KOTA KINABALU, April 29 — Sabah is facing a critical shortage of doctors, with the state government saying the gap to the national average is a significant 4,526 doctors across the state. 

State Minister for Women, Family and Community Development Datuk Julita Majungki said that there are currently 3,431 government doctors and 1,397 private practitioners in Sabah, resulting in a doctor-to-population ratio of 1:775.

The national target ratio is 1:400.

“Based on our calculations, Sabah requires 9,354 doctors. This means there is currently a shortage of 4,526 doctors compared to existing numbers,” she said during her winding-up speech at the State Legislative Assembly sitting.

Concerns about Sabah’s lack of adequate healthcare facilities have been raised by citizens and opposition leaders highlighting the strain on patients and the existing workforce particularly in rural and underserved areas.

Julita said the shortage of specialists remains a major challenge across hospitals in the state, with ongoing efforts to address the issue through training and incentives.

She said Sabah currently has three cardiologists, six cardiology specialists with fellowship training, two paediatric cardiologists, and one cardiothoracic surgeon.

Among the measures are encouraging medical officers to pursue specialist training, with support from the Health Ministry through increased federal training scholarships specifically for Sabah-based doctors.

“Financial incentives such as the Interior Placement Incentive (BIPP) are offered to attract specialists to Sabah and Sarawak, while the ministry has also appealed for the reinstatement of the Regional Incentive Allowance (BIW), which was previously discontinued by the Public Service Department,” she said.

At the same time, the government is pushing ahead with infrastructure upgrades to ease congestion and improve service delivery.

These include plans to upgrade Hospital Queen Elizabeth II into a cardiac centre, the construction of a new Sabah Blood Centre expected to be completed by 2029, and the procurement of two MRI machines for key hospitals in the state.

Julita also highlighted the completion of the Sabah Dental Specialist Centre in Kota Kinabalu, which is expected to reduce patient load at existing facilities by offering specialised non-hospital-based services.

Separately, the government has outlined a strategic plan to upgrade Hospital Duchess of Kent in Sandakan from a major specialist hospital — currently offering over 20 specialist services — into a full state hospital with more than 49 specialist services.

The upgrade project, approved under the 12th Malaysia Plan (Rolling Plan 4), will include the construction of a new clinical block, an additional 594 patient beds, new wards, and the creation of more positions, including specialist doctors.

Despite the challenges, she stressed that healthcare costs in government facilities remain among the lowest in the country, with Malaysians receiving subsidies of up to 98 per cent of actual treatment costs.

Over the past decade, compensation for artificial intelligence (AI) professionals has surged at an unprecedented pace, reshaping the talent market and redefining what employers must offer to attract and retain top-tier technical talent. As companies across nearly every sector race to integrate machine learning, automation, and generative AI into their operations, the demand for skilled AI engineers, researchers, and product leaders has vastly outstripped supply. The result is a compensation environment that is not only highly competitive, but increasingly aggressive.

What makes this shift especially striking is how rapidly it has accelerated. Even five years ago, AI roles commanded above-average compensation, but nowhere near the levels seen today. Now, seven-figure packages for senior AI experts are not only possible, they’re becoming increasingly common.

This surge is driven by a unique convergence of market forces: the explosion of generative AI capabilities, a shortage of qualified talent, escalating corporate reliance on AI strategy, and the emergence of new startup and investment ecosystems flush with capital. Together, these factors are pushing AI compensation to historic highs, with no signs of slowing down.

And of course, this article was written with the research assistance of AI.

The Talent Shortage Driving the Compensation Surge

AI is one of the few fields in which global demand massively exceeds global supply of qualified professionals. Only a small subset of software engineers possess the deep expertise required for advanced machine learning, reinforcement learning, natural language processing, and large-scale model development. Even fewer have hands-on experience with cutting-edge deep learning architectures or the ability to integrate foundation models into commercial products.

Companies are discovering that they are effectively competing for the same limited pool of elite talent. And that competition is fierce.

Here are a few key reasons AI talent is scarce:

• AI research and engineering require advanced mathematical, algorithmic, and computational training.
• Top-tier AI expertise is concentrated in a handful of universities and research labs.
• Rapid technological change means experience becomes outdated quickly, raising the premium on continuous learners.
• Many AI professionals gravitate toward startups or independent research labs rather than traditional corporate roles.
• Immigration constraints limit access to global AI expertise in certain regions, especially the U.S.

