When to Start Your Job Search as an OB GYN MD Graduate: A Guide

Understanding the Big Picture: Why Job Search Timing Matters in OB GYN

As an MD graduate entering Obstetrics & Gynecology, timing your job search is almost as important as how you conduct it. The physician job market in OB GYN is relatively strong, but it is also competitive, regionally variable, and shaped by evolving trends in women’s health, labor and delivery volumes, malpractice environments, and health system consolidation.

For an allopathic medical school match graduate in OB GYN, the transition from residency to attending practice happens fast. Your final 18–24 months can feel like a blur of senior responsibilities, board exams, fellowship decisions, and employment contracts. Without an intentional timeline, you risk:

• Limited geographic or practice-type options
• Rushed contract review and negotiation
• Delayed start dates and gaps in income
• Overlapping with complex events (board study, childbirth, relocation, partner’s training/job change)

This guide walks you through when to start job search activities as an OB GYN MD graduate, how the timing differs for fellowship-bound and non-fellowship paths, and what to do at each stage so you can enter the physician job market with clarity and leverage.

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The OB GYN Job Market: What You’re Walking Into

Understanding the physician job market in OB GYN helps you decide how early to start. Most MD graduate residency programs in OB GYN train you well clinically, but fewer provide structured preparation for the attending job search.

Current Market Realities in OB GYN

Key trends shaping the obstetrics match and OB GYN residency pipeline translate into your job search reality:

• High Demand, Especially in Non‑Urban Areas
  Many community hospitals, regional health systems, and rural practices are recruiting aggressively due to aging physicians, call burden, and expanding women’s health services.

• Urban/Subspecialty Competition
  Major metro areas, academic centers, and highly specialized roles (MFM, REI, MIGS, Gyn Onc) can be saturated, especially for new grads without strong research pedigrees or niche skill sets.

• Shift Toward Hospital Employment
  More OB GYNs are employed by hospital systems or large multispecialty groups instead of small private practices. This affects:

  • Contract structure
  • Call patterns
  • RVU expectations and compensation models
  • Decision timelines (large systems may move slower but have formal recruitment cycles)

• Lifestyle and Burnout Concerns
  Many programs and employers are redesigning call schedules (laborist/nocturnist roles, OB hospitalist models, shared call pools) to improve work–life balance. These positions can fill early in the cycle.

What This Means for Your Timeline

• If you want major metro + academic + subspecialty, start early and expect more competition.
• If you are open to community practice or smaller cities, you may have more flexibility, but still benefit from a structured timeline.
• If you have tight geographic constraints (partner’s job, family location), start earlier than your peers to maximize your options.

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Core Timeline: When to Start Your OB GYN Job Search

Below is a typical timeline for an MD graduate in Obstetrics & Gynecology not pursuing fellowship, aiming to start practice on July 1 following residency.

You can adapt this framework whether you matched through an allopathic medical school match or another pathway; the principles are the same.

18–24 Months Before Graduation (PGY3 Early–Mid Year)

Primary Focus: Exploration and Self-Assessment, Not Formal Applications Yet

This is the stage where you ask: “What do I want my first attending job to look like?” and “What skills do I still need to strengthen in residency?”

Key Actions:

• Clarify Career Direction

  • Decide how committed you are to:
    • General OB GYN vs. future fellowship
    • Academic vs. community vs. hybrid practice
    • High-volume obstetrics vs. gyn-heavy or minimally invasive surgery–focused roles
  • Reflect on your interests: high-risk pregnancies, complex gyn surgery, family planning, adolescent gynecology, ultrasound, global health, etc.

• Start Informational Interviews

  • Talk to recent graduates from your program:
    • When did they start their job search?
    • What do they wish they had done earlier?
    • What surprised them about their first year in practice?
  • Ask attendings how the physician job market looks in their subspecialty or region.

