Physician Burnout Is a Staffing Problem, Not Just a Wellness One
For too long, health systems have treated burnout like a side project. Engagement scores dip, someone orders lunch, hosts a meditation session, and crosses their fingers. But what used to be an HR problem is now a systems problem, and it’s showing up everywhere. It’s a workforce hemorrhage, a revenue leak, and a threat to operational stability hiding in plain sight. Slower discharges. Medical errors. Soaring turnover costs. When you lose one burned-out physician, you’re losing a body plus revenue, safety, and resilience.
If your health system is still siloing burnout into the wellness column, you’re missing the big picture. The longer you wait to treat it like a staffing problem, the closer you get to a full-blown operational crisis.
Let’s break down where burnout hides, what it costs, and how to assess your risk of physician burnout.
Where burnout hides in your staffing plan
Burnout doesn’t knock on the C-suite door with a neon warning sign. It shows up quietly, hiding in operational metrics that often go unexplored. By the time it’s visible, the damage is already done.
It starts with unfilled shifts. On paper, these may look like minor scheduling hiccups. But in reality, they’re often the first symptom of deeper fatigue. When physicians are stretched too thin, those shifts become increasingly difficult to fill.
As those gaps grow, your hospitalists end up covering multiple units. Case managers scramble to coordinate with physicians who are double-booked. Discharges get delayed. Length-of-stay metrics tick upward. And patient satisfaction scores begin to suffer.
Burnout also creates bottlenecks in places most health systems don’t expect, like credentialing. When physicians and staff leave due to burnout, the administrative teams tasked with onboarding replacements suddenly find themselves overwhelmed. Credentialing timelines stretch longer. Critical roles stay vacant longer. That lag compounds your coverage gaps, driving up the pressure on those who remain.
There’s also the revenue side. Elective procedures, specialty clinics, and high-margin service lines rely on a steady cadence of physician availability. But when burnout leads to attrition or disengagement, those revenue-generating services slow down or pause altogether. The health system loses dollars and momentum.
What’s most dangerous is that many health systems still frame burnout as an individual wellness issue that clinicians should “manage” with better work-life balance, meditation apps, or a quick weekend away. But when a staffing model doesn’t include enough flex, account for seasonal or personal variability, or support rapid deployment of backup coverage, burnout becomes inevitable because the system expects physicians to be machines.
The economics of exhaustion
Physician burnout costs the U.S. healthcare system an estimated $4.6 billion per year. When burnout drives a physician to quit, the financial ripple effect is enormous. Replacing a single physician can cost between $500,000 and $1 million, including recruitment fees, lost billable hours, overtime paid to cover shifts, administrative strain, and delayed care. That figure doesn’t account for the less visible costs: patient leakage to competing facilities, damage to team morale, and declines in physician engagement that linger long after the position is filled.
Even if they stay, burned-out doctors aren’t operating at full capacity. They’re more likely to reduce hours, avoid elective shifts, or disengage from leadership and mentoring roles, hurting productivity and succession planning, knowledge transfer, and innovation.
There are also legal and reputational risks. Physicians experiencing burnout are twice as likely to make a medical error. A single error tied to physician fatigue can trigger liability claims, negative media coverage, and damage your safety ratings.
The bottom line is this: burnout is a direct threat to your financial health. Every time a burned-out physician resigns, takes leave, or disengages, your health system absorbs that cost and the system keeps grinding forward as if it were normal.
But it’s not normal. Burnout is a solvable problem if you treat it as a staffing issue, not a personal failing. That means building better capacity buffers, protecting time off, improving credentialing speed, and making sure your staffing model isn’t forcing people to choose between their health and their job.
Why most staffing plans fail to plan for burnout
Most staffing plans are build to react to burnout, not prevent it. They don’t track the warning signs like deferred PTO, increased sick leave, or dips in engagement that precede a wave of departures. They don’t include midyear checkpoints with physicians or incorporate soft metrics like morale, overwork sentiment, or red flags from exit interviews. They don’t have forecasting tools to tell you when your current rate of attrition is about to become a crisis. By the time everyone agrees there’s a problem, it’s already cost you productivity, revenue, and coverage continuity.
What looks like “unexpected attrition” is often predictable if you’re tracking the right things. That’s why health systems must evolve beyond traditional staffing dashboards and shift into strategic, preemptive staffing models that account for the human reality of physician fatigue.
The new KPI: Burnout predictability
Burnout is a pattern that smart healthcare systems are beginning to measure, anticipate, and plan for just like any other operational risk. Instead of waiting for the resignation letter or the fourth unexplained sick day, they’re asking sharper, more proactive questions:
- How close are our physicians to the edge?
- Which departments are trending toward chronic overload?
- How early can we intervene before another shift gap opens up?
Progressive health systems are tracking physician well-being the same way they track patient throughput or readmission rates. They’re using disengagement surveys, PTO deferral data, unexpected schedule changes, and even EMR activity logs to spot warning signs of burnout early. Some are layering in data science models to assess which clinicians are most likely to leave in the next six months based on historical workload, scheduling friction, and team attrition rates.
They’re also building better buffers into their staffing models. Instead of treating locum tenens physicians as last-ditch gap fillers, they’re embedding them into normal operations. Having a reliable second layer of coverage reduces the pressure on core staff, gives clinicians the freedom to take time off, and helps the health system keep moving when the unexpected hits.
