Don't see your role?
This is what we do all day: recruit healthcare professionals.
Tell us the seat. An unlisted title is a conversation, and we will say plainly whether it fits our work.
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.
No upfront fee· Pay only if you hire· Healthcare recruiting only· We reach people who aren't on job boards· Written replacement terms on standard searches
How we handle an unlisted seat
Send the title, the setting and the location. We ask what the person will own, which credentials the setting requires and what makes the seat hard to fill, then tell you whether we can run the search.
You can also browse every position we recruit, grouped by profession.
Tell us who you need.
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.
What if we do not see our title on your site?
Send it anyway. We look at the work, the setting, and the reporting line before we judge the label. You tell us what happens on the shift or workday, who the person answers to, and where the opening sits in the practice, clinic, hospital, or office.
If it fits our work, we say so and talk through the search. If it does not, we say that plainly too.
What do we ask before we accept a search?
We ask for the title, the setting, and the location. We also ask what the person handles each day, which credentials the site needs, and what makes the opening hard to fill. That gives us the facts before we speak about next steps.
We ask who makes the final hiring call and who interviews candidates. We also want to know the schedule, the patient mix, the team setup, and any local practice details that affect the search.
Which healthcare roles are in scope?
Every healthcare profession is in scope here, not just leaders. That includes physicians, advanced practice, nursing, allied health, therapy, pharmacy, behavioral health, dental, clinic support, revenue cycle, and executive hiring. We look at the opening one seat at a time.
Some roles are direct patient care. Others support care from the office or back end. We review the daily work and the reporting line before we decide how to proceed.
What happens once we take on a role?
We work from the facts you send. We review fit against the duties, the site needs, and the credentials tied to the opening. You make the hiring choice. We bring forward candidates who match the brief.
You review candidates, interview the ones you want, and choose who moves ahead. We keep the search tied to the actual seat, so you are not sorting through broad profiles that do not fit your opening.
How do direct hire and temporary coverage work here?
Permanent direct hire on contingency is our core work. If you need temporary coverage, we can discuss that on request. We keep the discussion tied to the opening and the service you ask for.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What should we send first?
A short note is enough to start. Send the title, the setting, the location, and a plain summary of the work. If the role is unusual, add what makes it unusual.
If you already know the credentials, include them. If not, send what you have and we will talk it through. You do not need a polished job description to begin a conversation about a real opening.
What else should you ask about this search?
What if the title is not listed on your role pages?
Send it anyway. We look at the work the person will do, not only the label on the posting. If the seat fits, we can discuss the search. If it does not, we will say so directly.
Do you work only on physician or leadership searches?
No, every healthcare profession is in scope, including patient care, support, and leadership. We ask what the person will own on the job, then decide whether the opening belongs in our work.
What details help you judge a hard-to-fill opening?
The most useful details are the setting, location, schedule, and the daily work. We also ask which credentials the site needs and who makes the final hiring call. That helps us speak plainly about fit before the search begins.
Can you help if we need temporary coverage instead of a permanent hire?
Yes, on request. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Which related pages help you prepare?
- Healthcare Roles We Fill
- 340B Program Manager Recruiters
- All Healthcare Roles A to Z
- Acute & Critical Care Nursing Recruiters
- Acute Inpatient Rehab Nurse Recruiters
- Addiction Counselor Supervisor (LCADC / LADC) Recruiters
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)