• Build a Skills Roadmap

  • Identify gaps based on your desired future role:
    • Want a heavy surgical practice? Maximize MIGS, laparoscopy, vaginal surgery exposure.
    • Want OB-heavy work? Seek additional high-risk OB clinics, L&D shifts, and operative deliveries.
  • Share these goals with your program director or mentor to shape elective rotations during late PGY3 and PGY4.

Timing Takeaway:
This is not usually the time to sign contracts, but it is the time to position yourself and your CV for the kind of OB GYN job you’ll want later.

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12–15 Months Before Graduation (PGY3 Late / Early PGY4)

Primary Focus: Preparation and Early Market Scouting

This is where job search timing becomes more deliberate. You are not obligated to commit yet, but early preparation here will save you from panic later.

Key Actions:

• Polish Your Professional Materials

  • Draft a CV tailored for the physician job market:
    • Emphasize case volume, key procedures (C-sections, operative vaginal delivery, hysteroscopy, laparoscopy, vaginal hysterectomy, robotic experience), quality improvement, leadership roles.
  • Write a generic but strong cover letter template you can customize for different positions.
  • Collect 2–3 potential references (program director, associate PD, key faculty) and let them know you’ll be starting a job search in the coming months.

• Define Your Non-Negotiables Consider:

  • Geographic limits (states/cities you must or will not consider)
  • Type of practice (academic, community, hospital‑employed, private group, OB hospitalist)
  • OB/gyn mix (e.g., 60% OB / 40% gyn vs. mostly gynecology)
  • Call preferences (in-house vs. home call, frequency, laborist model vs. traditional)
  • Minimum salary and compensation structure you’re comfortable with

• Light Market Research

  • Track job openings on:
    • ACOG career center
    • Major job boards (PracticeLink, NEJM CareerCenter, etc.)
    • Hospital system websites in your preferred regions
  • Note:
    • Which employers are consistently hiring new grads
    • Recurrent job descriptions that match your preferences
    • Time from posting to “position filled” when visible

Timing Takeaway:
You’re not late if you haven’t applied yet, but you should be organized. Many OB GYN positions begin to appear 9–14 months before start date.

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9–12 Months Before Graduation: The Prime Application Window

For most OB GYN MD graduates not pursuing fellowship, this is when the attending job search becomes active. If you’re asking “when to start job search” for an OB GYN role, this is the default answer: start applying 9–12 months before your intended start date.

Why 9–12 Months Works Well

• Employers generally know next year’s staffing needs by this point.
• Many hospital credentialing processes and payer enrollments can take 4–6 months, sometimes longer.
• You have enough time for:
  • Multiple interviews
  • Comparing different offers
  • Contract review and negotiation
  • Relocation planning (schools, housing, partner’s job)

What To Do In This Window

1. Start Systematic Applications

   • Begin applying to positions in your top-choice locations and practice types.
   • Use a simple tracking spreadsheet:
     • Position, institution, city/state
     • Date contacted/applied
     • Response, interview dates
     • Pros/cons and compensation notes

2. Leverage Your Network

   • Ask your program faculty if they know colleagues in your target regions.
   • Attend regional/national meetings (e.g., ACOG District meetings) and visit the career booths.
   • Reach out to former residents from your program now practicing where you’d like to live.

3. Schedule Interviews Intentionally

   • Try to cluster interviews to minimize clinical disruption and travel fatigue.
   • Consider using vacation or elective time during this period to accommodate site visits.
   • For top choices, schedule slightly later if you’re still building your interview skills—but not so late that the position will be filled.

4. Begin Preliminary Negotiations

   • After an interview and initial offer, you can:
     • Ask for clarification of call expectations and RVU targets.
     • Request a written contract or offer letter.
     • Arrange a second visit if needed to meet partners, tour L&D, and understand clinic flow.

Timing Red Flag:
If you wait until 6 months before graduation to start your OB GYN job search, you may still find roles but with fewer options—particularly in saturated urban markets or highly desirable academic departments.

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6–9 Months Before Graduation: Narrowing, Negotiating, and Deciding

At this stage, you should be transitioning from exploring broadly to focusing in. In most cases, MD graduates in Obstetrics & Gynecology should aim to have a signed contract 4–6 months before graduation, especially if relocation and licensing changes are involved.

Core Activities in This Phase

1. Compare Offers Objectively Create a side-by-side comparison that includes:

   • Compensation & Benefits
     • Base salary, bonus structure, RVU tiers
     • Sign‑on bonus, loan repayment, relocation support
     • Tail malpractice coverage responsibility
   • Clinical Workload
     • Clinic templates, patient volumes
     • Surgical block time
     • Expected deliveries per month
     • Call frequency, weekend and holiday obligations
   • Practice Culture & Support
     • Midlevel or APP support
     • Anesthesia and NICU level
     • On‑site subspecialties (MFM, REI, Gyn Onc, MIGS)
     • OR access and equipment (laparoscopy, robotics)
   • Professional Development
     • Protected time for teaching/research (if academic)
     • Leadership potential, mentorship availability
     • CME time and funding

2. Formal Contract Review

   • Engage a healthcare/physician contract attorney if possible—ideally one with OB GYN experience.
   • Pay particular attention to:
     • Non-compete clauses and geographic scope
     • Termination provisions (with/without cause)
     • Quality metrics tied to compensation
     • Call language and “other duties as assigned”

3. Decision-Making and Signing

   • Aim to sign by January–March for a July start, if graduating in June.
   • Communicate respectfully with other sites once you accept an offer.

4. Licensing and Credentialing

   • If your job is in a different state, start your state medical license application early; some boards are slow.
   • Work with your new employer’s credentialing department on:
     • Hospital privileges
     • Payer enrollment (Medicare, Medicaid, major commercial insurers)

Timing Consideration for Risk-Averse Graduates:
If the thought of not having a signed job by mid‑spring raises your stress level, aim to sign no later than 5–6 months before graduation. This gives ample lead time for logistics without feeling rushed.

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Special Situations: Fellowship, Academic Tracks, and Late Starters

Not every MD graduate residency path in Obstetrics & Gynecology is the same. Your job search timing changes based on your post-residency plan.

1. If You’re Pursuing Fellowship (MFM, Gyn Onc, MIGS, REI, FPMRS)

Your first attending job search moves 2–3 years later, but the principles remain similar.

• During fellowship:
  • Start exploration 18–24 months before fellowship end.
  • Active applications 9–12 months before finish date.
• Many academic and subspecialty positions recruit early, especially in MFM and Gyn Onc.
• Some fellows sign offers up to a year before finishing to secure specific cities or institutions.

Tip:
Even as a PGY3–PGY4 considering fellowships, keep an eye on the physician job market. Knowing the landscape can help you choose a fellowship that aligns with long-term opportunities.

2. Academic vs. Community Tracks

• Academic OB GYN positions
  • May align their hiring with institutional budget cycles, leading to earlier or more rigid timelines.
  • Start inquiries 12–18 months in advance if you’re targeting well-known academic centers or competitive cities.
• Community/hospital-employed positions
  • Often hire continuously based on service needs.
  • Still, strong candidates benefit from starting 9–12 months before graduation to secure the best fit.

3. Changing Course Late (e.g., Fellowship Plan Falls Through)

If your initial fellowship plan changes (didn’t match, withdrew, or decided against it), you’ll likely enter the job market later than your peers.

• Intensify your search:
  • Contact institutions in regions with high demand (community hospitals, regional health systems).
  • Highlight your strengths and flexibility (willingness to take call, broad OB and gyn skill set).
• Be prepared for:
  • Limited choices in popular metros.
  • Faster turnaround from application to decision.
• Don’t panic: OB GYN remains a high-need specialty; positions exist, but you’ll need to move efficiently.