What all of these strategies have in common is a mindset shift. Leading healthcare leaders know that a well-designed system protects its people. That real staffing strategy means creating enough margin in every schedule, every team, and every onboarding plan to prevent clinicians from being pushed past their limits.
Assess your physician burnout risk
Burnout isn’t random. It’s measurable. And if you can measure it, you can plan for it. We built our Staffing Scorecard to help you take the first step. It will show you where your plan is working and where it’s falling short.
Calculate your Staffing Strategy Score
Our staffing scorecard can help you evaluate the strength, flexibility, and financial readiness of your health system’s staffing strategy before the next shift turns into a crisis.
What’s the Real ROI of Locum Coverage?
In today’s fast-paced healthcare environment, organizations face constant pressure to maintain patient access, manage provider workloads, and protect revenue streams — all while delivering high-quality care. That’s why the idea of engaging locum tenens providers isn’t just a stop-gap; it can actually be a strategic investment.
The Locums ROI Calculator from All Star Healthcare Solutions helps turn that abstract idea into hard numbers. It allows healthcare leaders to compare locum costs vs. coverage gaps, identify break-even points by specialty, and payer mix and quantify the downstream revenue from improved throughput.
In other words: you can show the business case for having locum coverage, not just the staff-coverage case.
What the ROI Calculator Does
Here’s a breakdown of how the tool works and what it helps you discover:
- Enter your specialty and payer mix— the calculator uses specialty-specific benchmarks combined with your organization’s own data.
- Compute the financial impact of filling — or not filling — a shift. The calculator helps you see, in seconds, what happens if you leave a shift open vs. cover it.
- Quantify downstream revenue from improved throughput. When you avoid patient delays, cancellations, or “no shows” because you’re fully staffed, that adds revenue value — the calculator captures that.
- Produce a clear ROI projection you can take to your leadership team. The page says: “Simply enter your specialty and payer mix, and the calculator delivers a clear ROI projection you can take straight to your leadership team.”
Why Locum Tenens Matters
True to its latin roots meaning ‘to hold the place,’ locum tenens providers step in when and where care is needed. From interim roles covering vacations or leave to support for overburdened teams and beyond, locum tenens is essential to ensuring uninterrupted quality care and provider well-being.
In other words:
- They ensure continuity of care — avoid cancelled clinics, blocked access, or departments operating under-staffed.
- They support provider well-being — when your regular staff aren’t stretched so thin, you reduce burnout, reduce turnover, and maintain quality.
- They protect revenue and reputation — if patients wait longer, go elsewhere, or providers leave, there’s a cost. Locums can help mitigate that.
When to Use the ROI Calculator
Here are some use-cases where this tool can be especially helpful:
- Pre-shift planning: If you anticipate provider vacation, leave of absence, or a busy season where staffing will be tight, you can estimate whether bringing in a locum makes sense.
- Budgeting & forecasting: As you plan your staffing budget for the coming year (or quarter), the tool can help justify or compare costs of employing vs. covering via locum.
- Leadership buy-in: If you need to present to CFOs, CEOs, Board of Directors etc., this calculator provides data you can present, not just gut-feel.
- Specialty bottlenecks: For specialties where provider supply is limited and patient volume risk is high (say, certain surgical subspecialties, or rural settings), the calculator helps quantify the extra risk of leaving shifts unfilled vs. the cost of coverage.
- Payer mix & volume shifts: If your organization is changing its payer mix, or expects changes in patient volume (growth, new service line, etc.), then the ROI calculation will shift — it helps you model “what if” scenarios.
Key Takeaways
- Locum coverage isn’t just an extra cost when you factor in avoided revenue losses and improved throughput.
- Having the correct data gives you the power to model and quantify the trade-offs.
- Using tools like this ROI calculator allows you to speak the language of finance and leadership, not just operations.
- For healthcare facilities, especially in challenging staffing markets, proactively planning for locum coverage is a smart strategy rather than a reactive scramble.
Ready to Try It?
If your organization is looking at staffing gaps, provider leave, or just wants to strengthen its continuity and throughput, go ahead and try the ROI Calculator from All Star Healthcare Solutions. It’s designed to help you move beyond the question of “Can we afford a locum?” to “What happens if we don’t?”
Locum Coverage ROI Calculator
Use our ROI Calculator to see how locum tenens physicians protect access, revenue, and physician well-being — and how quickly coverage pays for itself.
Burnout, Bottlenecks, and Budget Pressures: Why Health Systems Need a Smarter Staffing Strategy
Running Hard—But Going Nowhere
Across the country, health systems are running a marathon on a treadmill. They’re sprinting to meet rising patient demand, hurdling workforce burnout, and climbing the steep incline of budget pressure. Despite all the effort, progress often feels elusive.
Inpatient units are full. Emergency departments are boarding admitted patients. Specialty clinics face backlogs. Financial reports show higher labor costs just to maintain quality.
The root cause? Inadequate staffing.
Healthcare leaders know the treadmill isn’t slowing down. The real challenge is learning to run smarter—creating a strategic staffing plan that stabilizes patient access, safeguards clinicians, and protects margins.
That’s where locum tenens coverage becomes a powerful part of the equation.
