Certified Medication Aide (CMA, QMA, CMT, Med Tech in long-term care)
- Work
- Long-term care medication aide performing authorized medication administration and related tasks within assigned supervision arrangements
Position directory
LPN/LVN, Nursing Assistants & Patient Care Techs: 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 bedside support staff whose license, delegated tasks, observations, and handoffs fit the work on each shift.
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
LPN/LVN, Nursing Assistants & Patient Care Techs
12 positions
12 matching positions
Certified Nursing Assistant (CNA, STNA, LNA)
- Work
- Nurse aide assisting residents with toileting, repositioning, meals, and transfers while documenting care and reporting changes
Dialysis Patient Care Technician (Hemodialysis Tech, CCHT)
- Work
- Dialysis technician preparing treatment stations, checking equipment, assisting patients, documenting assigned work, and turning over treatment chairs
Home Health Aide (HHA)
- Work
- Home health aide providing personal care during home visits, documenting care, and reporting changes to nursing supervisors
Lead Certified Nursing Assistant
- Work
- Working nursing assistant lead providing resident care, organizing aide assignments, orienting staff, and tracking unfinished care
Lead Patient Care Technician
- Work
- Working technician lead providing patient assistance, dividing shift assignments, orienting technicians, and reporting concerns to nurses
Licensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN)
- Work
- Practical or vocational nurse administering medications, recording administration exceptions, and referring medication questions to pharmacy or supervisors
LPN Charge Nurse
- Work
- Practical nurse overseeing assigned staff, administering medications, tracking resident changes, and handing off unfinished work
Patient Care Technician (PCT, Nurse Tech)
- Work
- Patient care technician collecting specimens, checking vital signs and glucose, and assisting mobility under team direction
Patient Sitter (Safety Companion, Patient Observer)
- Work
- Patient observer maintaining continuous observation, arranging relief before leaving, and reporting safety concerns to assigned staff
Personal Care Aide / Caregiver
- Work
- Personal care worker assisting with bathing, dressing, toileting, and other daily activities for people needing support
Restorative Nurse Aide (RNA)
- Work
- Restorative nurse aide assisting residents with assigned mobility exercises and daily activities to maintain functional abilities
Start with the work
What should you settle before you hire?
These titles can appear on the same unit, yet they carry different duties. The role list below adds titles and counts. We help you separate practical nursing work from direct-care support, then screen people against the tasks your team assigns.
LPNs and LVNs hold a practical nursing license and work within state scope and your policies. They may administer medications, complete ordered treatments, observe changes, document care, and report to an RN or provider. A good match depends on the assignment. One opening may center on medication passes and wound treatments. Another may need chronic-care follow-up, admission support, or routine bedside coverage.
Nursing assistants and patient care technicians provide direct care under your supervision model. Both may assist with hygiene, mobility, meals, toileting, vital signs, intake and output, and observation. A patient care technician may bring technical experience, such as specimen collection, point-of-care testing, ECGs, or dialysis support, when trained and allowed by your site. We clarify those duties before reviewing candidates.
Ask for evidence
What should you check before an offer?
License and scope. For an LPN/LVN, we confirm active practical nursing licensure in the state of work. We ask which medication routes, treatments, and charting systems the person used, plus who received clinical escalation reports. Direct-care assignment. We ask nursing assistants and technicians to describe a recent patient load.
- Useful answers name transfers, turning, bathing, toileting, meal support, vital signs, and what they reported before leaving the room.
- Recognition of change. We ask about a change in pain, skin condition, breathing, confusion, mobility, or intake. A useful answer states what was observed, who was told, how quickly, and what documentation followed.
- Movement and transfers. We ask how the person decides between independent ambulation, a gait belt, a lift, or added staff. Look for reference to the care plan, current ability, available equipment, and asking for help when conditions change.
- Charting and handoff. We ask what the person records after care and how unfinished work is communicated at shift change. Useful answers cover refusals, output, fall risk, skin concerns, and safety observations.
- Technical duties. If your opening includes ECGs, phlebotomy, glucose checks, telemetry support, or dialysis tasks, we ask for the exact task, training received, recent frequency, and the response to an unexpected result.
Different backgrounds, different fit
Where does relevant experience come from?
Our permanent pool may include LPNs and LVNs from long-term care, home health, outpatient clinics, rehabilitation, correctional care, and hospital units. People may consider a move for a different medication-pass schedule, care setting, assignment pattern, or commute. We do not assume a certificate or technical skill transfers to your setting.
For nursing assistants and patient care technicians, we speak with people from skilled nursing, assisted living, rehabilitation, acute care, behavioral health, procedure areas, and in-home care. We verify the work performed and ask what your site allows.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is treating nursing assistants and patient care technicians as interchangeable. List technical tasks, equipment, and training used on the shift before reviewing resumes. Another is choosing an LPN/LVN from years licensed alone. Ask about recent medication routes, treatments, escalation contacts, and charting duties.
Leaving supervision unclear. State who delegates work, receives abnormal findings, and supports staff during evenings, nights, or weekends.
Put it to work
What are the next steps?
Tell us the setting, patient population, schedule, documentation system, assigned tasks, supervision model, and technical duties. We present people with recent duties related to your opening. Compare shortlisted candidates against the shift's delegated tasks and supervision model. In interviews and clinical assessments, test an LPN/LVN's medication-pass experience or a support worker's transfer, observation, and handoff skills, as applicable.
Describe the shift
We will help distinguish the role that fits the work.
Review screened people
You receive work history, license status where applicable, training details, and interview points worth testing further.
Make your hiring decision
You complete references and your own credentialing. No upfront fee. You pay only if you hire.
When should we open an LPN/LVN search instead of a nursing assistant search?
Use an LPN/LVN search when the shift includes licensed practical nursing duties, such as medication administration, ordered treatments, nursing charting, or clinical reporting. Use a support-staff search when work centers on personal care, routine observations, and assistance under your supervision model.
Can one person cover both patient care technician and nursing assistant duties?
Sometimes. The answer depends on the technical work your site assigns. We ask about ECGs, specimen collection, glucose testing, or dialysis support, then separate documented experience from tasks the person has not performed.
How should we assess an LPN/LVN for a medication-pass assignment?
Ask about the patient group, medication routes, interruptions, documentation, and responses to refusals or changed conditions. We also explore the candidate's recent medication and treatment work before referral.
What should we define for overnight nursing assistants or technicians?
Specify the staffing present, who receives abnormal findings, transfer equipment, rounding duties, observation work, and charting expectations. Night shifts can change the handoff pattern and access to immediate support.
Does a patient care technician certificate qualify someone for every technical task?
No: a certificate may show training, but your facility decides which tasks the person may perform and how competency is assessed. We ask candidates for concrete examples of completed tasks and the setting where they performed them.
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 actual shift work, not only a title. We will help you define the distinction and introduce permanent candidates for your assessment. 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.
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
LPN/LVN, Nursing Assistants & Patient Care Techs hub
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