From year one of medical school to year one of independent practice

The most important decade of a physician's career.
The least supported.

AI that performs the work—not just the system that stores it. Built for every stage of the physician decade.

Explore GME Manager Investor Relations See What’s Coming ✨
Our Vision

They deserve better

Burnout is the symptom. Administrative burden is the cause. Across every role in residency, the same load is breaking the same people.

Medical students enter training with mental health equal to or better than their age-matched peers. By the second year, that advantage is gone—and it never recovers. But the collapse isn't only among trainees. The faculty who teach them, the coordinators who run their programs, and the directors who lead those programs are breaking under the same structural load.

Resident
47–50%
Burnout—exceeds practicing physicians
80-hour weeks, $223K debt on $67K salary, retrospective evaluations, no support cliff at PGY-2.
Faculty
34%
Of new faculty leave within 3 years
100–250 evaluations/year, from memory, on legacy tools. 70–75% of time on clinical RVUs; education unprotected.
Coordinator
30%+
Annual turnover (ACGME ADS, 2021–22)
Complex program management under clerical job titles. Fragmented tech stack, no career path, no training pipeline.
Program Director
11–14%
Annual turnover; 4.5-year median tenure
Expanding mandate on shrinking protected time. Designed as a career—has become a rotation.

Everyone is talking about physician burnout. What's far less understood is that every measure is worse—often dramatically—for the people inside the training decade, on every side of the room. The training itself inflicts the damage. The infrastructure built to support it hasn't been updated in a generation.

We call it the least supported decade. The hardest stretch. The highest stakes. The fewest tools built for the people living it—or the people running it.

Burnout is what gets measured. Administrative burden is what we built this company to remove.

See the evidence
The Evidence

A training-inflicted injury to a population that arrived well—documented across six dimensions.

→ Read the evidence Hide the evidence
Everyone knows physician burnout is a crisis. Here's what almost no one is talking about: resident burnout is worse. At 47–50%, it exceeds the 43% rate among practicing physicians. Depression is 2–3× the general population. Suicide risk is 3× age-matched peers. And only 16% of those suffering seek help—because doing so can end a career before it begins. The crisis isn't distributed across a career. It is concentrated in this decade.
47–50%
Resident & fellow
burnout rate
27%
Medical students screen
positive for depression
16%
Of depressed students
who seek treatment
3×
Suicide risk vs.
age-matched peers
01
They Enter Healthy—Training Inflicts the Damage
Mental health peaks at matriculation, bottoms out by Year 1, and never returns to baseline.
Matriculating medical students begin with mental health equal to or better than age-matched peers. Physical, emotional, and overall health peak at matriculation, bottom out by the end of Year 1, and never return to baseline at any point during training. A national comparison confirmed that medical students had the highest depression and suicidal ideation, residents had the highest burnout and fatigue, and early-career physicians showed the lowest fatigue—proving the training decade is the peak-distress window, and that distress lifts once it ends.
02
Burnout Peaks Across the Full Decade
47–50% of residents vs. 43% of practicing physicians. The training years are worse—not better.
Medical student burnout: 37–50%. Resident and fellow burnout: 47–50%. Practicing physicians: 43%. Burnout is not linear—it spikes to 40–45% during PGY-2 and PGY-3, the exact moment clinical responsibility scales up and structured supervision scales down. Residents score worse than attendings on depersonalization (40.8% vs. 28.6%) and work-life satisfaction (33.6% vs. 42.2%—compared to 58% for the general U.S. workforce). No other professional training pathway combines this level of workload (60–80 hrs/week), this little autonomy, and this little pay for this long.
03
Depression & Suicide: 2–3× the General Population
27.2% of medical students screen positive for depression. 300–400 physicians die by suicide annually.
Across 195 studies and 129,000+ medical students, 27.2% screen positive for depression and 11.1% report suicidal ideation—rates 2–3× higher than demographically comparable peers. Medical students are 3× more likely to die by suicide than age-matched controls. Among residents, suicide is a leading cause of death. Across the profession, 300–400 physicians die by suicide annually—the equivalent of losing an entire medical school class every year. These rates improve after training.
04
The Financial Insolvency Gap
$223,000+ in debt on a $67,000 salary—the most extreme ratio of any profession, sustained for 3–7 years.
Average medical education debt now exceeds $223,000, serviced on first-year resident salaries of ~$67,000. This creates the most extreme debt-to-income ratio of any profession at any career stage, sustained for 3–7 years with no meaningful capacity to pay down principal. Debt exceeding $250K independently raises burnout odds by 1.24–1.47×. In 2025, 75% of residents cited student loan debt as a top financial stressor, up from 49% the prior year. The financial pressure eases markedly once independent practice salaries arrive—but by then, the psychological damage has compounded for a decade.
05
The Help-Seeking Penalty
Only 16% of depressed medical students seek treatment—because doing so can end a career.
Across 33 studies, the top barrier is fear that mental health care will harm residency prospects or licensure. State licensing boards routinely asked about lifetime history of any diagnosis or treatment—and physicians in those states were measurably less likely to seek care. Nearly 40% of physicians reported unwillingness to seek psychiatric treatment due to licensure fears. This is the only professional decade where seeking support can be career-ending—during the precise decade when the need is greatest.
06
The Damage Doesn't End When Training Does
30–40% of new physicians leave their first job within five years. Up to 33% wouldn't choose medicine again.
Resident burnout is directly associated with higher medical-error rates, increased attrition, and career regret—14% of PGY-2 residents overall, and up to 33% in some specialties, report they would not choose medicine again. New attendings face “transition shock”: the same high-stakes workload as 20-year veterans, but overnight loss of program directors, documentation buffers, and clinical mentorship. Mid- and late-career physicians consistently show lower burnout and higher satisfaction—confirming the crisis is concentrated in this decade, not distributed across a career.