A New Normal: More Patients, Fewer Physicians
The U.S. healthcare system is straining under a widening imbalance. The AAMC projects a shortage of up to 86,000 physicians by 2036, spanning both primary and specialty care. Meanwhile, nearly half of physicians already report burnout—a clear signal the current workforce is overstretched.
The result is a cascade of bottlenecks:
- Emergency department boarding that delays admissions and worsens outcomes.
- Delayed discharges caused by placement challenges or care coordination gaps.
- Longer wait times that frustrate patients and stretch staff beyond safe limits.
These operational chokepoints translate directly into lost revenue, patient dissatisfaction, and clinician attrition.
Budgets Under Pressure
Even as some large health systems report improved operating margins, recovery is fragile. Labor expenses remain high, and demand continues to rise with an aging, higher-acuity population.
And the hidden costs are mounting. Replacing a single physician can cost $500,000 to over $1 million when recruitment, onboarding, and lost revenue are factored in. Multiply that by several vacancies, and even a strong balance sheet can shift into the red.
Traditional hiring alone can’t close the gap fast enough—or protect overworked teams from burning out while they wait for relief.
Breaking the Burnout Cycle
When coverage gaps go unfilled, burnout accelerates. Burnout drives turnover. Turnover deepens the gaps. It’s a vicious cycle that leaves teams perpetually in reactive mode.
Strategic use of locum tenens physicians helps break that cycle by injecting flexible capacity exactly where and when it’s needed—whether that’s to handle surges, fill predictable leaves, or decompress call schedules.
Locums are not a stopgap. Used strategically, they become a stability tool—keeping the system moving steadily instead of sprinting toward exhaustion.
Where Locums Create the Most Value
Locum tenens coverage delivers measurable impact when it’s aligned with system goals. Here’s where health systems are seeing the greatest ROI:
- Preserving Access During Gaps – Keep clinics open and operating rooms scheduled during vacancies or extended leaves.
- Reducing Burnout and Turnover – Alleviate high-acuity call or night shifts that push teams to the edge.
- Easing Throughput Bottlenecks – Add hospitalists to accelerate discharges and reduce boarding times.
- Protecting Service Lines – Sustain essential programs like anesthesia or OB coverage that communities rely on.
Each of these use cases contributes to financial resilience, team stability, and patient safety.
Turning Coverage into ROI
Locum coverage delivers the strongest return when treated as a strategic investment, not an emergency purchase order.
Start by mapping where pressure points occur:
- Where are referrals being turned away?
- Which service lines are short-staffed?
- Where are burnout risks highest?
Then, build a blended staffing model that combines permanent hires with targeted locum support. Monitor key metrics such as access times, discharge-before-noon rates, block utilization, and transfer acceptance.
When designed deliberately, locum coverage becomes a precision instrument for performance and profit protection—not a last resort.
Step Off the Treadmill
Permanent recruitment and retention programs remain essential. But as demand outpaces supply, strategic flexibility is what keeps systems moving forward without burning out their teams.
Locum tenens physicians help health systems:
- Stabilize patient access
- Protect clinician well-being
- Reduce bottlenecks and boarding
- Preserve revenue and service continuity
Health systems don’t have to keep running harder just to stay in place. The right staffing strategy lets you control the pace—and move forward with confidence.
FREE GUIDE: Strategic Staffing for Health Systems
Want to see how leading health systems are using locum tenens physicians to relieve burnout, smooth throughput, and strengthen financial stability? Download our latest guide.
A guide to locum tenens for radiologists
Radiologists know better than most that demand never sleeps. Between high case volumes, long hours, and mounting burnout, more radiologists are looking for ways to regain control of their schedules and reignite their passion for their specialty.
That’s where locum tenens roles for radiologists come in. Locums provide flexible, rewarding alternatives to traditional positions with competitive compensation, better work-life balance, and new opportunities.
Together, let’s explore the many benefits of locum tenens positions for radiologists. We’ll offer some All Star Pro Tips along the way and help you get ready to explore the road ahead.
Locum Tenens Benefits for Radiologists
Radiologists were recently ranked as the #3 most sought-after specialty in America, with the volume of imaging studies growing rapidly due to an aging population and increased reliance on advanced diagnostics such as CT, MRI, and PET scans. At the same time, the supply of radiologists is not keeping pace with the demand for their services, resulting in a shortage in many regions.
This combination of factors has opened the door for exciting new locum tenens opportunities for radiologists and other advanced practitioners.
Flexible Scheduling
Whether you’re looking to scale up or slow down, locum tenens can help you create a schedule that fits your professional goals and personal needs. Radiologists who are looking to avoid burnout, achieve greater job satisfaction, and accommodate their personal commitments all benefit from locum tenens roles, where their time and expertise is truly respected.
Streamlined Hiring
Need to start earning sooner? Locum tenens roles for radiologists are a great option, because they generally offer quicker onboarding with less red tape than traditional employment. If you’re fed up with bureaucracy and endless emails and want a role where you can do a great job right away, then locums could be the perfect solution.
Competitive Locum Tenens Compensation
Locum tenens positions often offer a higher hourly or day rate than permanent positions, especially in high-demand areas. Even if you just want to pick up some extra shifts to help save for a special event, the extra income you’ll enjoy will help set you up for lifelong financial fitness. Best of all, the clinic or staffing agency you partner with will be there to help with travel, relocation, housing, and insurance stipends to save you even more money.
