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Sample Report
Hospital Medicine Contract — Sample Analysis
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Contract Analysis · Hospital Medicine (Hospitalist)
sample-hospitalist-contract.pdf
Moderate Risk
0 = physician-favorable · 100 = extreme risk
Income Snapshot
Four numbers: the total revenue your work generates, what you take home, what your group collects in professional fees, and what the hospital captures. Estimates, not promises. We do not estimate employer cost — if the group wants to argue cost, they can provide their data to you.
Your work generates $2.68M a year — the professional fees the group collects, plus the hospital revenue your work drives. You keep 12% of it.
Where every dollar you generate goes
Of the $2.68M in total revenue your work generates each year, here is where every dollar lands — what reaches you, what taxes and expenses take, what your group keeps, and what the hospital captures.
Total revenue you generate
$2.68M
Professional fees + hospital revenue
The full economic footprint of your work — what the group collects plus the hospital revenue you drive.
Your estimated take-home
$196,650 – $244,950
Mid-range: $220,800
Gross $285,000 – $355,000 minus your share of insurance, retirement, malpractice tail, and tax.
Professional fees collected
$239,284
On 4,802 wRVUs (P50)
Professional-fee collections your group bills and keeps on your wRVUs.
Hospital revenue captured
$2.44M
Separate hospital revenue stream
Hospital + downstream revenue your work drives — admissions, procedures, tests, and inpatient stays — from a national physician-revenue survey (average per internal-medicine physician). It goes to the hospital, not the group, and never enters the comp negotiation.
Estimated take-home is $220,800 at the mid scenario ($320,000 gross), ranging $196,650–$244,950 across the production scenarios for a W-2 physician in North Carolina at a 31% combined effective tax rate. Taxes are the dominant expense for W-2 employment; health insurance premiums, voluntary 403(b) contributions, and the unfunded malpractice tail come out of take-home on top of this. Employer-funded tail would remove a $12,000–$22,000 contingent liability at separation.
Executive Summary
This contract presents a base salary of $285,000 against the 2025 national hospital medicine P50 total compensation of $343,122 — $1,885 per shift at the median 182-shift year, or $170 per hour — a $58,122 structural gap before any bonus calculation. The productivity bonus is structured on personal collections above $850,000, not wRVUs. As a hospitalist, you do not control the payer mix of admitted patients — a heavy Medicaid or self-pay quarter reduces your bonus dollar-for-dollar through no fault of your own.
The uncompensated medical director assignment compounds the picture. Section 4.2 names you as Medical Director for the IM/Hospitalist Service Line — schedule oversight, M&M chair, quality committee — with no separate compensation line. The 2025 national hospital medicine data shows medical directorships carry a market value of $30,000–$80,000 per year. At the midpoint of that range, the uncompensated duty is the single largest dollar gap in this contract.
The non-compete is structured around the entire Summit system — a 20-mile radius measured from each of 11 hospitals, running 24 months after separation. In central North Carolina, that footprint covers the majority of hospital medicine positions in Greensboro, Winston-Salem, and Charlotte suburbs. A system-wide multi-hospital radius is the most aggressive pattern in hospitalist contracting and is a standard negotiation target; the state-law assessment appears in the non-compete section of this report.
The contract is not a non-starter, but three changes are required before it reaches fair-market terms: restructuring the bonus from collections to wRVU, adding a medical director compensation line, and narrowing the non-compete to a single primary practice location. Any one of those changes alone improves the economics meaningfully; together they close the majority of the gap.
Key Red Flags
- Base $285,000 is $58,122 below the 2025 national P50 total comp of $343,122 for hospital-employed hospitalists
- Bonus on personal collections above $850K — payer mix risk entirely on physician, not employer
- Medical Director duties (schedule, M&M, quality) assigned with no separate compensation — $30,000–$80,000/year market value
- No nocturnist differential despite night rotation — the 2025 national hospital medicine data shows a 10% median premium (20% at P75) plus 15% fewer annual shifts for nocturnists
- Non-compete runs 20 miles from each of 11 system hospitals for 24 months — the aggregate footprint covers most of the central NC hospital medicine market
Key Strengths
- Guaranteed base of $285,000 provides income floor regardless of census or payer mix fluctuation
- 7-on / 7-off block schedule is the gold standard for hospitalist sustainability and time-off planning
- Claims-made malpractice provided by employer — tail cost is the only remaining gap on that front
Compensation Analysis
HIGHYour $/wRVU vs the market
Your effective rate of $66.64/wRVU sits at the 39th percentile for this specialty. The shaded band is the national middle 50% (P25–P75).
What you earn at each production level
Annual compensation at your contract rate versus the specialty-median rate, across P25 / median / P75 production. The gap is the cost of the rate, and it grows with volume.
Model
Base Salary + Collections Bonus
Base Rate
$285,000 / year
Hourly Rate vs Market
Median total comp for hospital-employed hospitalists is $343,122/year — $1,885 per shift at the median 182 shifts/year, or $170 per hour (2025 national hospital medicine data). The $285,000 base works out to roughly $1,566 per shift across the same 182-shift year, about 17% below the per-shift median before any bonus.
Shift differentials: No nocturnist differential defined — night rotation compensated at same rate as day shifts
wRVU Rate vs Benchmark
If restructured to a wRVU basis, the 2025 national comp-per-wRVU benchmarks for hospital medicine are $58.30 at P25, $73.04 at the median, and $94.30 at P75. The current collections model obscures the effective rate entirely.
CME Coverage
$2,500/year CME allowance, 4 CME days
Productivity Bonus
12% of personal collections above $850,000/year (quarterly reconciliation)
Net Take-Home
Gross (P25 – P75)
$285,000 – $355,000
Mid: $320,000
Classification
W-2
Drives the expense math
Estimated take-home
$196,650 – $244,950
Mid: $220,800
| Expense line | Annual range | Note |
|---|---|---|
| Estimated taxes (federal + payroll + state) | $88,350 – $110,050 | W-2: federal + employee payroll + NC (31% effective). |
Assumptions
- Mid scenario uses $320,000 gross — base $285,000 plus partial collections bonus assuming average payer mix
- 31% combined effective tax rate (federal + employee payroll + NC state) for a W-2 filer at this income
- No 403(b) employer match assumed — not specified in contract
- Tail coverage not employer-funded under current terms — budget $12,000–$22,000 at separation
Revenue Breakdown
Total revenue your work generates, what you take home, what your group collects, and what the hospital captures. We do not estimate employer cost; if the group wants to argue cost, they can provide their own data.
Where every dollar you generate goes
Of the $2.68M in total revenue your work generates each year, here is where every dollar lands — what reaches you, what taxes and expenses take, what your group keeps, and what the hospital captures.
Total revenue generated
$2.68M
Professional + hospital, combined
Your take-home
$196,650 – $244,950
After taxes, benefits, expenses
Professional fees
$239,284
4,802 wRVUs × $50/wRVU
Hospital revenue
$2.44M
Separate facility-fee stream
Hospital facility revenue — how it works
Hospital + downstream revenue your work drives — admissions, procedures, tests, and inpatient stays — from a national physician-revenue survey (average per internal-medicine physician). It goes to the hospital, not the group, and never enters the comp negotiation.
On 4,802 wRVUs, this hospitalist collects about $239,284 in professional fees — but the hospital revenue their work drives averages about $2,675,387 a year nationally for an internal-medicine physician (admissions attended, plus the procedures, tests, and inpatient stays they manage). Paid $320,000, the hospitalist captures about 12% of the revenue their work generates. The hospital's financial support for the group isn't a favor — it is a small slice of the value the hospitalist creates. We do not estimate employer cost: that is the employer's data, not the physician's.
Total revenue uses the national physician-revenue survey average for an internal-medicine physician ($2,675,387/yr in hospital revenue generated — admissions, procedures, tests, treatments). Professional collections use the 2025 national hospital medicine median collected revenue per wRVU ($49.83). These are national averages and estimates for context, not guarantees. We do not estimate employer cost; the employer chooses that opacity.
Missing Protections
Medical director compensation line
Section 4.2 assigns Medical Director duties — schedule oversight, M&M chair, quality committee — with no pay. The 2025 national hospital medicine data shows this role carries a market value of $30,000–$80,000/year. The absence of a separate line means this work is implicitly covered by the base salary, which is already below market.
"Add a medical directorship stipend of $50,000/year, paid monthly, tied to defined deliverables — schedule management, M&M attendance, and quality committee participation — with mutual right to exit the MD role on 90 days notice."
