Question 1

Profession and urgency (optional) Who are you hiring? Physicians Hospitalist, family medicine, anesthesiology Advanced practice Nurse practitioner, PA, CRNA Nursing leadership Director of nursing, CNO, unit manager Nursing RN specialist, charge nurse, nurse educator Allied health Imaging lead, therapist, pharmacist Practice operations Practice administrator, clinic manager Revenue cycle and finance Revenue cycle director, controller Executive leadership CEO, COO, administrator, VP How soon? Now The seat is open today Within 30 days Opening soon Planning ahead Building the plan Anything else? (optional) Website I agree that Healthcare Headhunters, a trade name of Royalty Talent LLC, may contact me about this request. I have read the privacy policy . Looking for a job? Join our talent network. Send Us Your Open Role What happens next The initial conversation clarifies the work, location and search terms. Ivan or a senior team member will reach out soon. When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions. 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. Positions we recruit Acute & Critical Care Nursing 17 positions Search positions 17 matching positions Acute Inpatient Rehab Nurse Work Inpatient rehabilitation nurse integrating recovery goals into medications, toileting, transfers, skin care, and discharge teaching Charge Nurse (Relief Charge RN) Work Shift nursing leader assigning acute or critical care patients, assessing unsafe assignments, and coordinating staff support Clinical Nurse Leader (CNL) Work Patient-group nursing leader reviewing discharge barriers, discussing bedside care plans, investigating handoff defects, and checking process changes Critical Care Transport / Flight Nurse Work Registered nurse preparing critically ill patients for ground or air transfer, reviewing therapies, equipment, and handoffs CVICU Nurse (Cardiovascular ICU, Open Heart Recovery RN) Work Cardiovascular intensive care nursing covering surgical handoff, open-heart recovery, hemodynamic monitoring, drainage review, and rhythm tracking Emergency Room Nurse (ER Nurse, ED RN) Work Emergency department nursing involving arrival assessment, triage urgency assignment, reassessment, documentation, and admission, discharge, or transfer handoffs Float Pool Nurse (Resource RN, Flex Team RN) Work Registered nurse providing patient care across assigned hospital units, with monitoring duties matched to unit assignments ICU Nurse (Adult Critical Care RN, MICU RN) Work Adult intensive care bedside nursing involving ventilated patient assessment, blood pressure changes, emergency response, and clinical escalation Medical-Surgical Nurse (Med-Surg RN) Work Medical-surgical bedside nursing covering postoperative recovery, chronic conditions, admissions, patient reassessment, new orders, and discharge coordination Neuro ICU Nurse (Neuro Critical Care RN) Work Neurological intensive care nursing involving baseline assessment, monitoring, and documentation for stroke, neurosurgical, and brain injury patients Oncology Nurse (Inpatient Hem/Onc, BMT RN) Work Inpatient registered nurse administering antineoplastic therapies, checking treatment safety, and reporting reactions in hematology and transplant care Progressive Care Nurse (PCU, Step-Down, Intermediate Care RN) Work Step-down bedside nursing involving telemetry, respiratory reassessment, approved drip management, alarm response, documentation, and concern escalation Psychiatric Nurse (Behavioral Health RN, Inpatient Psych RN) Work Inpatient psychiatric nurse assessing behavioral changes, administering medications, documenting observations, and communicating admission and discharge concerns Surgical / Trauma ICU Nurse (SICU, TICU RN) Work Intensive care bedside nursing for surgical and trauma patients, including patient assessment, monitoring, and care documentation Telemetry Nurse (Tele RN, Med-Surg/Tele RN) Work Telemetry bedside nursing involving rhythm interpretation, monitor alert review, symptom reassessment, ordered care, and change reporting Transplant Nurse Work Registered nurse caring for transplant patients, assessing clinical changes, administering medications, and documenting treatment responses Trauma Nurse (Trauma Bay RN) Work Trauma bay bedside nursing involving injured patient assessment, monitoring, direct care, and coordination with trauma teams Start with the work What should you settle before you hire? Acute and critical care nursing covers related jobs with different shift demands. Your opening may call for early recognition on a monitored floor, ordered infusion management in an ICU, emergency stabilization, or post-procedure recovery monitoring. The template adds titles and counts. We help define the work behind each opening before interviews begin. Start with the patient population, assignment pattern, and transfer points. An ICU nurse may manage invasive lines, ordered drips, ventilator care, response documentation, and preparation for rounds. An intermediate-care nurse may follow telemetry trends across a larger assignment, escalate deterioration, and arrange transfer when a patient worsens. Both may report critical care experience, yet their recent scope can be quite different. Ask what the nurse handled personally. “Assisted with ICU patients” does not show whether the candidate interpreted arterial-line trends, managed continuous renal replacement therapy, recovered a ventilated patient, or gave a concise status report to a provider. An active RN license in the applicable jurisdiction is needed. A specialty certificate may be preferred by your organization, but it is not automatically a legal condition of practice. Ask for evidence What should you check before an offer? **Recognition of change:** Ask, “Tell me about a patient whose condition changed during your shift. What changed first, what did you assess, and whom did you contact?” Useful evidence includes a trend, an immediate assessment, a clear escalation path, and a recorded response. **Recent assignment:** Ask, “Walk me through a typical recent assignment, including devices, infusions, admissions, and transfers.” Listen for work the nurse performed directly rather than tasks assigned to another clinician. **Monitoring and medication work:** Ask, “Which invasive monitoring tools and high-alert infusions have you managed independently during the past year?” A useful answer names the tool or medication category, ordered parameters, reassessment, and when the nurse sought help. **Admission and transfer handoff:** Ask, “Describe a transfer you gave or received. What information changed the receiving nurse’s plan?” Look for current supports, pending tests, recent interventions, safety concerns, and the next decision point. **Family communication:** Ask, “How did you explain a sudden clinical change when relatives asked what would happen next?” Look for plain language, clear limits on the nurse’s role, and timely involvement of the appropriate clinician. **Record and fit:** We ask about RN license status, work history, gaps, unit type, shift pattern, and reason for a move. Your team completes credentialing, competency review, and clinical assessment. Different backgrounds, different fit Where does relevant experience come from? We speak with nurses from intensive care, intermediate care, telemetry, emergency, procedural recovery, and other acute inpatient settings. We also consider clinicians returning to direct care after education, quality, case-management, or leadership work when recent hands-on practice suits the opening. Candidates may come from permanent hospital roles, travel assignments, float pools, or academic medical settings. We do not assume scope from employer type. We ask about patient mix, orientation, available support, and the independence expected on shift. A move may follow relocation, schedule needs, a preferred patient population, or a return to direct care. Avoid these Which hiring mistakes should you avoid? A common mistake is treating ICU, intermediate care, telemetry, emergency, and recovery experience as interchangeable. Ask which changes the nurse recognized and which therapies the nurse managed independently. Another is writing a title-only brief. State the shift, patient population, assignment, monitoring tools, medication work, float expectations, and whether admissions or transfers shape the day. Using a preferred specialty certificate as a blanket screen. Confirm your policy, then review recent practice and RN license status separately. Put it to work What are the next steps? Tell us the care setting, shift, patient mix, assignment pattern, unit support, and work that must be current. We present permanent candidates whose work history, RN license details, stated scope, and move rationale fit your brief. Use patient-change, handoff, equipment, and assignment questions tied to your unit. Define the opening We turn those details into focused screening questions. Review screened profiles You decide who advances. Interview against the shift Compare answers with the decisions the nurse will make on a difficult shift. How should we assess a nurse returning from education, quality, or another non-bedside job? Ask when the candidate last managed acute or critical care patients directly and which tasks have remained current. Review recent clinical work, training, and license status. Your clinical leaders can decide whether local competency validation and orientation fit the opening. How do we separate critical care experience from intermediate-care experience when both candidates have telemetry background?

