Dermatology PA Staffing Specialists Since 2006. This guide is maintained by Blake Moser, founder of Advanced Practice Recruiters — a Tyler, Texas firm that has placed physician assistants exclusively since 2006. Below: the actual Dermatology Physician Assistant subspecialty roles we work, what hiring managers and candidates need to know about credentials and compensation, and how the search runs in practice.
Dermatology physician assistants are among the highest-paid and most-recruited PAs in healthcare. With limited dermatology residency slots and an aging population driving skin cancer detection volumes, dermatology PAs are essential to clinic throughput, Mohs surgery support, and cosmetic dermatology growth.
Advanced Practice Recruiters has built dedicated dermatology PA sourcing pipelines across medical dermatology (general derm, biologics-heavy practices, pediatric derm), surgical and Mohs (excisions, repair assist, Mohs lab support), and cosmetic dermatology (injectables, lasers, energy devices).
Whether your dermatology practice needs a high-volume medical derm PA, a surgical/Mohs assist PA, or a cosmetic derm PA with established injector skills, we deliver credentialed candidates with the right clinical and revenue-generation track record.
The physician assistant role types we routinely fill in this subspecialty:
We recruit across medical, surgical/Mohs, and cosmetic dermatology with subspecialty-specific sourcing for each.
We maintain active relationships within the Society of Dermatology Physician Assistants (SDPA), which gives us access to engaged, high-performing derm PAs not visible on general job boards.
For cosmetic derm roles, we verify hands-on injector experience (Botox, fillers, laser, energy devices), revenue generation history, and any required additional certifications.
Dermatology compensation often includes wRVU productivity, percentage-of-collections models, and cosmetic revenue share. We benchmark and explain comp structures during intake to maximize candidate fit.
Every Dermatology Physician Assistant search opens with a 20-minute scoping call: clinical scope, certification and credentialing requirements, productivity expectation, supervision or collaboration framework, geography, and a realistic compensation envelope. From there we work our active and passive physician assistant pipeline, screen each candidate against the role's specific subspecialty fit (board certification, state licensure or licensure-eligibility, DEA where required, malpractice history, recent case mix), and present a credentialed shortlist within a few business days.
Engagement is contingent — no upfront fee, no exclusivity required. Permanent placements carry a written replacement guarantee covering the initial employment period; if the placed physician assistant leaves inside the guarantee window we re-run the search at no additional fee.
Compensation for physician assistants in this subspecialty has continued to climb through 2026 as demand outpaces supply. Below are typical base ranges we see across our placement activity. Total compensation often runs 10–25% higher with productivity incentives, signing bonuses, and benefits factored in.
Factors that move compensation within these ranges:
Reference data: U.S. BLS — Physician Assistants (OOH), NCCPA Statistical Profile, and AAPA Compensation Resources.
Every candidate we present is verified for the PA-C with strongly preferred SDPA Diplomate status for senior roles credential issued by the NCCPA — SDPA Diplomate program available, plus active state licensure, DEA registration where required, malpractice history, and recent clinical practice. We do not paper-blast resumes — every shortlist is screened against the role's specific credential and scope requirements.
Standard credential requirements:
Dermatology PA demand continues outpacing supply due to limited dermatology residency slots.
Dermatology PA demand will remain elevated through 2026 as multi-site dermatology groups continue acquiring private practices, cosmetic dermatology grows, and skin cancer screening volumes rise with the aging population. Experienced derm PAs — particularly those with cosmetic injector skills or Mohs surgical experience — are among the highest-leverage PA hires in all of healthcare.
Hottest markets we are placing in right now: Sunbelt retirement markets (FL, AZ, TX, NC, SC), Cosmetic dermatology hubs in major metros, Multi-site dermatology group expansion markets.
Dermatology PAs receive multiple concurrent offers and are among the most-courted PAs in healthcare. Most are placed through SDPA networks and direct outreach. Generalist recruiters lack the dermatology-specific relationships to compete in this market.
Yes. Cosmetic dermatology PA recruiting (injectables, laser, energy devices) is a specialized niche we serve. We screen for hands-on injector experience and revenue generation history.
Dermatology PA compensation ranges from $130,000 to $200,000+, with experienced cosmetic and high-volume Mohs PAs at the high end. Productivity bonuses, percentage-of-collections, and cosmetic revenue share can push total comp well above base.
Yes. Mohs surgery PA recruiting is a focused niche we serve. We recruit for excisions, repair assist, and Mohs lab support roles in private practice and academic Mohs programs.
Initial credentialed dermatology PA shortlists are typically delivered within 24–48 hours. Most placements close within 30–60 days depending on credentialing and licensure timelines.
Yes. For senior medical dermatology roles, SDPA Diplomate status is preferred or required by many employers. We confirm Diplomate status during candidate screening.
Dermatology PA compensation often includes a base salary plus wRVU productivity, percentage-of-collections, or cosmetic revenue share. We benchmark and explain comp structures during intake so candidates can evaluate offers accurately.
Reach Blake Moser at Advanced Practice Recruiters: 469-457-4570 or blake@advancedpracticerecruiters.com. Most inquiries get a same-business-day reply.