Behavioral Health & Addiction Treatment Recruiters
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.
Licensure mix (MD, PMHNP, PhD/PsyD, LCSW, LPC, LCADC), ASAM levels of care, CARF or TJC accreditation, and many investor-backed operators.
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
Roles we fill here
Medical Specialty Physicians
Advanced Practice Providers: NP, PA, CRNA
Physician Executives & Medical Directors
Behavioral Health Leadership & Licensed Clinicians
Quality, Patient Safety, Case Management & Compliance
Acute & Critical Care Nursing
Behavioral Health & ABA Clinicians
Medical Coding, Billing & Patient Financial Services
Locum Tenens Providers
Hiring situations
Specialty sub-settings
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.
What do we hire for in behavioral health and addiction treatment?
You hire for a seat that touches clinical judgment, scheduling, and daily unit flow. That can mean MD, PMHNP, PhD or PsyD, LCSW, LPC, or LCADC coverage. We ask who makes each decision, who signs off, and where handoffs sit.
The work often includes admissions review, therapy team oversight, and communication with nursing, case management, and outside partners. For physician-owned groups and investor-backed operators, the reporting line matters. We ask what the person can change without another approval step.
How do we screen for ASAM, CARF, and TJC experience?
Your setting may use ASAM levels of care, CARF standards, or TJC review. We ask where the candidate worked, which levels they covered, and what they handled during surveys or audits. That helps us separate general behavioral health work from direct program experience.
We also ask about the actual work behind the title. Did they write policies, review charts, coach staff, or speak during survey findings? We do not treat every leadership title the same. We want the work they owned, not just the badge on the door.
Who do we look for across clinical and administrative teams?
Behavioral health teams are usually mixed. One day may involve psychiatrists, therapists, addiction counselors, and support staff. We look for people who can work across those groups without losing track of schedule coverage, documentation flow, and patient handoffs.
For a clinical director, we ask about program oversight and staff guidance. For a medical director, we ask about prescribing oversight, partner communication, and chart review. For a site or regional leader, we ask how they handled multiple locations, shared staffing, and uneven census.
What does a workday look like for the person you hire?
A morning may start with huddles, admissions review, and staffing gaps. Later, the person may address a no-show pattern, a discharge issue, or a family concern. They may speak with billing, intake, or compliance staff when a case needs a decision. We ask how they spend that time now.
We also ask what belongs to them and what belongs to others. Some organizations want direct clinical leadership. Others want a builder who can standardize process across locations. That changes the search, the interview questions, and the people we bring forward.
How do we run the search for your opening?
You send the role, the site, and the change you need from the hire. We ask about schedule limits, license mix, service lines, and reporting lines. Then we shape the search around the actual seat, not the title alone. That helps you compare people on the same terms.
We reach out to people who are working now and may not be looking at job boards. We qualify them in live conversation and share only the people who match your needs. For permanent direct hire, we work on contingency. We offer a candidate replacement guarantee on standard search agreements.
When does locum, travel, or contract coverage make sense?
Sometimes you need interim help while you search for a permanent leader or clinician. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
That matters in behavioral health because start dates, site access, and scope can differ by program. We ask what the interim person will cover, who will supervise the shift or program, and what decisions must stay with your team. That keeps the handoff clear from the start.
What else should you ask about this search?
How do you screen for the right license mix in this specialty?
We ask which license the seat truly needs, not which one sounds broadest. For some roles, the answer is a psychiatrist or PMHNP. For others, it may be a psychologist, LCSW, LPC, or LCADC with the right program background. We also ask what tasks sit with the hire and what stays with other staff.
What do you need from us before you start a search?
Send the site, the reporting line, and the work that must change after the hire starts. We also need your schedule limits and any credential or accreditation context. That gives us a clear brief and keeps early screening useful.
How do you handle a role tied to a survey or accreditation issue?
We ask where the gap showed up and who will own the fix after the hire starts. Then we look for people who have worked with surveys, chart review, documentation cleanup, or team coaching. The interview should focus on what they did in a live setting, not a generic compliance claim.
Can you support a temporary clinician while we recruit the permanent hire?
Yes, we arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. We also ask how much handoff time you want before the permanent person begins.
Which related pages help you prepare?
- PMHNP, Outpatient Behavioral Health & Telepsychiatry Recruiters
- Psychiatrist, Community Mental Health Center (CCBHC) Recruiters
- Clinical Director (Behavioral Health / Addiction) Recruiters
- Licensed Clinical Social Worker, FQHC Integrated Behavioral Health Recruiters
- Psychiatric Nurse, Behavioral Health Hospital Recruiters
- How to hire a Behavioral Health & ABA Clinicians 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 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.