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 Primary Care & Hospital-Based Physicians 22 positions Search positions 22 matching positions Anesthesiologist Work An anesthesia physician providing case-based anesthesia care across surgical specialties, with responsibilities shaped by CRNA coverage Bilingual Family Medicine Physician Work Family medicine physician conducting patient histories, consent discussions, and clinical counseling in two languages within clinic practice Breast Imaging Radiologist Work A breast imaging physician interpreting screening studies, evaluating diagnostic callbacks, performing ultrasound examinations, and conducting image-guided biopsies Chief Hospitalist Work Hospitalist group leader managing physician schedules, performance, coverage arrangements, and leadership responsibilities alongside assigned inpatient care Concierge / Direct Primary Care Physician Work A membership-based primary care physician managing office visits, test results, patient messages, and longitudinal symptom follow-up Diagnostic Radiologist Work A physician interpreting diagnostic imaging studies across general radiology or specialized reading lists and communicating with clinicians Emergency Medicine Physician Work An emergency department physician evaluating undifferentiated illness, performing procedures, and making time-sensitive treatment and transfer decisions Family Medicine Physician Work A primary care physician managing diabetes follow-ups, medication refills, same-day visits, and patient portal messages Geriatrician Work An older adult care physician managing medication reconciliation, family communication, and follow-up across care settings Hospitalist (incl. Nocturnist) Work A hospital physician handling inpatient rounds, admissions, discharges, and cross-coverage during daytime or overnight assignments Intensivist (Critical Care Medicine) Work An ICU physician directing critical care, managing admissions and bedside emergencies, and handling transfers and overnight calls Internal Medicine Physician Work An adult medicine physician managing chronic diseases, multiple medications, and referrals in outpatient or hospital practice Interventional Radiologist Work A physician performing embolization, interventional oncology, venous, or dialysis access procedures in hospital or office-based practice Lead Family Medicine Physician Work Family medicine physician combining patient visits with practice leadership, referral delay reviews, and colleague coaching on handoffs Neonatologist Work A neonatal physician managing NICU patients, attending urgent deliveries, responding to transport calls, and consulting pediatric specialists Neuroradiologist Work A radiology physician interpreting imaging of the brain, spine, and nervous system for diagnosis and clinical assessment Nocturnist (Night Hospitalist) Work Hospital-based physician managing nighttime admissions, floor calls, cross-coverage assessments, orders, documentation, and escalation to available physicians Occupational Medicine Physician Work A physician evaluating work-related illnesses and injuries, providing treatment, and assessing health in relation to work Pathologist Work A physician examining tissue, cells, and laboratory findings to diagnose disease and inform clinical treatment decisions Pediatric Hospitalist Work Hospital physician managing admitted children, admissions, deterioration responses, and discharge coordination with families and outpatient clinicians Pediatrician Work A physician providing medical care for children, including illness evaluation, treatment, and preventive health visits Urgent Care Physician Work An urgent care physician evaluating acute illnesses and injuries and providing treatment during unscheduled patient visits Start with the work What should you settle before you hire? Healthcare Headhunters recruits primary care and hospital-based physicians for permanent positions. This index helps you distinguish the work behind each title. An office physician managing follow-up visits needs a different practice fit from a hospitalist handling admissions, even when both trained in internal medicine. Start with the patients and decisions assigned to the position. Family medicine may include children and adults; outpatient internal medicine generally serves adults. Pediatric primary care focuses on children. State whether visits include preventive care, chronic disease follow-up, same-day concerns, or procedures. Do not let a broad title conceal a narrower patient panel. Hospitalist work centers on admitted patients, handoffs, consultations, and discharge planning. A nocturnist position adds overnight admissions and cross-coverage, but duties differ across hospitals. Some posts combine clinic sessions with inpatient rounds. Define those boundaries before recruiting, including who responds when a patient needs services outside the physician’s agreed scope. Ask for evidence What should you check before an offer? Patient mix: Ask, “Which ages and visit types made up your recent practice?” Useful answers describe actual panels and referral boundaries. Compare that experience with your expected patients, rather than assuming a specialty title proves the match. Office follow-through: Ask, “How did you handle results and patient messages between sessions?” Listen for inbox ownership, coverage during absence, and handoffs to nursing staff. A full appointment schedule tells you little about unfinished work. Inpatient responsibility: Ask, “What did you personally cover during a typical hospital shift?” Look for admissions, rounding, consultations, discharge work, and procedures. Separate independent duties from tasks handled by residents, specialists, or another hospitalist. Overnight decisions: Ask, “How were new admissions and cross-coverage divided?” Useful answers explain escalation routes and available support. Ask specifically about rapid-response participation if that duty belongs to your position. Credentials and scope: Review the physician’s medical license, specialty training, board status, and relevant work history. Ask which privileges they recently held. Board certification preferences should be stated accurately, not presented as a universal licensing rule. Transitions of care: Ask, “Who received pending-result information after discharge or referral?” Look for named ownership and a clear communication method. Your employer team completes credentialing, privilege decisions, and clinical assessment; we screen credentials, history, and practice fit. Different backgrounds, different fit Where does relevant experience come from? We consider physicians from community practices, multispecialty groups, hospital-employed clinics, and inpatient physician groups. Academic backgrounds may also fit, depending on teaching duties and independent patient responsibility. The source setting matters because similar titles can hide very different schedules, support arrangements, and patient populations. A physician might consider moving for a different clinic-inpatient balance, less overnight work, broader patient continuity, or a geographic change. That comparison helps you assess whether your actual position addresses the reason for moving. Avoid these Which hiring mistakes should you avoid? A common mistake is advertising an outpatient position while leaving regular inpatient rounding unstated. Candidates need to know where the work occurs and how coverage changes the clinic schedule. Another is treating every hospitalist as a fit for overnight work. Review recent cross-coverage, admission responsibility, and the support available during those shifts. Listing procedures without distinguishing expected duties from optional work. Confirm which procedures your service needs and which privileges your credentialing team would assess. Put it to work What are the next steps? Give us the patient ages, practice locations, schedule pattern, and coverage duties. We screen against that assignment and discuss concrete examples from recent practice. Compare shortlisted physicians’ recent patient panels, admission duties, and overnight coverage with your assignment. Include call, teaching, procedures, and handoff expectations. Define the assignment If the role crosses clinic and hospital services, explain who covers each service when assignments overlap. Compare relevant experience You receive candidates whose backgrounds can be compared with the work, not merely a matching specialty label. Complete employer review In interviews, ask candidates to explain inbox handoffs or discharge responsibilities relevant to the post. Your team then completes its credentialing and clinical review. Permanent contingency placement is our core service; the written agreement sets fee and replacement terms for standard searches. How do we assess continuity in an outpatient search? Ask about panel ownership, follow-up scheduling, results review, and absence coverage. Useful answers show how work returns to the responsible physician without leaving messages or results unassigned. We ask whether the physician seeks ongoing panel ownership, scheduled inpatient blocks, or fewer night shifts. Should an adult-only clinic recruit family medicine or internal medicine physicians?

