Resolve

The interview isn't just the interview. It's round one of your negotiation.

Everything you say (about salary, start date, preferences) shapes what you get offered. And what you're offered shapes what you can ask for.

Our attorneys run free office hours for physicians navigating exactly this. Sign up: https://hubs.la/Q04k93Sd0

The urology shortage isn't coming... it's HERE.

More than 60% of U.S. counties lack a practicing urologist, and HRSA's 2024 workforce report estimates urology will fall to just 82% adequacy by 2037.

With an aging population driving up demand for urologic care and a significant portion of the current workforce nearing retirement, starting salaries are rising to reflect the growing urgency to recruit. The AUA is calling this a workforce crisis, and employers are opening their wallets accordingly. 🔬

Know your worth before you sign. Explore Urology and other physician salary benchmarks at Resolve's Contract Hub → https://hubs.la/Q04j5ghT0

A new study just put a dollar amount on something we've known for a long time... and it's staggering. 💰

Female physicians lose an estimated $1.04 million over the course of their careers due to the gender pay gap. That's not a rounding error. That's a systemic problem. And it's getting worse, not better.

Here's what the data actually shows:
→ Male physicians averaged $429K in 2026. Female physicians? $327K.
→ Male physician pay rose 5.7% last year. Female physician pay rose only 1.7%.
→ Women hold 52% of assistant professor roles in academic medicine, but only 19% of department chair positions.
→ The gap doesn't just persist when you control for specialty and setting. It widens at every step up the ladder.

So what's driving it? Negotiation dynamics. Implicit bias. A leadership pipeline that stalls for women before it reaches the top. And a chronic lack of access to real salary benchmarks, which research shows is one of the most powerful tools for closing the gap.

The good news: knowing your market value changes the conversation. Female physicians who negotiate with real, current benchmark data are more likely to receive offers at or above fair market value. That knowledge is available to you right now at https://hubs.la/Q04jNJh20.

🔗 Read the full breakdown, including what organizations and individual physicians can do about it, at the link below.
👉 https://hubs.la/Q04jNR3j0

Attend PracticeMatch's virtual career fair tomorrow evening and stay later to catch a special presentation from Dr. Sameep Kadakia, representing Resolve!

Learn all about common employment contract pitfalls and how to leverage compensation data when negotiating with an employer.

Register here ➡️ https://hubs.ly/Q04jMF3B0

Your physician contract questions deserve real answers, and Kyle's giving them live TOMORROW, June 3. 🎙️

Sign up via the link in our bio to join us tomorrow at 11 AM CT on Zoom for our new summer series, Attorney Office Hours, with Kyle Claussen, JD, LLM. He's breaking down the biggest contract pitfalls showing up in 2026 cohort offers and taking YOUR questions in real time. It's a free, no-pressure way to learn about physician contracts and meet our team.

👇 Drop your question in the comments or DM us, and we'll make sure it gets answered live!

Can't make it? Message us with your email, and we'll send you the recap + keep you in the loop on future sessions.

Want to see the full summer lineup and register for any (or all!) of our upcoming office hours? 🔗 https://hubs.ly/Q04jLJDp0. Hope to 'see' you there!

Do you know what to look for when reviewing an employment contract or salary offer? This Wednesday, June 3, join WSMA partner Resolve for a member-exclusive lunchtime webinar on guidance for navigating contracts. Thank you to Resolve CEO Kyle Claussen for sharing his expertise!
Register at: https://bit.ly/4x3ZPHy

Chronic pain affects over 50 million Americans, and the physicians treating it are in serious demand.

Non-anesthesia pain management sits at a unique intersection of neurology, musculoskeletal care, and interventional procedures, and compensation is reflecting that complexity.

Visit https://hubs.la/Q04j4S4y0 to see average starting salaries, bonuses, and the latest regional data.

Nobody talks about this in med school. But it might be one of the most important things you do for yourself and your loved ones. 👇

You've spent years building something real: earning power, retirement savings, practice equity, a career that most people can only dream of. And at some point, whether you think about it or not, all of that has to go somewhere.

The problem? Most physicians put estate planning off until "later." And for high-income professionals with complex assets, waiting can be genuinely expensive.

Here's what a lot of physicians don't realize: estate planning isn't just about who inherits what. It's about protecting your income if you become disabled, shielding your family from liability exposure, making sure your practice ownership doesn't end up in legal limbo, and ensuring the assets you've spent decades building actually transfer the way you intend.

A few things that catch physicians off guard:
🔹 Retirement accounts don't pass through your will; they pass through beneficiary designations. If those are outdated (an ex-spouse is a common one), your will doesn't override them
🔹 IP clauses in your employment contract can affect what you actually own — and what your heirs can inherit
🔹 Disability is statistically more likely than premature death during your working years, and most estate plans don't account for it

Full guide is live at https://hubs.la/Q04jvR6w0 🔗

🚩 “Standard” often means employer‑friendly, not physician‑appropriate.

Why? Every role, specialty, and physician is different, and your agreement should reflect that reality. When someone says it can’t be customized, that’s when scrutiny matters most. 9 times out of 10, It's a lie.

👉 Learn what’s actually negotiable at https://hubs.la/Q04gMMC_0