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 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 Medical Specialty Physicians 24 positions Search positions 24 matching positions Addiction Medicine Physician Work Physician conducting addiction evaluations, withdrawal assessments, medication management, and inpatient consultations addressing medical and psychiatric concerns Advanced Heart Failure & Transplant Cardiologist Work An advanced heart failure physician evaluating transplant candidates, attending selection meetings, and managing hospitalized patients and recipients Allergist / Immunologist Work Physician evaluating allergic disease and immune deficiencies in adults and children, with outpatient testing and follow-up Cardiac Electrophysiologist Work A cardiac electrophysiology physician evaluating referrals, performing ablations and device implants, and coordinating cardiology care after discharge Cardiologist (Non-Invasive) Work A non-invasive cardiology physician interpreting echocardiograms and nuclear studies, conducting clinic visits, and providing hospital consultations Cardiology Medical Director Work Cardiology physician leader overseeing scheduling, clinical standards, peer review, and service planning alongside defined clinical duties Child & Adolescent Psychiatrist Work Physician providing youth crisis assessments, medication follow-up, family meetings, and staff consultations across school and residential settings Dermatologist Work Physician assessing inflammatory skin disease and lesions, performing procedures, and providing skin cancer follow-up in clinics Endocrinologist Work Physician providing diabetes follow-up, thyroid evaluations, osteoporosis care, and pituitary disease assessment in practices and hospitals Gastroenterologist Work A gastrointestinal physician performing colonoscopies, reviewing pathology and patient messages, conducting consultations, and sharing after-hours call Hematologist / Medical Oncologist Work Physician providing cancer and benign hematology consultations, treatment reviews, follow-up visits, and infusion staff guidance Hospice & Palliative Medicine Physician Work Physician assessing symptoms, reviewing medications, and coordinating follow-up through hospice care or inpatient palliative consultations Infectious Disease Physician Work Physician investigating infections through inpatient consultations, culture interpretation, outpatient follow-up, and communication with treating teams Interventional Cardiologist Work An interventional cardiology physician performing coronary procedures, covering STEMI activations, and making after-hours transfer decisions Interventional Pain Management Physician Work Physician assessing pain, performing image-guided interventions, evaluating implants, managing medications, and following patients after procedures Nephrologist Work A kidney care physician evaluating renal disease, managing treatment, and monitoring kidney function through ongoing patient care Neurologist Work Physician providing outpatient neurological evaluations, inpatient consultations, stroke coverage, remote recommendations, and clinical team handoffs Pediatric Subspecialist (Cardiology, Hem/Onc, GI, Endocrinology) Work Physician providing specialty evaluation and treatment for children with cardiac, hematologic, oncologic, gastrointestinal, or endocrine conditions Physiatrist (PM&R) Work Physician assessing functional impairments and directing rehabilitation care for patients with disabling illnesses or injuries Psychiatrist Work Physician conducting psychiatric evaluations, managing treatment, and documenting care during hospital rounds, clinic visits, or remote consultations Pulmonary & Critical Care Physician Work A pulmonary and critical care physician covering ICU patients, providing pulmonary consultations, and performing bronchoscopies Radiation Oncologist Work Physician evaluating cancer patients, planning radiation treatments, and monitoring treatment response and related adverse effects Rheumatologist Work Physician assessing and treating rheumatic diseases through consultations, treatment planning, and ongoing patient follow-up Sleep Medicine Physician Work Physician evaluating sleep disorders, interpreting sleep studies, developing treatment plans, and monitoring patients during follow-up Start with the work What should you settle before you hire? Healthcare Headhunters recruits medical specialty physicians for permanent positions. This index separates specialties by their clinical focus and practice pattern, rather than treating physicians as interchangeable hires. We help you define the opening before approaching candidates, whether you need scheduled consultations, longitudinal disease management, hospital consults, or a combination. A cardiologist may spend most sessions in outpatient follow-up, while another opening includes inpatient consultation and procedures. A gastroenterology position may depend on endoscopy access. An endocrinology opening may center on recurring visits and coordination with primary care. Ask which patients the physician currently sees, which cases they refer elsewhere, and what support those decisions require. Relevant experience matters more than a broad label. Ask for evidence What should you check before an offer? Patient scope: Ask, “Which diagnoses account for most of your current visits, and which do you refer out?” A useful answer describes patient groups, referral boundaries, and recent work that matches your intended service. Daily practice mix: Ask, “How is your week