Hiring situations
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.
Start with the problem the next hire must solve.
Contingency search. No fee unless you hire.
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
What does the hire need to do?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
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 we handle a confidential replacement search?
We keep the search quiet when a departure is sensitive. You tell us who cannot know yet, what work must stay covered, and who will interview. We speak with candidates about the role without exposing your name too early.
That matters when a leader is still in seat or the department needs discretion. We ask what can be shared, what must stay private, and which messages should come from us or from you.
What changes when you are opening a new unit?
A new unit search starts with the work on day one, not just the title. We ask who the person reports to, which shifts or call patterns apply, what equipment or services are in play, and which decisions belong to the new hire versus the owner.
You may need someone who can build routines, write the first schedules, or work with other departments before launch. We cover those details before outreach, so candidates hear the real job and you see where the search can flex.
How do we support succession planning?
Succession searches work best when the current leader is still doing the job. We discuss timing, handoff plans, and which duties need to transfer first. That lets us speak with candidates about the next seat without creating confusion inside the team.
You decide whether the search is open or quiet. We ask about reporting lines, decision authority, and the transition you want after hire. If the role will grow over time, we discuss that early so the candidate knows the path and the limits.
What does a permanent search include?
A permanent search starts with a written brief. We ask about the work, schedule, credentials, reporting line, and what would make someone succeed or leave. Then we speak directly with people who match the brief and discuss the role in practical terms.
You review people we have already spoken with. We do not send an unread pile of resumes. You make the hiring decision, and we stay involved through interviews and offer discussions so the conversation stays tied to the actual work.
When should you ask for temporary coverage?
Ask for temporary coverage when a gap needs attention before the permanent hire starts. That may be during leave, turnover, a search delay, or a service start-up. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Temporary coverage is separate from a contingency search. If you need both, we discuss each piece on its own terms. That keeps the permanent opening clear while the short-term coverage matches the work that must be done now.
What should you tell us before we begin?
Send the title, location, schedule, and the work that actually needs doing. Tell us about license limits, call burden, weekend coverage, reporting, and any parts of the offer that cannot change. We ask about the work, not just the title, because that shapes interest.
If you are replacing someone, opening a service, or recovering from a failed hire, say so early. Those facts change how we speak with candidates and which people we approach first. Clear ground rules at the start save time later.
What else should you ask about this search?
How do you handle a leader who must not know the search is underway?
We keep the first outreach focused on the opportunity, not the staffing issue behind it. You tell us what can be named and what stays private. We use that line when we speak with candidates and when we arrange interviews.
Can one search cover both a permanent hire and short-term coverage?
Yes, but we treat them as separate arrangements. The permanent role, offer, and interview process stay distinct from the temporary assignment. That keeps the short-term work clear and avoids mixing two different decisions.
What if the role is part of a new opening and the duties are still changing?
Tell us which parts are fixed and which parts may shift. We can speak with candidates about the current version of the job and the likely handoff. If the schedule, reporting line, or on-site needs are still moving, we need that early.
What do you want from us before you start contacting people?
We want the actual work, the reporting line, and the deal you can make. We also ask about any license, schedule, or call limits that would rule someone out. That lets us speak plainly with candidates and avoid false starts.
Which related pages help you prepare?
- How to hire a Acute & Critical Care Nursing team
- How to hire a Advanced Practice Providers: NP, PA, CRNA team
- How to hire a Behavioral Health & ABA Clinicians team
- How to hire a Behavioral Health Leadership & Licensed Clinicians team
- How to hire a Cardiovascular, Respiratory & Neurodiagnostic Technologists team
- How to hire a Clinical Laboratory & Pathology team
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
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.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
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 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.