The least supported decade doesn't just harm physicians. It harms every patient they see, every system they work in, and every dollar invested in producing them.
That's the reality. Here's what we're building to change it.

See our products

All claims are evidence-based and drawn from peer-reviewed research, national surveys, and federal data sources. Full citations available upon request.

The Physician Journey

From the first year of medical school to the first year of practice

We're building the infrastructure for a seamless journey—one portable portfolio across every stage of physician development.

🎓

Student

Rotations, clerkships, USMLE prep, and Match readiness

📋

Applicant

Residency & fellowship applications with verified credentials

🏥

Resident

Training management, milestones, evaluations, procedures

🩺

Fellow

Subspecialty training, advanced procedures, research

🚀

New Physician

Career launch, credentialing, privileging, alumni networks

Our Products

Purpose-built for every stage

A portfolio of AI-native products mapped to the physician journey, anchored by the Validated Lifelong Portfolio—the physician as the source of truth.

Medicus Tiro portfolio mapped to the physician journey, from Student through New Physician, with the Validated Lifelong Portfolio spanning every stage.
Our Approach

How we build differently

Seven principles that guide every product decision. The AI does the work. You make the calls.

01

AI-Native Architecture

We don't bolt AI onto existing systems. Every product is designed from the ground up—AI is the foundation, not an afterthought.

02

Agentic AI

The AI does the work. You make the calls. Agentic AI handles the administrative tasks that hold back excellence and efficiency. Variable Autonomy lets organizations adopt at a pace that works—you control how much independence each agent has, building trust over time.

03

Curated Data Sets and Proprietary Benchmarks

Our data foundation powers AI that competitors can't replicate. Specialty-specific benchmarks, historical outcomes, and curated data create intelligence that improves with every interaction.

04

Physician-Owned Data

Credentials and career documentation belong to residents and physicians—not institutions. Our Lifelong Portfolio creates 35+ year relationships built on trust and portability.

05

Mobile-Native

Residents and physicians live on their phones—80% of clinical interactions happen away from a desktop. Our products aren't responsive wrappers or companion apps. They're mobile-native experiences built from scratch for each form factor, with offline-first architecture, voice input, and innovations designed exclusively for the phone.

