Our Healthcare Headhunting Process
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.
You need to tell committed candidates from people who are only measuring their market value.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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 open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
Healthcare Headhunters handles permanent contingency searches through direct outreach and structured screening. We learn what the hire does during a shift, who makes hiring decisions, and what your team must review before an interview. A résumé rarely explains why a person would leave a stable role.
We ask about call schedules, documentation load, procedure mix, supervision, commute, leadership changes, and recent career decisions. A move may be driven by family timing, limited growth, a changed schedule, or dissatisfaction with daily work.
Your process affects whether an interested person remains available. We ask who interviews, who approves compensation, what documentation your team needs, and where feedback may stop. That lets you set a realistic interview sequence before we begin outreach.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
License review where the role calls for a license. We check active state licensure through the applicable governing board database, record expiration dates, and note public disciplinary information or pending matters listed there. Your organization makes its own credentialing decision.
- Board certification review when certification applies to the specialty or your internal hiring standards. We confirm the stated specialty, current status, and expiration date. We compare those dates with your intended start window.
- Certification review. We collect credentials such as BLS, ACLS, and specialty certificates when your opening calls for them. A certificate you prefer is discussed as a preference, not described as a universal legal rule.
- Work-history discussion. We ask why positions ended, what changed between short tenures, and what the person sought in each move. A gap or quick transition may have a sound explanation, but unclear answers need further discussion.
- Scope and workday comparison. We ask about procedures, patient populations, charting systems, call duties, handoffs, supervision, and decisions made independently. We compare that account with your opening instead of relying on job titles.
- Interest and offer-readiness review. We ask what would need to change for the person to leave, who participates in the decision, and whether location, schedule, compensation, or autonomy could stop acceptance. You can address known concerns before final interviews.
Where do we find them, and why would they move?
We speak with professionals from academic teaching hospitals, private group practices, regional medical centers, outpatient settings, and other established healthcare employers. These are background types, not promises that a person from any one setting will move. Direct outreach reaches professionals who may not respond to advertising.
People consider a change for different reasons. We test whether your role addresses the reason they are listening.
Which mistakes stall the search?
A common mistake is letting a strong candidate wait for interview feedback while another employer continues the conversation. Another is selling title or compensation before explaining call expectations, reporting lines, schedule, and first-month work. They may seek a different call rotation, less administrative work, a different procedure mix, more day-to-day authority, a shorter commute, or another patient population.
Accepting a polite reference without asking about reliability, handoffs, communication, and performance during difficult shifts.
How would we run the search for this opening?
We begin with a working discussion of the open role. We contact relevant professionals and describe the work plainly. We screen work history, credentials, scope, and reasons for moving before presentation. Early conversations cover schedule, location, reporting structure, patient or service mix, compensation when available, and why the position is open.
Opening Review
We ask what occurs on a normal shift, which tasks create pressure, what the hire decides independently, and what background your reviewers need to see.
Direct Outreach
Browsing interest is not presented as commitment.
Screen and Present
You select interviewees and complete your own clinical assessment and credentialing. We keep communication organized through interviews, offers, and start planning.
What happens if a preferred candidate receives a counteroffer?
Counteroffers may address pay, title, schedule, or future promises. We revisit why the person considered leaving and ask whether the response fixes the daily issue behind the search. You can then decide whether to revise your offer or continue with another finalist.
How long until we see a qualified candidate?
Timing depends on specialty, location, compensation, schedule, licensure, and the background your team will consider. We start outreach after we can describe the actual work clearly and present people whose experience and stated interest fit the opening.
How do you handle relocation?
We discuss relocation early, including timing, commuting, housing questions, family considerations, and location limits. If you offer relocation support, we explain it accurately. Willingness to interview does not prove that a move is practical.
What do we pay if we do not 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.
How do you account for credentialing timing?
We ask early about licenses, certifications, board status where applicable, documents, and dates that could affect your review. We flag possible issues before a final offer when possible. Your organization retains responsibility for credentialing, privileging, and clinical assessment.
What should you send us about this role?
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.
Tell us what the hire will do, what could delay a decision, and what makes the role worth considering. We will build outreach and screening around those facts. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
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.
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 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.