- Home
- Recruiting
- Provider FAQ
Provider FAQInternal
What clinicians ask in a first conversation, and what we say — with the talk tracks recruiters use. Edits made here are shared with everyone.
Sign in on the home page to see the current words — this is the original text.
Could not save — your words are still on screen.
You are editing the Provider FAQ. Click any title, question or answer and type; each change saves as you go, for everyone.
About Renew Medical Group
Q: Who owns Renew?
Renew is clinician-owned and operated, with no private equity control. The CEO, Chief Clinical Officer, and National Medical Director are all practicing anesthesiologists. Talk track: "We're clinician-owned and operated, with no private equity control. Decisions are made by clinicians and driven by patient care."
Q: How big is Renew and where do you operate?
Currently supporting 19 facilities across 8 states — Arkansas, California, Colorado, Missouri, Montana, Nevada, Tennessee, and Texas. Actively growing into additional markets and specialties.
Q: What specialties does Renew recruit?
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.
Employment Structure
Q: Is this W2 or 1099?
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."
Q: I've never worked 1099 — how does it work?
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.
Q: Will I take home more or less than W2?
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.
Scheduling, Vacation, and Practice Models
Q: How flexible is the schedule?
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.
Q: How much time off is built in?
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.
Q: Care team (supervision) or independent CRNA practice?
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.
Q: Can full-time CRNAs pick up PRN shifts at other Renew facilities?
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.
Compensation
Q: How is compensation structured?
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.
Q: Is compensation negotiable?
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.
Q: Are there signing bonuses?
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 & Insurance
Q: Who covers malpractice?
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.
Q: When does malpractice need to be active?
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.
Contract Process
Q: Can I see a sample contract before signing?
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.
Q: What's negotiable in the contract?
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.
Q: How is the contract signed?
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.
Credentialing & Onboarding
Q: What happens after signing?
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.
Q: What is Medallion and how long does credentialing take?
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.
Geographic & Specialty Notes
Q: Which markets are easiest to fill right now?
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.
Q: What about subspecialty anesthesia (peds, cardiac)?
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.
Candidate Fit & Disqualifiers
Q: What would disqualify a candidate?
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.
Q: What if a candidate has a complicated history they want to disclose?
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.
No question matches.
Try a shorter word, or clear the search.
How shared edits are kept
Each section title, question and answer is saved by its position on the page — faq-0, faq-1 and so on, counted from the top — exactly as the old Reference Sheet tab counted them. That is why new questions go at the end of a section, and why the page keeps the same elements in the same order.
Inserting, removing or reordering any title, question or answer shifts every key after it, so the team's saved wording would land on the wrong question.