How to Recruit a Pediatric Ophthalmologist for Your Practice

Imagine a family in your community learning that their child can see a pediatric ophthalmologist close to home. Or a parent hearing that the physician who has cared for their child for years has found a kind successor. Those are meaningful reasons to begin a search.

When you reach out about your pediatric ophthalmologist recruitment need, we’ll want to hear about the families you serve and the people who would welcome a new surgeon into your practice —the physician you you hope will make a long-term home with your team. We’d like to hear what makes your practice special, which patients you already care for, and where families currently go for help. As we begin to picture the ideal provider joining you, we’ll ask: What will this ophthalmologist’s ordinary Tuesday afternoon look like?

The reasons for hiring are varied. Maybe a longtime physician is retiring and families need continuity. Maybe your doctors are sending strabismus and amblyopia cases elsewhere more often than you’d like. Or your multispecialty group wants to bring pediatric eye care to a region where families are driving hours for an appointment. Each is a good reason to recruit, and each sets up a different conversation with the surgeon you hope to hire.

Here’s some context worth knowing going in: pediatric ophthalmologists are a small, geographically concentrated group. A 2023 study in JAMA Ophthalmology found that 90% of U.S. counties had no pediatric ophthalmologist practicing within their borders. That number doesn’t prove your community can support a full-time position, but it does help explain why the search for a pediatric ophthalmologist takes preparation and time.

What work will the new surgeon do?

Start with what’s already happening. How many children are your physicians currently seeing for amblyopia, strabismus, refractive issues, or other conditions? What about adult strabismus? Which cases do you send elsewhere right now? If you’re replacing a pediatric ophthalmologist, how much of their practice could realistically carry over?

Then think about what you want to build. Some surgeons are happiest with general pediatric eye care and routine strabismus. Others want complex or adult strabismus, pediatric cataract surgery, ROP, teaching, or a hospital connection. Be upfront about which of these already exist and which would need to be built. Candidates appreciate knowing the difference early.

If your multispecialty group needs the new physician to see some comprehensive ophthalmology while pediatric referrals grow, say so, and explain how you expect that mix to change. That arrangement works well for some surgeons and not at all for others.

Where will the patients come from?

“Strong referral base” is the kind of line every candidate has heard. Show them what it actually means: pediatric cases you refer out today, current wait times, internal referrals from your ophthalmologists and optometrists, and any patients who could transition from a retiring colleague.

Who already knows your practice—pediatricians, family physicians, neonatologists, optometrists, other ophthalmologists? What are they asking you for? If you believe there’s unmet need in your area, point to what’s behind that belief: referral requests, families traveling for care, conversations with local clinicians. Be honest about which referral relationships are established and which you and the new surgeon would build together.

Can your practice support pediatric care?

This takes more than an open exam room. Who on your team is good with children and knows how to help a nervous patient through an exam? Do you have the right space and equipment? Who handles testing, scheduling, follow-up, and communication with referring clinicians? Is orthoptic support available when it’s needed?

The surgical side matters just as much. Where would strabismus or pediatric cataract cases take place? Is pediatric anesthesia available? What OR time, privileges, equipment, and staff will be ready when the physician starts?

If ROP is part of the role, lay out the NICU sites, travel, screening and treatment responsibilities, call schedule, and coverage when the surgeon is away. You don’t need every piece in place before you start a search. Candidates should know what support is already in place and how your practice plans to put the remaining pieces together.

What will the first year look like?

Walk candidates through the early months. Which patients would fill the first clinic sessions? Who will introduce the surgeon to local pediatricians and other referring doctors? What’s the plan if pediatric volume grows more slowly than you expect?

A fellow fresh out of training may value colleagues to talk through difficult cases with, plus help getting known in the community. A more experienced surgeon may focus on autonomy, surgical access, and room to shape the service. Either way, let candidates spend time with the physicians, optometrists, technicians, administrators, marketing team and hospital staff they’d work alongside. Those conversations tell them more than a promise of a “supportive team.” We’ve written about why strong ophthalmology candidates sometimes turn down good practices, and these everyday details often play a part.

How should you talk about compensation and partnership?

Pediatric visits and family conversations often take longer than a compensation model built for a high-volume adult clinic assumes. Be direct about expected patient volume, the base or guarantee, how incentives are calculated, and what financial support exists while the service is growing. If you’re sharing income projections, be clear about what’s happening today and what you’re hoping to build.

Cover the whole picture: benefits, time off, CME, relocation or sign-on support, any stipend during training, hospital duties, and call. If partnership is available, explain the timeline, buy-in, what it includes, and how it has worked for past associates. Our guide to evaluating an ophthalmology partnership covers questions a candidate may bring to that conversation. And don’t skip the community—where a candidate and their family might live matters, too.

When should you start the search?

As early as you reasonably can. Pediatric ophthalmology fellows receive multiple offers before training ends, and established physicians may need time for a family decision, notice, licensure, credentialing, and a responsible patient transition. Your practice may need lead time for anesthesia arrangements, OR access, and staff training.

Once you start, keep things moving and stay in touch with viable candidates until there’s a signed agreement. Give each physician room to ask questions and decide whether this is the right fit.

Questions to ask a pediatric ophthalmologist candidate

• What mix of pediatric care, routine and complex strabismus, adult strabismus, pediatric cataract, and ROP work would you enjoy most?
• What clinic, surgical, anesthesia, or orthoptic support helps you do your best work?
• How do you think about NICU coverage, hospital call, and time away?
• If the pediatric service is still growing, would some comprehensive ophthalmology in your schedule appeal to you?
• What would you want your first year here to look like—at work and in the community?

Invite the surgeon to ask you equally direct questions. The goal is to learn whether you’re both picturing the same job.

Frequently asked questions about pediatric ophthalmologist recruitment

Can a multispecialty practice hire a pediatric ophthalmologist?

Yes. Internal referrals can give the surgeon a starting schedule. Show the candidate what pediatric volume exists now and whether comprehensive ophthalmology would be part of the role.

Do we need to offer ROP or NICU work to attract a candidate?

No. Some pediatric ophthalmologists want ROP work; others prefer pediatric and strabismus care without NICU duties. If coverage is required, explain the sites, call, and backup early.

How long does it take to hire a pediatric ophthalmologist?

There’s no standard timeline. The location, clinical mix, compensation, and support behind the position all affect the search. Begin early enough to allow for interviews, credentialing, and a thoughtful transition if applicable.

What if we can’t fill a full pediatric schedule right away?

The opportunity can still appeal to someone who enjoys building a service – Or, you may bring in a pediatric ophthalmologist who is willing to do some comprehensive ophthalmology work until their peds schedule is full. Show how you’ll support the surgeon’s schedule and compensation as referrals grow.

Does OjO charge upfront fees or require an exclusive agreement?

Our recruitment services are contingency-based: you pay a recruitment fee only when you hire an OjO candidate. We don’t require exclusivity, so you’re free to search on your own or work with other recruiters as well.

Does OjO guarantee its placements?

Yes. Our ophthalmology and optometry placements come with a money-back guarantee.

How OjO helps practices recruit pediatric ophthalmologists

Since 2009, we’ve helped ophthalmology practices and physicians find each other nationwide. We learn why your practice needs this doctor, help you present the real opportunity to physicians whose goals may fit, and stay involved as your team and a candidate get to know each other and work through an offer.

Whether you’re planning for a retirement or building pediatric care for your community, we’d like to hear what you’re working toward. Let’s talk about a search that fits your team.

Talk with OjO about recruiting a pediatric ophthalmologist or reach out by email at info@ojorecruiting.com.