You know that feeling when two people want the same thing and neither one’s willing to back down?
That’s basically what’s happening right now between Penn Medicine and Jefferson Health. They’re both going after the same executive talent—and honestly, it’s getting a little intense.
Here’s the thing: there just aren’t that many qualified healthcare executives out there. Hospital CEO turnover has been sitting at 16% for three straight years. And the shortage of healthcare professionals? It’s projected to hit around 100,000 by 2028.
So when you’ve got two powerhouse health systems in the same city both needing leadership… well, you can imagine how competitive that gets.
“The executive talent market in Philadelphia has become extraordinarily competitive,” says Jim Hickey, President Managing Partner at Perpetual Talent Solutions, a Philadelphia executive search firm. “Both organizations are going after the same small pool of qualified candidates. And that’s pushing compensation packages to levels we’ve never seen before.”
When Money Becomes the Language
Look, let’s be real about this. Both Penn Medicine and Jefferson Health have opened their checkbooks. Wide.
Median total cash compensation for system-level executives jumped 8.3% from 2023 to 2024. Base salaries? Up 5.2%. And those are just the averages.
Chief Operating Officers saw their median base salary increase by 10.8% from 2024 to 2025. CEOs got 7.1% bumps. Senior Vice Presidents? Their total compensation grew by 12.3%.
That’s… a lot of money moving around.
“What we’re seeing isn’t just competitive salaries anymore,” Hickey explains. “It’s comprehensive packages—long-term incentives, signing bonuses, relocation assistance, retention agreements. Penn Medicine and Jefferson Health are both willing to pay premium prices for executives who can actually navigate today’s healthcare environment.”
And honestly? Can you blame them? The right leader can make or break a health system.
The Pool’s Running Dry
Here’s where it gets tricky.
More than 82% of healthcare executives say talent acquisition and retention is the biggest risk facing their organizations. Not financial pressures. Not regulatory changes. Talent.
Think about it this way: experienced executives are retiring faster than new leaders can be developed. Both Penn Medicine and Jefferson Health are trying to replace seasoned pros while also expanding their leadership teams to handle growing operations.
It’s like trying to fill a bucket with a hole in the bottom.
“The pipeline problem is real,” Hickey tells me. “Both systems are competing not just for sitting executives at other organizations, but for emerging leaders who show promise. They’re investing heavily in leadership development programs, but that takes time. And they need talent now.”
That urgency? It drives up prices. Creates bidding wars. Makes everything more complicated.
They’re Selling Different Dreams
But here’s what’s interesting—Penn Medicine and Jefferson Health might be competing for the same people, but they’re offering completely different experiences.
Penn Medicine has that Ivy League shine. Cutting-edge research. The Pavilion—this massive 17-story hospital that opened in 2021 with advanced operating rooms and telemedicine infrastructure that’s pretty incredible. If you’re an executive who gets excited about innovation and being on the bleeding edge of medical research, that’s your world.
Jefferson Health? They’ve been around for almost 200 years in Center City Philadelphia. Their whole thing is “We Improve Lives”—community impact, practical innovation through stuff like the Jefferson Accelerator Zone, a more entrepreneurial vibe. If mission-driven work and patient-centered care get you up in the morning, Jefferson’s probably speaking your language.
“Each system has its selling points,” Hickey says. “Penn Medicine can offer prestige and the resources of an academic medical center. Jefferson emphasizes community focus and agility. For candidates, it often comes down to which culture and vision aligns with their personal values.”
I’m not sure there’s a right answer there. Just different answers for different people.
The Awkward Poaching Problem
Okay, so this is where things get a little uncomfortable to talk about.
Both Penn Medicine and Jefferson Health have lost executives to each other. Someone’s crushing it at Penn, gets a call from Jefferson with a bigger title and more money. Or vice versa. It happens.
And look, that creates tension. It drives up retention costs because now you’re not just competing with some hospital system in another state—you’re competing with the organization literally down the street.
But wait, it gets messier. These health systems aren’t just competing with each other anymore. Tech companies want healthcare executives. Private equity firms investing in healthcare are hunting for the same talent. Consulting firms are in the mix.
