The Path to Stronger Physician Relationships… It's a Journey, Not a Sprint.

  • Testimonials

    "Scottsdale Healthcare has been very pleased with the services provided by Trek. We have experienced great attention to detail and a focus on building a relationship with candidates that improve our chances of recruitment and overall success."

    James Burke, MD Sr. Vice President Medical Affairs
    Scottsdale Healthcare

    "I have been fortunate to work with Laura on many occasions over the last several years, and I look forward to working with clients who have an affiliation with her and her company. She has always been straightforward and honest in her dealings with her clients and this firm’s clients. Laura possesses a strong knowledge of physician needs, corporate matters and health care laws and regulations, and is able to advise clients skillfully and appropriately in such matters."

    Andy Plattner, Plattner, Schneidman & Schneider, P.C.

    "From my first contact, my interview and job offer, Laura was insightful, honest, and helped guide me and introduce me to new employment options and a new city. She made the process seamless and made me feel like I had a private concierge in my search. I am deeply grateful and still value her help."

    Richard Silver, MD
    Medical Director Hospitalist Services
    Scottsdale Healthcare Thompson Peak



Client-Driven Search Partnerships and Outsourced Physician Alignment

  • Physician Leadership Recruitment
  • Surgical and Medical Physician Recruitment
  • Medical Staff Interviews

To be competitive in today’s market, you must keep the sourcing machine in high gear, and be able to quickly respond to candidate inquiries. You must also be in touch with your existing medical staff alignments. Trek’s approach is a collaborative model to help you where your needs are the greatest, and to keep the candidate’s interest piqued while the client may be tending to other priorities.

Recruitment and Retention is Trek’s only priority

TREK ADVANTAGE: 20 Years of expertise

  • Expands the potential candidate pool to bring forth a higher level of quality candidates.
  • Ensures your hiring decision is based on a comprehensive understanding of the entire market.
  • Decreases the number of interviews per hire by implementing an effective screening process.
  • Maintains focus on initial objectives to ensure you hire the appropriate candidate.
  • Reduces direct and indirect costs.
  • Decreases the time to fill which minimizes the loss of physician revenues.
  • Provides “Best Practices” to enhance the overall recruitment process.
  • Increases retention by promoting the overall organization, not just the specific department.


  • Consultative partnership that works within your infrastructure
  • Compliment your resources, not control them
  • “Right-size” each assignment to establish an effective and efficient recruitment process
  • When the initial charted path takes an unexpected detour, immediately discuss alternative solutions