Recruiting physicians has always been competitive, but heading into 2026, the landscape is shifting in ways that make strategic relocation more critical than ever. From a tightening pipeline to rising housing costs and evolving fellowship trends, healthcare organizations need to rethink how they attract and retain top talent.
Facing the Pipeline Drought
Medical schools and residency programs aren’t producing enough physicians to meet demand. With a national shortfall of up to 86,000 physicians by 2036, each candidate becomes more valuable. Recruiters can no longer rely on passive outreach alone. They need tools that make their offers stand out from the moment a resident or fellow considers a new opportunity.
Affordability is now a major factor for incoming physicians. With housing markets trending upward in many regions, what used to be a standard relocation package may no longer be enough. Candidates are evaluating total cost of living, and organizations that help ease the financial and logistical burden of moving will have a clear advantage.
Organizations that provide support like temporary housing, home sale assistance, or cost-of-living guidance can remove barriers that might otherwise prevent a top candidate from accepting an offer. A thoughtful relocation package demonstrates that the organization values their well-being and is invested in their success from day one.
Fellowship programs are evolving, with more physicians pursuing specialized training that often takes them away from established support networks. This shift means recruiters must engage candidates earlier, ideally before the final year of residency, to establish trust and provide clarity on how the move will be handled.
Tailored relocation benefits, such as flexible timelines, temporary housing, and concierge-level assistance, make it easier for fellows to focus on their training rather than the stress of moving. Candidates are more likely to choose an organization that anticipates their needs and reduces friction at a critical decision point.