divided among clinic, hospital consultations, procedures, and follow-up messages?” Look for specific duties and scheduling constraints. Compare that account with the job you can actually offer. Procedural work: Ask, “Which procedures do you currently perform, where, and with what support?” Discuss recent activity and any gaps. Do not assume specialty training alone establishes readiness for every procedure listed in your opening. Coverage responsibilities: Ask, “What happens when a consultation arrives near the end of your scheduled day?” Useful answers explain handoffs, communication with referring clinicians, and coverage boundaries. Your proposed schedule should make those responsibilities clear. Credentials and clinical scope: Ask about an active physician license in the practice state, specialty training, board status, and requested privileges. We screen those details and work history. You complete credentialing, privilege decisions, and clinical assessment. Referral relationships: Ask, “How do you communicate findings when the referring clinician retains ongoing care?” Look for a clear consultation note, responsibility for pending results, and a practical follow-up plan. Distinguish consultative work from taking over longitudinal care. Different backgrounds, different fit Where does relevant experience come from? Potential source pools include hospital-employed specialty groups, independent specialty practices, multispecialty groups, academic medical centers, and outpatient services. Each background brings different exposure to referrals, procedures, inpatient duties, and support staffing. We ask what the physician personally handled rather than attributing every service offered by the former employer to that candidate. A physician may consider moving for a different clinic and hospital balance, clearer call arrangements, geographic reasons, or a practice focused on particular patients. Academic candidates may want to retain teaching time. Independent practitioners may seek less business administration. These are possibilities to explore, not assumptions about everyone from that background. Avoid these Which hiring mistakes should you avoid? A common mistake is advertising a broad specialty opening when the immediate need is narrower. If most referrals involve one disease group, describe that concentration and assess whether the candidate wants that work. An oncology practice treating a broad referral base needs a different conversation from a service focused on one disease group. Listing procedures without checking the supporting service. If a position includes endoscopy or another procedure, confirm space, equipment, staffing, scheduling access, and the employer's privilege process before discussing the job as established. Leaving inbox work and cross-coverage undefined. A clinic schedule alone does not explain responsibility for test results, prescription requests, patient messages, or consultations when another physician is absent. Put it to work What are the next steps? Tell us which patients need care, where visits occur, and how hospital work connects with clinic sessions. We screen credentials, work history, practice mix, and reasons for considering a move. Compare shortlisted physicians against your referral mix and the balance of clinic visits, hospital consults, and procedures. Define the service Identify procedures, referral sources, call duties, and available support. Separate essential duties from work you might add later. Compare relevant experience You receive candidates whose stated experience can be compared with your service. Interviews should test the clinical scope and workday expectations you described. Resolve the operating details Ask your clinical reviewers to assess recent case experience and discuss who handles pending results across settings. Before an offer, agree on locations, schedules, coverage, procedural access, and responsibilities for follow-up. You complete your credentialing and clinical review. No upfront fee. You pay only if you hire. Should we search by specialty or subspecialty? Start with your referral mix. Use a subspecialty focus when the patient population or procedures demand it, rather than narrowing the search for prestige. Subspecialty experience also changes the search. State the actual mix before comparing candidates. A specialty name does not describe a full workday. Can one opening combine outpatient care and hospital consultation?

Accepted Answer

Yes, but describe the split and coverage expectations. Ask how candidates handled both settings without leaving follow-up responsibilities unclear.

Question 2

How should we assess a physician returning to procedural work?

Accepted Answer

Discuss recent procedure activity and the length of any gap. Your clinical reviewers decide what evidence and privilege review are needed.

Question 3

Is board certification the same as permission to practice?

Accepted Answer

No: verify physician licensure separately from specialty board status, and assess privileges for the proposed work through your own process.

Question 4

What should we disclose about referral volume?

Accepted Answer

Describe the current referral sources and patient mix. Distinguish existing demand from hoped-for growth so candidates can assess the proposed practice.

Medical Specialty Physicians

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 service

Compare relevant experience

Resolve the operating details

Should we search by specialty or subspecialty?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected