Solving the rural oncology staffing challenge.
Non-metro centres do not lose candidates on salary as often as they lose them on isolation, coverage and career visibility.
What does not work
Raising base pay alone. A premium closes the gap for some candidates, but a solo post with no peer coverage and no clear route back to a larger programme remains a hard sell at almost any number.
What does work
Structural answers. A named remote second physicist for plan review, a defined coverage rota with a partner site, and support for conference attendance and teaching all reduce the perceived professional risk of the move.
Geography also matters more than it appears. Candidates with regional roots, family ties or a stated preference for smaller programmes convert at a much higher rate than relocation-agnostic outreach.
- Solve isolation structurally before competing on compensation.
- Offer remote plan review or partner-site coverage as part of the role.
- Target candidates with existing regional ties first.
Turn market intelligence into a hire.
If this reflects a gap in your department, we can map the live market for the role and show you exactly who is reachable, and on what terms.
Does this reflect a gap in your department?
Tell us about the role and we will map the live market for it, showing who is reachable and on what terms.