Accepted Answer

Either background may fit an adult primary care panel. Compare recent adult practice, expected procedures, and referral patterns before restricting the search to one specialty.

Question 2

What distinguishes a nocturnist search from a daytime hospitalist search?

Accepted Answer

The overnight assignment may combine admissions with cross-coverage for existing patients. State specialist availability, escalation routes, and whether rapid-response duties belong to the post.

Question 3

How should we describe a combined clinic and inpatient position?

Accepted Answer

Specify the clinic sessions, inpatient blocks, call duties, and coverage during conflicts. Ask candidates how they managed similar handoffs rather than treating dual-setting experience as sufficient.

Question 4

Does recent hospital work establish eligibility for our procedures?

Accepted Answer

No: ask which procedures the physician performed and under which privileges. Your credentialing team assesses eligibility for the procedures assigned at your hospital.

Primary Care & Hospital-Based Physicians: positions we recruit

Tell us who you need

What happens next

Primary Care & Hospital-Based Physicians

Anesthesiologist

Bilingual Family Medicine Physician

Breast Imaging Radiologist

Chief Hospitalist

Concierge / Direct Primary Care Physician

Diagnostic Radiologist

Emergency Medicine Physician

Family Medicine Physician

Geriatrician

Hospitalist (incl. Nocturnist)

Intensivist (Critical Care Medicine)

Internal Medicine Physician

Interventional Radiologist

Lead Family Medicine Physician

Neonatologist

Neuroradiologist

Nocturnist (Night Hospitalist)

Occupational Medicine Physician

Pathologist

Pediatric Hospitalist

Pediatrician

Urgent Care Physician

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 assignment

Compare relevant experience

Complete employer review

How do we assess continuity in an outpatient search?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected