Assistant Nurse Manager
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- Nursing management assistant supporting bedside teams through shift assignments, staff coaching, incident follow-up, scheduling, and escalation
Position directory
Nursing Leadership: 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 nursing leadership starts with separating shift-level decisions from department management and organization-wide accountability.
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
Nursing Leadership
21 positions
21 matching positions
Associate Chief Nursing Officer (ACNO)
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- Nursing executive overseeing assigned services, staffing decisions, practice changes, and manager performance under CNO authority
Cath Lab Manager
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- Catheterization lab manager coordinating scheduled procedures, emergency cases, staffing, room turnover, supplies, and physician communication
Chief Nursing Officer (CNO)
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- Nursing executive overseeing staffing authority, labor targets, quality decisions, director accountability, and labor relations
Director of Cardiovascular Services
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- Cardiovascular service director overseeing assigned procedural and diagnostic departments, staffing, budgets, scheduling, and physician coordination
Director of Critical Care / ICU Nurse Manager
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- Critical care director or ICU unit manager overseeing staffing skills, sepsis documentation, escalation, and transfers
Director of Emergency Services
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- Emergency services director overseeing patient flow, staffing, treatment space, incident review, budgets, and escalation decisions
Director of Nursing (Hospital)
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- Hospital nursing director overseeing multiple departments, unit leaders, census responses, staffing plans, and labor budgets
Director of Nursing Professional Development (Clinical Education)
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- Nursing education director overseeing orientation programs, competency assessment, educator assignments, preceptor input, and learning resources
Director of Perioperative Services
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- Perioperative director overseeing departmental leaders, surgical readiness, staff coverage, instrument availability, recovery holds, and surgeon blocks
Director of Women's & Children's Services
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- Nursing service director overseeing assigned maternal, neonatal, or pediatric departments, coverage, safety follow-up, and physician escalations
ED Nurse Manager
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- Emergency department nursing manager overseeing staff assignments, charge coverage, boarding concerns, and arrival surge responses
Endoscopy / GI Lab Manager
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- Hospital or outpatient endoscopy manager coordinating procedures, inpatient additions, anesthesia, recovery, and scope reprocessing concerns
Labor & Delivery Nurse Manager
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- Labor and delivery nursing manager overseeing schedules, practice concerns, staff accountability, and overlapping maternal care assignments
Med/Surg & Telemetry Nurse Manager
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- Medical-surgical and telemetry nursing manager overseeing assignments, monitoring escalation, admissions, discharge work, and staff development
NICU Nurse Manager
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- Neonatal intensive care unit nursing manager overseeing nursing staff and the delivery of neonatal nursing care
Nurse Manager
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- Unit nursing manager overseeing schedules, shift coverage, staff conflict, turnover review, and unit spending
Nursing Supervisor
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- Shift-level nursing supervisor overseeing assigned units, adjusting staffing and patient assignments, and escalating coverage concerns
Oncology Nurse Manager / Director of Oncology Nursing
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- Oncology unit nursing manager or nursing director overseeing cancer care nursing staff and services
OR Manager (Surgical Services Manager)
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- Operating room manager coordinating surgical schedules, staff assignments, supplies, sterile processing discussions, and case delays
Vice President of Patient Care Services
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- Executive leader overseeing patient care services, departmental leadership, and decisions across the patient care portfolio
Start with the work
What should you settle before you hire?
We recruit nursing leaders for permanent positions across hospitals, outpatient services, residential care and other healthcare settings. Before searching, we clarify which decisions belong to this hire. Your vacancy may involve staffing tonight, managing a nursing department or setting nursing practice across several services.
Those are different searches, even when titles sound similar.
A charge nurse directs work during a shift while often retaining patient assignments. A nurse manager handles schedules, staff development, performance discussions and department operations. A nursing director usually oversees several teams or services. Actual authority matters more than the title.
