Hiring an optometrist sounds straightforward until you realize how many mediocre ones are out there. The difference between a good hire and a bad one shows up in patient complaints and staff turnover. Cut through the noise with these four areas of focus.
Licensing & Insurance Questions
Start with the state license. Verify it's current through the board's website—don't take their word for it. Then check malpractice coverage: claims-made vs. occurrence policy matters. If they've had a gap in coverage, ask why. Also confirm they're credentialed with your major insurance panels before you offer the job. Getting denied after you've already agreed on salary is a headache you don't need.
Experience & References Questions
Three years out of school is the minimum for someone who can handle tricky refractions without hand-holding. Ask about specific case volume—how many contact lens fits per week? How many retinal exams? References from previous private practice owners are worth ten times more than hospital-based ones. Call them yourself. Listen for hesitations, not glowing praise.
Pricing & Timeline Questions
Know your market rate before you negotiate. A new grad in a rural area costs less than a specialist in a city, but that gap shrinks every year. Budget for relocation, sign-on bonuses, and tail coverage on their malpractice if you go claims-made. Expect 90 days from first interview to start date—credentialing alone eats two months. Faster than that usually means someone cut corners.
Contract Questions
Non-compete radius is the first thing to argue over. Five miles is reasonable in a dense metro, but ten miles can lock them out of half the city. Get termination clauses clear: who pays for unearned bonus if you fire them after six months? Also nail down how production bonuses are calculated—net collections after adjustments, not gross charges. That one detail changes pay by thousands.
Compare local optometrists and their contract terms on RatingsNearMe before you make an offer.