06

Institutional Integration Architecture

The institutional memory layer for GME won't be built by aggregating CSV uploads into a dashboard. It requires deep, AI-generated program intelligence—competency trajectories, workforce readiness, predictive compliance—flowing into enterprise platforms that already serve thousands of health systems. We build that intelligence. We don't pretend a recruitment tool is an operating system. We partner with platforms that actually operate at the institutional scale.

07

AI LaunchPad™

Every product ships with AI LaunchPad—our self-implementation gateway. Free 90-day pilots, self-guided setup, AI-powered onboarding, structured feedback at 30, 60, and 90 days. No procurement. No IT review. No BAA. Pilots run in parallel without proportional headcount on our side, and a program director can decide on a Friday, set up over the weekend, and run real residents on it Monday morning. We believe if your product needs an implementation team, your product isn't good enough.

Our Flagship

AI-Native. Mobile-Native. Competency-First.

GME Manager — pilots start June 15, 2026

Flagship Product

GME Manager

Track growth, not just time. · AI-Native · Mobile-Native · Competency-First · Built for CBME

Agentic AI for residency management—built from scratch for the Competency-Based Medical Education era. Two-Rail AI architecture: Action Rail™ handles logging, reporting, and scheduling through natural language and voice. Insight Rail™ answers any question about your program instantly. Mobile-native across all four personas with 6 mobile-only innovations. Complete CCC support with bias mitigation, AI-drafted evaluations, predictive duty hours, and the Lifelong Portfolio. Variable Autonomy™ lets PDs control AI independence. 13 pre-loaded clinical data sets—including G2211 and APCM billing codes. ABFM attestation requirements take effect June 2026. Pilots start June 15. Are you in?

6 ACGME Core Competencies 19 FM Subcompetencies / Milestones (ACGME) 14 ABFM Core Competencies (June 2026; 1 deferred to 2027) Action Rail™ + Insight Rail™ 13 Pre-Loaded Data Sets 📱 Mobile-Native App Family Medicine Psychiatry Pediatrics Med-Peds
Request a Demo
📊
Competency Dashboard
Real-time insights
✓
Summative draft ready
AI
⚠️
Duty hours violation predicted
48h
📋
APE report ready
1-Click
A New Way In

GME Manager Agent Studio

The full GME Manager remains our primary offering. Agent Studio gives programs a second entry path: start with a single purpose-built AI agent and grow into the full experience over time. A credit card decision, not a procurement decision.

AI That Performs the Work of Residency
GME Manager

Comprehensive competency-based residency management. Milestone tracking, CCC meetings, AI-drafted evaluations, ACGME data exports, duty-hour compliance, procedure logging. For programs ready to replace their current system.

or
Start with One Agent
Agent Studio

Start with the problem that's most urgent. Activate a single purpose-built AI agent and be running within an hour. Each agent solves a specific problem on its own. Together, they compound.

Each agent makes every other agent smarter

Every agent reads from and writes to a shared data layer. The Attestation Agent creates evidence records. When a program later activates the CCC Agent, that data is already there—pre-populating milestone suggestions, enriching CCC prep cards. That's not a bundle. That's a flywheel.

📋
Attestation Agent
Pre-loaded with all 14 ABFM Core Competencies (procedural-competence item deferred to June 2027). Map resident evidence to attestation requirements. Meet the June deadline in hours, not weeks.
👥
CCC Agent
AI-prepared CCC packages with milestone suggestions, narrative summaries, and evidence citations. Turn a two-week prep cycle into two hours.
📝
Evaluation Agent
AI-drafted milestone evaluations grounded in logged procedures, rotation data, and competency benchmarks. Faculty review and approve—not write from scratch.
⏱️
Duty Hour Agent
Real-time enforcement of all 8 ACGME duty-hour rules. Automated violation detection, predictive alerts, and audit-ready compliance reports.
📊
APE Report Agent
Auto-generated Annual Program Evaluation reports synthesized from milestone data, survey results, and program outcomes. Board-ready in a fraction of the time.
🔮
More Agents Coming
The architecture is built to grow. When a new use case emerges, we don't rebuild the intelligence—we give it a new surface. More agents will ship as programs tell us what they need.
Shared Data Layer  ·  Action Rail™  ·  Insight Rail™  ·  Variable Autonomy™  ·  12 Clinical Data Sets  ·  Lifelong Portfolio

The platform foundation ships with every agent. Programs that start with one and grow into the full suite get the complete GME Manager experience. The destination is the same. Agent Studio is simply another way to get there.

Advisor Mode: Run alongside what you already have

Most residency programs are contractually locked into New Innovations or MedHub for 3–5 years. Switching is expensive, disruptive, and politically difficult. Advisor Mode is how programs get the intelligence without the migration.

🔌
60-Minute API Sync
Any Agent Studio agent can be deployed in Advisor Mode, running alongside your existing platform via a 60-minute API sync. No migration. No data lift. No procurement cycle.
🧠
Predictive & Generative Intelligence
AI-drafted evaluations, CCC prep packages, ABFM attestation mapping, compliance prediction. The intelligence no legacy platform can deliver—added without disrupting a single resident workflow.
📊
13 Curated Clinical Data Sets
ABFM procedures, ACGME milestones, USPSTF guidelines, G2211/APCM billing codes, and more. Data infrastructure no competitor has built—made available the day Advisor Mode goes live.
🔄
A Wedge, Not a Forklift
Programs experience AI intelligence without disruption. When the legacy contract expires, the path to full GME Manager is already proven. Run alongside. Replace when ready.

Advisor Mode is a deployment option, not a separate product. Every Agent Studio agent supports it.

For investors: Agent Studio adds a second go-to-market path alongside the full platform sale. Programs ready for comprehensive residency management adopt GME Manager directly. Programs that need to start smaller enter through a single agent and expand as each agent compounds the value of the others. Advisor Mode opens a third path—programs locked into legacy platforms gain Agent Studio intelligence today, with a proven path to full adoption when their contract expires. Three entry paths, one destination, one compounding data moat.
Phase 2 · Pilots October 1, 2026 · General Availability January 1, 2027

Four more agents. One foundation.

After the GME Manager flagship pilots launch June 15, four purpose-built agents follow in October—each taking a workflow currently running on tools that weren't built for the residency programs of today, and rebuilding it on the same agent that runs GME Manager.

Awaiting Committed Pilot
📋

GME Onboarding Manager

The first onboarding AI that configures itself from your specialty, state, and class list—then runs itself from Match Day through Day One. Gamified resident experience with achievement badges, peer progress, and hStream ID provisioning. Phase-adaptive dashboards, state license intelligence, and NPS pulse surveys. Go live in a day.

Awaiting Committed Pilot
✅

GME Recruiting Manager

Composable agentic AI for residency recruitment. One-Click Applicant Profiles™ transform raw ERAS data into reviewable summaries with AI-generated evaluations. Screening, reviewing, interviewing, and ranking—with as much or as little AI as you choose. Variable Autonomy™ at every stage.

Awaiting Committed Pilot
⏰

GME Schedule Manager

The first shift scheduler built for GME. Every assignment enforces 8 ACGME duty-hour rules in real time—then optimizes for training fit, continuity, and resident wellness. Five AI engines run simultaneously on every scheduling action: compliance, wellness, training fit, fairness, and supervision. Block tools schedule blocks. Hospital tools schedule shifts. Nobody schedules shifts with ACGME compliance, training fit, and wellness built in. This does.

Awaiting Committed Pilot
💰

GME Reimbursement Manager

The first agent in the suite whose value shows up in dollars recovered, not just hours saved. Captures the CMS codes that came online in 2024 and 2025—G2211 longitudinal complexity, APCM panel management, GC and GE teaching physician modifiers—directly inside the same residency-management system that already tracks supervision and procedures. Every claim documented before it's submitted. Missed-revenue alerts surface the dollars still on the table.

Planned · Build follows commitment

Validated. Designed. Awaiting committed partners.

