Skilled Nursing & Post-Acute Care 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.
State survey (F-tags), PDPM reimbursement and Five-Star ratings drive every hire; Administrators need a state NHA license and DON turnover is constant.
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
Advanced Practice Providers: NP, PA, CRNA
Physician Executives & Medical Directors
Post-Acute, Senior Living & Home-Based Care Leadership
Quality, Patient Safety, Case Management & Compliance
Pharmacy Leadership & Clinical Pharmacy
Home Health, Hospice & Long-Term Care Nursing
LPN/LVN, Nursing Assistants & Patient Care Techs
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 do we recruit for in skilled nursing and post-acute care?
We recruit leaders and staff tied to survey readiness, payment accuracy, and daily resident care. That includes Nursing Home Administrators, Directors of Nursing, MDS Coordinators, regional nurses, therapy leaders, pharmacy, quality, and support roles that keep the building operating.
We ask what the work looks like on a normal shift, who reports to the role, and what changed before the opening. That helps us judge whether the person has done the same work, not just carried the title.
How do you screen an Administrator or DON for this setting?
We start with the work they handled. For an Administrator, we ask about survey prep, labor control, census movement, and ownership reporting. For a DON, we ask how they run the clinical day, coach charge nurses, review documentation, and respond when a survey issue appears.
We also ask who made each decision. Some leaders own the plan. Others carried it out. That matters when you need someone who can sit with the owner, the corporate team, and the floor staff without losing the thread.
What do you look for in MDS, quality, and reimbursement hires?
We screen MDS Coordinators for PDPM knowledge, Section GG work, and clean coding habits. We ask how they work with therapy, nursing, and billing when a record needs correction. The goal is to learn whether they protect payment accuracy and keep files ready for review.
For quality and compliance roles, we ask how they track trends, close loops, and report findings. In this setting, the person needs to read a problem on paper and walk it back to the unit, the chart, or the process.
How do you handle regional or multi-site searches?
Regional Nurse Consultants and regional operations leaders need more than one strong facility story. We ask what changed across buildings, how they coached local leaders, and what they did when one site lagged behind the others. We want proof they can work through others, not only by direct action.
We also compare their history to your structure. A leader from a small private chain may not fit a larger regional group. We talk through reporting lines, travel, decision rights, and how often they were on site.
What should you tell us before we begin?
Send the role, the site, and the reason for the opening. Tell us what must change after the hire. If a license, shift pattern, weekend rotation, or travel limit would rule someone out, tell us early. That keeps us focused on people who can actually take the job.
We also ask about the team around the seat. A strong hire in this setting depends on the rest of the building. If the role will inherit vacancies, survey findings, or a new owner, we need that context before outreach starts.
How does the search move from intake to offer?
We start with a direct discussion of the seat. Then we map likely sources, contact people one by one, and qualify them in live conversation. You get a short list with notes on work history and the reasons each person may fit your site.
When you want locum tenens, travel or contract coverage, we use a separate process. 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?
Can you recruit for a facility that just had a difficult survey?
Yes, we ask what the survey found, who handled the response, and what changed afterward. That helps us target leaders who have worked through deficiency follow-up and daily correction work, not just people who talk about survey readiness.
How do you judge whether a DON can manage both clinical and staffing pressure?
We ask how they staffed a shift, who they coached, and how they handled missed care or documentation gaps. We also ask for examples of how they worked with the Administrator when the building needed a clear plan.
What if we need an MDS Coordinator who can start soon?
Tell us which systems they will touch and who reviews their work. We screen for current PDPM and coding experience, then ask how they close errors with therapy, nursing, and billing before records go out.
Do you work on replacement terms for direct hire searches?
We offer a candidate replacement guarantee on standard search agreements. The exact period and terms belong in the signed client recruiting agreement. We review that with you before the search begins.
Which related pages help you prepare?
- Occupational Therapist, Skilled Nursing & Post-Acute Recruiters
- How to hire a Acute & Critical Care Nursing team
- How to hire a Post-Acute, Senior Living & Home-Based Care Leadership team
- Acute & Critical Care Nursing: positions we recruit
- Post-Acute, Senior Living & Home-Based Care Leadership: positions we recruit
- Acute & Critical Care Nursing 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 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.