Ask where the role can act independently and where approval is needed. If a manager must address recurring overtime but cannot change schedules, that limitation belongs in the brief. If a director covers nights or weekends, describe that responsibility. We compare candidates with the work you assign, not an assumed progression through titles.
Ask for evidence
What should you check before an offer?
Decision scope: Ask, “When staffing changed during a shift, what could you decide yourself?” A useful answer identifies assignment changes, escalation points and who approved additional staffing. It distinguishes personal authority from decisions made by another leader. Staff management: Ask, “How did you handle an employee whose performance stayed below the agreed standard?”
- Look for specific feedback, documented expectations, follow-up and appropriate involvement from human resources. A polished statement about accountability is not enough.
- Scheduling: Ask, “How did you build coverage when leave requests and vacancies overlapped?” Listen for skill mix, scheduled coverage, overtime decisions and communication with staff. Ask which scheduling decisions the candidate owned rather than merely reported.
- Practice oversight: Ask, “What did you do after staff raised a concern about nursing practice?” A useful answer explains fact gathering, escalation, staff communication and review. For roles involving licensed nursing practice, we screen the applicable nursing license and relevant clinical background.
- Management information: Ask, “Which staffing or quality report changed a decision you made?” The answer should connect a specific measure with an action and later review. Ask what the candidate could not conclude from the data.
- Leadership boundaries: Ask, “Describe a disagreement with a physician, administrator or another nursing leader.” Look for the issue, each person's authority and the resolution. You complete your own credentialing and clinical assessment; our screening examines credentials, work history and fit.
Different backgrounds, different fit
Where does relevant experience come from?
Candidate backgrounds may include hospital nursing departments, ambulatory services, long-term care, rehabilitation services and community-based care organizations. We distinguish bedside leadership from department management and executive responsibility. Experience supervising one shift does not establish experience managing budgets, hiring staff or overseeing multiple departments.
A leader may consider moving for clearer authority, a different service mix or a schedule that fits personal commitments. Others may want to remain close to clinical work rather than move into broader administration. We ask what they want to retain and what they want to change, then compare those answers with your position.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is advertising a director title while assigning mostly shift coverage. State the management duties and expected clinical coverage before candidates assess the opportunity. Another is treating any nursing management background as interchangeable. Ask about the patient population, staffing model and services supervised, especially when the setting changes.
Listing every certificate as mandatory. Separate the applicable license and credentials needed for the assigned work from certificates you prefer.
Put it to work
What are the next steps?
We review reporting lines, direct reports, shift coverage, hiring authority and budget responsibilities with you. We screen candidates against those duties and discuss differences between their previous authority and your vacancy. You interview for judgment, assess clinical responsibilities and complete employer credentialing.
Define the position
We also clarify whether the leader carries patient assignments and who handles unresolved staffing decisions.
Compare relevant backgrounds
You receive context for interviews, including questions about unfamiliar services or management tasks.
Assess and select
We coordinate candidate communication through selection. Our core service is permanent contingency placement. No upfront fee. You pay only if you hire.
How do we compare a director with an executive nursing candidate?
Ask which departments they supervised and which decisions reached senior leadership. Executive experience should include organization-wide decisions, not simply a larger number of direct reports. An executive nursing leader works with senior leadership on nursing practice, workforce plans and organizational decisions.
Should our charge nurse vacancy be advertised as management?
Describe the actual authority first. Shift coordination alone differs from responsibility for hiring, performance reviews and ongoing staff management.
Can a hospital nurse manager lead an outpatient service?
Possibly, but compare the services rather than the titles. Ask about appointment-based staffing, patient flow and the clinical work your outpatient team performs.
Should a nursing leadership certificate be mandatory?
Treat a preferred certificate separately from the applicable license. Decide whether that certificate supports specific duties before excluding otherwise suitable candidates.
How should we describe after-hours leadership duties?
State whether the leader takes calls, attends on site or provides scheduled clinical coverage. Explain who makes staffing decisions when that leader is unavailable.
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 nursing decisions this hire will own, and we can discuss the right search.
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
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