Geographic Freedom
Explore new communities, mix work and travel, and experience different cities with locum tenens assignments for radiologists. Whether you’re looking to put down roots in a new location or just seeking a little adventure, locum tenens can be the ideal opportunity to broaden your horizons like never before.
Professional Variety
Many radiologists enjoy the opportunity to work in different settings, learn new technologies, and immerse themselves in new communities. Not only does this kind of variety keep the work interesting and enjoyable, but it also helps you keep your skills sharp and avoid professional stagnation.
Exposure to Diverse Imaging Modalities
Enhance your adaptability and skill breadth with locum tenens roles, which give radiologists the chance to gain hands-on experience with a wide range of imaging systems and software, including different PACS, new AI tools, or 3D imaging platforms.
Variable Case Mix
Depending on the facility, locum radiologists might interpret everything from high-volume screening studies like mammograms or CTs, to rare or complex diagnostic cases. This kind of variety is great for honing your subspecialty interests and maintaining your generalist skills.
Opportunity to Specialize (If You Want)
Looking to hone a subspecialty skill like MSK, neuro, or IR? Locum tenens roles for radiologists could be the path to achieving your career goals, because assignments can be tailored to match your skills and preferences. Likewise, if you’re more interested in general practice across multiple areas, locum tenens could be a great fit for you.
Reduced On-Call Pressure
Because of the radiologist shortage, many radiologists struggle with the pressure to be “always-on.” If you’re feeling stressed and overwhelmed with being on-call, locum tenens may help you refresh your passion for your practice with fewer interventional procedures or reduced on-call responsibilities.
Licensing Incentives
Since radiologists often need to be licensed in multiple states, many find that partnering with a locum tenens agency is the quickest, easiest, and most affordable path to multi-state licensure, enabling broader geographic mobility and improved job options.
And More!
Believe it or not, these aren’t even all the benefits reported by radiologists in locum tenens roles. Overall, they experience lower burnout rates, higher job satisfaction, better work-life balance, and more competitive compensation. The reduced administrative burdens, improved independence, and broadened clinical experience are a few more bonuses that you can expect as a locum tenens radiologist!
What to Know Before You Apply
If you’re excited by the benefits of locum tenens positions for radiologists, then this is your opportunity to dig into the application process. Here are some high-level things your All Star recruiter will help you handle before you accept your first locums role.
Credentialing Takes Time
Radiology roles often require hospital privileges and access to imaging systems, which can take 60-90 days. Plan ahead and let All Star help with the credentialing paperwork and follow-ups, so you don’t waste time and effort.
Know Your Modalities and Limits
Be very clear on what you do (and don’t!) read. Some assignments expect proficiency in specific areas, such as nuclear medicine or interventional radiology. Avoid getting placed in a role that expects skills you don’t have or want to use.
PACS and Workflow May Vary
Make sure you ask about training time, system efficiencies, and support because different clinical environments will have different PACS, RIS, and voice dictation systems. Don’t let a slow or unfamiliar system impact your productivity and job satisfaction!
Malpractice Coverage Must be Tailored
Let your All Star recruiter help you make sure you’re covered with occurrence-based or adequate tail coverage. Radiology liability risk—especially in subspecialties like mammo or neuro—can be significant. Our professional staff is well-versed in your coverage requirements and can assist with the insurance process.
Productivity Expectations Can Be High
Some facilities expect rapid turnarounds, so be sure to ask about average study volume, complexity, and support staff before you accept an assignment. Remember, teleradiology roles can be particularly metrics-heavy.
State Licensure Strategy is Crucial
Each state has its own licensing requirements and hurdles. While the Interstate Medical Licensure Compact can help, not all states or employers participate. Let your All Star recruiter help you start the licensure process early, prioiritizing high-demand states for greater access to roles.
Be Ready for a Variable Case Mix
Some sites may heavily skew toward on modality, such as CT, or patient type, such as inpatient or outpatient. Don’t forget to ask what percentage of studies are cross-sectional, X-ray, mammo, etc., and what the backup support structure looks like.
Travel Logistics Can Be Tricky
Many locum tenens roles for radiologists are located in remote areas, or involve odd-hour shifts or multiple sites. Let your All Star recruiter help you navigate lodging, travel reimbursement, and onsite amenities.
Professional Isolation is Possible
It’s not uncommon for radiologists in locum tenens roles to feel less integrated with the full-time staff. Be proactive about communication, especially for critical results, follow-ups, or case consultations.
Get a Great Partner
Don’t get overwhelmed by paperwork and possibilities. Let the nation’s leader in Red Carpet Service help guide you through the process with experienced, professional staff and a nationwide network of opportunities.
Before You Pick a Position…
When you and your All Star recruiter have aligned on your goals, licensure needs, insurance coverage, geographical preferences, and the kinds of roles you’re interested in, it will be time to narrow your focus and choose a locum tenens position. This milestone will bring you one step closer to your future, but with such a high demand for radiologists in locum tenens roles, it can be challenging to select just one opportunity.
Here’s a high-level list of some elements that may affect how you choose a work style or place.
Modalities and Case Mix
You have specific areas of expertise and specific areas of opportunity in your specialty. Make sure the role aligns with your capabilities while supporting your growth. Ask questions like:
- Is there a high volume of basic studies or will I be reading more complex cases?
- Am I expected to perform any procedures and, if so, what type and how often?
