Urgent Care & Occupational Health 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.
Shift-based, multi-site, APP-heavy models; occupational medicine adds DOT exams and employer services.
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
Advanced Practice Providers: NP, PA, CRNA
Physician Executives & Medical Directors
Practice, Ambulatory & Surgery Center Operations
LPN/LVN, Nursing Assistants & Patient Care Techs
Medical Imaging & Radiation Therapy
Clinical Laboratory & Pathology
Medical Assistants, Nutrition & Patient Support
EMS & Emergency Department Support
Locum Tenens Providers
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 does an urgent care and occupational health hire do on a normal shift?
A normal shift moves between intake, exam rooms, charting, testing, and discharge. The hire may see walk-ins, handle minor procedures, review results, and complete notes before the next patient arrives. In occupational health, the same person may also complete physicals, drug screens, DOT visits, and employer forms.
We ask who handles each step from check-in to checkout. That keeps the role clear for the person, the front desk, and the clinical team. It also shows whether the work is mostly direct care, mostly employer services, or a true mix.
Which choices belong to the owner or manager?
The owner or manager usually sets hours, service mix, staffing budgets, and which employer accounts the site accepts. The hire works inside that plan. Their day may include schedule adjustments, room turnover issues, patient flow questions, and escalation of problems they cannot solve alone.
We sort out reporting lines before outreach begins. We ask who approves policy changes, vendor changes, and contract terms. We also ask which decisions the new hire can make at the site and which ones move upward for review.
What background fits a multi-site urgent care network?
Multi-site work needs someone who can keep one location from drifting away from the others. The person may review schedules, check charts, speak with site leads, and compare how rooms, handoffs, and documentation work from one clinic to the next. Small differences matter when several sites share the same brand.
We look for people who have worked openings, acquisitions, or locations that needed steadier daily control. We ask how they handled uneven staffing, new workflows, and separate local habits. That helps us find someone who can move between sites without losing track of the day’s work.
How does occupational health change the search?
Occupational health adds employer work to a busy walk-in setting. The day may include pre-employment physicals, respirator exams, workers' compensation follow-up, drug screens, and DOT-related visits. The hire still has to keep urgent care moving while handling paperwork and account-based tasks.
We ask which employer services already exist and which ones you want to add later. We also ask who talks with employer contacts, who tracks forms, and who follows up on visit results. That gives us a better picture of the daily workload and the person needed for it.
Who fits physician, APP, and medical director seats here?
Physician and APP roles often fit people from urgent care, emergency medicine, family medicine, or occupational medicine. Their work may include acute illness, lacerations, splints, charting, and quick decisions during shift handoffs. We ask how they manage pace, documentation, and handoff communication in real clinics.
Medical director roles need more than clinical skill. We look for people who review charts, coach clinicians, and handle escalations without taking over every visit. We ask how they corrected coverage gaps, uneven practice patterns, or documentation problems across sites.
How do we run the search for this setting?
We start with the work, the schedule, the sites, and the mix of urgent care and occupational health. Then we reach people with that background, including those working now who have not applied. You get a short list with a written brief on each person and support through the offer.
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. We offer a candidate replacement guarantee on standard search agreements.
What else should you ask about this search?
How do you screen for someone who can cover both walk-in care and employer services?
We ask how much of their recent week was spent on urgent visits versus occupational health tasks. Then we ask who handled DOT exams, drug screens, physicals, and follow-up paperwork. That tells us whether they have worked both sides of the schedule in a live clinic.
What should we tell you before starting a multi-site search?
Tell us how many sites need coverage and which site has the hardest schedule. We also need the reporting line, the local staffing pattern, and whether the hire will move between locations. Clear details help us speak with the right people sooner.
Can you recruit for a medical director who still sees patients?
Yes, we look for people who split time between patient care and leadership work. We ask how they handle chart review, clinician coaching, and escalations while still taking shifts. That keeps the role practical for both sides of the hire.
What if each clinic uses a different workflow?
We ask which differences affect rooming, charting, testing, or employer visits. That helps us find people who can learn local routines and still keep care steady across locations. We also ask who can approve changes before outreach begins.
Which related pages help you prepare?
- Emergency Room Nurse (ER Nurse, ED RN), Urgent Care & Occupational Health Recruiters
- Family Nurse Practitioner (FNP), Urgent Care & Occupational Health Recruiters
- Medical Assistant (CMA, RMA, CCMA, Clinical MA), Urgent Care & Occupational Health Recruiters
- Medical Director, Urgent Care Recruiters
- Physician Assistant (PA-C), Urgent Care & Occupational Health Recruiters
- Radiologic Technologist (X-Ray Tech, RT(R), Rad Tech), Urgent Care & Occupational Health 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.
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.