Locum Tenens Anesthesiologist
- Work
- Temporary anesthesiology physician conducting preoperative assessments, induction, intraoperative coverage, recovery handoffs, and case turnover for booked procedures
Position directory
Locum Tenens Providers: 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.
When a provider absence disrupts clinic access, rounds, or call coverage, you need temporary clinical help matched to the work itself.
No upfront fee. You pay only if you hire.
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
Locum Tenens Providers
18 positions
18 matching positions
Locum Tenens CRNA
- Work
- Temporary nurse anesthetist providing anesthesia coverage for assigned cases and block work within independent or anesthesia care-team practice
Locum Tenens Dentist
- Work
- Temporary dentist performing assigned examinations, restorative care, and other scheduled dental procedures within current practice scope
Locum Tenens Emergency Medicine Physician
- Work
- Temporary emergency physician providing shift coverage, coordinating consultations, transfers, admissions, and chart completion within department resources
Locum Tenens General Surgeon
- Work
- Temporary general surgeon performing assigned operations, surgical consultations, inpatient rounds, and emergency call duties
Locum Tenens Hospitalist (incl. Nocturnist)
- Work
- Temporary hospital physician managing rounds, admissions, discharges, consultant calls, family updates, cross-cover, and rapid-response evaluations across assigned shifts
Locum Tenens Intensivist (Pulmonary & Critical Care)
- Work
- Temporary critical care physician managing ICU patients, admissions, overnight duties, escalation decisions, and shift handoffs
Locum Tenens Medical Specialist (Cardiology, GI, Oncology, Nephrology)
- Work
- Temporary cardiology, gastroenterology, oncology, or nephrology physician providing specialty consultations, clinic visits, procedures, and assigned overnight coverage
Locum Tenens Neurologist (incl. Telestroke)
- Work
- Temporary neurologist providing inpatient consultations, outpatient visits, or remote stroke assessments with imaging review and handoffs
Locum Tenens Nurse Practitioner
- Work
- Temporary nurse practitioner assessing scheduled patients, documenting visits, routing follow-up work, and prescribing within site policy
Locum Tenens OB/GYN & OB Hospitalist (Laborist)
- Work
- Temporary obstetric physician covering in-house triage, deliveries, cesareans, handoffs, or assigned office visits and scheduled surgery
Locum Tenens Pediatrician & Pediatric Hospitalist
- Work
- Temporary pediatric physician covering office visits or hospital admissions, nursery rounds, delivery attendance, and overnight calls
Locum Tenens Physician Assistant
- Work
- Temporary physician assistant covering clinic appointments, inpatient rounds, surgical assistance, or follow-up visits with designated physician consultation
Locum Tenens PMHNP
- Work
- Temporary psychiatric nurse practitioner conducting diagnostic evaluations, managing medication visits, addressing refills, and documenting encounters
Locum Tenens Primary Care Physician (Family Medicine, Internal Medicine)
- Work
- Temporary family medicine or internal medicine physician providing outpatient preventive, chronic disease, and same-day care
Locum Tenens Psychiatrist (incl. Telepsychiatry)
- Work
- Temporary psychiatrist conducting inpatient rounds, outpatient follow-ups, crisis assessments, or telepsychiatry sessions according to assignment scope
Locum Tenens Psychologist
- Work
- Temporary psychologist providing therapy, psychological evaluations, testing, written reports, or consultations during leave or vacancy coverage
Locum Tenens Radiologist (incl. Teleradiology)
- Work
- Temporary radiologist interpreting assigned studies onsite or remotely, completing reports, and addressing escalation questions during coverage
Start with the work
What should you settle before you hire?
This index groups locum tenens provider positions. The template lists the titles and counts. Your assignment brief explains what each title covers at your site, including visits, admissions, consults, procedures, rounds, call, and follow-up. 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 placement means adding a clinician to your own pool, rather than covering one isolated shift.
Planned leave, an open role, seasonal volume changes, and service launches need different coverage plans. You may need one clinician through a return date or clinic or rounding coverage during your permanent search.
Titles alone do not define assignments. Work may include scheduled follow-ups, admissions, inpatient consults, approved procedures, or overnight calls. We clarify patient work, decision authority, local support, and handoff duties before presenting profiles.
Define work at the schedule edges. Identify who reviews results, closes notes, handles refill messages, returns calls, and receives unfinished items. State the escalation contact and any supervision arrangement. That detail lets candidates assess the actual assignment rather than infer it from a title.
Ask for evidence
What should you check before an offer?
License and location: We ask which active professional license the assignment location needs and whether the clinician holds it. A useful answer names the license, current status, and any pending application. Comparable recent work: We ask, “Walk me through your most recent clinic day, rounding shift, or call period.”
- Useful answers identify patient types, work performed personally, backup available, and documentation completed.
- Scope and escalation: We ask, “Which decisions did you make independently, and when did you contact another provider?” Useful evidence distinguishes routine work, urgent escalation, and duties performed under local protocols.
- Schedule fit: We confirm dates, hours, weekends, nights, call rotation, and recurring-date availability. Candidates separate confirmed availability from dates affected by travel, notice, or another assignment.
- Continuity work: We ask, “How do you route pending results and communicate unfinished work at shift end?” A useful response covers chart closure, inbox routing, sign-out, and follow-up ownership.
- File and history review: We ask about recent assignments, work gaps, references, and documents needed for review. We compare documented experience with the proposed clinic, rounding, or call duties. Your reviewers determine eligibility for privileges and assess competence for those duties.
Different backgrounds, different fit
Where does relevant experience come from?
We recruit providers between permanent roles, clinicians completing temporary assignments, and professionals choosing defined-term work. They may seek known end dates, regional work, different schedules, or time to assess practice models before permanent moves. We also speak with clinicians returning after time away from practice and providers open to travel.
Availability is only one factor. We compare recent duties, licensure, work history, schedule limits, and the assignment details you provide.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is treating listed titles as interchangeable. Confirm service line, patient work, site, procedure duties, supervision, and call expectations before reviewing profiles. Another is waiting to describe medical staff review and privilege needs. Share the license, documents, privileges, and onboarding path early when dates are fixed.
Using one temporary provider for several undefined gaps. Name the primary work, protected schedule, handoff owner, and intended end date.
Put it to work
What are the next steps?
Tell us the location, dates, schedule, patient work, call duties, documentation tasks, team contacts, and reason for coverage. We discuss recent scope, license status, work history, availability, and responses to your assignment questions. Compare shortlisted clinicians’ recent patient work, procedure experience, and handoff decisions with your assignment.
Define the assignment
Identify duties that cannot move to another team member.
Review relevant clinicians
You choose the clinicians you want to interview.
Complete the start process
After selection, you direct credentialing, privileges, onboarding, and clinical assessment. We coordinate agreed information and confirm terms before the assignment begins.
How do we decide whether locum coverage or a permanent search fits our provider gap?
Use locum coverage for a defined leave, vacancy gap, transition period, or limited service need. Use a permanent search when you need long-term ownership of a patient panel, local relationships, and an ongoing schedule. You can run both searches when the interim gap cannot wait.
What details should we provide before requesting locum provider profiles?
Provide location, dates, hours, call rotation, care setting, patient work, documentation system, supervision structure, and escalation contact. Also identify who owns pending results and messages when the clinician is off duty. Those details distinguish a workable assignment from a title-only request.
Can we seek a provider for recurring dates rather than one continuous assignment?
Yes, if you can state the dates, hours, call expectations, and expected duration. Explain whether the clinician would join your own per diem pool. Intermittent work may appeal to a different group of providers than a continuous assignment.
Who verifies licenses, certifications, and privileges for a locum provider?
We screen stated credentials, recent work history, and assignment fit. Your organization verifies licenses, certifications, references, exclusions, privileges, and internal approvals through its credentialing and medical staff process. Confirm privileges needed for planned duties before final selection.
What should our interview panel ask a locum provider about the assignment?
Ask the clinician to describe a comparable recent shift or clinic day. Cover patient work performed personally, chart closure, handoffs, escalation decisions, and support available. Compare the answers with your assignment details, not only the title on the résumé.
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 dates, patient work, schedule, and coverage reason. We will help you frame an accurate locum search and compare clinicians against the work your team needs covered.
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.
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.
Keep the hiring brief connected
Credentialing before a clinician startsA compact license is not permission to do every healthcare jobPhysician productivity and call: what to settle before you recruitNP and PA scope: ask who does whatOR hiring starts with case mix and callAn imaging credential does not tell you the whole jobDo you need a lab generalist or a section specialist?Therapy hiring: the setting changes the workA coding certificate is not a specialty auditBehavioral health hiring: license, supervision and caseloadWhy a healthcare candidate stays after a counterofferBuilding your own PRN pool is not buying individual shifts