All Star Pro Tip: Always ask for a breakdown of daily study volume by modality.
Technology and Workflow
Slow, outdated, or unfamiliar platforms and processes can significantly impact your ability to be effective in a locum tenens role for radiologists. Make sure the clinic, hospital system, or healthcare facility has what you need to succeed by asking questions like:
- What PACS and voice recognition systems do you use?
- Is the setup optimized for productivity, or is it due for an update?
- Is tech support readily available if I have questions or concerns?
All Star Pro Tip: Inquire whether you’ll get orientation time or a sandbox environment to practice in before going live.
Volume Expectations and Turnaround Times
If you’re looking to ease into semi-retirement, you probably don’t want to enter a fast-paced work environment with high-volume expectations. Likewise, if you’re ramping up your career and want to experience new modalities and environments, a sleepy little clinic might not be your speed. To make sure you’re clear on pace and volume, you can ask questions like:
- What’s the expected daily volume of reads?
- Are there strict productivity quotas or time-based metrics (especially common in teleradiology)?
- How is work distributed amongst radiologists?
All Star Pro Tip: Don’t assume “diagnostic-only” roles are low-volume—productivity expectations can vary!
Malpractice Insurance and Risk
Radiologists are at an elevated risk for malpractice claims, so make sure the healthcare facility is supporting you with adequate insurance and risk mitigation. Ask questions like:
- Does the provided malpractice insurance include tail coverage?
- Am I covered for all modalities I’ll be reading?
- What’s the protocol for second reads, consults, or critical results?
All Star Pro Tip: Our Red Carpet Service includes insurance double-checks, so if you’re partnering with us, you can feel confident that you’re covered!
Facility Support and Communication
An experienced, reliable support system and open lines of communication are vital for your success in a locum tenens position. You can make sure you’ll have adequate help and easy options for communication by asking questions like:
- Is there a network of technologists, referring clinicians, and admins I can rely on?
- Are there backup radiologists I can reach out to for second opinions or overflow?
- How do radiologists in your workplace communicate results? For example via phone, EMR, internal messaging, or another platform?
All Star Pro Tip: A lack of support or poor communication options can quickly cause problems, so keep detailed notes and raise flags early and often!
Logistics
These days, radiologists have more options than ever before as to whether they work on-site, remotely, or have a hybrid work style. Make sure you understand the work style expectations of the prospective healthcare facility and that those expectations align with your own goals and preferences. Ask questions such as:
- Is the assignment on-site, hybrid, or remote?
- Is there a stipend or coverage policy for housing and travel expenses?
- Will I be working at one site or rotating among several locations?
All Star Pro Tip: Multi-site coverage can require additional planning and organizing, so make sure you’re comfortable with those expectations up front.
Licensing and Credentialing Timeline
Remember that licensing and credentialing requirements can vary from state to state, particularly since not all states or healthcare facilities participate in the Interstate Medical Licensure Compact. Make sure you are comfortable with how long it may take to get licensed in your target state. Ask questions including:
- Do I already have a license in this state?
- How long is this state’s licensure process?
All Star Pro Tip: Our Red Carpet Service includes help with licensure and credentialing, so you don’t have to spend lots of time on paperwork and bureaucracy.
Fit With Career Goals
The simple truth is that none of the other factors matter if the role or position you’re considering doesn’t align with your career goals and future plans. Whether you’re looking for a new adventure, picking up a few extra shifts, or slowing down for semi-retirement, finding a locum tenens role that matches your career goals is key. Ask things like:
- Will this assignment strengthen a subspecialty I’m interested in?
- Could this role lead to full-time work or an ongoing contract?
- Does it provide the flexibility, compensation, and location advantages I’m looking for?
All Star Pro Tip: Developing a plan and knowing why you’re attracted to certain positions can help you develop your career in a meaningful way over time!
Locum Tenens Benefits for Radiologists
Radiologists were recently ranked as the #3 most sought-after specialty in America, with the volume of imaging studies growing rapidly due to an aging population and increased reliance on advanced diagnostics such as CT, MRI, and PET scans. At the same time, the supply of radiologists is not keeping pace with the demand for their services, resulting in a shortage in many regions.
This combination of factors has opened the door for exciting new locum tenens opportunities for radiologists and other advanced practitioners.
Get a Leg Up in Locums With All Star
Whether you’re looking for new experiences in new locations, building your professional network in new clinical settings, developing your subspecialties, or simply seeking more peace and less pressure, a locum tenens assignment for radiologists can be an empowering and rewarding path forward.
From the consideration stage to accepting a new role, having the right staffing partner on your side is vital. When you work with the professionals at All Star, you’ll get more than a daily digest of locum tenens opportunities in your inbox. You’ll get Red Carpet Service, which includes benefits like insurance double-checks, licensure assistance, a nationwide network of employers, and so much more.
Navigate every step of the locum tenens journey with confidence thanks to your All Star recruiting team. We’re here to help you earn competitive pay, achieve work-life balance, and explore new opportunities like never before.
Ready to see where the journey will take you? We’re standing by to help
A Guide to Locum Tenens for Nurse Practitioners: Part I
Earn more, travel wherever you want, and skip the admin headaches—locum tenens puts you in control of your nurse practitioner career.
