Roles & Teams

This is how our company is organized.


Client Sales, Recruiting, Account Management


Accounting, Quality Assurance, Marketing, IT, Privileging, Corporate Recruiting


Here are our production divisions. Within each division, there are multiple teams comprised of recruiters, client sales consultants, and account managers.

There are currently two anesthesia teams — Anesthesia North and Anesthesia South. 

There are currently four teams — BH North, BH South, BH Midwest, and BH West. These teams work with psychiatrists and neurologists.

The government division is a singular team that works exclusively on government contracts. This ranges from correctional facilities to Native American tribal health.

Our Primary Care division is comprised of five teams — PC North, PC Southeast, PC Southwest, PC Midwest, PC West. These teams work with a variety of healthcare providers and specialties including cardiology, dentistry, gastroenterology, internal medicine, nurse practioners, OB/GYN, oncology, and pediatrics.

The Surgery Team is a single team that works with a variety of surgical subspecialties across all 50 states. 

Roles in production

Here is a breakdown of the roles and responsibilities of recruiters, client sales consultants, and account managers.


The operations department represents two groups: the provider operations team, which offers concierge services to providers and clients, and the corporate operations team, which is focused on the daily processes and functions that are necessary to run Consilium’s business.

The corporate operations team consists of several company departments: finance/accounting, technology, human resources, 24/7 administrative support, and corporate training and development.

The provider operations team works closely with the production department so that every step of the privileging process is handled with efficiency and care. We accomplish this mission by streamlining paperwork and processes so that our providers can get the access they need to quickly step in and assist at a hospital or healthcare facility. From booking travel and lodging to licensing and privileging, we cover all of the necessary steps to place highly vetted providers with our clients. We then consult with the operations team for any matter related to the business.

Together, the provider and operations teams work seamlessly to ensure communication and transparency throughout the organization.

Internal Financial Responsibilities:

  1. Employee Payroll:

    • Calculate and process payments for agency employees, including staff members involved in recruitment, administrative roles, and other internal functions.
    • Ensure compliance with tax regulations, benefits administration, and any other payroll-related regulations.
  2. Budgeting for Department Needs:

    • Collaborate with different departments to create and manage budgets for various operational needs.
    • Monitor spending and provide financial insights to help departments stay within budget.
  3. Company Expenses:

    • Manage and track company expenses, including overhead costs, office supplies, technology, and other operational expenses.
    • Implement cost-saving measures when possible.
  4. Financial Reporting:

    • Generate regular financial reports for internal stakeholders, providing insights into the financial health of the organization.
    • Present financial data to management for strategic decision-making.

Outward Facing Work:

  1. Physician Payrolls:

    • Calculate and process payments for locum tenens physicians, taking into account contract terms, hours worked, and any additional incentives or bonuses.
    • Ensure accurate and timely payment to physicians to maintain positive relationships.
  2. Accounts Receivable:

    • Manage accounts receivable by tracking payments from healthcare facilities, resolving payment issues, and ensuring timely collection.
    • Implement and enforce credit policies to minimize financial risk.
  3. Financial Compliance:

    • Ensure compliance with relevant healthcare financial regulations, including billing and reimbursement regulations.
    • Stay informed about changes in financial regulations that may impact the locum tenens industry.
  4. Contract Management:

    • Collaborate with legal and recruitment teams to ensure that financial terms in physician contracts are accurate and adhered to.
    • Monitor contract compliance and address any financial issues that may arise.

The marketing department is a multifaceted team that plays a crucial role in attracting and retaining both physicians and healthcare facilities. Here’s a breakdown of the various functions and responsibilities within the marketing department:

  1. Data and Software Engineering
    • Collect data to identify potential physician and facility leads for the production department.
    • Develop and maintain databases for recruiters and client sales consultants
    • Create software solutions, such as digital timesheets, to enhance operations and improve efficiency.
  2. Digital Marketing
    • Develop social media strategies for brand awareness and engagement
    • Design and implement email campaigns
    • Search engine optimization for improving search engine ranking
    • Content creation such as blog posts for positioning Consilium as an authoritative source for industry information
  3. Website Creation & Maintenance
    • Ensure our websites are user-friendly, visually appealing, and up-to-date
  4. Physical Marketing Material
    • Design and produce brochures, handouts, and other marketing material
  5. Public Relations
    • Manage relationships with media outlets and industry influencers
  6. Graphic Design, Videography, and Photography
    • Create visually appealing graphics for online and offline marketing materials
    • Produce videos and photographs to showcase Consilium culture, services, and success stories
  7. Surveys
    • Conduct surveys to gather feedback and data on industry trends
  1. Credentialing Physicians:

    • Verification of Credentials:

      • Collect and review documentation provided by physicians, including medical degrees, licenses, certifications, and work history.
      • Verify the authenticity of credentials by contacting educational institutions, licensing boards, and previous employers.
    • Background Checks:

      • Conduct background checks to ensure physicians have a clean professional record.
      • This may involve checking for any history of malpractice claims, disciplinary actions, or criminal offenses.
    • Peer References:

      • Contact professional references provided by the physician, including colleagues and supervisors, to assess their professional competence and interpersonal skills.
    • Continuous Monitoring:

      • Implement processes for continuous monitoring of physicians’ credentials throughout their tenure with the agency.
      • Stay informed about any changes or updates to licensing and certification requirements.
    • Compliance with Industry Standards:

      • Ensure that all credentialing processes comply with industry standards, regulatory requirements, and accreditation standards.
  2. Privileging Physicians:

    • Definition of Privileges:

      • Collaborate with medical staff and facility administrators to define the specific clinical privileges that each physician should be granted based on their qualifications and experience.
    • Application and Evaluation:

      • Physicians submit applications detailing their clinical experience, skills, and specific areas of expertise.
      • Evaluate applications to ensure that requested privileges align with the physician’s qualifications and experience.
    • Decision-Making and Approval:

      • Make recommendations to medical staff and facility leadership regarding the granting of privileges.
      • Collaborate with medical staff committees and facility administrators to make final decisions on privileging.
    • Periodic Review and Renewal:

      • Implement processes for periodic review and renewal of privileges to ensure that physicians continue to meet the necessary standards throughout their association with the agency.
    • Compliance with Facility Policies:

      • Ensure that the privileging process aligns with the policies and procedures of healthcare facilities where physicians are placed.
  1. Accommodations and Travel Arrangements:

    • Hotel Reservations:

      • Coordinate and book accommodations, typically hotels, for locum tenens physicians during their assignments.
      • Negotiate rates and ensure that accommodations meet the preferences and needs of physicians.
    • Travel Coordination:

      • Arrange transportation for physicians to and from their assignment locations, including flights, ground transportation, and rental cars if necessary.
      • Provide detailed itineraries and travel information to physicians.
    • Meals and Per Diem:

      • In some cases, manage meal arrangements and per diem allowances for physicians during their assignments.
      • Ensure compliance with any travel or expense policies established by the agency.
  2. Building Rapport with Physicians:

    • Communication and Support:

      • Serve as a primary point of contact for locum tenens physicians before, during, and after their assignments as it relates to travel and stay.
      • Provide support and assistance, addressing any concerns or issues that may arise during the assignment as it relates to logistical matters.
  3. Emergency Support:

    • 24/7 Assistance:
      • Provide a 24/7 contact for locum tenens physicians in case of emergencies or unexpected issues during their assignments.
      • Offer assistance and guidance in resolving any challenges that may arise.
  1. System and Network Security:

    • Firewall and Intrusion Detection:

      • Implement and manage firewalls to protect the agency’s network from unauthorized access.
      • Deploy intrusion detection systems to monitor and identify suspicious activities.
    • Antivirus and Anti-Malware Protection:

      • Install and regularly update antivirus and anti-malware software on all devices to prevent and detect malicious software.
    • Data Encryption:

      • Implement encryption protocols to secure sensitive data, both in transit and at rest.
      • Ensure that communication channels, databases, and storage systems use encryption to protect information.
    • Access Control and Authentication:

      • Set up access controls to restrict user access based on roles and responsibilities.
      • Implement multi-factor authentication to enhance login security.
    • Regular Security Audits:

      • Conduct regular security audits to identify vulnerabilities and address potential risks.
      • Stay informed about the latest security threats and apply patches and updates promptly.
  2. Cyber Attack Response:

    • Incident Response Planning:

      • Develop and implement an incident response plan to effectively address cyber attacks.
      • Train staff on how to recognize and report security incidents.
    • Monitoring and Detection:

      • Utilize monitoring tools to detect and respond to security incidents in real-time.
      • Investigate security breaches, identify the scope of the incident, and take appropriate remedial actions.
    • Coordination with External Agencies:

      • Collaborate with external cybersecurity agencies, if necessary, to investigate and mitigate sophisticated cyber attacks.
  3. Email and Communication Systems:

    • Email Security:

      • Implement email security measures, including spam filters and email encryption.
      • Educate staff on recognizing phishing attempts and other email-based threats.
    • Unified Communication Systems:

      • Manage and maintain unified communication systems, including VoIP, video conferencing, and instant messaging platforms.
      • Ensure the reliability and security of communication channels.
  4. Systems and Hardware Maintenance:

    • Hardware Upkeep:

      • Regularly update and maintain computer systems, laptops, servers, and other hardware components.
      • Replace or upgrade hardware as needed to ensure optimal performance.
    • Software Updates and Patch Management:

      • Implement a patch management system to regularly update software and operating systems.
      • Ensure that all software applications are running on the latest and most secure versions.
  5. Device Support:

    • Technical Support:

      • Provide technical support for agency staff, addressing issues related to computers, laptops, TVs, and other devices.
      • Troubleshoot hardware and software problems, offering solutions and guidance.
    • Inventory Management:

      • Maintain an inventory of IT assets, tracking hardware and software usage.
      • Plan for and manage the lifecycle of IT equipment, ensuring timely upgrades and replacements.
  6. Systems Improvement:

    • System Analysis:

      • Analyze existing systems and workflows to identify areas for improvement.
      • Recommend and implement technological solutions to enhance efficiency and productivity.
    • Technology Planning:

      • Develop a technology roadmap to guide the agency’s long-term IT strategy.
      • Stay abreast of emerging technologies and assess their potential impact on agency operations.
  1. Curriculum Development:

    • Industry Overview:

      • Develop curriculum materials that provide a comprehensive understanding of the locum tenens industry, including its dynamics, trends, and key players.
      • Cover essential topics such as healthcare staffing, regulatory considerations, and the agency’s unique value proposition.
    • Sales Strategies and Techniques:

      • Design training modules that focus on sales strategies specific to the locum tenens industry.
      • Include topics such as client relationship building, effective communication, objection handling, and negotiation skills tailored to the agency’s services.
    • Recruitment and Account Management Processes:

      • Outline the end-to-end processes involved in recruitment, client sales, and account management.
      • Detail the best practices for sourcing candidates, matching them with appropriate opportunities, and maintaining positive client relationships.
    • Technological Tools and Systems:

      • Provide training on the use of internal systems and tools that support the production side of the business.
      • Cover aspects such as applicant tracking systems, customer relationship management (CRM) tools, and other software relevant to their roles.
  2. Onboarding Programs:

    • New Employee Orientation:

      • Develop onboarding programs that introduce new employees to the company culture, values, and mission.
      • Provide an overview of the locum tenens industry and the specific role each employee plays within the production team.
    • Mentorship and Shadowing Programs:

      • Facilitate mentorship programs or shadowing opportunities where new employees can learn from experienced team members.
      • Foster a collaborative environment that encourages knowledge sharing and skill development.
  3. Ongoing Training and Skill Enhancement:

    • Continuous Learning Modules:

      • Create ongoing training modules to keep employees updated on industry changes, market trends, and sales techniques.
      • Offer opportunities for professional development and skill enhancement.
    • Leadership Development:

      • Design programs for leadership development within the production team.
      • Identify and nurture potential leaders, providing them with the skills needed to take on leadership roles within the organization.
  4. Philanthropic Efforts and Community Engagement:

    • Community Service Initiatives:

      • Collaborate with employees to identify and organize philanthropic initiatives that align with the company’s values.
      • Facilitate volunteer opportunities and community service projects to strengthen team bonds and contribute to social responsibility.
    • Public Relations Strategies:

      • Explore opportunities for the company to engage in community-building activities that also enhance public relations.
      • Develop strategies to communicate the agency’s philanthropic efforts to internal and external stakeholders.
    • Employee Involvement:

      • Encourage employee participation in philanthropic activities by creating a positive and supportive culture around community engagement.
      • Recognize and celebrate employees’ contributions to philanthropy.
  1. Talent Acquisition Strategy:

    • Scouting and Networking:

      • Proactively identify potential candidates for physician recruiter, client sales consultant, and account manager positions.
      • Engage in networking activities, attend industry events, and leverage professional platforms to build a talent pipeline.
    • Market Research:

      • Stay informed about trends in the locum tenens industry and the broader healthcare staffing sector.
      • Analyze competitor strategies and market demands to tailor recruitment efforts effectively.
  2. Recruitment Process:

    • Job Description Development:

      • Collaborate with hiring managers and department heads to create detailed and accurate job descriptions.
      • Clarify the requirements, responsibilities, and qualifications for each role.
    • Candidate Sourcing:

      • Utilize various sourcing channels, including job boards, social media, and professional networks, to identify potential candidates.
      • Employ both active and passive recruitment strategies to attract a diverse pool of talent.
    • Candidate Screening and Interviewing:

      • Conduct initial screenings of candidates to assess their qualifications, experience, and cultural fit.
      • Coordinate and conduct comprehensive interviews with shortlisted candidates to evaluate their skills and suitability for the role.
    • Collaboration with Hiring Managers:

      • Work closely with hiring managers to understand team dynamics, specific role requirements, and any unique considerations for each position.
      • Provide regular updates on recruitment progress and collaborate on the selection of the final candidates.
  3. Talent Evaluation and Fit:

    • Skills and Competency Assessment:

      • Evaluate candidates’ technical skills, industry knowledge, and relevant experience to ensure alignment with the position’s requirements.
      • Assess candidates’ cultural fit within the organization.
    • Team Dynamics Considerations:

      • Consider the dynamics of existing teams and departments when assessing the fit of potential team members.
      • Seek candidates who can contribute positively to the team’s culture and goals.
  4. Salary Negotiation and Offer Management:

    • Salary Benchmarking:

      • Conduct market research to benchmark salaries for specific roles within the locum tenens industry.
      • Collaborate with corporate leaders to establish competitive and budget-conscious salary ranges.
    • Negotiation with Candidates:

      • Engage in salary negotiations with selected candidates, considering both the candidates’ expectations and the organization’s budget constraints.
      • Facilitate transparent and mutually beneficial discussions to arrive at acceptable compensation packages.
    • Offer Presentation:

      • Present job offers to successful candidates, including details on compensation, benefits, and other relevant terms.
      • Address any concerns or questions raised by candidates during the offer stage.
  5. Talent Pipeline Management:

    • Succession Planning:

      • Develop and maintain a talent pipeline for future recruitment needs.
      • Identify and engage with potential candidates who may be suitable for upcoming roles.
    • Candidate Relationship Management:

      • Establish and nurture relationships with candidates, even if they are not immediately selected for a position.
      • Keep potential candidates informed about future opportunities and maintain positive connections.


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Recruiting Process

An introduction to Consilium’s recruiting process and how you can be prepared for an interview.

Things happening at Consilium