Adult-Gerontology Acute Care NP (AGACNP)
- Work
- Nurse practitioner managing hospitalized adults and older adults through admissions, daily rounds, specialty consultations, and cross-coverage
Position directory
Advanced Practice Providers: NP, PA, CRNA: positions we recruit
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.
Hiring an NP, PA, or CRNA starts with separating the work you need covered from the credentials each role brings.
No upfront fee. You pay only if you hire.
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.
Positions we recruit
Advanced Practice Providers: NP, PA, CRNA
23 positions
23 matching positions
Adult-Gerontology Primary Care NP (AGPCNP)
- Work
- Nurse practitioner providing adult and older adult primary care, preventive visits, same-day assessments, and chronic disease follow-up
Cardiology NP / PA
- Work
- Cardiology nurse practitioner or physician assistant providing clinic visits, hospital rounds, consultations, procedure follow-up, and symptom reassessment
Certified Anesthesiologist Assistant (CAA)
- Work
- Anesthesia care assistance under anesthesiologist direction, with clinical assignments governed by state authorization and facility privileges
Certified Nurse Midwife (CNM)
- Work
- Midwifery care involving prenatal visits, labor triage, routine births, documentation, and physician consultation in hospitals or birth centers
Certified Registered Nurse Anesthetist (CRNA)
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- Nurse anesthesia care in operating rooms and ambulatory surgery centers within physician-directed or independent practice models
Chief CRNA
- Work
- Chief-level nurse anesthesia leadership combining clinical care, CRNA scheduling, staff evaluation, and communication with surgical leadership
Clinical Nurse Specialist (CNS)
- Work
- Specialty nursing practice combining patient assessment, nurse coaching, care practice review, and evaluation of clinical changes
Dermatology PA / NP
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- Advanced practice dermatology care for rashes, acne, suspicious lesions, and procedures, with physician review of uncertain findings
Emergency & Urgent Care NP / PA
- Work
- Nurse practitioner or physician assistant assessing emergency or urgent care presentations, performing procedures, reassessing patients, and arranging transfers
Family Nurse Practitioner (FNP)
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- Nurse practitioner providing family clinic visits, wellness assessments, same-day evaluations, laboratory review, refills, and physician consultation
Home-Based Primary Care NP
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- Home-based nurse practitioner care involving patient assessment, medication review, functional observations, caregiver histories, and documented follow-up
Hospitalist NP / PA
- Work
- Hospital-based nurse practitioner or physician assistant conducting admissions, bedside assessments, rounds, cross-coverage, discharge work, and attending updates
Lead CRNA
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- Working nurse anesthesia lead delivering anesthesia care, building assignments, handling absences, supporting new staff, and resolving coverage disputes
Lead Nurse Practitioner
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- Practicing nurse practitioner overseeing team assignments, onboarding, chart review, schedule changes, performance feedback, and clinical escalation
Lead Physician Assistant
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- Practicing physician assistant leading team coverage, onboarding, scheduling, chart review, and escalation of uncovered patient work
Neonatal Nurse Practitioner (NNP)
- Work
- Neonatal nurse practitioner attending deliveries, managing admissions and respiratory support, performing procedures, rounding, and updating parents
Oncology NP / PA
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- Advanced practice nursing or physician assistant care for oncology patients, including assessment and treatment follow-up
Orthopedic & Surgical PA (First Assist)
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- Surgical physician assistant work involving first assistance, tissue handling, wound closure, injury splinting, and postoperative visits
Pediatric Nurse Practitioner (PNP)
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- Nurse practitioner assessing children, treating pediatric health concerns, providing preventive care, and managing follow-up visits
Physician Assistant (PA-C)
- Work
- Physician assistant evaluating same-day complaints, conducting follow-ups, ordering tests within scope, consulting supervising physicians, and documenting care
Post-Acute / SNF Nurse Practitioner
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- Nurse practitioner assessment and ongoing clinical care for patients in post-acute and skilled nursing settings
Psychiatric Mental Health Nurse Practitioner (PMHNP)
- Work
- Psychiatric nurse practitioner conducting diagnostic evaluations, medication management, risk discussions, and coordination with therapists and medical staff
Start with the work
What should you settle before you hire?
Healthcare Headhunters recruits advanced practice providers for permanent positions. We help you define the patient population, daily assignments, supervision arrangements, and schedule before approaching candidates. An outpatient NP opening, a surgical PA opening, and a CRNA opening need different screening conversations, even when they share one department.
