Four open
roles.
We’re a small practice growing slowly. Average tenure on staff is 5.4 years. We pay above market specifically because the staffing model — MD-placed, not RN-placed — costs more, and we’re honest about that being a feature.
- ROLE-01
DNP-NP · Aesthetic Provider
Senior provider role. 4-day clinical week. Independent panel + procedure scheduling. We do not require RN-only injection — we hire DNP-NP or MD.
Required- DNP / DNP-NP · BC-NP
- 5+ yrs aesthetic medicine post-fellowship
- Comfort with the full toolkit (modulators, fillers, laser, RF)
- Skin-of-color experience required (Fitz III–VI)
CompensationApply →$185k — $245k + product compPACIFIC HEIGHTS, SFOPEN · 1 POSITION - ROLE-02
MD · Internal/IM-Trained Aesthetic Provider
MD role to support Dr. Park's body + metabolic program. Heavy GLP-1 + Emsculpt + IV. Aesthetic-fellowship credential preferred but not required if you have demonstrated metabolic-care experience.
Required- MD · board-certified IM, FM, or aesthetics
- GLP-1 prescribing experience (300+ patients)
- Comfort with body-contouring devices
- Three days/week minimum
CompensationApply →$245k — $325k + product compPACIFIC HEIGHTS, SFOPEN · APR 2026 - ROLE-03
RN · Provider Support
Critical role. Assists providers in-room, manages laser pre/post, owns sterilization + inventory. We do not have RNs do injectables — that's a feature, not a limit.
Required- RN · CA license
- 2+ yrs aesthetic or dermatology setting
- Strong patient communication
- Bilingual Spanish a plus
CompensationApply →$78k — $94kPACIFIC HEIGHTS, SFOPEN · 2 POSITIONS - ROLE-04
Practice Manager
Operations + finance lead. Reports to Dr. Chen. Manages 8-person staff, vendor relationships, P&L. Must understand cash-pay practice economics.
Required- 5+ yrs medspa or aesthetic dermatology operations
- P&L responsibility prior
- Comfort with EMR (we use Aesthetic Record)
- MBA optional, operator experience required
CompensationApply →$98k — $128kPACIFIC HEIGHTS, SFOPEN · MAY 2026
MD-supervised, MD-placed
Every injectable is placed by an MD or DNP-NP. We don't outsource the procedure. The hiring bar reflects the model — we pay above-market specifically because RN-injection isn't an option for cost optimization.
Programming time is paid
Providers get 4 paid hours / week for treatment-plan documentation, peer review, and chart audits. We don't pretend that's free labor.
Two-year contracts, not one
Aesthetic medicine has a churn problem. We hire on 24-month contracts; we invest in fellowship reimbursement; the math works for retention.
Conservative-dosing culture
We hire for it and we promote for it. The provider who chases volume PRs doesn't make it past the 90-day chart audit.