Market research complete. Product vision defined. Each opportunity below has been validated, scoped, and designed to the level you see when you click through. We don't build on speculation. We build when a pilot partner is committed—with a financial commitment behind that pilot. Build follows commitment, not the other way around.

Awaiting Committed Pilot
🎓

Medical Student Rotation Manager

AI-native rotation strategy layer for medical schools—competency-first planning, AI Strategy Sessions with interactive scenario modeling, Preceptor Intelligence, Match Intelligence Suite with AI-drafted MSPEs, and a student-owned portfolio from first clerkship through ERAS. Four role-based views for Students, Clerkship Directors, Associate Deans, and Advisors. Designed to complement clinical placement platforms, not replace them.

Awaiting Committed Pilot
🩺

APP Residency Manager

Purpose-built Agentic AI for NP/PA postgraduate residencies and fellowships—550+ programs across 35 specialties and 48 states, with zero purpose-built technology. CAPP accreditation dashboards, CCC workspace, HRSA grant automation, AI-powered learning plans, and multi-program management. Same AI agent that powers GME Manager, new surface, new context. No new architecture required.

Awaiting Committed Pilot
🤝

APP Oversight AI

AI-powered chart review that transforms APP oversight from regulatory burden into clinical value—saving physicians hours, catching risk before it becomes liability, and surfacing revenue hiding in your charts.

Awaiting Committed Pilot
❤️‍🔥

Life Support Instructor Hub

A two-sided marketplace that transforms residents into credentialed life support instructors (BLS, ACLS, PALS, NALS) and matches them with hospitals, nursing schools, EMS agencies, and community organizations that need skills evaluators on demand. Smart scheduling with duty hour guardrails. Client organization portal. Dual-sided ROI analytics. Residents earn. Programs stay compliant. Communities get certified.

Awaiting Committed Pilot
🎯

Precision Learning Engine

AI-powered precision learning for CME, regulatory training, life support certifications, sim lab, and vendor in-service. Knows what you need. Generates regulatory courses instantly. Reports to licensing boards on your behalf.

Awaiting Committed Pilot
🌐

Physician Career Network

Career marketplace meets alumni network—built on verified credentials. Programs stay connected to graduates. Physicians find opportunities matched to their portfolio. LinkedIn for physicians.

Awaiting Committed Pilot
🔐

Physician as the Source of Truth™

Credentials issued once, carried by the physician, trusted everywhere. We’re not optimizing a broken paradigm. We’re replacing it. Join us.

Investor Relations

Building the operating system for physician careers

A $1B+ market opportunity across the physician journey—and growing.

$1B+
Total Addressable Market
168K+
Residents & Fellows Annually
35+
Year Customer Relationships
How the $1B+ unfolds
$156M
Entry Point
GME Manager. $929/year × 168,000 residents—or $12,000/year × 13,000 programs.
$852M
From 14 More Segments
Applicants, courseware & assessments, medical student rotations & evaluations, alumni & career networks, resident outboarding & career launch, and more.
$1B+
Total TAM
15 segments across the physician decade—from the first year of medical school to the first year of independent practice.
Strategic Investors

Interested in learning more?

We're building the infrastructure for the next generation of physician careers—and the program-level intelligence that enterprise workforce platforms need to make institutional decisions. Let's talk.

Contact Investor Relations
Investment Opportunities

Investing in the Future of the Physician Journey

Medicus Tiro invests in founders building AI-native solutions that improve how physicians are developed—from the first year of medical school through the first year of independent practice.

Intelligence that drives precise, actionable competency assessments. Visualization that makes progress visible and proactive. The physician at the center as the source of truth.

When we transform how physicians are developed, we transform their entire future—hiring, onboarding, credentialing, privileging, billing, clinical team leadership, and a lifetime of practice built on verified excellence.

If you're building something aligned with this vision, we'd love to hear from you. Send us your business plan.

Submit Your Business Plan
Get in Touch

Let's talk

Whether you're a residency program, medical school, APP training program, or potential partner—we'd love to hear from you.

✉️
General Inquiries
michael@medicustiro.ai
📅
Product Demo
Request on GMEManager.ai