Start an OB/GYN Locum Tenens Physician Staffing Firm

1. 1

   Learn how OB/GYN locum differs from nurse staffing

   A locum tenens OB/GYN placement covers physician-level obstetric and gynecologic care, addressing hospital revenue loss and physician burnout when a department cannot fill its call schedule. Bill rates are physician-scale, credentialing is far heavier, and malpractice exposure is central to the deal. Understand these differences before you recruit, because the operating model is not just a higher-priced version of nurse staffing.

2. 2

   Build a network of locum-willing OB/GYN physicians

   The physician talent pool is smaller than nursing, so relationships and reputation matter more than database size. Recruit board-certified OB/GYNs, including semi-retired physicians and those who prefer flexible schedules, and verify board certification, state licensure, DEA registration, and clean malpractice history. A reliable bench of even a few dozen trusted physicians can sustain a focused firm.

3. 3

   Master credentialing and hospital privileging

   Physician placements require full credentialing and hospital privileging, which can take weeks per facility, so build a credentialing operation that assembles and maintains complete physician files ready for expedited privileging. Handle primary-source verification, references, and each hospital's medical-staff office requirements. Fast, clean credentialing is your competitive edge because a hospital in a coverage crisis needs a physician on the floor now, not in three months.

4. 4

   Handle malpractice coverage as part of the offer

   Locum firms typically provide or arrange professional liability coverage for placed physicians, and OB/GYN carries some of the highest malpractice premiums in medicine. Build this into your pricing and your carrier relationships, because a physician will not take an assignment without coverage and a hospital will not accept one without it. Getting malpractice right is both a cost driver and a trust signal.

5. 5

   Contract with hospitals and manage assignments

   Target hospitals with OB coverage gaps, especially those losing delivery revenue or facing physician burnout, and negotiate daily or hourly bill rates that hold a 20 to 35 percent spread over physician pay, malpractice, travel, and lodging. Manage each assignment closely, from privileging through the coverage period, so the hospital re-engages you for the next gap. Rural and community hospitals struggling to keep obstetrics open are a strong initial market.

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