This scarcity alone would elevate compensation, but the explosive commercial potential of AI has supercharged it.

Generative AI Has Reshaped the Compensation Landscape

The release of large-scale generative AI models has catalyzed a gold rush. Companies of all sizes now recognize that AI will determine competitive advantage in the coming decade. As firms shift from “AI experiments” to “AI strategy,” the urgency to hire expert talent has become acute.

Generative AI has created entirely new job categories, including:

• Large Language Model (LLM) Engineers
  
• Prompt Engineers and Prompt Architects
• AI Product Managers and AI Strategy Leads
• Applied AI Scientists
• Multimodal AI Specialists
• AI Safety and Alignment Researchers
• Model Evaluation and Red Teaming Experts
• AI Video Specialists

In many cases, these roles did not exist 18 months ago. Now, they are some of the highest-paying jobs in the technology sector.

Salaries Are Reaching Historic Highs

Compensation varies widely based on geography, seniority, company size, and specialization. But one trend is clear: AI salaries are increasing across the board, often dramatically.

Typical U.S. salary ranges for AI roles:

• Machine Learning Engineer: $180,000–$350,000+ total compensation
  
• Senior AI Scientist: $300,000–$600,000+
  
• LLM Engineer or Generative AI Engineer: $400,000–$900,000+
  
• AI Product Director: $350,000–$700,000+
  
• Head of AI / VP of AI: $700,000–$2,000,000+
  
• Distinguished AI Researcher at top tech firms: Often over $1 million, with equity packages that can reach multi-millions

And these figures do not account for extreme outliers—most notably the seven-figure offers made by OpenAI, Anthropic, Google DeepMind, Meta, and specialized hedge funds or trading firms.

Compensation for AI talent is highest in the Silicon Valley/San Francisco area, followed by New York and then Seattle.

Startups Are Offering Massive Equity Packages

AI startup funding is booming. Investors are pouring billions into companies developing foundation models, AI infrastructure, and vertical AI applications. With capital plentiful and competition intense, startups are offering generous equity to lure experienced AI hires away from Big Tech.

What startups are offering:

• Sign-on equity that may exceed 0.5–2% of the company for early senior hires
  
• Better vesting schedules (e.g., no cliff vesting, shorter vest cycles)
• Performance-based equity refreshers
• Access to secondary liquidity opportunities as they become available
• Hybrid cash/equity compensation at levels competitive with major tech companies

For highly specialized engineers, particularly those with LLM or multimodal model experience, equity stakes can be extremely significant.

The big players are stepping up as well. In late 2025, OpenAI’s average stock compensation reportedly reached $1.5 million per employee for its 4000 person workforce.

Non-Tech Companies Are Entering the Bidding War

AI is no longer limited to technology firms. Industries such as healthcare, finance, manufacturing, retail, defense, and media all have aggressive AI build-out strategies. This has expanded the competition for talent beyond Silicon Valley, creating upward pressure on compensation.

For example:

• Financial institutions are recruiting AI specialists for algorithmic trading and risk modeling.
  
• Healthcare companies need AI leaders for diagnostics, drug discovery, and patient management systems.
• Traditional industrial firms are hiring machine learning engineers to optimize robotics, forecasting, and supply chain operations.

These companies often have substantial cash reserves, enabling them to offer compelling salary packages more commonly associated with Big Tech.

Remote Work Has Globalized the AI Salary Market

Remote-first hiring has created a global bidding environment. Companies that once paid lower regional salaries are now forced to match global standards—especially when competing against deep-pocketed AI enterprises and venture-backed startups.

As a result:

• Compensation is rising across Europe, Latin America, India, and Southeast Asia.
  
• Remote AI contractors in lower-cost countries are sometimes commanding Silicon Valley–level pay.
• Employers can no longer rely on geographic arbitrage to meaningfully cut costs.

This globalization has further driven compensation upward.

Retention Packages Are Becoming More Aggressive

As poaching becomes rampant, companies are creating elaborate retention structures, including:

• Annual equity refresh grants
  
• Retention bonuses tied to multi-year milestones
• Stay bonuses during M&A or restructuring
• Accelerated equity vesting for high performers

Companies recognize that replacing a senior AI engineer or researcher is extremely costly, and often impossible in the short term.

