Lucas James Talent Partners is recruiting on behalf of Ascend Aesthetic Partners for a Director of Physician Recruitment & Engagement.
About Ascend Aesthetic Partners
Ascend Aesthetic Partners is a Management Services Organization (MSO) in the field of Plastic Surgery and Aesthetics. Founded on a commitment to excellence, innovation, and patient care, Ascend brings together a network of highly accomplished plastic surgeons and their practices to advance aesthetic medicine, helping our patients feel more confident in their own bodies.
Why us?
Ascend Aesthetic Partners is a trailblazer in the cosmetic surgery field, operating five clinics across the United States. We are on an exhilarating journey, planning to expand significantly over the next 3-5 years. Our mission is to guide patients toward their optimal selves, renewing self-confidence and well-being. In joining us, you will be part of a culture that values the relentless pursuit of excellence, compassion, community, accountability, and a winning team spirit. This is an opportunity to thrive in a fast-paced environment, significantly contributing to our ambitious growth and pioneering efforts in aesthetic care.
SUMMARY
The Director of Doctor Recruitment and Engagement is responsible for designing, leading, and
executing the strategy to attract, onboard, and retain top-tier surgical and non-surgical providersa cross the Ascend Aesthetic Partners network. This leader will champion the full lifecycle of doctor engagement—from initial outreach to long-term retention—ensuring that providers align with Ascend’s values of community, collaboration, education, and unity.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Recruitment Strategy & Execution
• Design and lead a comprehensive recruitment strategy for surgical and aesthetic service lines
nationwide.
• Build and maintain a robust pipeline of top-tier plastic surgeons, injectors, and other
providers through sourcing, events, referrals, and networking.
• Partner with Practice Leaders and the Clinical Advisory Board to forecast and fulfill talent
needs.
• Collaborate with Marketing to develop recruitment campaigns and enhance Ascend’s
employer brand.
• Conduct market research and track recruitment trends and metrics.Candidate Sourcing &
Hiring
• Oversee the full recruitment lifecycle including outreach, interviews, site visits, offers, and
onboarding.
• Evaluate candidates on clinical expertise, cultural fit, and mission alignment.
• Ensure efficient and professional hiring experiences for all candidates.
Provider Onboarding & Integration
• Lead a seamless onboarding process to ensure alignment with clinical, cultural, and
operational standards.
• Collaborate cross-functionally with HR, Clinical Operations, and Marketing to integrate new
hires effectively.
• Implement feedback loops and onboarding surveys to optimize new provider experience.
Engagement & Retention
• Develop and manage a structured engagement program to support provider satisfaction and
retention.
• Conduct regular check-ins and feedback sessions with new and existing providers.
• Design and implement recognition and professional development initiatives, including
Partner Doctor candidacy preparation.
• Address provider concerns proactively to strengthen relationships and long-term
commitment. Reporting & Metrics
Reporting & Metrics
• Track recruitment performance, retention trends, and provider engagement data.
• Maintain dashboards to assess hiring progress, attrition risks, and satisfaction levels.
QUALIFICATIONS
Required Qualifications
• Bachelor’s degree required; Master’s degree in Healthcare Administration or related field
preferred.
• 7+ years of experience in physician recruitment, clinical engagement, or multi-site healthcare
operations.
• Demonstrated success in recruiting surgeons or aesthetic providers.
• Strong interpersonal skills with the ability to build trust and influence clinical stakeholders.
• Knowledge of licensing, credentialing, and provider compensation structures.
• Willingness to travel up to 75% as needed for recruitment and engagement activities.
Success Metrics
• Time-to-fill and cost-per-hire for provider roles.
• Net Promoter Score (NPS) and engagement scores from providers.• Retention rates at 1, 2, and 3-year marks.
• Advancement of new hires to Partner Doctor status.
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