AI that reads every line of your employment agreement and flags the clauses that will cost you — before you sign away your career.
Three steps between you and a contract you actually understand.
PDF or DOCX. Employment agreement, residency contract, fellowship offer — we handle them all. Fully encrypted upload, deleted after analysis.
Our model flags non-competes, tail coverage responsibility, RVU thresholds, termination traps, call obligations, and 20+ more risk factors. Benchmarked against MGMA data.
Plain-English summary of every flag. Severity ratings. Specific language to negotiate. PDF export to share with a spouse, financial advisor, or healthcare attorney.
These clauses appear in most contracts. Most physicians sign without understanding them.
A 30-mile radius clause in a major metro can lock you out of your entire specialty market. We flag anything above 15 miles or 1 year.
If the contract says you pay tail coverage on departure, that's $20K–$80K out of pocket. Should always be employer's responsibility.
RVU targets above the 75th MGMA percentile are a trap. We benchmark your specific specialty against real market data.
A 30-day without-cause termination clause means you can be let go on 30 days notice with no recourse. 90 days is the standard floor.
Contracts that auto-renew without opt-out windows lock you in beyond the initial term. We flag missing or short notice windows.
"May be considered for partnership" is not a commitment. We flag vague partnership language and missing buy-in terms.
Vague call requirements or unlimited call obligations in the first year are burnout accelerators. We flag uncapped call language.
We compare your base salary to MGMA 2024 median for your specialty and region. Know if you're being underpaid before you sign.
Real output format — this is what you'll receive within 90 seconds of uploading.
Midwest Regional Health System · Analyzed March 2026 · 24 pages reviewed
Section 8.4 requires physician to fund tail malpractice coverage upon termination. Estimated cost: $35,000–$65,000. Negotiate: Employer pays tail if terminated without cause; split if voluntary departure after 2+ years.
Section 12.1 restricts practice within 25 miles for 24 months post-termination. In this MSA, that covers 3 major hospital systems. Negotiate: Reduce to 15 miles / 12 months, or add buyout clause ($50K ceiling).
Offered $218,000. MGMA 2024 median for IM in Midwest: $245,000. You have clear market data to negotiate a $20–25K increase.
Section 9.2 allows employer to terminate without cause on 30 days notice. Industry standard is 60–90 days. Request 90-day notice period.
Year 2 RVU target of 5,400 equals the 78th percentile for IM. High risk of missing bonus threshold. Request adjustment to 4,800 (60th percentile) or restructure compensation floor.
Section 15.1 references "consideration for partnership after year 3" but includes no criteria, buy-in terms, or timeline. Request addendum with specific partnership eligibility criteria.
A single negotiation win covers this cost 100x over. The tail coverage clause alone is worth $35,000 to catch.
40,000 residents signed their Match Day contracts this week. Most didn't read the fine print. You should.
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