Antepartum Nurse (High-Risk OB RN)
- Work
- Inpatient antepartum nurse assessing high-risk pregnancies, conducting fetal surveillance, and reporting maternal changes before delivery
Position directory
Women's, Neonatal & Pediatric Nursing: 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 across women’s, neonatal and pediatric nursing starts with separating the patients, shift duties and clinical experience each opening needs.
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
Women's, Neonatal & Pediatric Nursing
10 positions
10 matching positions
Labor & Delivery Charge Nurse
- Work
- Labor and delivery shift nurse assigning staff, arranging breaks, coordinating admissions and operating rooms, and escalating coverage concerns
Labor & Delivery Nurse (L&D RN, LDRP RN)
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- Obstetric registered nurse triaging patients, supporting labor and induction, preparing surgical care, and managing delivery recovery
Lactation Consultant (IBCLC)
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- Lactation practitioner assessing feeding, documenting concerns, and coordinating referrals across postpartum, neonatal follow-up, and outpatient visits
Mother-Baby Nurse (Postpartum, Couplet Care RN)
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- Mother-baby registered nurse assessing maternal recovery and newborn health, supporting feeding, documenting paired care, and teaching discharge
NICU Charge Nurse
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- Neonatal intensive care shift nurse assigning staff, coordinating admissions and transfers, addressing family concerns, and escalating urgent issues
NICU Nurse (Neonatal ICU RN)
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- Neonatal intensive care nurse receiving newborn admissions, monitoring respiratory changes, providing line care, and coordinating handoffs
Pediatric Emergency Nurse (Peds ER RN)
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- Pediatric emergency registered nurse assessing acutely ill or injured children, administering treatments, and reporting clinical changes
Pediatric Nurse (Inpatient Pediatrics RN)
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- Inpatient pediatric registered nurse assessing children, administering medications, documenting clinical changes, and teaching families about care
PICU Nurse (Pediatric ICU, Pediatric Critical Care RN)
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- Pediatric intensive care nurse assessing postoperative children, monitoring respiratory changes, calculating weight-based infusions, and preparing intervention equipment
Start with the work
What should you settle before you hire?
Healthcare Headhunters recruits nurses for employers serving women, newborns and children. This position index helps you distinguish related nursing roles before choosing a search. A nurse’s experience with newborn care does not automatically establish readiness for neonatal intensive care. Likewise, pediatric inpatient experience differs from handling telephone triage in an outpatient practice.
Define the opening through a normal shift, not just a department label. Labor and delivery work involves maternal assessment, fetal monitoring and coordination around birth. Mother-baby nursing combines postpartum assessment with routine newborn care and family teaching.
Pediatric roles also differ by setting. An inpatient nurse manages assigned children throughout a shift, including medication administration, reassessment and parent communication. An outpatient nurse may handle triage messages, immunizations and follow-up instructions. Women’s health clinic work can include procedure preparation, symptom calls and patient education. Match the search to those actual duties.
Ask for evidence
What should you check before an offer?
License and recent assignments: What nursing license does the opening require, and where has the candidate recently practiced? We screen license information and ask about patient ages, assignment patterns and dates. Your credentialing team verifies eligibility, while your clinical reviewers assess readiness for the maternal, infant or pediatric assignments listed in the opening.
- Maternal care boundaries: Which parts of labor, birth recovery and postpartum care has the nurse personally handled? Useful answers separate independent assignments from observation or supervised orientation. Ask about escalation when maternal findings change, without treating general obstetric exposure as proof of every specialty skill.
- Newborn versus neonatal experience: Has the nurse cared for healthy newborns, premature infants or infants receiving intensive support? Ask which tasks were part of their assignments and which belonged to another team. The answer should clarify experience rather than rely on a neonatal department name.
- Pediatric age range: Which ages did the nurse routinely care for, and how did assessment and family communication differ? Ask for an example involving a young child and another involving an adolescent. Relevant answers describe observed changes, documentation and communication within the nurse’s role.
- Clinic versus inpatient decisions: How did the nurse handle incoming symptom calls, procedure preparation or competing bedside needs? Ask who received escalated concerns and how handoffs were documented. This separates experience with a scheduled clinic day from experience managing an inpatient assignment.
- Certificates and shift fit: Which current certifications does your facility require or prefer for this assignment? We ask about renewal status, schedule limits and willingness to work within your float plan. A preferred certificate should not be presented as a universal legal mandate.
Different backgrounds, different fit
Where does relevant experience come from?
We look at candidates from hospital maternity services, neonatal units, pediatric inpatient services and specialty clinics, according to the opening. Women’s health practices and pediatric practices offer other relevant backgrounds. The source setting matters less than whether the nurse’s recent assignments match the patient group and work you need covered.
A nurse may consider moving for a different schedule, a narrower patient focus or more continuity with families. Others may want to move between inpatient and outpatient work. We ask what attracts them to your setting and what training they expect, rather than assuming interest establishes readiness.
Avoid these
Which hiring mistakes should you avoid?
Do not group labor and delivery, postpartum and neonatal openings under one interchangeable profile. List the patient assignments and competencies separately before comparing candidates. Do not accept a pediatric label without checking ages and setting. Experience in a specialty clinic may not cover the inpatient duties your opening includes.
Do not leave float expectations until the interview ends. Name each receiving unit and discuss orientation before presenting the role as a fit.
Put it to work
What are the next steps?
Tell us the patient population, shift pattern, license, certifications and duties. We screen credentials, work history and fit through assignment-specific questions. Have your nursing leaders compare each shortlisted candidate’s recent assignments with the opening. Use interviews to examine maternal escalation, infant care responsibilities or pediatric handoffs, as appropriate.
Define the assignment
Identify any cross-unit assignments and the training your team provides.
Compare relevant backgrounds
You review the distinctions between candidates before completing interviews and clinical assessment.
Assess the shortlist
Identify gaps that need orientation and decide whether your team can support that transition. No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Does newborn nursery experience establish neonatal intensive care readiness?
Nursery experience does not demonstrate that a nurse has managed intensive care assignments involving premature or ill infants. Compare the nurse’s actual infant assignments and clinical responsibilities with your neonatal service before moving to your clinical assessment. Neonatal nursing may involve premature or ill infants, with assignments shaped by your unit’s services.
Can one search cover labor and delivery and mother-baby assignments?
Yes, if you describe both assignments clearly. We ask which duties the candidate has performed in each area and what orientation would be needed.
How should we assess a pediatric clinic nurse for inpatient work?
Ask about recent bedside assignments, reassessment and shift handoffs. Discuss the transition training rather than assuming outpatient experience transfers without support.
Should a women’s health opening specify telephone triage?
Yes, when it is part of the job. Describe call types, escalation routes and documentation expectations so candidates can explain relevant experience.
Can you recruit nurses into our pediatric per diem pool?
Yes, per diem means placement into your own pool, not filling individual shifts. Specify the patient ages, expected availability and orientation plan.
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 women’s, neonatal or pediatric assignments you need filled. We can help separate the roles and frame a focused 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
Women's, Neonatal & Pediatric Nursing hub
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