Advanced EMT (AEMT)
- Work
- Advanced emergency medical technician performing protocol-authorized advanced skills during transport, emergency response, or facility support assignments
Position directory
EMS & Emergency Department Support: 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.
Choose EMS and emergency department support staff whose daily duties match your handoffs, records, movement, and equipment work.
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
EMS & Emergency Department Support
9 positions
9 matching positions
Community Paramedic (Mobile Integrated Health)
- Work
- Community paramedic conducting home assessments, reviewing discharge instructions, identifying medication discrepancies, documenting findings, and contacting clinical support
Critical Care Paramedic (CCP, Critical Care Transport)
- Work
- Critical care transport paramedic managing unstable patients, ventilators, medications, records, and crew communication during transfers under protocols
Emergency Medical Technician (EMT, EMT-B)
- Work
- Emergency medical technician preparing transport units, providing basic life support within protocols, communicating handoffs, and resetting vehicles
EMS Field Supervisor
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- EMS field supervisor overseeing crews, coordinating incident responses with dispatch, managing performance, and communicating with operations leadership
ER Technician (ED Tech, Emergency Department Technician)
- Work
- Hospital emergency department technician supporting patient arrivals, diagnostic preparation, procedures, blood draws, documentation, and room reset
Flight Paramedic (FP-C)
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- Air medical paramedic providing patient care during aircraft assignments, working with assigned partners under program clinical standards
Industrial / Remote Site Paramedic (Offshore Medic, Site Medic)
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- Remote site paramedic assessing ill workers, communicating with clinical direction, and coordinating transport from isolated or offshore worksites
Paramedic (NRP, EMT-P)
- Work
- Paramedic providing emergency care under medical direction, operating assigned equipment, documenting calls, and communicating patient handoffs
Start with the work
What should you settle before you hire?
EMS and emergency department support includes different jobs, not interchangeable backgrounds. The titles and counts on this page identify your openings. State where each person works, who directs the shift, what they document, and which handoff they own. That distinction separates direct experience from work performed nearby.
Department-facing support can involve arrivals, room turnover, internal transport, supply replenishment, specimen routing, records, and messages between care areas.
Emergency experience on a résumé is not enough. Ask what the candidate checked, moved, recorded, and reported during a difficult shift. A transport worker may handle destination changes and transfer records well, yet lack room-flow experience. A department support worker may know arrivals but not vehicle readiness or interfacility documentation.
Ask for evidence
What should you check before an offer?
Shift sequence: Ask, “Walk me through your first hour on an EMS or emergency department support shift.” Useful answers name check-in, pending assignments, an equipment or workspace review, and the person who receives reported problems. Handoff detail: Ask, “How did you report a transport change, room change, or missing patient detail?”
- Look for a factual message, a named recipient, an accurate record entry, and confirmation that the receiving person understood the update.
- Equipment and supplies: Ask, “What did you inspect before it was needed, and what did you do when something was missing?” A strong answer separates routine stocking from work reserved for trained staff and names the reporting path.
- Record accuracy: Ask, “Describe a missing or incorrect detail you found before it delayed work.” Listen for what the candidate compared, what they could correct within their role, whom they notified, and how the action was recorded.
- Role boundaries: Ask, “Which tasks did you perform yourself, and which did you refer to licensed staff?” Useful answers show clear limits, supervision awareness, and appropriate escalation rather than claims of doing every task.
- Competing requests: Ask, “Several people ask for help at once. What guides your next action?” Look for the person directing work, the time-sensitive issue, communication to others, and a method for tracking unfinished requests.
Different backgrounds, different fit
Where does relevant experience come from?
We recruit permanent candidates from EMS support teams, emergency department support groups, patient transport services, communications operations, registration functions, and related healthcare support settings. People may seek a shorter commute, different schedule, clearer duties, or work closer to tasks they already perform.
We ask about direct duties, systems used, reporting lines, physical work, and shift routines. We also speak with people returning after a career pause or moving from related support functions. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is combining prehospital and department work without saying where the handoff occurs or who directs each part of the shift. Another is asking for emergency experience without naming the records, equipment, communications, or movement tasks involved. Prehospital-facing support can involve vehicle checks, transfer paperwork, communications, equipment staging, and crew handoffs.
Testing only for composure during a rush instead of checking reporting accuracy, task boundaries, and completed follow-up.
Put it to work
What are the next steps?
Tell us the work area, reporting line, schedule, physical duties, systems used, and events needing escalation. We screen work history, credentials, and fit through questions about actual shift tasks. Interview around situations your staff sees. You complete your own credentialing review and clinical assessment.
Define the work
For a role crossing EMS and the department, identify when the person moves between locations.
Screen direct experience
For licensed roles, verify that the credential matches the duties assigned.
Compare candidates
Compare handoff habits, records, equipment work, and stated boundaries. 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.
When do we need to review a license for these positions?
Review a license when your listed role or assigned duties call for one under your jurisdiction. Confirm type, active status, and relevant limits. A preferred certificate is not automatically a legal condition for every support opening. A combined opening needs a clear line between locations, duties, and supervisors.
How should we distinguish EMS support from emergency department support in our posting?
Name the work location and handoff. EMS support may cover vehicle readiness, communications, or transfer records. Department support may cover arrivals, room turnover, supplies, or coordination inside the department.
What should we ask when a candidate says they have emergency department experience?
Ask for their own tasks during a typical shift, not the department name. Confirm whether they handled movement, records, equipment, supplies, communications, or another defined function, and who directed their work.
Can a transport or communications candidate move into department support?
Possibly, when direct duties overlap with your opening. Ask about handoffs, records, equipment, and reporting. Do not assume transport or communications work covers room flow or arrival support without specific examples.
What shows that someone supported emergency care rather than merely worked near it?
Useful candidates describe their own actions and boundaries. They can explain what they checked, documented, moved, reported, and followed up. Broad descriptions of the clinical team’s work need closer review.
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.
Send us the titles and the work behind them. We will focus the search on permanent candidates whose support experience matches your shift.
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
EMS & Emergency Department Support hub
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