Nocturnist shift differential
The contract places the physician in the night rotation but defines no differential. The 2025 national hospital medicine data shows a median nocturnist premium of 10% (20% at P75), and the median nocturnist arrangement also carries 15% fewer shifts per year; 87.2% of adult hospital medicine groups staff nocturnists. Without this language, nights are paid at the day rate with no shift-count relief.
"Add a nocturnist differential of 20% above the day-shift rate — the 2025 national P75 — for any shifts worked between 10:00 PM and 7:00 AM, or the 10% median premium paired with a 15% reduction in annual shift count."
Employer-funded malpractice tail coverage
Claims-made policy with no employer tail obligation. NC hospitalist tail premiums typically run $12,000–$22,000. This cost hits at job transition when the physician is least liquid.
"Add language that the employer funds tail coverage upon any separation, including termination without cause and voluntary resignation with standard notice."
Defined extra-shift compensation rate
The 7-on/7-off schedule is standard, but the contract is silent on compensation for shifts above the baseline block. Hospitals regularly request coverage additions during partner absences; without a defined rate, no premium applies.
"Define an extra-shift rate of not less than $1,566 per shift — the contract base expressed per shift over the standard 182-shift year — for any shifts worked above the standard block rotation."
Hospital subsidy disclosure
The national median hospital financial support is $214,321 per FTE hospitalist per year (2025 national hospital medicine data), and this contract is silent on the group's financial structure. The hospital captures that value without the physician ever seeing the line item — an informational asymmetry that weakens every compensation conversation.
"Add a disclosure provision stating the annual hospital financial support per physician FTE for the hospitalist program, updated annually, so compensation discussions start from the same numbers the system already has."
Clause Analysis
"Physician shall receive a productivity bonus equal to 12% of personal collections attributable to Physician exceeding $850,000 in any calendar year."
Collections-based bonuses shift payer mix risk entirely to the physician. As a hospitalist, you have no control over the insurance status of admitted patients — a heavy Medicaid or uninsured quarter directly reduces your bonus through no fault of your own. The $850,000 collections threshold is also opaque: the employer controls the billing system, attribution rules, and denial management, all of which affect the number you are being measured against. The market standard is wRVU-based productivity because wRVUs measure physician work independent of payer and collection outcomes.
Negotiate a conversion to wRVU-based bonus at $73/wRVU — the 2025 national median comp per wRVU for hospital medicine — above 4,802 units (P50 production). If employer insists on collections, request the collections threshold be published annually in advance and tied to a defined payer-mix adjustment factor so you are not penalized for hospital admission decisions.
"Physician shall serve as Medical Director of the IM/Hospitalist Service Line, with responsibilities including schedule management, M&M conference chairmanship, and quality committee representation."
Section 4.2 assigns structured administrative duties with no compensation line. Medical directorships in hospital medicine carry a market value of $30,000–$80,000/year depending on scope per the 2025 national hospital medicine data. This contract attempts to include that work within the clinical base — a base that is already $58,122 below the 2025 national P50 total comp of $343,122 for hospital-employed hospitalists. The result is that the physician is performing two jobs for the price of one clinical position.
Add a medical directorship stipend of $50,000/year paid monthly. Define the scope with deliverables and allow either party to exit the administrative role on 90 days notice without affecting clinical employment terms.
"Physician shall participate in the night shift rotation as assigned by the Chief of Hospital Medicine, with compensation consistent with the standard shift rate."
Night shifts carry higher acuity, higher cognitive demand, and documented effects on physician health and longevity. The 2025 national hospital medicine data shows 87.2% of adult hospital medicine groups staff nocturnists; among groups paying a premium, the median differential is 10% and the P75 is 20%, and the median nocturnist arrangement also carries 15% fewer shifts per year. The phrase "consistent with the standard shift rate" explicitly confirms no premium will be applied. Over a 7-on/7-off rotation, this means roughly 91 nights per year compensated at day-shift rates with no shift-count relief.
Request a nocturnist differential of 20% above the day-shift rate — the 2025 national P75 — for any shift with primary responsibility during 10:00 PM–7:00 AM, or the 10% median premium paired with a 15% reduction in annual shift count. Frame it as standard practice — because it is.
"Employer shall provide claims-made professional liability insurance during the term of employment. Physician shall be responsible for extended reporting period coverage costs upon separation from employment."
Claims-made policies require a tail endorsement to cover claims filed after the policy period ends. North Carolina hospitalist tail premiums typically run $12,000–$22,000. The employer explicitly shifts this cost to the physician. While the total is lower than EM or surgery, it remains a contingent liability not visible in the headline compensation figure.
