Every urologist enters medicine with a clear purpose: help patients, operate with excellence, and practice a craft that took decades to master. But today’s healthcare environment has drifted far from that ideal.
Instead of being empowered to practice, urologists are often overwhelmed by administrative tasks, burdened by untrained APP oversight, and sidelined by decision-makers who neither understand nor respect the realities of surgical practice.
After thousands of conversations with practicing and mid-career urologists, three themes consistently emerge. What urologists want most is:
- Fair pay
- Autonomy
- Support
The modern hybrid workforce model finally delivers all three.
1. Fair Pay: Transparent, Predictable, and Free of RVU Games
Compensation for urologists has become unnecessarily complex. RVUs, ambiguous bonus tiers, OR shortages, administrative constraints, and shifting productivity expectations have made it difficult for physicians to trust that they will be paid fairly for the work they perform.
What urologists want is simple:
- Transparent pay
- Predictable income
- Compensation not tied to system inefficiencies
- No hidden caps or clawbacks
- Pay that reflects their true surgical and clinical expertise
The hybrid model solves this problem decisively:
- Clear compensation structure
- No RVU manipulation
- No productivity traps
- No call unless the physician chooses it
- No administrators restricting OR access, volume, or earning potential
The result is compensation that is fair, straightforward, and aligned with the urologist’s actual value.
2. Autonomy: A Voice at the Table and Control Over One’s Schedule
Urologists are trained to make high-stakes decisions, solve complex problems, and manage surgical patients. Yet the modern system treats them increasingly like interchangeable labor rather than high-value experts.
This has led to a widespread loss of autonomy. Urologists often feel unheard, overruled, or forced into schedules and workflows they did not design.
Urologists want autonomy because they want:
- A voice in clinical operations
- Influence over their schedule
- Input on surgical days and clinic volume
- The ability to practice according to their judgment
- Respect for their training and experience
And to be candid: urologists do not like being told what to do, especially when directives come from individuals who do not understand the specialty.
The hybrid workforce model restores autonomy by giving urologists:
- Control of weekly availability
- Control of telehealth versus in-person days
- Control of travel frequency
- The ability to say no without penalty
For the first time in a long time, urologists regain influence and ownership over how they practice.
3. Support: Because No Urologist Can Be in the OR, Clinic, and ER at the Same Time
The modern demands placed on urologists are unrealistic. Physicians are expected to:
- Operate
- See clinic patients
- Handle consults
- Respond to inbox messages
- Train APPs
- Supervise nurses
- Manage procedures
- Complete documentation
- Attend meetings
- Handle emergencies
The list is endless, and no one can do it all well. Urologists want support, not more tasks.
Traditional systems attempt to fix the problem by layering additional APP supervision onto the urologist. But without proper specialty training, APPs become a burden, not a solution. Urologists spend endless time correcting mistakes, answering questions, and re-doing work.
This is where VirtuCare’s model is fundamentally different.
VirtuCare trains APPs to lead the care teams.
Physicians oversee.
APPs handle the rest.
Urologists finally receive the support they deserve:
- APPs trained specifically in urology
- Structured care pathways
- Administrative burdens removed
- Inbox management handled
- Triage and follow-up delegated
- Clinic flow operated by the APP team
- The physician focuses on teaching, surgery, and procedures
Instead of being overextended across every corner of the hospital, the urologist practices where they provide the most value: in the OR and procedure suite.
This is the support model urology has needed for decades.
A Workforce Model Built Around What Urologists Actually Need
When you combine:
- Fair pay
- Autonomy
- Support
You create a career that is balanced, sustainable, and fulfilling.
This model acknowledges what traditional systems have ignored:
- Urologists cannot operate at their best when overloaded with admin tasks
- Urologists want meaningful control over how they practice
- Urologists thrive with strong support teams
- Urologists deserve compensation that matches their contribution
- Urologists should not be responsible for training entire care teams themselves
The hybrid model respects the physician, the specialty, and the reality of the work.
A Better Way to Practice Urology
Burnout is not inevitable. Frustration is not normal.
You do not need to accept a system that underpays you, ignores your voice, or overwhelms you with tasks that do not require a surgeon.
You deserve:
- Fair compensation
- A respected voice in how you practice
- A fully trained support team
If you want to explore a urology career designed around these principles:
Apply to join our team here.
Or contact Dr. Joseph Pazona, CEO directly:
[email protected]
No recruiters.
No pressure.
Just an honest conversation about how your career could look under a model built for you.
