At OjO Recruitment, we work closely with residents, fellows, and young ophthalmologists every day—helping them find meaningful, long-term positions in great communities. If you are stepping out of training and searching for your first (or second) job in ophthalmology, this guide is for you.
Below, we have compiled the smartest questions to ask when exploring job offers and partnership tracks. These aren’t just theoretical; they are based on 17 years of real-world feedback from eye surgeons who have told us, “I really wish I had asked better questions during the interview.”
Why These Questions Matter
As we noted in a previous article, roughly 50% of young ophthalmologists change jobs within their first three years of employment. That is a staggering statistic, especially when you consider how disruptive a move can be. Uprooting your family, selling a home, starting over in a new town, and rebuilding a patient base from scratch is emotionally and financially draining.
After years of constant transition—college, med school, residency, fellowship—most young doctors tell us the exact same thing: “I’m ready to settle down. I want stability for myself and my family.”
This guide is designed to arm you with thoughtful, revealing questions so your next job is a long-term fit, not just a short-term stop.
The Top 5 Reasons Ophthalmologists Leave Their First Job
Before diving into the questions, it is highly instructive to look at the pitfalls others have fallen into. When doctors come to us looking for a way out of their current contracts, we consistently hear these five reasons:
- “I’m just not busy enough.”
- “My spouse doesn’t like the area.”
- “We’re too far from friends and family.”
- “The partnership buy-in was much higher than I was led to believe.”
- “It just isn’t the right long-term culture fit.”
That last point almost always boils down to a conflict in values, poor communication, or a personality conflict. The good news? Nearly all of these concerns can be identified during the interview process if you ask the right questions.
The “Things I Wish I Had Known” Interview Checklist
How to Use this Guide: Do not treat this like a rigid script to read word-for-word. Instead, review this list, highlight the questions that align with your top priorities, and use them to drive a natural, engaging conversation with the partners you meet.
Practice Structure & Stability
What is the typical timeline, and what are the specific milestones required for partnership?
Who owns the practice and the ASC?
Is the group considering private equity, a merger, or a sale?
What is the historical turnover rate for doctors and support staff?
How often do associates actually become partners or participate in equity ownership?
Compensation & Financials
- How is the compensation structured, and how does it compare to current market rates?
- Exactly how are productivity bonuses formulated?
- Are there signing bonuses, stipends, relocation assistance, or loan repayment options?
- Is there a goodwill charge or buy-in for partnership? What is included in that number—and what isn’t?
Day-to-Day Expectations
- Realistically, how busy should I expect to be in the first 6 to 12 months?
- Where will my patients come from? (Are you handing off a retiring doctor’s panel, or am I building from scratch?)
- Will I be required to rotate between multiple locations? What is the commute like?
- What specific mix of patients and cases will I see?
- How—and how often—will my clinical performance be measured and evaluated?
Culture & Mentorship
- How would you describe the practice’s culture and team dynamic?
- Will I have a designated clinical or surgical mentor?
- May I speak privately with other team members, such as technicians, admins, or the marketing team?
- May I speak with the previous physician who held this role, or other formerly employed doctors?
Reputation & Values
- How does the practice handle negative online patient reviews?
- What is the core mission and vision of the organization?
- Does the practice “give back” through community outreach, charitable care, or global cataract surgery trips?
- Is there internal pressure to push specific surgeries, premium IOLs, or elective services?
Growth & Support
- How, specifically, will the practice support me in marketing and building my patient base?
- Is the group actively investing in new technology and highly experienced support staff?
- How are major decisions made regarding hiring, equipment purchases, and patient care philosophy?
- Is there flexibility in the clinical schedule to allow for genuine work-life balance?
Legal & Practical Considerations
- Note: Always have a healthcare attorney review your contract, but you should ask these upfront:
- Is there a non-compete clause? If things don’t work out, could I stay in this geographic area?
- How is malpractice tail coverage handled upon departure?
The Gut Check: Questions to Ask Yourself on the Flight Home
While you are asking the practice the questions above, there are three “intangible” questions you need to quietly ask yourself once the interview is over. These often make or break your experience in a new role.
1. The Legitimacy of the Need: Did their answers about patient volume feel real? Will I truly inherit an active schedule, or did it feel like optimistic hope that I’ll magically generate my own referrals?
2. The Purpose: Is this practice driven by more than just profit margins? Do the team members genuinely believe in a mission of excellent patient care?
3. The Trust: No job is perfect, but trust is non-negotiable. Based on our conversations, do I believe these partners are honest, ethical, and transparent?
Frequently Asked Questions About Ophthalmology Interviews
When is the right time to ask about compensation and partnership buy-ins?
Pacing is everything. Your first conversation (often a phone or Zoom call) should be about clinical fit, culture, and mutual goals. Save the deep dive into salaries, bonus structures, and partnership buy-ins for the site visit, the second interview, or when the practice leadership explicitly opens the floor to discuss the business side of the opportunity.
Is it a red flag if partnership details aren’t in my initial employment contract?
Not necessarily; in fact, it is quite common. Think of your first year or two as an extended courtship. The practice wants time to ensure you are a strong clinical and cultural match, and frankly, you need time to ensure the practice is a great long-term fit for you, too. Furthermore, practice valuations are a snapshot in time. Because the value of the practice’s shares will likely change over the next few years, groups are understandably reluctant to write guaranteed spots or fixed prices into an initial employment agreement.
However, there is a massive difference between lacking a formal contract clause and a lack of transparency. The leadership should absolutely be able to provide you with a clear ballpark timeline, an explanation of whether they charge for goodwill, and a rough sketch of what the buy-in costs look like. If they simply tell you, “Don’t worry, we’ll figure all of that out in a couple of years,” consider it a red flag. You need a transparent framework, even if the final math comes later.
How do I ask about doctor turnover without sounding confrontational?
It is all about the framing. Instead of asking, “Why did the last doctor quit?” try phrasing it as a forward-looking question: “What are you hoping the next associate brings to this role that perhaps was missing in the past?” or “What separates the doctors who thrive in your practice from those who don’t?” This gives them room to answer honestly without feeling defensive.
What if the practice hesitates to let me speak with their staff or former doctors?
Transparency is the foundation of trust. If a practice owner is reluctant to let you speak privately with their technicians, admin team, or previous associates, you have to ask yourself why. A healthy practice with a strong culture will proudly encourage you to talk to their team.
Let’s Find Your Fit
Need help navigating the national ophthalmology job market? Just want to talk through your priorities and options before an upcoming interview? We love teaching young doctors what we’ve learned from nearly two decades in this great field.
Reach out to Drew Caldwell at OjO Recruitment anytime: Drew@ojorecruitment.com
To Discuss Your Options and Solidify Your Priorities, Reach Out to Us.
