Dermatology PA Staffing Specialists Since 2006. Advanced Practice Recruiters is the nation's first dedicated APP recruiting firm, founded in 2006 and focused exclusively on physician assistants. We deliver subspecialty-matched physician assistant candidates within 48 to 72 hours, place across all 50 states, operate on contingency — no upfront fee — and report an 87% fill rate within 30 days and a 94% twelve-month retention rate across our placements.
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.
We routinely fill the following physician assistant role types:
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.
Discovery (day 0). A senior APR recruiter runs a structured intake with the hiring manager. We capture the clinical role, certification requirement, productivity expectations, supervision or collaboration model, geographic preferences, compensation envelope, and the cultural attributes that predict twelve-month retention.
Subspecialty-matched shortlist (24–72 hours). We assemble a curated, credentialed slate of physician assistants from our active pipeline. Every candidate is screened for board certification, state licensure or licensure-eligibility, DEA registration where required, malpractice history, employment chronology, compensation alignment, and clinical fit for this specific subspecialty.
Interviews and offer (weeks 2–6). We coordinate scheduling, manage candidate communication and reference checks, benchmark compensation against the local market, build the offer, manage counter-offers, and lock the start date. Our recruiters stay engaged through credentialing and onboarding to maximize show-rate.
Replacement guarantee. Every placement carries a written replacement guarantee covering the initial employment period — if the placed physician assistant departs within the guarantee window we conduct a replacement 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:
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.
Hiring managers and physician assistants can reach Advanced Practice Recruiters at 469-457-4570 or by email at blake@advancedpracticerecruiters.com. We respond to most inquiries within one business day.