Why a 7-day sprint works (and stays safe)
Top Western-trained talent moves when the process is clear, fast and credible. We compress time without cutting corners by aligning four things from day one: role mapping, clinical panel design, compliance path (DataFlow/PSV/exams), and a privilege-ready offer.
The 7-day plan
Day 0 — Brief (60 minutes)
Map title to regulator grade (DHA/DOH/SCFHS/QCHP).
Write core vs advanced scope and what the role won’t do.
Confirm settings: hospital/clinic (and home/hotel/yacht if relevant).
Day 1 — Shortlist request (evidence only)
Require case-log denominators (12–24 months), incident learning example, life-support cards.
Ask for insurance summary (occurrence vs claims-made + tail) and any domiciliary rider.
Day 2 — Panel map
Build questions around SBAR with numbers, independent double-check (IDC) for high-risk meds, capnography use (if clinic sedation), VIP privacy etiquette.
Share scoring sheet ahead of time.
Day 3 — Clinical panel (45–60 minutes)
One ward/clinic scenario + one UHNWI/home scenario.
Portfolio check: privilege request (core now; advanced with named proctors), device IFU competencies.
Day 4 — Compliance gating
Launch DataFlow/PSV; verify Good Standing windows; exam slot if required.
Name hygiene: all files passport-exact; documents legalised → then translated → one colour PDF.
Day 5 — Offer architecture
Publish total compensation (base, housing/allowances, flights, licensing/PSV support, CPD).
Rota hygiene inside the offer: four-week visibility, ≤3 consecutive nights, post-call protected.
Day 6 — References & decision
Employment/character reference focusing on safety behaviours and stability.
Align privilege request with insurance settings.
Day 7 — Sign & schedule
Set start gates: medical fitness → residency/ID → malpractice issued → privileges (core) submitted.
Lock Day 3/10 mentor contacts and supernumerary shifts.
What the shortlist must include (no prose, just proof)
Case-log summary with volumes, outcomes, complications.
Governance one-pager: SBAR+numbers, IDC, incident learning ≤72 h.
Privilege request draft (core/advanced + named proctors).
Insurance schedule: policy type, limits, settings (hospital/clinic/home/hotel/yacht).
Privilege-ready job description (employer checklist)
Regulator grade named; core vs advanced scope; out-of-scope items listed.
Settings written (hospital/clinic/—if needed—domiciliary).
Onboarding gates and responsible owners.
TCO breakdown and retention bonus at 12–18 months.
UHNWI & Royal households (when domiciliary is in scope)
Domiciliary rider on malpractice; privileges list home/hotel/yacht.
Two-person coverage; named medical lead as single clinical voice; pre-agreed transfer plan to receiving hospital.
KPIs to track on every sprint
Time-to-offer (≤7 days)
Offer acceptance rate (↑)
90-day retention (≥92%)
Agency/locum % (↓)
Privilege activation by Day 60 (core)
Red flags—and calm fixes
Title ≠ regulator grade → remap before interview.
Great CV, thin logs → accept with competency log + supervised plan, or pause.
Domiciliary implied, no rider → add rider and privilege variation before start.
All-in salary only → publish TCO components to reduce drop-off.
What you get from Medical Staff Talent
Three-candidate shortlist with clinical governance evidence.
Panel scripts and scoring sheets focused on safety, not trivia.
Compliance calendar (DataFlow/PSV/exams) and a Day 0–60 onboarding tracker.
Weekly stability note post-start (90-day retention, rota hygiene, micro-audits closed).