What This Means for Employers

Companies should expect:

• Longer search timelines for AI roles
  
• Substantially higher compensation budgets
• The need for flexible, customized packages
• Aggressive competition from startups and Big Tech
• Ongoing retention challenges

Organizations that fail to invest in AI talent will struggle to compete strategically, technologically, and operationally.

What This Means for AI Professionals

For employees, the moment is historic. AI expertise, especially in LLMs, applied machine learning, infrastructure, safety, and AI product design, is one of the most valuable skill sets in the global economy.

Professionals should:

• Negotiate assertively
  
• Evaluate total comp (salary, bonus, equity, benefits)
• Secure severance and change-in-control protections
• Understand equity liquidity options
• Consider both Big Tech stability and startup upside

Those with the right skills can expect strong compensation growth for the foreseeable future.

How AI Employees Can Negotiate High-Value Compensation Packages

This section outlines the most important strategies, components, and negotiation techniques AI employees can use to maximize compensation and secure long-term professional protection.

1. Evaluate Total Compensation, Not Just Salary

A common mistake candidates make is focusing on base salary alone. In AI roles—especially at high-growth startups—base salary may not be the most important part of the package.

AI employees should evaluate:

• Base salary
• Annual bonuses or performance incentives
• Equity grants
• Retention or milestone bonuses
• Equity refresh cycles
• Severance protections
• Change-in-control payments

Total compensation packages in AI can vary by hundreds of thousands of dollars depending on equity and incentives, making it essential to evaluate the full structure.

2. Negotiate Equity—It’s Often the Most Valuable Component

AI startups and AI-first public companies rely heavily on equity to attract top-tier talent. But equity terms are nuanced and highly negotiable.

Key equity terms you should negotiate:

• Size of the grant (expressed as % ownership or # of shares)
• Equity type (options vs. RSUs)
• Vesting schedule (you can ask for shorter vesting schedules and no cliff vesting)
• Acceleration triggers (single- vs. double-trigger vesting)
• Windows to exercise options after leaving the company (traditionally 90 days but you can request one year)
• Ability to participate in secondary sales

A single percentage point of equity at a strong AI startup can be worth millions of dollars in a successful exit. Do not underestimate your ability to negotiate this component.

Pro tip: Ask for your equity in terms of percentage ownership, not number of shares. This forces companies to reveal the fully diluted share count.

3. Push for Clear and Achievable Bonus Structures

AI work is often tied to quantifiable outcomes: model accuracy, latency improvements, deployment milestones, or product releases. This makes it easier to negotiate objective bonus structures, rather than subjective or discretionary ones.

You can negotiate:

• A signing bonus
• A target bonus (often 20–50% of salary for senior roles)
• A guaranteed minimum first-year bonus
• Objective, measurable performance metrics
• A clear timeline for bonus evaluation
• Eligibility for multi-year performance awards

4. Benefits and Perks

Beyond salary and bonuses, benefits protect well-being and support work-life integration—particularly important for senior leaders.

Benefits can include:

• Comprehensive health, dental, vision, life, and disability insurance
• Retirement plans such as 401(k) with employer match and pension enhancements.
• Vacation, sick leave, and paid time off accruals with carry-over provisions on termination.
• Relocation assistance, travel allowances, and technology stipends.
• Parental leave

5. Secure Strong Severance and Termination Protections

Given the velocity of change in AI—funding cycles, pivots, acquisitions, and leadership turnover, severance protections are essential. They are highly negotiable for AI professionals.

Negotiate for:

• 3–12 months of salary severance pay if fired without cause, together with 3-12 months of target bonus
• Continuation of benefits or COBRA during the severance period
• Accelerated vesting of equity upon termination without cause
• Severance triggers if your role changes materially
• Limit the “cause” definition– you want to avoid broad definitions of being terminated for “cause” to avoid losing out on severance
• Mutual releases of liability and mutual non-disparagement clauses in the event of termination without cause

Many AI companies do not offer severance by default, but will add it if asked by a senior or highly valuable hire.

6. Leverage Competing Offers Strategically

AI employees who interview with multiple companies often have dramatically better outcomes. Even one additional offer can significantly increase your negotiation leverage.

Tips for handling competing offers:

• Never bluff—only leverage real offers.
  