- Competitive compensation packages
- Flexible schedules & work-life balance
- Explore new specialties & settings
Why Locum Tenens Might be Right for You
Whether you’re seeking greater flexibility in your schedule, a better work-life balance, or the chance to explore new specialties and settings, locum tenens positions for nurse practitioners offer a unique and rewarding path forward. From competitive compensation to reduced administrative burdens and the chance to hone new skills while exploring the country, locums can help align your career with your personal goals.
In this three part series, we’ll explore the many benefits of locum tenens positions for nurse practitioners, offer inside tips for getting started, and help you choose the right staffing partner to support the next phase of your career.
Locum Tenens Benefits for Nurse Practitioners
Nurse practitioners rank among the most sought-after advanced practitioners in the United States, with US News & World Report ranking NPs as the #1 job in America in 2025. The importance of nurse practitioners in our national healthcare system is growing, giving rise to new, exciting locum tenens opportunities that can be tailored to suit individual needs with benefits like flexible schedule, competitive compensation, and increased independence.
Flexible Scheduling
Locums are unique because they give nurse practitioners like you the freedom to choose when and where they work. Nurse practitioners can take time off when they need it, achieve a more sustainable work-life balance, and position themselves for the next stage of their career with the help of locum tenens positions. Whether you’re paying off student debt, saving for a big milestone event, or easing into retirement, there’s a locum tenens position for you.
Competitive Locum Tenens Compensation
Planning a big event or saving for a milestone purchase? Nurse practitioner locum tenens roles often offer a higher hourly or daily pay rate than permanent positions. This additional income will help set you up for lifelong financial fitness, and best of all the clinic or staffing agency you’re partnering with will be there to help with travel, relocation, housing, and insurance stipends.
Broadened Clinical Experience
Many nurse practitioners find themselves looking for new challenges and experiences during the course of their career. If that sounds familiar to you, then a locum tenens role could help broaden your clinical experience and give you the chance to explore new specialties. Gain professional exposure, treat diverse patient populations, and discover new communities where you could thrive all while adding valuable experience to your resume.
Increased Independence
Nurse practitioners are advanced medical professionals with a great deal of education and expertise behind them. That’s why so many NPs enjoy the increased autonomy that locum tenens positions can afford them. If you’re interested in gaining new and improved leadership skills, building your self-confidence, and developing better people skills then a locums could be the perfect fit for you.
Reduced Administrative Burden
No one likes to see their calendar clogged with multiple meetings, or to spend valuable time every day on administrative tasks. Nurse practitioners have things to do—namely, taking care of the patients who need them—which is why you might like the lighter administrative load you’ll find in a locum tenens position. Locum tenens nurse practitioners report that they get to focus more on patient care and less on meetings, administrative tasks, and workplace politics than their permanent counterparts.
Opportunities to Travel
Thirsting for adventure? Hungry for new horizons? Locum tenens roles could give you the opportunity to travel across the country, exploring regions and communities you might never have visited otherwise. If you’re looking for a new place to put down roots, locum tenens can be the ideal “try it before you buy it” solution.
Protect Yourself from Burnout
Between 30% and 50% of advanced practitioners report experiencing career burnout. Between the grueling schedules, increased patient loads, staffing shortages, and the emotional toll of patient care, the risk of being overburdened at work is high for nurse practitioners. Luckily, locum tenens nurse practitioners get to choose assignments that align to their interests and, as a result, report greater job satisfaction, better job security, and more control over their work environment.
Pathway to Permanent Roles
If you’re looking to expand into a new specialty, find a cool new area to live in, or just want a different clinical setting, locum tenens positions can be a great option. Take your new workplace for a spin while still exploring all of your long-term options and experience the culture and community firsthand before you commit to a career path.
Stay tuned for our next post where we’ll break down what every NP should know before starting a locum tenens role.
What Every NP Should Know Before Starting Locum Tenens
License up, choose your next assignment, and let a trusted agency handle the details.
- Licensure & tax guidance
- Tailored roles & destinations
- Complete logistics support
If you’re convinced that the benefits of locum tenens positions are right for you, then it’s time to dig into the application process. Now is the right time to start researching staffing agencies like All Star, lining up tax advisors, and figuring out where in the country you want to go.
Double Check State Licensure
If you’re planning on going out of state for your locum tenens role, make sure that you understand the licensure rules in your target state. Many states participate in the Nurse Licensure Compact, an arrangement which allows nurse practitioners with a license in one compact state to practice in any other compact state with a single, multistate license. Not eligible for reciprocal licensure? Make sure you understand the timelines, requirements, and fees associated with becoming licensed in your target state.
Identify Target Geographic Areas
Where do you want to go with your locum tenens role? Many of these positions are in high-demand areas experiencing healthcare gaps like rural communities or urban areas that experience healthcare shortages due to demographic factors. Others are in places that experience seasonal population swells like Florida and California. Make sure you understand the risks and rewards of any location before you commit to one.
Review Your Malpractice Insurance
Before you go riding off into the sunset on your next great adventure, make sure you know your limits, make decisions about supplemental policies, and read the fine print carefully. Need help with malpractice insurance? Let All Star’s team of lawyers and professional staffers demystify the process!
Understand the Tax Changes
If you’ve always been a full-time employee with a W2, you’ve probably always had taxes removed from your income before you got your pay check. However, as a contract you will have a W9 tax form, and your tax burden will probably change. Make sure you’ve got a CPA or qualified tax professional in your corner, focused on helping you set up your tax structure.
Carefully Pick Your Staffing Agency
Finding the right staffing partner is critical for locum tenens nurse practitioners. All Star is an industry leader, known for our commitment to Red Carpet Service for both providers and employers, and specializing in locum tenens roles for advanced practitioners. We have a dedicated team of professionals to assist with licensure and insurance needs, and we’re dedicated to supporting your career goals with hand-selected opportunities that propel you toward the future.
Picking the Right Role for your Locums Journey
Once you and your All Star partner have aligned on your career goals, licensure needs, insurance coverage, and the kinds of locum tenens roles you’re looking for, it’ll be time to narrow your focus and pick a role. This is an exciting milestone on the locum tenens journey because it means you’re one step closer to the future you envisioned for yourself, but we understand that it can be tricky to select just one option. Here are some qualifiers to keep in mind while you make your choices.
Clinical Fit
You know your experience best, so make sure the position aligns with your specialty, experience level, and comfort zone. You can ask questions like:
- What patient population will I serve?
- Are there any skills or procedures required that I’m not current in?
- Will I have enough support from administrative staff, permanent practitioners, and collaborating doctors?
Geographic Fit
Many locum tenens nurse practitioner roles are located in areas where significant healthcare gaps exist, so do some research on the community and make sure the position is located in an area that can support your interests and aims. You can ask questions like:
- Can I commute to this role, or will I need housing?
– If I need housing, does the healthcare system provide an adequate housing stipend?
- Do I know anyone in the area or have any existing support system to rely on?
– If not, are there opportunities to pursue my interests outside of work and make friends? Work-life balance matters, so if you’re a passionate surfer, you might want to consider roles that keep you near the beach. If you’re an avid reader, you might want to find an active book club in the area.
- Do I feel safe in this community? Will going to and coming back from work pose a risk to me for any reason?
– Your safety should always come first, so make sure that the community feels welcoming and secure to you.
Financial Fit
One of the major benefits of making the switch to locum tenens positions for nurse practitioners is the competitive compensation, so make sure the role you’re targeting offers a compensation package that’s in line with your expectations. Don’t forget, that’s more than just wages. You can ask questions like:
- What is the pay rate?
- Is housing covered or reimbursed?
- Is malpractice insurance provided (including tail coverage)?
- Are travel and/or relocation costs covered?
- Are there any bonuses, per diems, or overtime offerings?
Schedule Fit
Many locum tenens positions are with healthcare systems that are experiencing staffing shortages, and the schedule may reflect that in many different ways. Whether it’s part-time hours so permanent staff can get a day off or full-time hours with potential for overtime, make sure the clinic’s expectations align with your capabilities and availability. Ask questions like:
- How many hours a week are expected?
- Is overtime expected?
- What are my on-call duties?
- What are my weekend and holiday responsibilities?
- What are the patient volume expectations?
- What is the average appointment length?
- How long is the assignment?
- Is there potential for a permanent placement if both parties agree?
Cultural Fit
It can be easy to shrug off cultural misalignments for temporary positions, but at All Star we place a high value on a good cultural fit for practitioners and employers. It’s important to make sure the practice is somewhere that you actually want to work by asking questions like:
- How do you onboard new team members?
- How is the team structured?
- What support is offered to the team?
- What does leadership do to foster positive relationships?
- What’s the clinic’s reputation in the community?
Future Fit
Only consider positions that align with both your long-term and short-term career goals. For example, if you are exploring new specialties, then only accept roles that can offer you the experience you need. If you’re exploring new communities, then only target roles in communities that you’re interested in. You can ask questions like:
- Does this expand on my experience?
- Could this lead to future opportunities?
- Will this refresh my passion for the practice?
- Does this give me a chance to explore new areas of expertise?
Agency Fit
You deserve a staffing partner who has your back 100% of the time. Only trust the future of your career to an agency that you respect, with a proven track record of success for advanced practitioners. You can ask questions like:
- Do they have a good reputation in the industry?
- Do they have an established presence in my target area?
- Do they have transparent processes?
- Will they support my decisions and help me meet my milestones?
Feeling prepared? In our final post, we’ll walk you through how to hit the ground running in your new role.
All Star Healthcare Solutions Receives Four Culture Excellence Awards
Once again, All Star Healthcare Solutions has been recognized nationally for its performance-driven, fun, and people-centric culture.
On April 23, 2025, Energage announced All Star Healthcare Solutions has been awarded four Top Workplaces Culture Excellence distinctions for Innovation, Purpose & Values, Leadership, and Work-Life Flexibility.
“We’re extremely pleased to be acknowledged for our performance-driven, fun, and people-centric culture, especially as these awards are based on our people’s feedback. It’s incredibly rewarding and humbling to see how they show up every day to not only assist our providers and clients, and ultimately the patients they serve, but to celebrate and uplift each other,” said Ken Bernstein, CEO and President.
“Our continued investment in programs, initiatives, and systems to support our people in their roles and their futures is both a privilege and a necessity for All Star’s ongoing growth,” added Shelby Thompson, Chief People Officer.
Energage, an HR technology and research company, issues Culture Excellence awards each spring and fall as an extension of the Top Workplaces USA awards, which All Star also received earlier this year. The awards are determined by a confidential, anonymous, and science-based employee engagement survey. Participating companies are measured against the industry’s most comprehensive benchmarks, based on Energage’s more than 18 years of culture, spanning millions of employees across tens of thousands of organizations nationwide.
