MedicalRecruiting.com operates a dedicated OB/GYN recruiting division placing generalist OB/GYNs, maternal-fetal medicine specialists, gynecologic oncologists, urogynecologists, REI specialists, and OB hospitalists across hospitals, women's health groups, FQHCs, and academic medical centers in all 50 states. Our OB/GYN recruiters understand call-structure economics, malpractice climate by state, and the practice-model decisions that drive candidate acceptance.
The American College of Obstetricians and Gynecologists projects a national shortage of up to 22,000 OB/GYNs by 2050. The shortage is acute today — 36% of US counties are classified as maternity care deserts with no obstetric hospital, no birth center, and no obstetric provider. Hospitals closing labor and delivery units, OB/GYNs leaving high-malpractice states, and a wave of expected retirements are accelerating the access gap, particularly in rural and small-metro markets.
MedicalRecruiting.com places generalist OB/GYNs, OB hospitalists (laborists), maternal-fetal medicine specialists, gynecologic oncologists, urogynecologists, and REI specialists at hospitals, women's health groups, FQHCs, academic centers, and multi-state OB practices across all 50 states.
Our OB/GYN recruiters work on both contingency and retained engagements, and we offer locum tenens OB/GYN coverage for hospitals managing maternity-leave gaps, vacation coverage, and bridge support during permanent searches. We understand the call burden, malpractice climate, and economic structure that drive OB/GYN job acceptance — and we use that fluency to compress time-to-fill on every search.
OB/GYN has multiple distinct subspecialties and practice models, each with its own candidate pool and recruiting profile:
Generalist OB/GYN — The largest segment of OB/GYN recruiting — full-scope generalists managing prenatal care, deliveries, gynecologic surgery, and routine office GYN. Call burden is the dominant compensation driver.
OB Hospitalist (Laborist) — Hospital-employed OB/GYNs providing 24/7 in-house labor and delivery coverage. Shift-based with no outpatient panel and no continuity call. The fastest-growing OB/GYN practice model.
Maternal-Fetal Medicine (MFM) — Subspecialty fellowship-trained MFMs managing high-risk pregnancies. Severe national shortage. Most placements at academic centers, large multi-specialty groups, and tertiary referral hospitals.
Gynecologic Oncology — Subspecialty fellowship-trained gyn-onc surgeons treating cancers of the reproductive tract. Concentrated at NCI-designated cancer centers and large academic programs.
Urogynecology / Female Pelvic Medicine — Subspecialty fellowship-trained surgeons managing pelvic floor disorders, prolapse, and incontinence. Growing demand from aging female population.
Reproductive Endocrinology and Infertility (REI) — Subspecialty fellowship-trained REI physicians at fertility clinics. A smaller, mostly private-practice and PE-backed candidate pool.
GYN-only / Office GYN — Practitioners who have left OB and now focus only on gynecology. A growing segment of mid-career OB/GYNs seeking lifestyle-friendly schedules.
Our OB/GYN recruiters work with a broad range of healthcare organizations across the country:
Community Hospitals — Hospitals running employed OB/GYN groups or contracted call coverage for labor and delivery.
Women's Health Groups — Multi-physician OB/GYN practices, increasingly consolidated into large regional groups or PE-backed platforms.
Federally Qualified Health Centers (FQHCs) — FQHCs serving Medicaid and uninsured populations. Many positions are eligible for NHSC loan repayment.
Academic Medical Centers — University-affiliated OB/GYN departments with combined clinical, teaching, and research responsibilities.
OB Hospitalist Groups — National laborist groups (OBHG, Ob Hospitalist, Premier Physician Services) and hospital-employed laborist programs.
Critical Access Hospitals — Rural hospitals struggling to maintain OB capability, often using a small employed group plus locum coverage.
Our OB/GYN recruiting process is designed for the specific realities of the OB/GYN physician market — competitive counteroffers, long candidate timelines for some subspecialties, and the need for precise practice-environment matching.
Discovery and Position Profiling — We begin by understanding your call structure, patient volumes, team dynamics, compensation philosophy, and growth trajectory. A OB/GYN position at a community hospital requires a fundamentally different candidate profile than one at a tertiary academic referral center.
Candidate Identification and Outreach — Our OB/GYN candidate database includes active and passive candidates across every subspecialty and practice setting. We combine database matching with proactive outreach to OB/GYN physicians whose training, procedure mix, and career trajectory align with your specific position. We do not simply post and wait — we recruit.
Qualification and Vetting — Every candidate we present has been personally interviewed by a recruiter who understands OB/GYN as a specialty. We review training background, board status, procedure or panel volumes where applicable, licensure history, and malpractice history before presentation.
Offer Management and Negotiation — Our recruiters manage the offer process from initial conversation through signed contract — including productivity and call-structure negotiation, sign-on bonus structuring, relocation, and income guarantee periods during ramp-up.
Time-to-Fill — We set realistic timelines at search launch based on your subspecialty mix, market dynamics, and offer competitiveness. Most general OB/GYN positions fill in 60–120 days; harder subspecialty searches can run 150–180 days.
OB/GYN compensation varies significantly by subspecialty, call burden, and geographic market. Current ranges:
Generalist OB/GYNs — Total compensation typically $320,000–$450,000 with full call. Sign-on bonuses of $50,000–$150,000 and student loan repayment are standard in competitive and underserved markets.
OB Hospitalists (Laborists) — Total compensation typically $300,000–$400,000 with shift-based scheduling and no outpatient panel.
Maternal-Fetal Medicine — Total compensation typically $400,000–$600,000 reflecting subspecialty fellowship and shortage.
Gynecologic Oncology — Total compensation typically $500,000–$750,000 at high-volume cancer centers.
REI — Highly variable: $400,000–$700,000+ at PE-backed fertility platforms with productivity-heavy compensation models.
Geographic Variation — Rural and high-malpractice states (Florida, Illinois, New York) typically pay materially above national averages to overcome candidate resistance.
For detailed compensation benchmarking, visit our physician salary comparison tool. For a strategic overview of the specialty, see ob/gyn on our specialties hub.
Generalist OB/GYN positions typically fill in 60–150 days. MFM, gyn-onc, urogyn, and REI subspecialty searches typically run 120–240 days due to the smaller candidate pool. OB hospitalist positions often fill faster — 45–90 days — because the role appeals to a wide range of mid-career OB/GYNs.
Yes — laborist recruiting is a major portion of our OB/GYN work. We understand the shift-based scheduling, in-house call structure, and quality-of-life value proposition that drives laborist acceptance. Many programs are converting traditional call coverage to dedicated laborist models.
Yes. Rural OB/GYN placement is a core part of our work. We help rural hospitals build competitive offers including enhanced compensation, sign-on, NHSC loan repayment eligibility, housing assistance, and call-coverage solutions that overcome traditional rural recruiting challenges.
We offer contingency engagements (no upfront fee, billed only on a successful start — request a quote at /contact for a tailored proposal) and retained engagements for subspecialty searches. Most generalist searches run on contingency with no upfront cost.
Malpractice climate is one of the top three factors driving OB/GYN candidate decisions. We brief candidates honestly on state malpractice environment, your malpractice carrier and tail coverage, and any prior lawsuit history. Transparency builds trust and prevents late-stage offer collapse.
Yes. Locum tenens OB/GYN is a core service line — we provide bridge coverage during permanent searches, maternity leave coverage, and seasonal census support. Typical locum OB/GYN deployment timelines are 3–6 weeks given credentialing and state licensing requirements.