Who are you?
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
No postings. No stacks of resumes. No chasing. You interview a short list.
Need someone now? Call 305-306-4829.
Prefer email? ivan@royaltytalent.com
How do you submit a job opening?
Pick the role family, tell us the title, location and timing, then where to reach you. Attach a job description if you have one. It is optional. The form asks only for what we need to start, and you can add schedule, license and pay details in the call that follows.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
How do you request a recruiting proposal?
Comparing firms or need terms on paper first? Tell us the seat and we send a written proposal covering The Six-Step Search, the fee and the agreement terms. Use the form below if you want those terms in writing before you decide. We confirm the role details with you before preparing it.
Book a 15-minute call with IvanWhat happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What should you send us about a healthcare opening?
Healthcare Headhunters gives hiring managers and candidates separate ways to contact the firm. If you are hiring, use the job opening form for a defined seat. Use the proposal form when you want to discuss a recruiting arrangement. Neither form commits you to a fee. The search agreement settles any placement terms before candidates are introduced.
A useful opening starts with the work. Tell us whether the person will care for patients, run a department, or manage a practice. Give the job location and the schedule. If the position includes nights, call, floating, or several sites, explain that. These details change who will consider the role.
Your job description can help us prepare for the conversation. Paste readable text or use the optional file field. Do not include patient identifiers. We need the duties and credentials, not clinical records. If an uploaded document cannot be read, you can paste the text instead of holding up the request.
A proposal request should explain the hiring problem and who will decide on the appointment. Tell us if the role is confidential or if another search is already underway. We can discuss the process and responsibilities with you. We do not produce an assumed price from a vague title.
If you are looking for work, join the talent network rather than send an employer proposal. That keeps your interests with the candidate route. We do not charge a clinician a placement fee through the employer intake. Share your role and location preferences through the candidate form.
The phone field is optional. A work email gives us a way to reply when you cannot speak now. You can also call the site number during the stated hours. Your message follows the same intake as other website inquiries. Ivan or a senior team member will reach out soon.
Can you send an opening without a finished job description?
Yes. State the job, location, and what the person will handle. We can ask about the missing details during calibration. A draft description is more useful than waiting for a polished document that still leaves the schedule unclear.
What belongs in a recruiting proposal request?
Explain the opening or hiring plan and who makes the decision. Say what help your internal team needs. We can then discuss the search scope and signed terms without assuming you need an outsourced recruiting department.
Should a clinician use these employer forms?
The talent network is the candidate route. It asks about your work and interests rather than an employer’s vacancy. Use that route if you want us to consider you for a search.
The Six-Step Search · Fee terms · Editorial policy · Positions index
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.