Opening a New Clinic or Urgent Care Location
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.
Choose opening clinicians who can make sound onsite decisions while your clinic or urgent care routines are still taking shape.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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 does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A new location needs more than a strong résumé. On an early shift, a lead provider may assess walk-ins, decide what belongs onsite, close charts, answer staff questions, and address a missing supply or unclear referral path. We screen for experience that matches those decisions.
Start with the shift, not a broad title. A primary care clinic may need planned visits, chronic-care follow-up, preventive care, and referral decisions. Urgent care may need same-day triage, simple procedures, imaging follow-up, and transfer decisions. Define which work belongs to the first physician or advanced practice provider before interviews begin.
We review credentials, work history, licensure where the role requires it, and fit through direct questions. We ask what happened when a chart queue grew, a staff member needed guidance, or a patient needed care beyond the site’s scope. The answer often shows whether someone expects a fully built practice or can work constructively through early changes.
What do we check before you see anyone?
Review board certification status, including ABFM standing when relevant, against your planned patient population and services. We ask which presentations, age groups, and procedures the provider recently handled independently. Discuss electronic health record work in detail. Ask how they finish notes, manage unsigned orders, answer coding questions, and keep charts current when administrative help is limited.
- Examine encounter pace without reducing the discussion to visit counts. We ask how the provider handled a complicated return visit, an add-on procedure, or a late patient while keeping documentation current.
- Clarify supervision of nurse practitioners or physician assistants when your model uses them. Ask how the provider reviewed charts, responded to clinical questions, documented oversight, and handled differing clinical views.
- Match your planned procedures to recent hands-on work. We ask what equipment, supplies, staff help, follow-up arrangements, and referral options were available when the candidate performed each procedure.
- Test opening-stage judgment with realistic questions. If a needed supply is unavailable or a referral path is unclear, we ask whom they contact, what they document, and where they draw the line on onsite care.
Where do we find them, and why would they move?
We speak with physicians and advanced practice providers from established practices, hospital-owned outpatient groups, urgent care centers, and community clinics. Someone may consider a move for a different schedule, shorter commute, leadership scope, or a chance to help shape a new site.
We confirm the reason rather than assume it.
We also reach clinicians who have supervised advanced practice providers or led small outpatient teams. That background can help when your first hire will interview later staff, explain routines, or identify gaps before opening day.
Which mistakes stall the search?
Avoid hiring from a heavily resourced hospital role without asking who handled referrals, procedure setup, chart completion, and staff questions. Similar titles can hide very different daily work. Another is avoid treating documentation as back-office work. Incomplete notes can delay billing follow-up and leave the next clinician without a clear account of the visit.
Avoid promising influence over staffing or clinical processes without stating who makes the final decision. That disagreement is harder to correct after acceptance.
How would we run the search for this opening?
We begin with a focused intake. We review work history and credentials, then ask candidates to describe comparable days. You conduct your own interviews, credentialing, and clinical evaluation. You describe services, hours, patient presentations, staffing, supervision, equipment, charting, and the lead provider’s decision authority.
Set the opening profile
We turn those details into a search brief and interview plan.
Screen against the shift
We cover chart closure, procedures, referral decisions, supervision, and work when routines change. You receive context, not a résumé alone.
Compare and close carefully
Before an offer, revisit scope, schedule, reporting lines, support staff, and the first months of operation. We help keep those discussions clear.
How should we respond to a counteroffer?
Ask what the candidate wants that their current role does not provide. If your opening offers defined clinical input, a different schedule, or leadership duties, describe those points plainly. Do not promise authority that ownership has not approved. You complete clinical assessment and credentialing.
How long does a clinic or urgent care search take?
Timing depends on your local market, license needs, service scope, and interview availability. A rushed launch should not skip work-history review, credential screening, references, or your own clinical and credentialing review.
What if a candidate asks about relocation?
Decide early whether relocation support is available and what it covers. Discuss the community, reporting structure, schedule, and opening plan alongside the move. A relocation package alone does not resolve uncertainty about the daily role.
How do we assess working relationships before opening day?
Ask for examples of disagreements with front-office staff, nurses, owners, or other providers. Listen for how the person raised concerns, made a decision, and documented follow-up. New sites need direct communication when responsibilities are still being defined.
What are the payment terms for a permanent search?
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 should you send us about this role?
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.
Tell us what your first provider must decide during a normal shift. We will build a permanent contingency search around that work, with no upfront fee.
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 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 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.