that should be Because it's a growing trend now
.
It's a growing trend for a lotof us and it should be.
Speaker 2 (24:39):
if you want to side hustle, maybe those should be on
here too.
You want to go work for ahealth plan and do some
utilization review stuff?
Sure.
Do.
You want to go work for astartup and do some advisory
stuff?
Right.
So the spirit of this platformis we will bring it all on here
because it's about you.
Today we do.
(25:03):
Many of the large healthsystems have per diem
opportunities, Not even just thelarge systems, but you know, we
really encourage all thesefolks to.
If you can accommodate parttime or per diem, put it on
there, Cause, to your point itis, it's not just a trend, it's
kind of the new.
You mean on the employer side,yeah, yeah, so you encouraged
them to do that Gotcha,absolutely yeah, I mean
work-life balance is soimportant to people right now,
and being able to do a couple ofdifferent things often extends
(25:26):
people's sort of tenure inmedicine anyway, and so, yeah,
we're working on it at locumsspecifically, stay tuned, but
part-time and per diemopportunities, tbd, um, those,
those definitely exist in theplatform and we, yes, supporters
, you know when we recordedbefore I I mentioned this story.
Speaker 1 (25:47):
I want folks to really understand that, like
your, your career, you shouldmake your career look the way in
which you want it to look, andthere's nobody watching.
There's no board that's lookingdown and gonna.
You know, look at every stepthat you want it to look and
there's nobody watching.
There's no board that's lookingdown and going to.
You know, look at every stepthat you make after you finish
residency and make some type ofjudgment on you.
Because, case in point with me,when I was finishing fellowship
, I thought I was just going togo find an academic job
(26:09):
somewhere in the Northeast andgo work.
But life kind of throws itswrenches and you know my father
ended up with prostate cancer.
So you know I just neededmobility, I needed flexibility
and I just didn't like theinterviews that I was going on
for the permanent job.
So I decided to do locums forabout a year and a half and it
(26:29):
was really great.
I got to really understand myvalue, how much I really cost,
right, because you start torealize how much you're being
paid.
You start to realize, okay,this is how much a hospital is
willing to pay.
And then also the flexibility.
You know my dad had so manydifferent radiation treatments
that I needed to be there for Iwas still able to do like full
clinical FTE type of locums work, but I was always there for all
(26:55):
of his radiation treatments.
It was great to like pay forhis, his, his, you know, make
payments on his, his treatments,right, he, you know middle,
lower middle class, he had justretired at that point.
So it was really felt great toprovide that for him also.
So it was a great experience.
And then when I, when me and mywife, got married, you know I
just in mind I was like, look,we need to find something more
(27:17):
stable.
And we did so.
We transitioned from doinglocums to being full-time
employees and that was great.
Also, on the side, we werestill doing locums on the side
and you know there was adifference.
There was a difference for us,but I think at the end of three
years of working full-time, Ithink for both of me and my wife
(27:37):
we were just like you know what, where we need to be, at, where
our minds are, at how we worktogether, like for us,
independent contracting worksfor us, and even though my wife
was six months pregnant at thetime, we left and we got it, we
made it work and we gotinsurance through, you know, the
Affordable Care Act, and soforth.
And we made it work and for thelast several years we've been
(27:58):
doing that.
Now I do have to say this, guyslike there have been times
where we have sprinkled in perdiem work, like you mentioned
earlier, christy.
You know per diem work is whereyou are, you're employed by the
hospital, but they can't reallycontrol when and where you work
.
They pay for your medicalmalpractice, they will pay for
your health insurance if youwork a certain amount of hours
(28:19):
and there are some otherbenefits if you work a certain
amount of hours.
But you know we've sprinkledthat in in between, so we've
just kind of done this hybridtype of thing that works for us.
Yeah, you know and you know.
I like to share that on theshow so that folks know that.
You know, when I first started,there was some attendings who
said if you do this, if you dolocums, you're killing your
career.
Speaker 2 (28:37):
You're never going to find it.
Speaker 1 (28:38):
Yeah, no, you'll never find a job.
And 10 years later, there aresome locums right now who are
contacting or, excuse me, thereare some of those attendings
right now, guys who arecontacting me saying, hey, so
this locums, things that youwere talking about, or this, how
did you go from this positionto this position?