Nurse practitioners bring nursing preparation and advanced education tied to a population focus. Physician assistants bring PA education and experience that may span specialties. Certified registered nurse anesthetists bring advanced nursing preparation in anesthesia. These are distinct hiring paths, not interchangeable labels for someone who sees patients or performs procedures.
Start with an ordinary shift. Will the provider manage scheduled visits, round with a surgical service, or deliver anesthesia care? Then identify call, documentation, consultation, and procedure duties. We screen credentials and recent clinical experience against your visit, rounding, or anesthesia duties. Your team verifies eligibility for privileges and assesses the candidate's clinical skills.
Ask for evidence
What should you check before an offer?
License and certification: Which active state license and role-specific certification support this assignment? We ask about license status, certification dates, and pending applications. Your verification should distinguish RN and advanced practice credentials, PA licensure, and CRNA certification rather than treating one license as sufficient for every role.
- Patient population: Which ages and conditions did you see in your last position? An NP's population preparation matters alongside specialty experience. Useful answers describe actual patient groups, referral boundaries, and recent practice, not just a department name.
- Daily responsibility: What did you handle independently, and when did you involve another clinician? We ask candidates to describe consultation, escalation, and handoffs. Look for an account consistent with their role, state rules, and the practice arrangements at that employer.
- Procedures and anesthesia: Which procedures have you performed recently, and what records support that experience? For CRNAs, ask about anesthesia assignments, patient groups, and the practice model. For NPs and PAs, separate observed procedures from performed procedures and current privileges.
- Shift and service coverage: What happened when scheduled work overlapped with an urgent consult or a late case? We ask about coverage boundaries, call expectations, and handoff details. A useful answer explains who accepted unfinished work and how the provider communicated the change.
- Documentation and follow-up: Who reviewed results, completed notes, and contacted patients after the encounter? We ask how those duties were assigned. Answers should show whether the candidate owned follow-up or depended on another team, because that difference changes your staffing plan.
Different backgrounds, different fit
Where does relevant experience come from?
Potential source pools include hospital services, outpatient specialty practices, primary care groups, surgical practices, and anesthesia groups. We choose backgrounds according to the assignment. A surgical service may value recent rounding and operating room experience; a clinic may need evidence of visit management and results follow-up.
People may consider a move for a different schedule, patient population, practice model, or balance of clinic and procedural work. We ask whether they would accept your mix of scheduled visits, inpatient rounds, or anesthesia cases and the associated call duties. That conversation can reveal a mismatch before you spend interview time discussing an assignment they would not accept.
Avoid these
Which hiring mistakes should you avoid?
Do not use one job description for all three roles. Name the clinical duties first, then check which credentials and privileges support them. Do not assume specialty experience establishes procedural readiness. Ask for recent practice details and supporting records before deciding which clinical assessment you need.
Do not leave call and follow-up vague. Specify who handles overnight questions, pending results, and unfinished documentation before presenting the position.
Put it to work
What are the next steps?
Send us the patient population, setting, schedule, call pattern, and expected procedures. We screen candidates against that brief and discuss differences in recent practice. Your interviews and clinical assessment test the work the person would perform. Identify available physician support and your credentialing process.
Define the assignment
We turn those details into a search brief that distinguishes essential duties from preferences.
Compare relevant backgrounds
You can compare clinic experience, service coverage, anesthesia assignments, and reasons for moving without treating every advanced practice resume as equivalent.
Assess and appoint
Your team verifies credentials and grants applicable privileges. We coordinate search communication while you make the hiring decision and confirm the assignment.
Can we consider both an NP and a PA for one opening?
Sometimes, if the duties fit both roles under applicable law and your practice arrangements. Review population preparation, specialty experience, supervision arrangements, and privileges before advertising them as alternatives. Match those duties to applicable state law, the candidate's credentials, and your privileges.
Should anesthesia work sit within our general APP search?
Keep CRNA screening distinct. Anesthesia assignments need questions about recent cases, patient groups, practice model, and the privileges your facility would grant.
How do we assess a provider changing specialties?
Separate transferable duties from work the candidate has not performed recently. Ask what orientation and clinical assessment your team would need before assigning those duties.
Does past call coverage prove someone fits our call schedule?
No: compare the actual hours, response expectations, patient issues, and backup arrangements rather than accepting 'takes call' as enough detail.
Can a certificate replace our review of procedure experience?
No: check the certificate's relevance, then review recent procedure records and your privilege criteria. A preferred certificate should not be presented as a universal legal mandate.
How can Healthcare Headhunters help with this hire?
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 which patients and assignments your next NP, PA, or CRNA will cover. We can discuss a permanent search built around that work.
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.
Keep the hiring brief connected
Advanced Practice Providers: NP, PA, CRNA hub
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