Clicking the following links will take you to the corresponding frequently asked question:

• Who is Mackenzie Eason & Associates?
• What is our policy on Confidentiality and Privacy for candidates?
• Why do we ask for your CV before sharing the digital prospectus or specific information on the opportunity with you the candidate?
• What is our process for Clients?
• What is our process for Candidates?
• What is a Digital Prospectus?
• Why do you ask so many questions?
• Why do you continue in the negotiations after the onsite visit?
• Can you help us find other opportunities if this opportunity is not a good fit for our parameters?
• What is your Policy on References and checking References?
• MEA's Non-Discrimination Policy?

 

Who is Mackenzie Eason & Associates?

MEA is a boutique recruiting firm specializing in healthcare recruiting and consultation. MEA is a partner driven model where each client and candidate works only with one partner in our firm, rather than being handed off from marketer to multiple junior recruiters or associates, as is common in other recruiting firms. Because of the close cooperation between our clients and partners, we develop genuine relationships with our clients and the candidates, enabling us to do what is right in order to promote the well-being of both parties. We guarantee 100% satisfaction for our clients and candidates.

What is our policy on Confidentiality and Privacy for candidates?

MEA understands how important privacy is to both the candidates and our clients. Our strict policy is that we will never release any identifiable information about a candidate, including their name, Curriculum Vitae, or any other personal information without first receiving expressed permission from the candidate. For our clients, we do not release their name to any potential candidates until after they have been screened by a partner to ensure that they receive only strong candidates for their opportunity.

Why do we ask for your CV before sharing the digital prospectus or specific information on the opportunity with you the candidate?

Our clients pay us money up front on a retainer to help them manage the screening and qualifying of a candidate. Our business philosophy about physician recruitment at MEA is that we owe our retained clients screenings of clients that go above and beyond simply sending a candidate's CV to them. We ask that you send us your CV first so that we know that you are serious about pursuing our client's opportunity. We understand that your time is valuable, but our client and our firm's time are also important; therefore, we ask that you submit your CV so that we can make sure you fit what our client is looking for in the most efficient way all of the parties involved.

What is our process for Clients?

We seek to gain a solid understanding of our client's business through three areas of on site research:

• Direct dialogue with key-management team and/or board members (via face-to-face meetings, phone conversations and e-mails) and,
• Direct dialogue and interaction with key physicians involved in the process as well as top notch physicians who have developed leadership roles in the community.
• Direct on-site evaluation of the community through tours, chamber of commerce, and real estate professionals.

We want to have a broad perspective of your business and its direction, as well as your overall structure and culture. This allows us to then complete the digital prospectus that we provide to our candidates.

What is our process for Candidates?

Obviously, your CV speaks for itself in regards to your professional accomplishments and that is why I am very interested in you as a viable candidate for our opportunity. However, the reason why the relationship has been successful with my clients is because they know that when I present them with a candidate, they are certain that the candidate has been thoroughly vetted and screened for the opportunity and my client has been informed of all they may need to know about managing any challenges that may hinder or delay inviting the physician to visit the group for an onsite interview. During that first interview, what our clients look for is a synergy, whether or not the physician candidate would work well in terms of the culture of the group. Our process for this includes an initial review of the CV, a screening of the candidate, setting up conference calls with the clients, assistance in travel arrangements and the onsite visit, and finally in representing both the candidate and client during the negotiation process.

What is a Digital Prospectus?

We would be doing a great injustice to our clients to send over a CV without having done some due diligence to screen the candidate beforehand. In the same respect, we would waste a candidate's time by not providing them with all the information we could about our opportunity before setting them up to speak with the clients. For every opportunity that we personally represent, we develop a website with all the information on the hospital, community, and practice opportunity information of all our clients for candidates to review.

Why do you ask so many questions?

We ask a lot more questions than most physicians are used to from a recruiting organization. I am certain you have worked with many other recruiters, both in the past and currently. Typically, recruiters work on a contingency basis and when they receive your CV, they send it directly to healthcare organizations – the organizations may or may not even be a client of theirs - they're just hoping that you as a candidate are a fit for any opportunity. At Mackenzie Eason we work on "retainer;" because of our business relationship with our client, we are charged with a responsibility to do more and to go beyond just sending a CV. For every CV we present, we also develop a candidate biography that goes into other aspects about the physician that are not represented in their CV. We present a bio that includes items like family background, spousal and children's needs, motivations for seeking another practice, and your approach to patient care.

Why do you continue in the negotiations after the onsite visit?

The partners at MEA have many years of experience in recruiting and negotiations between clients and candidates. We know that sometimes there can be disagreements over contract issues or packages. Our goal is to help negotiate between the client and candidate so that when the negotiations are done there are no ill feelings between the client and candidate. We would rather be the "bad guy" on both ends because everyone has to work together when the negotiations are completed and a contract finalized. We have also found that often times both the candidate and client feel more comfortable with expressing their feelings to us since we have established a rapport with the candidate and the client. We often act as a sounding board to both the client and the candidate. Our intent is to facilitate the compensation discussions our client would initiate with the candidate. The ultimate decision to pursue and/or hire a specific individual rests with our client - our role is purely as an intermediary.

Can you help us find other opportunities if this opportunity is not a good fit for our parameters?

The partners at MEA have access to thousands of opportunities across the nation. We are members of the NAPR (National Association of Physician Recruiters), AMR (Alliance of Medical Recruiters), and NCHCR (National Coalition of Healthcare Recruiters). Each of these networks allows us access to fellow firms and colleagues that can assist us in finding the right opportunity for you.

What is your Policy on References and checking References?

We may seek information from others in connection with working with you on career opportunities. This information may include information about your prior job experience and performance, character, general reputation, personal characteristics, mode of living, education, driving record and civil and criminal litigation record, if any. You have the right to request that we disclose to you the nature and substance of any such information we might gather concerning you.

This confirms that you have consented to our obtaining the type of information discussed above and providing it to prospective employers. You release us, our employees and agents from any and all liability relating to the obtaining and use of such information and providing it to prospective employers, and you release any parties who may provide us with information from any liability based upon the information they provide. You further represent and warrant that any information you have provided to us, on this application, your resume, or otherwise, is true and correct in its entirety.

MEA's Non-Discrimination Policy?

Our company has long had an ongoing commitment, through our affirmative action program, to hire and develop the best people we can find-basing our judgment on their job related qualifications-because it is morally and legally required.

We will continue to direct our recruiting and hiring policies to be free of discriminatory practices. We are soliciting your assistance and cooperation in actively recruiting and referring applicants for all jobs without regard to race, religion, color, sex, age or national origin.