Rehab Hospitals & Outpatient Therapy 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.
IRFs live under the 3-hour rule and the 60% rule; outpatient therapy is productivity-driven and consolidating.
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
Post-Acute, Senior Living & Home-Based Care Leadership
Imaging, Lab, Rehab & Diagnostic Services Leadership
Rehabilitation Therapy & Audiology
Medical Coding, Billing & Patient Financial Services
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 work are we filling in rehab hospitals and outpatient therapy?
We recruit for leaders and clinicians who keep therapy moving through the day. In an IRF, that can mean reviewing admissions, treatment minutes, team notes, and discharge plans. In outpatient therapy, the work centers on schedules, visits, therapist coverage, and clinic flow. We ask about the exact setting before we start.
The seat may be a director, therapist, assistant, supervisor, or business lead. We ask who they report to, who approves time off, and which decisions stay at the site. We also ask who handles daily problems when the clinic gets busy or the unit changes plans.
What do we ask about an IRF before we send anyone?
An IRF search starts with the way your unit runs. We ask about the three-hour rule, the 60% rule, census swings, team meetings, and how documentation moves from bedside to chart. We also ask who handles referrals, who reviews compliance, and what happens when a discharge date changes.
That detail matters because a strong resume can still miss the daily rhythm. We want the person who can work with therapists, nursing, physicians, and case management without guessing about the rules. We also ask how they speak up when the plan of care needs adjustment.
What matters most in outpatient therapy hiring?
Outpatient therapy hires live in a schedule-driven day. Visits change, referrals arrive unevenly, and therapist productivity is watched closely. We ask how many sites the person covers, who sets visit templates, how front-desk issues are handled, and what the leader controls versus what stays with ownership.
We also look at how the clinic talks about cancellations, rebooking, and therapist load. The right hire should know how the work feels at 8 a.m., at midday, and near close. We ask about the handoff between the front desk, the therapist, and the person who manages the schedule.
Who usually owns the hard decisions in these searches?
You do. We help define the seat, but you decide pay structure, reporting line, final candidate, and start date. If the role needs strong payer knowledge, a therapy license, or multi-site oversight, we ask early so we do not waste your time with the wrong background.
For physician-owned groups, we also clarify where clinical judgment ends and business review begins. That keeps the search centered on the actual job, not a loose title. We ask which issues go to the owner and which are handled by the site leader.
How do we screen rehab leaders and therapy managers?
We screen for the work they have actually done. That includes staffing conversations, therapist retention, referral patterns, chart review, audit readiness, and communication with physicians or operators. We ask for examples from prior shifts and workdays, not broad claims about leadership.
If the role touches both care and numbers, we ask how they handled missed visits, uneven schedules, or a change in payer mix. We also check whether they can talk directly with staff without creating confusion. We listen for clear answers about what they did, who they called, and what changed afterward.
How does the search move from intake to offer?
We start with the brief, then contact people who fit the setting. After live conversations, we share a short list and explain why each person fits your site. You then choose who to meet, who moves on, and who gets an offer.
For locum tenens, travel and contract coverage, we use a separate path. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. We offer a candidate replacement guarantee on standard search agreements.
What else should you ask about this search?
How do you screen someone for both IRF rules and day-to-day leadership?
We ask about actual tasks in the unit, not just prior titles. That includes how they handled the three-hour rule, the 60% rule, team communication, and documentation review. We also ask who they answered to and which calls they could make on their own.
What if our outpatient clinic has more than one site?
Then we ask where the person will spend time, who covers each clinic, and how the schedule is built. We also ask whether the role manages one site or several. That keeps the search focused on travel between locations, staffing gaps, and local decision rights.
Can you recruit for both therapy leaders and hands-on clinicians?
Yes, we recruit for directors, supervisors, physical therapists, occupational therapists, speech-language pathologists, assistants, and related support roles in these settings. We match the search to the actual work, whether the person is leading the team or carrying a patient schedule.
What should we share before we open the search?
Share the setting, the reporting line, the schedule, and any license or certification limits. Tell us which decisions the hire can make and which stay with ownership or the medical director. That helps us screen against the real job from the start.
Which related pages help you prepare?
- Director of Rehabilitation, Inpatient Rehabilitation Facility Recruiters
- Medical-Surgical Nurse (Med-Surg RN), Rehab Hospitals & Outpatient Therapy Recruiters
- Occupational Therapist (OT, OTR/L), Rehab Hospitals & Outpatient Therapy Recruiters
- Physical Therapist (PT, DPT), Rehab Hospitals & Outpatient Therapy Recruiters
- How to hire a Rehabilitation Therapy & Audiology team
- Rehabilitation Therapy & Audiology: positions we recruit
- 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.