Prepared by Business Executive Group · October 29, 2026
How to use this resource
Confirm the vacancy and the authority to hire
Record why the position exists, whether funding is approved, who can authorize an offer and what must happen before the start date. Separate mandatory requirements from preferences.
Walk through a real working week
Describe the schedule, species, case mix, surgery, emergency or leadership expectations and available support. For multi-site roles, specify each hospital and required travel rather than relying on a metro label.
Agree the evidence and interview sequence
Decide what a candidate presentation should contain, who evaluates each criterion and how quickly feedback will be returned. Schedule interview capacity before inviting candidates.
Close with an action log
Read back the sourcing scope, commercial terms still awaiting signature, checks owned by the employer and the next review date. Identify decisions that would require a changed search brief.
A worked example
Illustrative example: the owner approves compensation, the medical director assesses clinical scope and the practice manager coordinates interviews. If a second hospital is added, the recruiter receives a revised brief before describing travel expectations to candidates.
Apply the decision to the actual Austin vacancy
Keep north, west, south and east Austin coverage explicit. Round Rock, Georgetown and Hutto are separate hiring locations from Buda, Kyle and San Marcos. Lakeway and Lago Vista should not be presented as interchangeable with an east-side practice in Manor or Bastrop. Identify each clinic address and any work across locations; do not infer a candidate’s commute from an Austin mailing label.
For a group with several hospitals, specify the home practice, the rotation and who controls the schedule. Include weekday and weekend expectations, overnight duties if applicable, and the clinical support present on each shift. Ask candidates to evaluate the actual location and schedule rather than describing every community as an easy commute.
Give every provider the same hospital address, clinical scope, work schedule, compensation structure and decision dates. Compare the plan for that brief. A result appearing for a city search does not prove a provider has a local office or available candidates there.
Review Austin-area hiring context · Assign credential-check responsibilities
Complete your worksheet
Work in this browser, then download your notes. Entries are not sent to BEGHR and are cleared when you reload or leave. Keep candidate names and private records in your approved hiring system.
Continue with the related hiring guidance · All employer resources