Renew is 100% clinician-owned. The CEO, Chief Clinical Officer, and National Medical Director are all practicing anesthesiologists. There is no private equity ownership and no outside investors. Talk track: "We're owned and led by clinicians, not private equity. Decisions are driven by providers and patient care, not outside investors."

Currently supporting 19 facilities across 7 states — Arkansas, California, Colorado, Idaho, Missouri, Montana, and Texas. Actively growing into additional markets and specialties.

Anesthesia (MD and CRNA) is the primary specialty. Also recruiting: radiology, hospital medicine, pulmonology / critical care, psychiatry, and nurse practitioners. Additional specialties added as we expand.

All positions are 1099 independent contractor arrangements. Not W2 with traditional benefits. Talk track: "These are independent contractor agreements designed to maximize flexibility and take-home pay."

Most providers set up an LLC, S-Corp, or PC and the contract runs through their entity. This opens up significant tax advantages. We can introduce them to financial advisors who specialize in helping W2 providers make the transition and will model their specific numbers.

Most providers take home substantially more after the transition — even accounting for self-employment tax, malpractice, and other out-of-pocket expenses. The advisors we work with can model the exact numbers. Don't let candidates dismiss 1099 because it "sounds complicated" — the math almost always works in their favor.

Most facilities offer multiple structures — 3×12s, 4×10s, 5×8s, 24-hour shifts, 12-hour shifts, days, nights, call, no-call. Specific options depend on facility coverage needs. Flexibility is one of the core reasons providers come to Renew — and we work to match the right schedule to the right person.

Time off varies by position, facility structure, and how the schedule is organized — typically ranging from several weeks to more than a month annually for full-time providers. Because it's not traditional PTO, there's no accrual or use-it-or-lose-it structure. Providers can also pick up additional shifts during off weeks at their standard rate if they want the extra income. Avoid quoting a specific number of weeks — let the facility fact sheet guide that conversation.

Majority of facilities operate care team / supervision model. Independent CRNA practice is available at St. James Hospital (Butte, MT) and Riverside Community Hospital (CA). Each facility's fact sheet lists the practice model — reference the Recruiting Reference Sheet tab for details.

Yes — full-time CRNAs can pick up PRN shifts at any other Renew facility during off weeks or days, provided they hold the appropriate state license. This is one of the easiest ways to increase income without leaving their home facility.

Varies by facility, specialty, and position. CRNAs are typically paid on an hourly rate; MDs are typically structured on an annual contract value. Detailed rates are reviewed during the first call and finalized in the contract. Use the facility fact sheets for specific figures — don't quote numbers from memory.

Rates are set per facility and reflect the schedule, call structure, and practice model for that location. The contract body and standard terms are generally not negotiable. That said, certain scheduling and structural elements may occasionally be customized depending on operational needs and provider fit — escalate those conversations to the VP before making any commitments.

Renew doesn't have a standard signing bonus structure. Occasionally, depending on recruitment circumstances and facility need, customized financial arrangements or advance structures may be discussed. Any such conversation should be escalated to the VP — do not make commitments independently.

Malpractice structures vary by facility and contract arrangement. In most settings, providers carry their own policy. Renew covers malpractice at Riverside Community Hospital (due to the residency program) and for the radiology practice. Typical annual premiums: $6–10K for CRNAs, $8–12K for MDs. We can connect providers with a malpractice agent who turns quotes around quickly.

Providers should initiate malpractice coverage early in onboarding to avoid any delays in credentialing. The facility and contract type will determine the exact timing — encourage candidates not to wait. The credentialing team can advise on specifics once onboarding begins.

Yes — just ask. We're happy to share a sample for review before any formal offer. The sample reflects the structure and terms for the specific facility and position the candidate is evaluating.

The contract body (standard terms and conditions) is generally not negotiable. Contract length and the scheduling component (Exhibit A) have more flexibility. Compensation rates are set per facility. For anything outside these norms, escalate to the VP.

All contracts are sent via Adobe Sign. Once signed by the provider, it's immediately countersigned and a fully executed copy is sent back. The onboarding cascade (credentialing setup, payroll, facility notifications) fires automatically from Monday.com upon status change to Contract Signed.

Six emails go out simultaneously: welcome email from Steele, credentialing email (Medallion, WorkMarket, payor credentialing forms), plus internal notifications to Durant (credentialing), Shawna (payroll), the site Practice Manager, and Medusind. Reference the Onboarding SOP for full detail.

Medallion is our hospital credentialing platform. Providers set up their account and complete their profile (CV, licenses, board certs, malpractice COI, references, etc.). Hospital credentialing typically takes 60–90 days — and that clock doesn't start until the Medallion profile is complete and submitted. Emphasize to every candidate: completing Medallion fast is the single biggest factor in hitting their start date.

California, Colorado, and Texas tend to have the most consistent opportunity and strongest candidate interest. Montana, Missouri, and parts of Arkansas are harder — though Mercy Northwest Arkansas (Rogers) is a notable exception and a genuinely desirable location.

We support subspecialty anesthesia at specific facilities — for example cardiac / structural heart at Riverside Community Hospital. These have specific certification and experience requirements. Walk through details on the first call, and loop in the National Medical Director for clinical questions.

Candidates must hold appropriate licensure in the practice state. Concerns that are reviewed carefully and taken seriously on a case-by-case basis include: any history of impairment, disciplinary action, malpractice judgments, or licensing issues. These conversations should be escalated to the VP — do not make assessments independently. Encourage candidates to disclose anything complicated early, rather than having it surface later.

Encourage disclosure early — it always goes better when we have the full picture from the start. Route to the VP for any situation involving disciplinary history, malpractice concerns, licensing limitations, or substance-related history. Don't make commitments or rule candidates out on your own.