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How It Works

After that, no one owns anything.

Your process is disciplined up to the day a physician accepts. Sourcing, screening, site visits, the offer — all of it has an owner, a timeline, and a number attached.

Then the offer is signed, and the file closes.

What happens next is the part that determines whether the hire holds. The family arrives. The accompanying partner looks for work in a market they have never lived in. The kids need schools. Nobody knows anyone. Eighteen months later a physician who was never unhappy with the job leaves anyway, and the search reopens at full cost.

That period has no owner inside most organizations. It is not a failure of effort. It is a gap in the org chart.

We built our practice inside that gap.

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What we actually do

We work with health systems, GME departments, and recruitment teams through a defined three-step engagement. It runs the same way every time.

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Step 1 - The Entity Interview

A structured conversation with the people who own recruitment, onboarding, and retention in your organization. Ninety minutes, no slides, no assessment handed back across the table.

We are listening for how work actually moves through your organization: who hands off to whom, where candidates go dark, what your team is absorbing that nobody assigned them, and which parts of the experience exist because one person makes them exist.

You will not be scored in the room. Nothing about this step is a sales presentation.

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Step 2 - Workforce Ecosystem Alignment

We take what we heard and map it against the Workforce Ecosystem Cycle — the eight stages a physician moves through from first contact with your organization to the point where leaving would cost them something personal.

In plain terms, the cycle runs: sourcing, reaching, recruiting, relocating, retaining. Each of those breaks into stages, and each stage is evaluated on three dimensions — whether the function exists at all, how strong it is, and whether it lines up with the stages on either side of it.

Most organizations are strong in four or five stages and have never had a reason to look at the rest. That is the normal result. This step is ours to do, and we do it away from the room.

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Step 3 - The Workforce Ecosystem Activation Plan

The deliverable. A written plan that names what your organization already does well, identifies the stages where the cycle breaks, and sequences the work to close them.

It is specific to your organization, it is yours to keep, and it is useful whether or not you ever work with us further. Several of the recommendations in a typical plan cost nothing and require no vendor.

What it looks like for the physician and their family

The organizational plan is one half. The other half is what your incoming physician experiences.

Thirty minutes with the physician and their partner, before the house search starts. We are mapping what this family actually needs from a place — career for the partner, schools, faith community, proximity to family, the sport the twelve-year-old has done since she was six. This is a conversation, not a form.

A visit blueprint for the second look, so that trip is built around this family rather than a standard tour. And a longer-range map of what they are building toward, which is what makes the housing conversation a good one instead of a fast one.

Handled by a certified MedMatch agent in that market, working from the map rather than a bedroom count.

The First 100 Days. Structured introduction to the city and the people in it — five phases, run by a Community Integration Liaison whose entire job is that the family lands somewhere rather than merely moving somewhere.

Structured introduction to the city and the people in it — five phases, run by a Community Integration Liaison whose entire job is that the family lands somewhere rather than merely moving somewhere.

Check-ins at 30, 60, and 90 days. Then six months, twelve, eighteen, twenty-four. Not a satisfaction survey. A conversation with a named person, tracked across eight domains of how rooted this family is becoming, with what we learn reported back to you.

Two years is where this differs from every relocation benefit in your package. Most support ends at the closing table. Attrition does not.

The record

What does this cost your organization? Seven years in the same rooms as the people you are hiring.

400+

Physician Families Supported Through Relocation Since 2019

150+

Residency and Fellowship Programs Supported

30+

Wellness Events, Trainee Retreats, Gme and Ume Education Sessions, Conferences, and Second-look Visits a Year

That third number is the one to read twice. It means that by the time your candidate's family asks someone what this city is actually like, we have usually already been in the room — at their program's retreat, at a wellness event, at the education session where nobody was selling anything. We are not introduced to your medical community by you. We are already in it.

Where to start

The Entity Interview is the beginning of the work, not a pitch dressed as one. Ninety minutes, your team, our questions. You will get the Activation Plan whether or not anything follows it.

SCHEDULE AN ENTITY INTERVIEW REQUEST THE MODEL OVERVIEW

The MedMatch Difference

MedMatch exists to bridge the gap between physician recruitment and long-term retention. Through our systemized approach, credentialed specialists, and deep commitment to community fit, we help health systems attract, relocate, and keep the physicians they need most.
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Contact Details

MEDMATCH REALTY GROUP

Phone

(317) 531-1958

Email

[email protected]

Address

230 E 16TH ST INDIANAPOLIS, IN 46202

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