Audiologist (AuD) Recruiters
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.
Unfilled audiology work slows diagnostics, fittings, and the handoff of hearing and balance findings to your care team.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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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.
- AuD
- Clinical Audiologist
- CCC-A
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
We recruit permanent Audiologists with an AuD who can work the way your practice actually runs. That may mean adult diagnostics between ENT visits, pediatric testing, vestibular studies, hearing aid selection, fitting follow-up, and clear documentation for the next clinician.
First, separate the work you need now from work you may add later. If balance testing drives referrals, ask what protocols they performed, which results they documented, and when an ENT physician reviewed those findings.
Equipment familiarity matters, but it is not the only hiring question. Ask how the candidate moves from intake to testing, counseling, fitting, and follow-up. You need to know where they make judgment calls, how they explain results, and how they hand off information when a patient needs physician review or another rehabilitation service.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
We verify the AuD degree and ask whether the candidate holds CCC-A or ABA board certification. These credentials describe professional preparation. Your team decides whether either credential matches the role you are filling. We confirm an active state audiology license and hearing aid dispensing authority where your state requires it.
- We also ask about restrictions, pending changes, and the states where the candidate has practiced.
- We ask for concrete vestibular experience when your practice performs balance testing. Questions cover the tests performed, report preparation, physician consultation, and the candidate’s recent exposure to the equipment involved.
- For pediatric work, we ask which age groups they tested and how they obtained usable responses. We also discuss family communication, referral patterns, and whether the role includes hearing aid counseling for children.
- We compare past daily schedules with your schedule. Rather than relying on a patient count alone, we ask how the audiologist handled diagnostics, earmold work, fittings, returns, documentation, and interruptions during the same day.
- We discuss diagnostic software, audiometers, tympanometry, hearing aid programming platforms, and reporting methods. A candidate need not know every model, but they should explain how they learned a different system and checked their work before closing an encounter.
Where do we find them, and why would they move?
We speak with audiologists from ENT practices, hospitals, hearing aid practices, and AuD programs. An ENT-based clinician may seek a role with more testing ownership or a different mix of surgical referrals. A hospital audiologist may want a narrower outpatient schedule or more exposure to hearing aid care.
Hearing aid practice candidates may be looking for broader diagnostic work, while AuD program contacts may be considering their first permanent role. We ask why they are open to a move, what work they want more or less often, and what would make an offer realistic.
Which mistakes stall the search?
A common mistake is treating an AuD degree as proof of recent vestibular, pediatric, and hearing aid dispensing experience. Another is comparing patient totals without asking how testing, fitting, counseling, and documentation filled the day. An AuD who performs routine adult evaluations and fittings may not have recent vestibular or pediatric testing experience.
Waiting until final interviews to disclose your equipment, referral mix, and physician handoff process.
How would we run the search for this opening?
Tell us which tests, patient groups, hearing aid duties, software, and referral sources shape the position. We present permanent candidates after credential, work history, and role-fit discussions. Your team conducts credentialing, references, interviews, and clinical evaluation. Written terms set the fee and replacement provisions for standard searches.
Define the daily work
We turn that information into focused screening questions.
Review screened candidates
You decide who advances to your interviews and clinical assessment.
Complete your hiring review
No upfront fee. You pay only if you hire.
National median annual wage. SOC 29-1181, Audiologists.
The published occupation matches Audiologist (AuD). BLS wages are not a specific employer offer.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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We tell you where qualified Audiologist (AuD) are working in your area and what it takes to move them. No fee. No obligation.
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Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Can you help with temporary coverage instead of a permanent hire?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. A per diem placement adds an audiologist to your own pool and can cover single shifts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Do we need CCC-A or ABA board certification for every Audiologist?
Not necessarily: we screen for an AuD with CCC-A or ABA board certification based on your stated preference. Your organization decides which credential best suits the post.
How do we assess vestibular experience before an interview?
Ask for the specific tests performed, report examples your policy permits, and the physician handoff process. We also ask how recently the candidate completed this work.
What should we ask about hearing aid dispensing?
Confirm state license status and dispensing authority where applicable. Then ask who handled selection, programming, counseling, follow-up adjustments, and documentation in the prior role.
Should we consider an audiologist from outside our market?
It can widen the pool when you need a particular testing background. If relocation is involved, discuss timing, state licensing, household considerations, and the work they expect before extending an offer.
What should you send us about this role?
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 what happens from the first audiology appointment through the final handoff. We will screen for an AuD whose recent work matches that day.
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.
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.
Which other positions in this family should you consider?
Certified Hand Therapist (CHT) · Recreational Therapist (CTRS)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
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. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.