What are you paying us to do?
You are asking us to find and qualify people for your opening, including people who are working now and are not applying. We discuss the work with you first. Then we identify relevant backgrounds, make direct contact, and check whether a candidate has a reason to consider your role.
For a nurse, that includes recent work on the right unit. For a physician, it includes the specialty and practice arrangement. For a practice leader, it includes the operation they have run. The search is about those checks, not charging you to repost a job advertisement.
Is there an upfront fee?
There is no upfront fee on our standard contingency searches. The placement fee applies only if you hire, under the signed agreement. We discuss any different arrangement before you agree to it. You should not have to infer a charge from a conversation or a candidate introduction.
Ask us if your opening has unusual terms or if another provider is already involved. We can review the arrangement before the search begins. A clear agreement helps both sides understand what happens if you hire and what happens if you decide not to.
When is the placement fee due?
The agreement explains when the fee becomes due after a hire. It also defines the placement and any conditions that apply. Read those terms before receiving candidates. A website summary is not a substitute for the signed document, and we do not invent a payment date on this page.
If your approval process needs a purchase order or a particular agreement review, tell us at the start. That lets your team settle the paperwork before an interview turns into an offer. We want the hiring decision to stay focused on the candidate and the work.
What happens if you do not hire anyone?
Under our standard contingency search model, no hire means no placement fee. We do not bill by the hour for a standard search. We will discuss what we are finding and whether the brief needs to change. You decide whether a person fits your opening.
If the role changes during the search, let us know. A different shift, setting, or reporting line can change the candidate pool. We can review that change without pretending that the original brief still describes the job. The signed agreement remains the source for the terms.
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. Review the agreement for the conditions that apply to your search. The website does not add an assumed length or remove those conditions.
If you have a question about what would happen after a hire, ask before signing. We can discuss the actual terms rather than a general promise.
Do we require exclusivity?
Do not assume an exclusivity term from the word contingency. The search discussion and agreement determine the arrangement. Tell us about candidates your team has already contacted and other firms working on the opening. That helps us review candidate ownership and avoid conflicting introductions before anyone interviews.
If you want an exclusive arrangement, discuss it with us. If you plan to use several sources, explain how your internal team records applicants. Clear records can prevent a disagreement later. We do not publish a blanket rule that replaces the agreement for every search.
Are temporary engagements charged the same way?
A temporary engagement is separate from standard permanent contingency placement. We confirm the arrangement and terms for that engagement before anyone starts. Do not use this page to assume a coverage rate, employment relationship, or included responsibility. We do not publish invented rates or temporary-worker terms.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Our core remains permanent placement. Per diem recruiting means recruiting people into your own PRN pool, not filling individual shifts.
What do we not bill for?
We do not use hourly billing for standard contingency searches. We do not require a retainer unless a different arrangement is expressly agreed. We do not sell job-board reposting as our search service. Payment for a standard placement follows the hire and the signed agreement.
Your team still makes the hiring decision and handles its own employment obligations. We do not promise to replace clinical credentialing or your offer process. The search should give you a focused interview with useful candidate information, not blur responsibility for the appointment.
How should you judge the cost of an empty seat?
Use your own figures if you want to compare recruitment spending with the cost of a vacancy. Our calculator lets you enter cover costs and lost value, then subtract the salary you are not paying. It shows the arithmetic. It does not insert industry estimates or predict a hiring result.
For a hospital, that might mean your actual agency cover spending or services you cannot operate. For a practice, it might mean appointments you cannot offer. You choose the inputs. If the calculation shows no current net loss, the tool says so.
What should you send before discussing terms?
Send the title, job location, schedule, and the reason you need the hire. A job description helps, but it does not need to be polished. Tell us which checks are essential and who makes the hiring decision. We can then discuss whether contingency search fits the opening.
Do not send patient records or other sensitive clinical information. We need the work of the role, not identifiable cases. If the replacement must stay confidential, tell us that before outreach. Ivan or a senior team member will reach out soon.
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Is a fee due before you meet a candidate?
No upfront fee. You pay only if you hire. The signed agreement defines the placement fee and when payment is due. Read the fee page and discuss the opening before candidates are introduced. We agree those terms before the search starts.
What can delay a shortlist for your opening?
The setting, schedule, and available backgrounds affect who will consider the role. License checks and the employer’s interview decisions can affect timing too. We discuss the actual constraints rather than promise a fixed date.
What if a candidate receives a counteroffer?
We ask why the person wants to leave and what could change their decision. A counteroffer can address pay without changing a schedule or commute. We keep those unresolved choices visible before you make an offer.
Which replacement terms apply to your standard search?
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 is outside a standard contingency fee?
We do not sell job-board reposting as headhunting or fill individual shifts through permanent search. Temporary engagements have their own agreed terms. The employer retains its hiring, clinical assessment, and credentialing responsibilities.