ApolloMD takes a three pronged approach to physician recruiting and retention: Quality of Life, Top Income, and Ownership.

Quality of Life
The ApolloMD model empowers physicians by moving control and choice over their work schedule to the physician thereby improving his/her quality of life. There is room in the group for the physician who wants to work nineteen shifts a month as well as one who wants to work two. Our physicians determine when and how often they want to work, giving them greater control over their careers, lifestyle, and potential income, ultimately resulting in enhanced quality of life.

Partner Day - One: ApolloMD works to develop an environment that promotes mutual respect, participation, equitable compensation, growth and effective use of talents. All ApolloMD physicians are partners from Day-One. Rather than utilizing a tiered structure, in which newer members of the group are put at a relative financial disadvantage, we ensure that all ApolloMD physicians are equal partners.

Top Income
ApolloMD utilizes a 100% performance-based practice compensation model for the physician. Group physicians share in ApolloMD receipts without regard to seniority or patients’ ability to pay. Receipts from services at all facilities are distributed equitably throughout the group based on a percentage of individual physician charges.

The importance of a compensation structure based upon efficiency cannot be understated. The physicians are motivated to work hard and have a sense of pride and accomplishment in their performance, fostering a sense of group satisfaction and identity.

Ownership
ApolloMD is physician owned and physician run. Physicians join ApolloMD on two separate fronts: Limited Partners and/or Owners. Participation is voluntary and the shares price is based on the intrinsic value of the group as a whole.