• Share general ranges, not exact numbers (“my other offer is in the ~$500K range”).
• Emphasize fit and culture, not financial extraction.
• Allow employers to “revise” offers rather than demanding increases.

Companies expect AI talent to be in high demand. You should expect and encourage competition.

7. Protect Yourself from Liability

AI work often includes high-stakes systems, regulatory exposure, or sensitive data. Professionals should negotiate strong protections.

You can ask for:

• Company-backed D&O insurance (for senior roles)
  
• Indemnification for work done within the scope of your role
• Reasonable limits on personal liability

AI professionals involved in model development, compliance, or safety can insist on explicit liability protection.

8. Remote Work and Flexible Arrangements Are Negotiable

AI talent is global, and many companies are remote-first. If location flexibility matters to you, negotiate it early.

You can request:

• Fully remote work
  
• Hybrid flexibility (e.g., two days in the office each week)
• Home office stipends
• Relocation packages, if required
• Adjustments for time-zone differences

Given how scarce AI talent is, many companies will accommodate flexibility for the right candidate.

9. Consider Other Important Issues

Here are some additional important issues to consider when negotiating an employment contract or offer letter:

• Avoid any non-compete clauses that would hinder you from finding a new AI job. In some states like California, those are for the most part unenforceable anyway
• If there is a dispute with your employer, you will likely want the matter to be resolved by confidential binding arbitration to avoid lengthy and costly litigation
• Make sure you are not taking any documents or confidential information from your old employer– this can lead to expensive and embarrassing litigation
• Get any oral promises made to you in writing as part of your employment agreement or offer letter
• Carefully review the terms of any rights of repurchase on equity, right of first refusal, and company buy-back terms, which could limit the value of your equity

10. Work with an Attorney or Advisor for Complex Packages

AI compensation packages, especially those involving equity, are increasingly complex. Understanding tax implications, vesting schedules, and contract terms often requires professional review.

An attorney or advisor can help you:

• Interpret equity and vesting terms
  
• Understand company cap tables
• Identify red flags in employment contracts
• Strengthen negotiation positions
• Include protective contract terms

A modest legal investment can protect hundreds of thousands—and sometimes millions—of dollars in future compensation. And sometimes you can negotiate for the company to reimburse your reasonable legal fees incurred.

Conclusion on Compensation for AI Employees

AI employees today are in a uniquely powerful negotiating position. Compensation is skyrocketing. Companies are racing to hire scarce talent, and the strategic importance of AI expertise has never been higher. By approaching negotiations with clarity, confidence, and a deep understanding of total compensation, AI professionals can secure packages that reflect both their current value and their long-term contribution.

In an era defined by rapid innovation and intense competition, negotiating well is not just a financial decision, it’s a strategic career move.

Related Articles:

• 16 Key Issues in Negotiating an Employment Severance Package
• 14 Key Issues in Negotiating Employment Agreements
• Key Issues with Confidentiality and Invention Assignment Agreements with Employees
• How Employee Stock Options Work in Startup Companies

Post sponsored by Trustaff

A persistent and critical nursing shortage has affected facilities nationwide. Smaller and rural facilities experience this challenge when competing against well-funded hospital systems. Therefore, they rely on travel nurses to fill the gaps and maintain high-quality patient care. By leveraging the unique strengths of your healthcare facility, you can attract qualified healthcare professionals.

In This Article

• How Small Healthcare Providers Can Attract Top Talent
• Methodology to Compare Staffing Agencies
• Best Places to Apply for High-Paying Travel Nursing Jobs
• Comparing Staffing Agencies
• Appealing to the Top Travel Nursing Talent
• Frequently Asked Questions

Key Takeaways

• Work-life balance is critical to prospective employees.
• Technology streamlines staffing and simplifies hiring processes.
• Staffing agencies are strategic necessities.
• Small providers can stand out by leveraging their unique strengths.

How Small Healthcare Providers Can Attract Top Talent

Beyond filling vacancies, healthcare facilities should become a place where travel nurses want to take assignments. Success originates from supporting the well-being of your employees and building a positive reputation. Here are five strategies to attract top talent in the healthcare field.

Provide High-Value Benefits

Smaller healthcare providers should gain advantages through high-value benefits. With these packages, you can facilitate attractive terms and go beyond the hourly wage. For instance, your company could offer realistic stipends to cover local living expenses. Complement that perk with a housing concierge to help travel nurses secure housing.

