Why total compensation beats “salary talk”
Clinicians don’t relocate for a number—they relocate for a predictable life. Offers that win combine clean scope, stable rota, and a total compensation model (TCO) that covers real costs of moving. Medical Staff Talent (MST) builds this into every recruitment brief so acceptance and retention rise together.
Offer architecture
1) Base & grade mapping
Map title to regulator grade (DHA/DOH/SCFHS/QCHP).
Align base to scope and unit acuity; document what the role won’t do to prevent scope creep.
2) Housing & mobility
Either housing allowance or accommodation provided (clarify utilities/district cooling).
Annual flights for employee (and dependants if sponsored).
3) Education & family (if applicable)
Schooling support (allowance or network placement); onboarding help with transfer certificates and immunisations.
4) Insurance & licensing
Malpractice (occurrence preferred; if claims-made, include tail in writing) listing hospital/clinic and, if relevant, home/hotel/yacht.
Government medical fitness, residency/ID and licensing/DataFlow/Prometric fees supported per policy.
5) Pay for time & complexity
On-call/OT rules written (rates or time-in-lieu); clinic lists capped by safety.
Joining support (relocation allowance) and retention bonus at 12–18 months (safer than claw-back penalties).
6) CPD & progression
CPD budget + study leave; pathway to advanced privileges with named proctors (N cases and timeline).
Country snapshots (signals, not promises)
UAE (Dubai/Abu Dhabi)
Tax-free pay; Emirates ID unlocks bank/tenancy/insurance.
Popular split: base + housing + transport; or all-in allowance.
Saudi Arabia (Riyadh and beyond)
Iqama after medicals; many packages include family flights/housing; clarify rota for mixed tertiary/community settings.
Qatar (Doha)
QID post medical; schooling demand is seasonal—offers that include admissions support convert faster.
Cost-of-living anchors leaders use
Housing is the biggest swing factor—tie allowance to district and commute (15–25 minutes at peak).
Health insurance network must include your facility and nearby paediatrics.
Write realistic timelines for car, licence, bank, tenancy to avoid Day-0 friction.
Stability clauses that retain (and reduce agency %)
Rota hygiene: four-week visibility, ≤3 consecutive nights, post-call protected, handover blocks.
Mentorship named in the offer; Day 3/10 check-ins.
Replace “penalty clauses” with retention bonuses and visible progression (advanced privileges by Day 60–120).
The MST 60-day recruiting & onboarding flow
Red flags—and calm fixes
All-in number with no components → publish TCO breakdown (housing, flights, schooling, licensing, CPD).
Claims-made without tail → add tail letter before start date.
Domiciliary implied but uninsured → add rider and list home/hotel/yacht in privileges before first visit.
Scope creep at interview → restate “what the role won’t do” in the offer.
Quick checklists
Offer checklist (employer)
Regulator grade mapped; scope boundaries written
Housing/transport clarified; utilities stated
Malpractice settings list hospital/clinic (+ domiciliary if relevant)
On-call/OT rules written; joining + retention support noted
Licensing/PSV fees support documented; CPD budget/leave included
Candidate pack (you’ll request with MST)
Case logs with denominators (12–24 months)
Life-support cards; insurance schedule (if personal policy)
DataFlow/PSV documents legalised → then translated → one colour PDF
Passport-exact name across all files