Request employer-funded tail on any separation. If employer will not provide full tail, negotiate a tail allowance of $15,000 escrowed at hire and vesting pro-rata over 3 years.
"Either party may terminate this Agreement without cause upon 60 days written notice. During the notice period, Physician shall continue to perform clinical duties as scheduled."
60 days is adequate but the contract requires continued clinical performance during the notice period without expressly guaranteeing compensation continuation. The employer could theoretically modify the schedule, reduce shifts, or place the physician on administrative leave while the 60-day clock runs — reducing compensation for the notice period without triggering an explicit breach.
Add language requiring full base salary continuation through the notice period regardless of scheduling status, and prohibiting the employer from accelerating the termination date without paying compensation through the full 60-day window.
"Employer reserves the right to modify the clinical schedule, including shift pattern and on-call rotation, upon 30 days written notice to Physician."
The 7-on/7-off block schedule is a core compensation element for hospitalists — it determines real hourly rate, time-off quality, and total annual shift count. Allowing unilateral modification with only 30 days notice effectively lets the employer restructure the compensation package without formally amending the contract. A conversion from 7-on/7-off to a scattered-shift model with the same number of days can reduce effective compensation by 10–15% through travel burden, sleep disruption, and inability to hold secondary employment during off blocks.
Require mutual written consent for any change to the fundamental shift pattern (7-on/7-off), and limit unilateral modifications to within-block scheduling adjustments (e.g., specific day-of-week assignments). Any change to the number of shifts or the block length should trigger a compensation renegotiation right.
"This Agreement shall be governed by the laws of North Carolina. Any dispute shall be submitted to binding arbitration under AAA Commercial Arbitration Rules in Wake County, North Carolina."
North Carolina governing law is consistent with the contract location. AAA Commercial arbitration is standard. Wake County, NC venue is reasonable for a central NC employer. Confirm the arbitration cost-sharing provision — most hospital-employed models use symmetric cost-sharing.
Confirm arbitration costs are symmetric. If the employer-pays-if-they-prevail provision exists, request it be replaced with each-party-bears-own-costs language regardless of outcome.
Non-Compete
MODERATEExists
Yes
Radius
20 miles
Duration
24 months
Governing State
North Carolina
Enforceability
Moderately Enforceable
Landmark cases: Iredell Digestive Disease Clinic, P.A. v. Petrozza (1988, N.C. Court of Appeals (92 N.C. App. 21), aff'd per curiam by N.C. Supreme Court): Voided a gastroenterologist's covenant on public-policy grounds because enforcement would have left the area without adequate specialist access.
North Carolina enforces reasonable physician non-competes (Enforceable; strict blue-pencil + physician public-policy scrutiny). Treat this as binding and negotiate the scope down now. Your 20 miles / 24 months terms sit within the range North Carolina courts have upheld, so a court would likely enforce them — your leverage is to narrow them before signing.
Malpractice Insurance
MODERATEType
claims-made
Coverage Limits
$1,000,000 per occurrence / $3,000,000 aggregate
Tail Coverage
Not provided — physician responsibility on separation
Tail Cost Estimate
$12,000–$22,000 (North Carolina hospital medicine, major carriers, 2025 pricing)
Request employer-funded tail on separation. Also negotiate a consent-to-settle clause prohibiting settlement without physician consent above a de minimis threshold ($5,000–$10,000) to protect credentialing.
Termination Provisions
MODERATEWithout-Cause Notice
60 days written notice by either party
With-Cause Provisions
Immediate termination for: (1) loss of medical license, (2) DEA registration suspension, (3) felony conviction, (4) material breach not cured within 10 days of notice, (5) exclusion from federal healthcare programs, (6) loss of hospital staff privileges at Summit facilities.
Physician Rights
60 days written notice to terminate without cause. No physician right to terminate immediately for cause (e.g., employer failure to pay compensation). The contract requires clinical duties during notice but does not guarantee compensation continuation.
Add physician right to terminate immediately if employer fails to pay compensation within 15 days of the due date or reduces bonus structure below a stated floor without mutual agreement. Clarify physician is paid in full through the notice period regardless of scheduling status.
Benefits & Leave
MODERATEHealth Insurance
Group health plan available — employee contribution deducted from paycheck; employer contribution not specified in contract
CME
$2,500/year CME allowance and 4 paid CME days — below the professional-society guidance of $3,500/year
PTO
15 days PTO per year (prorated in first year); does not include CME days or sick days
Retirement
403(b) participation available; employer match not specified in contract
Disability
Short-term disability provided; long-term disability not addressed
Malpractice
Claims-made coverage provided by employer during employment; tail not included (see Malpractice section)
Negotiation Approach
This contract has four distinct fronts: (1) bonus restructure from collections to wRVU — the highest-value change available; (2) medical director compensation — $50,000/year of uncaptured value; (3) nocturnist differential — widely granted and well-supported by the 2025 national hospital medicine data; (4) non-compete scope — system-wide non-compete is the employer's negotiating anchor, not their final position. Sequence the asks in financial impact order: bonus first, then medical director stipend, then nocturnist differential, then non-compete.
Opening Move
"I have reviewed the compensation structure against the 2025 national hospital medicine benchmarks. The base of $285,000 is $58,122 below the P50 total comp of $343,122 for hospital-employed hospitalists, and the collections-based bonus structure adds payer-mix risk that the wRVU model eliminates. Before I can move forward, I would like to discuss restructuring the bonus to a wRVU basis at the $73 national median and adding a separate medical director compensation line. Everything else is negotiable once we have agreement on those two items."
Key Principles
- Lead with data. The 2025 national hospital medicine benchmarks are the authority here — bring specific percentile figures, not ranges.
- Frame the medical director ask as a market-rate correction, not a demand. "The 2025 national hospital medicine data shows this role pays $30K–$80K at similar systems" is more effective than "I deserve extra pay."
- The collections-to-wRVU restructure is the highest-value lever. If the employer cannot change the comp model, push for a payer-mix adjustment factor — this limits your downside without changing the structure.
- Nocturnist differential is a low-resistance ask. 87.2% of adult groups staff nocturnists and the median premium is 10% (20% at P75) per the 2025 national hospital medicine data. Frame as standard practice.
- Non-compete is the employer's most defensible position — they will push back. Accept a single-hospital radius as a win; do not let non-compete negotiations block agreement on compensation items.
Sequencing
- 1Request a compensation structure conversation with the Medical Director or recruiter before formal offer acceptance
- 2Submit written counter-proposal covering bonus restructure (collections → wRVU) and medical director stipend as a linked package
- 3Once comp structure is accepted, raise nocturnist differential in the same conversation or within 48 hours
- 4Address non-compete scope as a separate conversation after compensation is settled
- 5CME allowance increase and extra-shift rate are low-resistance items — bundle into the final redline
Negotiation Priorities
Financial Impact
Eliminates payer-mix risk. At P75 production (6,116 wRVUs), the converted structure generates roughly $96,000 in annual bonus — about $288,000 over 3 years — and removes the scenario where heavy Medicaid quarters wipe out the bonus entirely.
Current Terms
12% of personal collections above $850,000/year
The Ask
$73/wRVU above 4,802 wRVUs (P50 production for hospital medicine)
Fallback
Retain the collections model, but the $850,000 threshold is published annually in advance and paired with a defined payer-mix adjustment factor that holds it to the collections-equivalent of 4,802 wRVUs (P50 production).
Walk-Away Point
Collections model with a payer-mix adjustment factor that holds the threshold to a collections-equivalent of P50 wRVU production.
Say this
“The 2025 national hospital medicine data puts median compensation at $73.04 per wRVU; I'd like the productivity bonus converted to $73 per wRVU above 4,802 units — the national median production — in place of the collections threshold. A collections basis ties my bonus to payer mix I do not control, while a wRVU basis measures the work I actually perform. Once we agree on that structure, the rest of the compensation conversation moves quickly.”
Financial Impact
$50,000/year of currently uncompensated work — $150,000 over 3 years. The 2025 national hospital medicine data shows a $30,000–$80,000 market range; $50,000 is the midpoint and a defensible ask at any negotiating table.
Current Terms
Medical Director duties assigned with no separate compensation
The Ask
$50,000/year stipend paid monthly, with defined scope and 90-day exit right for either party
Fallback
A $40,000/year stipend with the same defined scope and 90-day exit right — between the $50,000 midpoint ask and the $30,000 floor of the documented $30,000–$80,000 market range.
Walk-Away Point
$30,000/year minimum if employer assigns any administrative duties above clinical rounding.