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Integrating Job Search with Life Events, Boards, and Personal Goals

Your OB GYN job search doesn’t happen in a vacuum. Thoughtful timing should also consider these factors:

Board Exams and Certification

• For an MD graduate in Obstetrics & Gynecology, timing your written and oral ABOG exams around job start is crucial.
• Ask potential employers:
  • Will you get study time or schedule flexibility for boards?
  • Are there productivity expectations in year one that leave room for exam preparation?

Starting a demanding new attending position just before an intensive exam window can be stressful. If possible, sign contracts early so you can negotiate a humane first-year schedule.

Personal and Family Considerations

Include in your timeline:

• Partner’s training/job search window
• Childcare arrangements and school calendars
• Relocation logistics (selling/renting your current place, buying or renting new housing)
• Visa/immigration timelines if applicable

Planning ahead allows you to align your attending job search with these life transitions rather than competing with them.

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Practical Month‑by‑Month Sample Timeline (Non‑Fellowship OB GYN)

Assuming a June 30 residency completion and July 1 job start:

• July–December PGY3 (24–18 months out)

  • Reflect on career goals; consider fellowship vs. general OB GYN.
  • Discuss with mentors; plan rotations to match interests.

• January–June PGY3 (18–12 months out)

  • Begin drafting CV, cover letter.
  • Start light market research and informational interviews.

• July–September PGY4 (12–9 months out)

  • Finalize CV, references.
  • Begin active applications to priority regions and practice types.
  • Schedule first wave of interviews.

• October–December PGY4 (9–6 months out)

  • Continue interviews and second visits.
  • Receive and compare offers; engage a contract attorney.
  • Start state licensure for target job location.

• January–March PGY4 (6–3 months out)

  • Finalize and sign contract.
  • Complete credentialing paperwork and hospital privileging.
  • Plan relocation, childcare, and transition logistics.

• April–June PGY4 (3–0 months out)

  • Focus on board prep.
  • Wrap up residency responsibilities and continuity clinics.
  • Coordinate move and onboarding at new practice.

This structure provides a clear answer to “when to start job search” for an OB GYN MD graduate: begin serious search activities around 12–9 months before graduation, aiming to sign 6–4 months before you finish residency.

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FAQs: Job Search Timing for MD Graduates in OB GYN

1. I’m an MD graduate in OB GYN residency. When is the latest I can safely start my attending job search?

For most allopathic medical school match graduates in OB GYN, you should start active applications no later than 9 months before graduation. If you wait until 6 months or less, you might still find jobs—especially in higher‑need regions—but your options and bargaining power will likely be reduced.

2. How does job search timing differ if I plan to work as an OB hospitalist or laborist?

OB hospitalist roles often have continuous recruitment due to coverage needs. However, desirable locations and lower-intensity schedules can fill quickly. Begin exploring and applying 9–12 months before fellowship or residency completion, similar to traditional jobs, to secure your preferred location and shift pattern.

3. I’m interested in an academic OB GYN career. Should I start earlier than my peers?

Yes. Academic departments—especially in major cities or high‑profile institutions—may recruit earlier and more selectively. Start networking and expressing interest 12–18 months before residency or fellowship completion, and be prepared for a more formal interview and selection process. You may need time to develop a research or teaching plan that aligns with departmental needs.

4. How does this timing change if I’m already an attending looking for a new job?

If you are already in practice and considering a move, your attending job search should ideally begin 12 months before your desired transition date. This allows time for:

• Non‑compete considerations and notice periods
• Licensing in a new state
• Credentialing and payer enrollment
• Smooth patient transition and professional courtesy to your current group

However, the exact timing depends heavily on your current contract and market conditions in your target area.

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Planning your OB GYN job search with a clear timeline transforms a potentially chaotic transition into a strategic, confident step into attending life. By understanding the physician job market, starting early enough, and aligning your search with your personal and professional goals, you can turn your MD graduate residency experience into the foundation for a fulfilling, sustainable career in Obstetrics & Gynecology.