Children's Hospitals 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.
Pediatric training and certifications (pediatric fellowships, NICU levels, PALS/NRP) shrink every candidate pool to a national search.
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
Primary Care & Hospital-Based Physicians
Medical Specialty Physicians
Surgical Specialty Physicians
Advanced Practice Providers: NP, PA, CRNA
Physician Executives & Medical Directors
Nursing Leadership
Imaging, Lab, Rehab & Diagnostic Services Leadership
Acute & Critical Care Nursing
Perioperative & Procedural Nursing
Women's, Neonatal & Pediatric Nursing
Specialty, Outpatient & Community Nursing
Medical Imaging & Radiation Therapy
Cardiovascular, Respiratory & Neurodiagnostic Technologists
Surgical Technology & Sterile Processing
Rehabilitation Therapy & Audiology
Pharmacists & Pharmacy Technicians
Clinical Laboratory & Pathology
Behavioral Health & ABA Clinicians
Medical Assistants, Nutrition & Patient Support
Medical Coding, Billing & Patient Financial Services
EMS & Emergency Department Support
Locum Tenens Providers
Travel & Rapid Response Clinicians
Setting-specific role searches
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 recruit for children's hospitals?
We recruit physicians, advanced practice clinicians, nurses, and leaders for pediatric settings. The search changes when the role needs fellowship training, NICU or PICU experience, or PALS and NRP. We ask what the person does on a normal shift, who they answer to, and which decisions stay with them.
That lets you compare people on real work, not just titles.
What do we verify before you interview?
We check pediatric training, board status when it matters, and the setting where the person has worked. For physicians, we confirm fellowship background when the role calls for it. For nurses and advanced practice clinicians, we ask about NICU, PICU, PALS, NRP, and the patient ages they handle regularly.
We also ask about handoffs, family discussions, and escalation paths.
Which roles do we see most often?
Children's hospitals hire across physician, nursing, allied health, imaging, and leadership seats. Common searches include neonatology, pediatric hospital medicine, pediatric subspecialties, pediatric nursing, respiratory therapy, therapy services, and department leaders. Each role asks for a different mix of bedside work, service line oversight, and family communication.
We match the search to the unit, not the building alone.
What can a workday look like in this setting?
A clinician may round with the team, speak with parents, review consults, and decide on discharge or transfer. A leader may also review staffing, follow up on quality issues, work with physicians, and handle parent concerns or delays in care. We ask candidates to describe those tasks in plain terms.
That helps you hear how they work, not how they market themselves.
How do we run the search with you?
You tell us the role, the schedule, the reporting line, and what must change after the hire. We ask which decisions the person owns and which stay with you or the medical staff. Then we search for people who have already done that kind of work in pediatric settings.
We bring back a short list with clear notes on each person.
How do offers and coverage work?
When you are ready to move forward, we help keep the offer conversation orderly. We stay close to the details that matter in children's hospitals, such as call, supervision, service line scope, and any schedule limits that could affect acceptance. If you need locums or other coverage, we handle that on request.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What else should you ask about this search?
How do you screen for pediatric experience that fits our unit?
We ask where the candidate last worked and what ages they handled there. We also ask about family communication, escalation, and the decisions they made on shift. That keeps the review tied to the unit you need filled.
Can you search for leaders as well as bedside clinicians?
Yes, we recruit physicians, advanced practice providers, nursing leaders, and other hospital staff. For leadership seats, we ask how they handled staffing, quality review, physician relationships, and parent concerns.
What if we need someone for a specific pediatric service line?
Tell us if the seat touches NICU, PICU, perioperative care, imaging, therapy, or another specialty area. We then screen for direct work in that setting and ask what decisions the person owns there. That separates general hospital experience from pediatric specialty work.
Do you work on temporary coverage for pediatric hospitals?
Yes, when requested. 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?
- Anesthesiologist, Children's Hospitals Recruiters
- Certified Registered Nurse Anesthetist (CRNA), Children's Hospitals Recruiters
- CT Technologist (CAT Scan Tech), Children's Hospitals Recruiters
- MRI Technologist, Children's Hospitals Recruiters
- NICU Nurse (Neonatal ICU RN), Children's Hospitals Recruiters
- Occupational Therapist (OT, OTR/L), Children's Hospitals Recruiters
- 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.