Medical Director & Clinical Partner - Leadership with Equity
Part-time (10 hrs/week) leadership role with profit sharing and 2-3 year path to equity ownership - for physicians ready to practice medicine their ways
Clinical Partner & Medical Director Opportunity
Build Ownership While Practicing Medicine Your Way
Location: Las Cruces, New Mexico (Hybrid)
Model: Revenue Share Partnership with Pathway to Equity Ownership
Schedule: 10 hours/week (you control when) – No nights, weekends only as needed
We're Building Something Different
Want hands-on clinical work without sacrificing your autonomy or long-term financial future?
We're looking for a physician partner who wants to shape how primary and urgent care should work—not just punch a clock.
This isn't a traditional Medical Director role where you're buried in admin. This is a real partnership where:
- We share profits - your success is our success
- You build equity - own part of what you're creating
- You practice your way - autonomy over clinical decisions
The Partnership Model
Profit Share Structure Rather than a fixed salary that caps your upside, you share in practice profits. When we grow, you benefit directly. Think of it as having ownership upside without the crushing overhead of starting from scratch.
Equity Path (2-3 Years) For physicians building something long-term, we offer real ownership. This is a minority stake (up to 5%), but it's real—profit distributions, upside participation, skin in the game. Options include cash buy-in, sweat equity, or performance-based awards.
Simple: If you're helping build this, you should own a piece of it.
What You'll Actually Do
Clinical Leadership & Supervision
- Provide oversight and supervision for Advanced Practice Providers
- See patients in primary and urgent care settings
- Set and maintain clinical protocols and standards
- Guide provider performance and development
Quality Assurance & Risk Management
- Oversee quality improvement initiatives and outcomes tracking
- Conduct chart reviews and provide clinical feedback
- Manage clinical risk and ensure compliance with standards
- Lead root cause analysis and implement corrective actions
- Monitor adverse events and near-misses
Practice Operations
- Shape workflows that prioritize quality and efficiency
- Implement care coordination and population health programs
- Participate in strategic planning and growth decisions
- Maintain regulatory compliance (HIPAA, state/federal requirements)
- Set the clinical culture and standards
- Mentor providers in evidence-based practice
- Have real input on practice direction
- Build a sustainable model that works for providers and patients
Who This Is For
You're probably a good fit if you:
- Have 5+ years in primary care, urgent care, or emergency medicine
- Bring proven leadership or supervisory experience (formal or informal)
- Want to transition from high-volume acute care to a leadership role
- Value building equity over just earning a paycheck
- Enjoy developing providers and elevating clinical standards
- Want flexibility—not another grueling schedule
Must have:
- MD or DO
- Board certified or eligible (Family Medicine, Internal Medicine, Emergency Medicine, or related)
- Demonstrated leadership or supervisory experience managing clinical staff or operations
- Experience with quality assurance and clinical oversight
Nice to have:
- Background in quality improvement and risk management
- Experience with value-based care or chronic care management
- Comfortable with technology and EHRs
Why This Works
Build Real Wealth Profit sharing now, equity ownership path within 2-3 years. This isn't just a salary—you're building something valuable.
Sustainable Practice Environment Covenant offers a lower-stress setting compared to high-volume emergency departments. Focus on leadership, quality improvement, and building sustainable systems.
Real Leadership Authority You set clinical standards and culture. You're not following protocols from administrators—you're creating them.
Flexibility Built In Part-time (10 hrs/week) with room to grow. Structure your schedule around your life.
Interests Aligned When you succeed, we succeed. When the practice grows, everyone benefits. Simple as that.
How This Is Different
Traditional employment: Fixed salary, someone else owns what you build, limited say in decisions, productivity metrics without ownership upside.
This partnership: Profit share + equity, own part of what you build, set the clinical vision, sustainable model where your leadership shapes the practice.
Reality Check
This might not be for you if:
- You prefer highly structured corporate environments
- You're not interested in leadership or quality oversight responsibilities
This IS for you if:
- You're ready to transition from clinical volume to clinical leadership
- You want to build long-term wealth through ownership
- You're excited about setting standards and developing providers
- You believe sustainable, high-quality medicine is possible
Next Steps
Interested in exploring whether this partnership model fits your career goals? Let's talk.
What to send:
- Your CV/resume
- Brief note about what draws you to a partnership model (vs. traditional employment)
- Your thoughts on practice ownership and what kind of clinical environment you want to build
What happens next:
- Conversation about the profit share structure and equity pathway
- Review of our business model and growth plans
- Introduction to our current team
- Transparent discussion about financial projections and ownership timeline
Our Commitment
We're committed to building a practice model that benefits physicians, patients, and the community. That means:
- Transparent financials (you'll see the books)
- Fair revenue distribution that reflects your contribution
- Support for your clinical autonomy
- Clear pathway to ownership with no hidden barriers
We're equal opportunity partners and encourage applications from physicians of all backgrounds who share our vision for sustainable, physician-led medicine.
Partnership Structure: The Specifics
How the Money Works
Two ways you get paid:
- Profit Share (Starts Day 1)
- Competitive hourly rate plus a percentage of practice profits
- Your work directly impacts your income
- Quarterly distributions when profits are distributed
- Equity Ownership (2-3 Year Path)
- Minority stake (up to 5%) in the practice
- Real ownership with profit distributions
- Upside when practice grows or sells
- You're building something valuable, not just working
We'll discuss specific percentages and numbers when we talk—every situation is different, so we prefer real conversations over published ranges.
How Equity Works
The 5% stake means:
- Minority ownership (not controlling interest)
- Real profit distributions from ownership
- Upside when practice value grows
- Your interests aligned with practice success
Vesting over 3-4 years:
- Year 1: See if we're a good fit (0% equity, just profit share)
- Year 2: Start vesting at 33%
- Year 3: Up to 66%
- Year 4: Fully vested at 100%
Ways to buy in:
- Cash (based on fair market value)
- Mix of both
- Performance-based awards
Before fully vested: Keep what you've vested so far. Example: Leave at 2.5 years = keep about half.
After fully vested: We buy your shares at fair market value (third-party appraisal). You get paid cash immediately —no waiting around for installments over years. You walk away with the value you created.
Share Transfer & Exit Protections
Here's what you need to know about how ownership works if things change:
If Someone Wants to Buy Your Shares Individually:
- Practice has first right to buy them back at fair value
- Can't be sold to outside parties (hospitals, PE firms, etc.) without everyone's agreement
If the Whole Practice Gets Sold:
- Tag-Along: You're included in any sale at the same price and terms as everyone else - can't be left behind
- Drag-Along: If majority ownership accepts a sale, minority partners participate on the same terms - this prevents one partner from blocking a beneficial deal for everyone
Bottom Line: You can't block a full practice sale, but you're guaranteed the same fair treatment as majority owners. No one can sell their piece to a hospital without your consent. Your equity has real value and you get paid immediately when you exit.
What the Journey Look Like
First 6 months: Get to know each other, profit share kicks in, establish clinical approach, see if it's a fit.
Months 6-12: Deeper into operations, start talking equity details, get your attorney to review terms.
Year 2: Sign partnership agreement, equity vesting begins, start getting ownership distributions.
Years 3-4: Fully vest in your stake, full participation in practice decisions, building long-term value.
Year 5+: Maybe grow your equity stake, mentor the next generation, potentially reduce hours while keeping ownership income.
Ready to build something better? Let's explore this partnership together.
Next Step: Schedule a call to discuss specific numbers, see current financials, and answer your detailed questions about the profit share and equity partnership structure.
#J-18808-Ljbffr