Say this
“Section 4.2 assigns me Medical Director duties — schedule oversight, M&M chair, quality committee — with no compensation line, and the 2025 national hospital medicine data values this role at $30,000–$80,000 per year. I'm asking for a $50,000 annual stipend, paid monthly, with a defined scope of deliverables and a 90-day exit right for either party. That is the midpoint of the market range, not a premium.”
Financial Impact
At roughly 91 nights/year in a 7-on/7-off rotation, a 20% premium on the median $1,885 per-shift rate adds approximately $34,000/year — about $103,000 over 3 years.
Current Terms
Night rotation at standard shift rate — no differential
The Ask
20% above the day-shift rate — the 2025 national P75 — for any shift covering 10:00 PM–7:00 AM
Fallback
The 10% national median premium paired with the 15% shift-count reduction the median nocturnist arrangement carries — both components, not just one — applied to every shift covering 10:00 PM–7:00 AM.
Walk-Away Point
The 10% median premium with the 15% shift-count reduction — below this the nocturnist arrangement is not market-competitive.
Say this
“The 2025 national hospital medicine data shows 87.2% of adult groups staff nocturnists, with a median premium of 10% and a P75 of 20% — plus 15% fewer shifts at the median — while this contract pays my roughly 91 annual nights at the day rate. I'm asking for 20% above the day-shift rate for any shift covering 10:00 PM to 7:00 AM. That is the P75 of standard practice, not a special accommodation.”
Financial Impact
The current footprint excludes the majority of hospital medicine positions in central NC. If triggered, a forced market move typically costs $20,000–$60,000 in the transition year and $60,000–$180,000 in cumulative earnings drag over 3 years.
Current Terms
20 miles from each of 11 system hospitals, 24 months
The Ask
10 miles from primary practice location only, 12 months
Fallback
Limit the covenant to the 3 nearest system hospitals for 12 months, or add carve-outs for any facility outside a 25-mile radius of the primary practice location — with 15 miles from the primary location as the outer limit.
Walk-Away Point
15 miles from primary location, 12 months. Below this, the geographic exclusion is functionally acceptable even in a metro context.
Say this
“As written, the non-compete runs 20 miles from each of 11 system hospitals for 24 months — terms within the range North Carolina courts have upheld, so I treat it as binding — and the aggregate footprint excludes most hospital medicine positions in central North Carolina. I'm asking that it be limited to my primary practice location at a 10-mile radius for 12 months. A single-location restriction protects the system's legitimate interests without making me functionally unemployable in my own region.”
Financial Impact
$12,000–$22,000 contingent liability eliminated — a one-time cost, so the 3-year value is the same $12,000–$22,000. Typically hits at job transition when the physician is least liquid.
Current Terms
Physician responsible for all tail costs on separation
The Ask
Employer provides or pays for tail coverage on any separation
Fallback
Employer-funded tail on any termination without cause, plus a $15,000 tail allowance escrowed at hire and vesting pro-rata over 3 years to cover voluntary separation.
Walk-Away Point
$15,000 tail allowance escrowed at hire, vesting over 3 years.
Say this
“The claims-made policy leaves me responsible for tail coverage — a $12,000–$22,000 cost that lands at job transition, exactly when liquidity is lowest. I'm asking the employer to fund tail coverage on any separation, including termination without cause and voluntary resignation with standard notice. If full funding is not available, a $15,000 allowance escrowed at hire and vesting over 3 years closes the gap.”
Generate Counter-Proposal
What this section does
- Generates a full counter-proposal letter in your chosen tone (warm or firm), addressed to the employer, citing specific specialty benchmarks and your negotiation priorities.
- Lets you select which priorities to include, and supports both new-offer and renegotiation letter types with an optional contract start date.
- Output is editable, copyable, and prints to PDF alongside the report — ready to send, or revise it first.
Unlimited Q&A
Example question
Unlimited Q&A — ask follow-up questions about your analysis
Ask about any clause, negotiate strategy, what specific language to request, or what a term means in practice. Answers are grounded in your actual contract text and benchmarks for your specialty. Yours forever — come back any time.
Available with full analysis — $97Internal Medicine (Inpatient) analyzer
Run your own Internal Medicine (Inpatient) contract through this.
Same engine, same benchmarks, same red-flag detection — applied to your specific contract instead of the sample above. $97 per analysis.
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