Why this template works
Western-trained clinicians move when the offer shows clarity, safety and predictability. If your letter maps the role to the regulator (DHA/DOH/SCFHS/QCHP), publishes rota hygiene, and shows a day-by-day path to core privileges in ~30 days (signals, not promises), acceptance rises and 90-day retention holds. Medical Staff Talent builds these elements into search briefs so offers convert across private hospitals, clinics and, when in scope, VIP domiciliary programs.
Copy-paste: the privilege-ready offer letter
1) Role & regulator mapping
Title & grade aligned to DHA/DOH/SCFHS/QCHP category.
Unit(s): hospital/clinic and home/hotel/yacht only if domiciliary is in scope.
Scope statement: Core (Day-1) vs Advanced (post sign-off with named proctors, N cases) + explicit out-of-scope.
2) Total Compensation (TCO) — publish components
Base salary; housing or allowance; flights; insurance; licensing/PSV support; CPD budget; on-call/OT rules; retention bonus (12–18 months).
Payment schedule and currency; probation terms.
3) Rota hygiene (non-negotiable signals)
4-week visibility, ≤3 consecutive nights, protected post-call, fixed 20–30 min SBAR handover blocks.
List caps by safety (setup times, turnovers, IFUs).
4) Insurance & settings
Occurrence preferred; if claims-made, tail confirmed in writing.
Settings listed: hospital/clinic (add domiciliary only if in scope).
5) Licence & privileges timeline (Day 0–60)
Day 0: access (EMR, devices, lockers). Week 1: supernumerary; mentor touchpoints Day 3/10.
Week 2: submit core privileges; upload malpractice schedule.
Target core approval ~Day 30; advanced sign-offs begin with named proctors.
6) Compliance & documents
DataFlow/PSV launched at offer acceptance; Good Standing within window.
PDFs are colour, 300–400 dpi; names passport-exact across all items.
7) Relocation & visas
Sponsorship route, medical fitness, residency/ID, dependants (if applicable).
Temporary accommodation or allowance; school search support (where relevant).
8) Professional development & governance
CPD budget; annual appraisal; micro-audits schedule (handover, medication safety).
Incident learning cadence (≤72 h changes published).
9) Acceptance & start
Offer validity; target start window; contingencies (exam/pass, PSV clearance).
What to publish in the advert (keeps interviews focused)
Regulator mapping + unit; one-line scope (core vs advanced).
The rota hygiene rules above.
A short Day 0–60 calendar (access, supernumerary, mentor Day 3/10, core privileges Week 2).
- TCO components (signals, not promises).This mirrors how Medical Staff Talent positions roles so Western-trained candidates see a serious, hospital-grade process from the first touch.
Quick employer checklists
Offer build (15 minutes)
Title mapped to regulator grade; core/advanced/out-of-scope written
TCO components listed; on-call/OT rules clear
Rota hygiene pasted (visibility, nights, post-call, handover)
Insurance type & settings confirmed
Day 0–60 owners named and dated
Shortlist pack (evidence, not prose)
12–24-month case-log denominators; incident learning example
Draft privilege request (core now; advanced with proctors)
DataFlow receipts/Case IDs; Good Standing in window
Life-support cards; device IFU competencies (if relevant)
Red flags—fix fast
Title ≠ regulator grade → remap before interview.
All-in salary only → publish TCO breakdown.
Claims-made with no tail → obtain tail letter before start.
Domiciliary implied, uninsured/unprivileged → add rider + privilege wording or remove from scope.
Short FAQs
Across Dubai, Abu Dhabi, Riyadh and Doha, we recruit Western-trained Doctors, Nurses and Physiotherapists by aligning offer language with licensing, insurance and privileges—so start dates hold and teams stay stable.