How to Compare Permanent Clinical Offers

Compare the work before the package

Write down the patient population, setting, core responsibilities, visit expectations, non-visit work, and team structure for each offer. Ask which duties are essential and which may change. If the interview description and written offer do not match, request clarification before comparing compensation or signing anything.

Consider which work you want more of, what experience you would use, and which responsibilities you are not looking to add. The goal is to compare the positions you would actually perform, not just the employer names, titles, or recruiting pitch.

Look at how compensation is structured

Ask the employer to explain base pay, any productivity or volume measures, call or shift differentials, bonuses, sign-on payments, and repayment terms that apply. Confirm which items are guaranteed, which are conditional, how they are calculated, and when they would be paid. Do not assume a term has the same meaning across employers.

Compare the written details rather than relying on a verbal summary. If a payment depends on a target or service period, ask what happens if the role or schedule changes. For tax, contract, or legal questions that require personal advice, consult an appropriate professional rather than relying on a recruiter’s interpretation.

Put the schedule and support beside the pay

Compare weekly hours, shift pattern, weekend and holiday work, call, coverage, location, travel, remote expectations, and time for documentation. Ask how patient volume is managed and what support is available when the team is short or a clinical question needs consultation.

Also record the reporting relationship, onboarding plan, credentialing steps, equipment or administrative support, and professional development. A role with strong compensation may not meet your needs if the schedule, scope, or support differs from what you were told. Evaluate the whole work arrangement against your priorities.

Check benefits and employment terms

Ask when health coverage begins, what the employer contributes, which retirement plan applies, how leave works, and whether continuing education or professional costs are included. Request the official plan documents for benefit details. The U.S. Department of Labor’s EBSA resources explain where workers can find information about health and retirement benefits.

Review the written offer for start date, title, supervisor, work location, schedule, compensation, benefits, and any terms that could affect your decision. If you do not understand a term, ask the employer to explain it in writing and seek qualified advice when the question goes beyond your expertise.

Use a side-by-side decision sheet

Score each offer against the same priorities. Keep notes on what is confirmed and what is still open, and assign each unresolved item a contact and a date. A simple comparison helps you avoid giving too much weight to the most recent conversation or to a benefit you have not verified.

Once the details are clear, decide which offer best matches your clinical goals and practical needs. If you need more time, ask about the decision deadline and request the information you still need. CTG can help you organize questions and compare a permanent role with your priorities; the final decision stays yours.

• Clinical responsibilities and patient population
• Schedule, location, travel, and coverage
• Compensation structure and conditional terms
• Benefits, leave, and retirement information
• Clinical support, onboarding, and team culture
• Start date, credentialing, and unanswered questions