Start with the work and life you want.
Our existing patient-care opening is on-site in Colorado Springs. As a small, nimble practice, we can discuss the mix of patient care, study interpretation, schedule, and responsibilities that fits your goals. Teaching and site leadership are opportunities to explore if they interest you.
Your workday should be designed to end when you leave the clinic.
Dream is intentionally structured to reduce routine after-hours work: no hospital call, no routine evening charting, true clinical questions become visits, and repeatable work is routed through staff workflows and SOPs.
Who tends to thrive here
A sleep physician who values excellent medicine, direct communication, autonomy with accountability, family or life outside medicine, and the chance to build instead of merely occupy a schedule.
Let’s talk about what matters to you.
Your workload, income, time off, and clinical interests belong in the same conversation. We’ll work through them together to find a mutually beneficial fit, and revisit that balance as your career evolves.
Build serious work in a place that leaves room for the rest of life.
For candidates considering Colorado, the conversation includes the household, schedule, commute, outdoor life and the kind of week you want to live — not just the job description.
Interested enough to go deeper?
The private briefing includes the operating details that do not need to live on a public recruiting page.
Compensation designed around the career you want.
We don’t believe every clinician wants the same career or the same schedule. Your desired workload, income, time off, clinical interests, and leadership involvement all belong in the conversation.
We’re a small, nimble practice. We can work together to design a mutually beneficial arrangement that supports your priorities, our patients, and our team.
A lighter, part-time schedule generally means lower total annual earnings. A highly productive full-time practice, with greater clinical production or broader responsibilities, can offer substantially higher earning potential. Remote arrangements may be considered where the work allows. Your compensation reflects what you produce and contribute to the organization under the plan we agree on.
Clinician compensation uses a draw against productivity earnings, with the draw credited toward total compensation. We do not impose an arbitrary ceiling on productivity-based earnings. We’ll work together to align your workload, time off, income goals, and responsibilities.
Time off that fits your life
A typical full-time physician, PA, or NP agreement includes three weeks of annual paid vacation, recognized paid holidays, and separate legally required paid sick leave.
Your vacation allowance is a starting point for discussion. More or less vacation, different schedules, and different combinations of clinical work and leadership can be negotiated alongside compensation and responsibilities.
We’ll work with you to build a mutually beneficial arrangement that supports your priorities, our patients, and the team.
Choose the level of career you want to build
There is no single “right” physician workload. A physician may prioritize a lighter schedule and more time outside medicine, build a traditional full-time clinical practice, or pursue a high-performance physician-leader role with substantially greater responsibility and earning potential.
Annualized draw against productivity earnings: $325,000. This is the proposed draw for a full-time patient-care and study-interpretation role. Your agreement defines the productivity formula and responsibilities for the workload we agree on.
High-performance physician-leader potential: approximately $450,000–$500,000+ in total annual earnings. At the upper end, the role may combine a high-volume clinical practice with in-lab and home sleep study interpretation, outside/telemedicine interpretations, APP supervision, telemedicine clinical oversight, and multi-location medical leadership. A physician who wants to build and produce at that level can be compensated for the additional value created.
This is an employer projection, not a guaranteed salary or earnings promise. Actual compensation depends on production, collections, study volume, supervision and leadership scope, schedule, and the written compensation plan. The draw is credited toward total earnings; it is not added on top of the projected total.
Work location and schedule
The existing physician opening is an on-site role in Colorado Springs. Physician interpretation and telemedicine arrangements may also be considered separately, depending on the work, patient needs, and a mutually beneficial agreement. Remote work is not guaranteed.
Benefits and the complete agreement
- Employer-provided malpractice coverage for clinical roles, with coverage and any tail obligations specified in the agreement.
- 401(k) participation and profit-sharing opportunities, subject to plan eligibility and terms.
- Paid vacation and recognized paid holidays as described in your agreed package.
- Paid sick leave, applicable Colorado family and medical leave, and other legally required protections.
Employer-provided health insurance is not offered. Relocation assistance may be negotiated for the right fit; it is not guaranteed.
AASM compensation benchmarks
The 2024 AASM Sleep Medicine Compensation Survey provides context for adult sleep-medicine physician clinical compensation.
| Survey percentile | Compensation |
|---|---|
| 25th | $313,000 |
| 50th / median | $389,000 |
| 75th | $484,000 |
Our projected $450,000–$500,000+ in total annual earnings for a highly productive physician-leader overlaps the upper portion of this historical survey range; the role may also include responsibilities beyond direct clinical production. Actual earnings depend on production and the agreed compensation plan.
Source: 2024 AASM Sleep Medicine Compensation Survey; adult clinical compensation, 462 respondents; performance year ended December 31, 2023. These are historical clinical-compensation benchmarks, not base-salary figures, PA/NP benchmarks, or a promise of earnings for a particular schedule. The $325,000 draw is an advance toward total earnings. The survey is context only and does not validate Dream Sleep Center’s projection for any individual role.
Applications accepted on an ongoing basis. Our initial hiring goal is late November 2026. This is a hiring target, not an application deadline. Tell us your availability and the opportunity you want to explore.
Start a recruiting conversation
Send your name, email, and area of interest through the form, or contact careers@dreamsleepcenter.org. A résumé is not required for the initial conversation.