Promote a Safe Workplace

Nurses should feel safe, protected, and heard in your facility. Prioritize building a culture of safety with proactive training and tangible safeguards. These elements could include security personnel, de-escalation training, and post-incident support. Promote your company’s zero-tolerance policy, which enforces a reporting system and ensures consistent action.

Invest in Professional Development

Ambitious travel nurses view jobs as stepping stones on their career path. These healthcare professionals seek environments that allow them to grow. Respond by removing the logistical and financial barriers to professional development. As a healthcare provider, you could offer stipends for continuing education or provide on-site training.

Highlight Flexible Schedules

Flexibility is among the most desired benefits for American workers. A 2022 Gallup survey found that 61% of employees consider work-life balance to be very important. Healthcare providers could allow nurses to collaborate and choose shifts that best fit their personal lives. You can also implement block scheduling to give workers more predictable periods of time off.

Partner With Trusted Staffing Agencies

Smaller healthcare providers often have limited budgets and fewer HR resources, making it challenging for them to compete with well-funded hospitals. Staffing agencies become extensions of your talent acquisition team and advocate for you in national markets. Investing in these professional services reduces your administrative burden and lets your employees focus on the bigger picture.

Methodology to Compare Staffing Agencies

Small healthcare providers can benefit from reputable staffing agencies to fill gaps in their staffing needs. How can you determine the best companies to partner with? Here is a methodology to select the top solutions.

Best Places to Apply for High-Paying Travel Nursing Jobs

Healthcare workers seek workplaces with superior support and transparent communication. Where can they apply for high-paying travel nursing jobs? Here are three staffing agencies helping travel nurses find jobs and small healthcare providers attract top talent.

1. Trustaff

Trustaff is the best healthcare staffing agency for travel nurses. The company matches small healthcare providers with experienced nurses through its national network of professionals. Since 2002, it has prioritized personal service and helping you find assignments in all specialties. Travel nurses can easily apply for high-paying positions on the mobile app.

Key features

2. Aya Healthcare

Aya Healthcare is a leading provider of healthcare talent staffing services for travel nursing. This agency implements advanced technologies on its intelligent workforce platform to connect people and systems. It’s renowned for efficiency, as the direct-to-clinician model lowers costs for small healthcare providers. Travel nurses pick the company for its consistent job volume and strong recruiter support.

Key features

3. AMN Healthcare

AMN Healthcare is a renowned staffing agency recognized for its user-friendly technology and industry expertise. For 40 years, it has provided comprehensive staffing services to healthcare providers nationwide. The company helps professionals find travel nursing jobs, permanent positions, and contract hires.

Key features

Comparing Staffing Agencies

Choosing the right staffing partner can be challenging when agencies offer similar services. Here is a direct comparison of agencies outlining their core strengths and experience.

Appealing to the Top Travel Nursing Talent

Navigating nursing shortages demands a proactive approach to building a resilient and desirable workplace. Small healthcare providers can outmaneuver large competitors by focusing on a superior culture and meaningful benefits. They can also gain a strategic advantage by connecting with reputable staffing agencies to find the top travel nurses.

Frequently Asked Questions

Why should small healthcare providers focus on hiring travel nurses?

Persistent nursing shortages mean providers should consider hiring travel nurses to fill critical gaps and maintain quality patient care.

How can small facilities compete with larger hospitals and their higher salaries?

Unique, high-value benefits help providers stand out beyond hourly wages.

What can small healthcare providers do to improve work-life balance?

Flexible scheduling options help travel nurses better balance their work and personal life.

Where do travel nurses make the most money?

Travel nurses typically make more money in remote locations with high-demand positions.

About the Author

Kelly Duggan

Kelly Duggan is the President of Trustaff, a leading healthcare staffing firm dedicated to connecting skilled clinical and allied health professionals with hospitals and healthcare systems across the country. She oversees the company’s operations, focusing on talent development, workforce solutions, and strategic growth to address the evolving needs of healthcare organizations. Duggan is committed to fostering meaningful relationships and ensuring that Trustaff remains a trusted partner for both healthcare professionals and the facilities they serve.

Company: Trustaff
Website: https://www.trustaff.com/

ProGrade Digital, makers of memory cards, card readers, and solid state drives, has announced that it will be forced to raise prices in May as the flash memory shortage has put too much pressure on its business.

[Read More]