Hire Family Medicine Physicians in Iowa
Iowa has 2,400 licensed family medicine physicians — ranking #20 nationally. Median salary: $235k.
Iowa ranks #20 of 51 states for family medicine physicians with 2,400 providers. Average time-to-fill: ~49 days. Sign-on bonuses avg $15,000.
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Family Medicine Physicians Salary & Compensation in Iowa
To recruit mid-career family medicine physicians in Iowa, target offers at $246,750+. Sign-on bonuses averaging $15,000 can help close competitive candidates. (Source: BLS OOH)
Iowa Recruiting Market Overview
Iowa ranks #20 of 51 states for family medicine physicians with 2,400 providers.
With 8.4% annual turnover, Iowa sees approximately 202 family medicine physicians position changes per year. Top retention factors: work-life balance (85%), competitive salary (82%), and supportive management (78%).
Average time-to-fill is ~49 days. Recruiters should factor in 60-120 days for hospital credentialing and 90-180 days for insurance paneling.
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Frequently Asked Questions: Hiring Family Medicine Physicians in Iowa
How many family medicine physicians are in Iowa?
Iowa has 2,400 licensed family medicine physicians, ranking #20 nationally. Source: CMS NPPES NPI Registry.
What is the salary for family medicine physicians in Iowa?
The national median is $235,000. Entry-level: $195,000, Senior: $265,000. Sign-on bonuses averaging $15,000 are common for hard-to-fill roles. Source: BLS 2024.
Is Iowa a Nurse Licensure Compact state?
Check with the Iowa Board of Nursing. The Nurse Licensure Compact includes 42 member states.
Which cities in Iowa have the most family medicine physicians?
The largest concentrations are in .
What is the turnover rate for family medicine physicians in Iowa?
Annual turnover averages 8.4%. Top exit reasons: burnout (35%), better pay (28%). Proactive retention programs reduce turnover 25-40%.
How long does recruiting family medicine physicians take?
Average time-to-fill is ~49 days (moderate competition). Hospital credentialing adds 60-120 days. Start the process early to avoid staffing gaps.
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