Hire clinicians and healthcare leaders.

A posting finds people who are already looking. For many healthcare seats, those are not the people you need. The physician who runs a steady service, the nurse leader whose unit hits its marks and the imaging lead everyone relies on are busy doing the work you want covered.

If they see your posting at all, they read it as someone else's problem.

That is why a vacancy can sit open while applications keep arriving. The applicants are real and some are good, but the strongest fit is often employed, reasonably content and open only to a specific reason to move. Our job is to find that person, learn what your seat needs and put an honest reason in front of them.

This is permanent placement by headhunting. We research who has done comparable work, then approach people about your actual opening. Our recruiting and placement experience informs the questions we ask. You get context about the candidate, not just a forwarded resume.

Most searches go wrong before outreach begins. The title is familiar, the description is old and nobody has said out loud what the new hire must fix in the first year. So we start by asking you. What does the seat own? Who does it report to? What happened to the last person in it? Which parts of the schedule, call or caseload are fixed, and which can bend?

Those answers decide who we approach. A hospitalist for a rural cross-cover service is a different search from a hospitalist for a teaching program, even though the title matches. A director of nursing in a skilled nursing facility answers to survey teams and families in ways a hospital unit manager never does. We write the brief around the work, then look for people who have done it.

Pay belongs in that first conversation. Clinicians ask about it early, and a vague range slows everything down. We help you settle what the seat realistically pays in your market, and we say so plainly if the number will shrink the pool.

Many of the clinicians worth hiring will need a reason to move. We ask early about relocation support, start dates and licensure so the offer fits the person and the seat. Permanent placement is our core and the default. Some employers need coverage before a hire is possible, or want to try a working relationship before committing.

Those arrangements are available on request, and we will say which one fits your situation, including when the honest answer is a permanent search.

If you are not sure which engagement you need, describe the gap. A retiring physician, a unit that lost its director and a new site that opens next quarter each call for a different plan.

We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.

• Permanent Placement
• Travel Nurses
• Locum Tenens
• Per Diem
• Contract
• Temp-to-Perm