We Build/Bolster GME Programs

Protect accreditation, strengthen program culture, and fuel your succession pipeline

Challenge: Talent Gaps

Talent gaps show up in different ways—staff turnover, culture issues, trouble finding qualified candidates, and others

Talent gaps disrupt residency and fellowship programs, threatening performance and funding—costing time, revenue, and reputation

Solution

TMS Associates

Partner with a GME program talent expert so you can build, or build upon, resilient, high-performing teams

Blueprint

Our solutions are grounded in the timeless principle that exceptional outcomes depend, above all else, on having the right team in place

Capabilities

Helping healthcare leaders build strong, strategically aligned teams that accelerate performance and reduce turnover

  • Advisory: Organization design; market and competitor analysis; compensation benchmarking

  • Recruitment: Interim, contingent, and retained recruitment for program leadership, core faculty, administration, and specialized support roles

  • Retention: We deliver retention support and career advisory to reduce hiring risks and accelerate engagement

Build/Bolster Your GME Program in Three Steps

  • Co‑create a strategy with your GME stakeholders—aligning accreditation goals, staffing needs, and budget—to strengthen talent pipelines and program outcomes.

  • Working with stakeholders, our cross-functional team delivers end-to-end execution—recruiting program leadership, faculty, and coordinators while optimizing talent strategies to build or strengthen your GME program on time and within budget.

  • Unlike competitors who limit assurances to just 60–90 days, we provide a full 6–18‑month guarantee—including retention support and career advisory—so new faculty integrate swiftly, excel in their roles, and sustain high‑impact performance.

Industry-Leading Assurance

Where others stop at 30–90 days, we back every placement for 6 to 18 months with integrated retention support and career guidance

MITIGATING HIRING RISKS WHILE DRIVING TIME-TO-PRODUCTIVITY, ENGAGEMENT, AND RETENTION

Benefit

Picture a fully staffed GME team winning spotless reviews, attracting top residents/fellows, and expanding care access across your community

Schedule a Consultation

Solidify the high-performing teams your GME program needs

Solution Brief: GME Talent Strategies

How we partner to tackle accreditation threats, leadership gaps, and recruitment hurdles

  • Graduate Medical Education Operations: Challenges and Causes

    Challenge

    Programs must submit ADS data, complete APEs, and implement evolving Milestones and CLER standards, yet physician directors—with reduced protected time and minimal administrative support—routinely fall behind, risking citations that jeopardize accreditation and Medicare GME funding.

    SOLUTION BRIEF

  • Medium GME Program; Regional Teaching Hospital

    Challenge

    A mid-sized residency program is strained by faculty turnover, an unfilled specialty role, and lack of an Associate Program Director—leaving leadership overstretched, board scores lagging, and program cohesion at risk.

    SOLUTION BRIEF

  • Large GME Program; Academic Medical Center

    Challenge

    A large academic program faces a leadership gap, uneven faculty performance across its sites, and lacks a formal succession plan, putting its accreditation and program identity at risk.

    SOLUTION BRIEF

Let’s Collaborate