Accepted Answer

Ask about assignment size, invasive monitoring, ventilator care, ordered infusion titration, and admission or transfer frequency. Telemetry exposure alone does not demonstrate ICU-level practice. Candidates should explain what they assessed, documented, and escalated themselves.

Question 2

Should we exclude a nurse whose recent role was emergency care rather than an inpatient ICU?

Accepted Answer

Compare sustained monitoring experience. Emergency nursing can build strong assessment and resuscitation skills, while inpatient ICU work involves ongoing management over a full shift. Review experience with ventilation, infusions, invasive lines, reassessment, and detailed handoffs.

Question 3

What should our brief include if the nurse may float between ICU and intermediate care?

Accepted Answer

Describe each unit’s patient mix, assignment, devices, medication work, and orientation plan. State whether the nurse must be independently current in both areas or may start in one. That distinction changes the pool you can consider.

Question 4

Can you help while we continue a permanent search for an acute or critical care nurse?

Accepted Answer

Permanent/direct-hire recruitment is our core service across clinical, operational and leadership roles. If you need a temporary or other arrangement, describe the need so we can discuss whether we can help. Responsibilities and terms must be confirmed separately for that engagement. Your organization retains clinical assessment and credentialing responsibility. Whether we can help, and the responsibilities and terms, need separate confirmation. Your organization retains clinical assessment and credentialing responsibility. Per diem support means placement into your own pool, rather than coverage of individual shifts.

Acute & Critical Care Nursing: positions we recruit

Tell us who you need

What happens next

Acute & Critical Care Nursing

Acute Inpatient Rehab Nurse

Charge Nurse (Relief Charge RN)

Clinical Nurse Leader (CNL)

Critical Care Transport / Flight Nurse

CVICU Nurse (Cardiovascular ICU, Open Heart Recovery RN)

Emergency Room Nurse (ER Nurse, ED RN)

Float Pool Nurse (Resource RN, Flex Team RN)

ICU Nurse (Adult Critical Care RN, MICU RN)

Medical-Surgical Nurse (Med-Surg RN)

Neuro ICU Nurse (Neuro Critical Care RN)

Oncology Nurse (Inpatient Hem/Onc, BMT RN)

Progressive Care Nurse (PCU, Step-Down, Intermediate Care RN)

Psychiatric Nurse (Behavioral Health RN, Inpatient Psych RN)

Surgical / Trauma ICU Nurse (SICU, TICU RN)

Telemetry Nurse (Tele RN, Med-Surg/Tele RN)

Transplant Nurse

Trauma Nurse (Trauma Bay RN)

What should you settle before you hire?

What should you check before an offer?

Where does relevant experience come from?

Which hiring mistakes should you avoid?

What are the next steps?

Define the opening

Review screened profiles

Interview against the shift

How should we assess a nurse returning from education, quality, or another non-bedside job?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected