Sample bundle
A fictional Family Medicine physician in Texas with a typical hospital-employed offer. Every number below is drawn from salaryDr’s peer dataset. Your bundle is written to your offer, specialty, state, and priorities — typically delivered within a few hours.
Fictional composite. Not real physician data. Numbers reflect typical ranges for the specialty + state + setting shown.
02Strategy memo
Dr. Jordan K.’s negotiation plan
Family Medicine · Texas · Hospital-employed · N=94 peer submissions
Executive summary
Jordan's offer from a hospital-employed Family Medicine role in Texas places base salary at $255,000 — below the median of $265,000 for a peer cohort of N=94 and $40,000 below the 75th percentile of $295,000. The productivity rate of $42/wRVU is also materially below the peer median of $48 and the p75 of $55. Top opportunity: lift base salary toward $295,000 and the $/wRVU rate toward $55.
Stated priorities
The client ranked base salary, $/wRVU rate, and sign-on bonus as the core negotiation priorities. Constraints: family is settled in the DFW metro — relocation is not an option. No competing offer in hand, but aware of another role interviewing.
Offer snapshot
Base salary: $255,000/yr (Y1–Y2). $/wRVU: $42.00 above a 5,200 wRVU threshold. Sign-on bonus: $20,000. CME budget: $3,500/yr. PTO: 4 weeks. Call: 1:8 home call, inpatient coverage shared with group.
Peer benchmark
Peer cohort: Family Medicine / Texas / Hospital-employed, N=94 salaryDr submissions. Median base $265,000, 75th percentile $295,000, 90th percentile $325,000. Median $/wRVU $48, 75th percentile $55.
| Metric | 25th | Median | 75th | 90th |
|---|
| Base salary | $240,000 | $265,000 | $295,000 | $325,000 |
| Total comp | $280,000 | $310,000 | $345,000 | $385,000 |
| $/wRVU rate | — | $48 | $55 | — |
Gap analysis
| Component | Your offer | 75th pct | Gap | Verdict |
|---|
| base salary | $255,000 | $295,000 | +$40,000 | p25 to p50 |
| total compensation | $295,000 | $345,000 | +$50,000 | p25 to p50 |
| rvu rate | $42 | $55 | +$13 | p25 to p50 |
Prioritized asks
Ask 01
Raise base salary from $255,000 toward $295,000 (75th percentile)
The p75 for Family Medicine + Hospital-employed + Texas is $295,000 based on 94 peer submissions. Jordan's offer is $40,000 below that anchor. Given Jordan's residency performance and community ties to the DFW metro, there's a credible case for moving toward p75 rather than sitting below median.
“Based on peer data I pulled, the 75th percentile for Family Medicine in Texas hospital-employed roles is $295,000. I was hoping we could close the gap between the current offer and that number, recognizing both my board scores and the fact that I'm already established in DFW.”
Ask 02
Raise $/wRVU from $42 toward $55 (75th percentile)
The p75 $/wRVU rate across the same cohort is $55. A $13/wRVU lift applied to the 5,200 wRVU threshold alone is +$67,600/yr at threshold production — more upside above. Even if base salary doesn't move, raising the productivity rate significantly changes the year-one realized comp.
“If base salary is capped by your budget, would you be open to raising the $/wRVU rate from $42 to closer to $55? That keeps your fixed cost flat while letting me earn toward peer benchmarks as I ramp productivity.”
Ask 03
Raise sign-on bonus from $20,000 toward $35,000
Sign-on bonuses in the same cohort commonly land at $25,000–$50,000 with relocation-exempt candidates often landing in the higher range since they reduce the employer's recruiting risk. A bumped sign-on is typically easier to move than base.
“Given I'm not relocating and represent a low recruiting risk for you, would an increased sign-on of $35,000 be something your finance team could approve? Sign-on is typically easier than base because it doesn't carry through into future years.”
Trade matrix
Lead with base salary. If the employer holds firm below $275,000, pivot to the $/wRVU rate as the next lever — it's often easier to move because it doesn't directly show up in the group's fixed comp pool. If both base and rate are capped, pivot to sign-on and CME — both are typically within the hiring manager's discretionary budget. Avoid trading non-compensation items (call schedule, clinical hours) for comp — those affect quality of life, not leverage.
Talking points
- Your research comes from salaryDr's peer dataset: 94 Family Medicine physicians in Texas hospital-employed roles.
- You are specifically asking to close the gap between your current offer and the 75th percentile — not the 90th.
- You understand the employer has budget constraints and are open to creative structures (higher $/wRVU rate, larger sign-on, CME bump).
- You are established in the DFW metro and represent a low recruiting risk — that's worth something to the employer.
- You will have your employment attorney review the final contract before signing.
Everything above, tailored to your specialty, state, practice setting, priorities, and the contract you upload. Typically delivered within a few hours after intake.
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Scope reminder
salaryDr Negotiations provides negotiation strategy and peer-data benchmarking. It is not legal advice. Please retain an employment attorney to review the full contract before signing. Peer data is physician-self-reported and not independently audited.