They're asking me for advice.
So it's just something to thinkabout.
Folks, as you're hearing thisconversation we're having, I
(28:59):
love this chat.
Speaker 2 (29:00):
I just did an interview with a physician also
about this feeling of beingstuck, and I think we're talking
about this at the verybeginning of the holiday season.
You're sitting at home, withmaybe a little bit more free
time, thinking like God, Ireally am not happy where I'm at
, but what do I even do?
And I love these stories ofjust evolution of career.
And I think you're right,especially with locums.
(29:22):
There used to be a little bitof a stigma attached to locums,
but that's changing.
You're seeing super qualifiedand highly trained folks
choosing locums because oflifestyle.
But I think that's the otherthing about this is that the
health systems are starting tofigure out that lifestyle is
really important.
So if you can accommodatelifestyle, you can also sort of
(29:44):
accomplish the same thing as youwould with a locum's physician.
You have to be able to.
The employers need to recognizethat flexibility and quality of
life is really important.
Who would have thought?
But flexibility and quality oflife is really important, who
would have thought?
And whoever can figure that outis going to have success in
hiring and keeping people around.
So however you do, it works forme.
Speaker 1 (30:06):
Well, we hope that it's beginly health.
Speaker 2 (30:08):
Yeah, start it beginly.
Hey, why not?
Nothing to lose right?
Speaker 1 (30:11):
Start a profile, guys , because I think it's super
easy, it's free for you.
I went up and signed up for itbecause, like I said, like me
and Renee look at this hybridapproach.
So we're constantly looking tosee you know what's out there
and see what works for us andwhat doesn't work for us.
And I do think that thequestion, the Q&A, in the
beginning is super helpful andit's really helpful, I think, if
(30:38):
you are a resident and you'renot, you don't have the verbiage
or you don't have theconfidence to really kind of
verbalize what you really wantright to a recruiter.
You'll see, and you know, trydoing it the traditional way and
also doing it through this,through the beginning.
I think you'll see a difference.
I think that's one of thestrong points of this is you
know you can do both and see howit goes for you, and I think
you'll see a big difference.
So who's the ideal candidate?
Christy.
Speaker 2 (30:59):
Anybody, anybody, any physician.
You know again, whether youthink you're actively looking
for a job or you just kind ofwant to see what's up, just sign
up.
Again, like emphasizing, I'mnot giving your info to anybody
unless you specifically tell meyou want me to.
So very like no risk associatedwith that.
(31:19):
So any physician it's alsonurse practitioners and PAs can
also sign up.
So that's kind of the gist.
But we would love everybody onthis thing kind of create this
really cool community andmembership here and the more the
better, so we can kind ofchange this game for you all.
That's the goal.
Speaker 1 (31:39):
Is it fair to say the Tinder for job applications?
Speaker 2 (31:44):
It's so funny.
We've been going back and forthon this, like I was not on the
dating apps that my co-founderwas, and she's like no, no, no,
it's much more like Bumble, youknow.
So you get to be the one whogets to pick what's next.
Speaker 1 (31:54):
So maybe not as much Tinder and more Bumble, but sure
, yeah, there you go, yeah, Igot to be careful because I
can't say, like all of thesethings, and my wife is like,
well, how do you know that allthis apps exist, right?
Speaker 2 (32:03):
So I got to be careful, because my wife be
listening.
Speaker 1 (32:06):
Christy you're not going to get me in trouble and
guys, that's Christy Olson,founder of Beginly Health.
Guys, you could check it out atbeginlyhealthcom.
Once again, go ahead and Iencourage you guys to go check
it out.
Basically, technology andrecruiting kind of meeting in
the middle, and it makes a lotof sense and I agree, yeah,
tinder for looking for a job.
So, christy, anything anyparting words you want to leave
(32:27):
us with before we bounce?
Speaker 2 (32:28):
No, I don't think so.
I just I love, I lovephysicians, I love what y'all do
and I uh, we literally aredoing this to support you guys.
So, um, thanks for having us onthe show.
Speaker 1 (32:38):
Boom.
There, it is All right y'all.
We'll catch you guys on thenext episode.
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