Click here to learn more about our award-winning culture, and visit All Star Careers to see our current job openings.
All Star Healthcare Solutions Celebrated with 2025 Business of the Year Award
All Star Healthcare Solutions is honored to be recognized as the 2025 Business of the Year winner for the $100–$249 million category by the South Florida Business Journal (SFBJ). The Business of the Year Awards (BOTY) spotlight organizations that build the South Florida economy through solid business practices, dedication to community, and financial growth. The magazine hosted its 28th annual BOTY celebration at the Gulfstream Park-Sport of Kings in Hallandale Beach, Florida, on April 17, 2025.
“We are humbled to receive this prestigious award from South Florida Business Journal. It affirms the incredible commitment our people bring to All Star every day,” said CEO and President Ken Bernstein. “Their drive to make an impact on communities and individuals by connecting physicians and advanced practice providers with healthcare organizations across the country is unparalleled.
“We’re also grateful to have our community involvement highlighted,” he added. “Being able to share our success by supporting efforts to help people after natural [catastrophes] or serve our veterans, for example, is a privilege. Our people truly embrace the spirit of ‘All Star Cares.’”
All Star Healthcare Solutions is a national, full-service healthcare staffing company specializing in locum tenens and direct-hire opportunities for physicians, nurse practitioners, physician assistants, and certified registered nurse anesthetists. All Star offers solutions so people receive the care they may otherwise go without.
A full list of BOTY winners, finalists, and special honorees can be found on the SFBJ website.
Inc. Adds All Star Healthcare Solutions to 2025 Fastest-Growing Companies Rankings
All Star Healthcare Solutions has been named to the 2025 Inc. Regionals: Southeast rankings, which feature businesses that accumulated remarkable rates of growth across all industries between 2021 and 2023. The national publication released the rankings April 1, 2025.
All Star Healthcare Solutions—a full-service healthcare staffing company specializing in locum tenens and direct-hire opportunities for physicians, nurse practitioners, physician assistants, and certified registered nurse anesthetists—was one of the fastest-growing companies in the southeast region (comprising South Carolina, Kentucky, Tennessee, Georgia, Arkansas, Alabama, Mississippi, Louisiana, Florida, and Puerto Rico).
“This recognition is a tribute to All Star Healthcare Solutions as a performance-driven company,” said Robert Jones, Chief Sales Officer. “The healthcare industry has experienced incredible shifts since 2021, and our growth is a testament to our people’s absolute dedication in connecting physicians and advanced practitioners with healthcare organizations seeking their clinical skills and expertise.”
“It’s an honor to be included among these exceptional organizations. As a high-growth company, we continuously strive to expand our market share by investing in our workforce, and implementing programs and systems that enable us to deliver exemplary service to providers and healthcare organizations,” added CEO and President Ken Bernstein.
To qualify for the 2025 Inc. Regionals, companies must have been founded and generating revenue by March 31, 2021, as well as be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2023. The minimum revenue required for 2021 is $100,000; the minimum for 2023 is $1 million.
Click here to read All Star’s profile on the Inc. website.
To learn more about our award-winning, fun, performance-driven workplace, check out “Our Culture,” page and go to All Star Careers to see our current job openings.
Doctors’ Day: Stories of Healing, Hope, and All Star Cares
Today, March 30, marks Doctors’ Day, an occasion dating back to 1933 that honors the profound impact and dedication of physicians across the nation.
At All Star Healthcare Solutions, we are privileged to connect exceptional clinicians with rewarding locum tenens and direct-hire opportunities.
"On Doctors’ Day—and every day—we’re proud to support the extraordinary physicians whose compassion, innovation, and expertise impact so many lives. Their unwavering commitment to excellence inspires us to continually go above and beyond to be their trusted staffing partner,” says Ken Bernstein, All Star’s CEO and President.
We’ve also been on the receiving end of that absolute dedication as patients or concerned loved ones, as noted in these heartfelt tributes from a few of our team members.
Family Support
When it comes to their aging parents’ healthcare, many of our All Stars find physicians to be a helpful, guiding force.
"I appreciate the knowledge and compassion offered by physicians, especially those who must straddle the role of family member and healthcare professional. Thank you for all you do during stressful times." — Anne Ericksen
“One of our All Star providers directly impacted my life by providing care to my father regarding a surgery. His advice was so helpful for my family, and after his guidance, we knew the surgery was the best course of action. We are grateful for his time and direction." — Kimmy Kohlback
Peace of Mind
Other All Stars describe the sense of security they feel knowing their children are cared for by dedicated physicians.
"My childhood pediatrician is now my kids’ pediatrician — there is something comforting about knowing the person who cared for me now cares for my children." — Colleen Versace
"Living with chronic pain is taxing, but the doctor who truly listens to my daughter and continues to seek real solutions is a source of strength. Thank you for sincerely caring." — Lisa Daggett
These stories highlight just a few of the countless ways doctors enrich our lives with their knowledge and empathy when we need it most.
To all the physicians who deliver quality care to patients nationwide: Happy Doctors’ Day!
If you're a physician exploring locum tenens roles or embarking on a job search, call All Star Healthcare Solutions today at 800-928-0229, or contact us online.