Cath Lab Nurse (Cardiac Cath Lab RN, Cardiovascular Lab RN) 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.
Add a Cath Lab RN who can support scheduled procedures and meet your STEMI call expectations without learning core lab duties from scratch.
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.
- Cardiac Cath Lab RN
- Cardiovascular Lab RN
- Invasive Cardiology RN
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?
During a cath lab shift, the RN prepares the patient, watches sedation and monitoring, tracks case events, protects the sterile field, and reports changes while the cardiologist performs the procedure. Healthcare Headhunters recruits permanent Cardiac Cath Lab RNs, Cardiovascular Lab RNs, and Invasive Cardiology RNs for those duties.
A useful interview separates experience from observation. Ask a candidate to describe a recent coronary angiography or intervention from room setup through handoff. Listen for what they monitored, documented, supplied, and reported. Their answer should also show where the physician, technologist, and RN each owned different work.
Critical care experience can be valuable, but it does not automatically equal cath lab readiness.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
Active RN license: we review an active RN license for the state where you intend to employ the nurse, plus any disclosed practice limitations. Your organization completes credentialing, reference review, and its own clinical assessment. Current ACLS. We verify current ACLS documentation and ask when the candidate last used related skills during a procedural emergency.
- ACLS is a core credential for this role, while your department may set added credentials or training.
- Moderate sedation monitoring. We ask the nurse to explain how they monitored responsiveness, oxygenation, airway status, vital signs, and documentation during a sedated procedure. We also ask what change would lead them to notify the operator or call for help.
- Hemodynamic monitoring. Candidates discuss arterial pressure waveforms and, where relevant, Swan-Ganz data. We ask for a specific trend or sudden change they reported, what information they gave the physician, and what they documented afterward.
- STEMI call response. We confirm whether the nurse carried off-hours STEMI call, how calls were assigned, and whether their commute supported the stated response window. Emergency department or ICU experience alone may not show cath lab call exposure.
- Sterile field and supplies. We ask how the candidate handled catheters, guidewires, contrast media, and documentation without crossing sterile boundaries. This clarifies whether they worked inside the lab workflow or only observed procedures.
Where do we find them, and why would they move?
Our source pools include cath labs at PCI hospitals, ICU and CVICU nurses, and travel cath lab nurses. Nurses from PCI programs can usually speak clearly about emergency activation, procedure-room roles, lead use, and transfer or recovery handoffs. Travel cath lab nurses may consider permanent work when they want one location, a different call pattern, or less travel.
ICU and CVICU nurses may seek procedural work for similar reasons, but we describe their cath lab experience plainly rather than treating it as interchangeable.
Which mistakes stall the search?
A common mistake is treating ACLS as proof that a nurse has monitored moderate sedation or worked around a sterile field. Another is interviewing only for equipment names instead of asking what the RN did during a STEMI activation or unstable case.
Waiting until an offer discussion to explain response time, weekend call, late cases, and who owns orientation.
How would we run the search for this opening?
We review license and ACLS status, recent lab or critical care work, sedation monitoring, hemodynamic monitoring, sterile-field duties, and STEMI call. You meet candidates who fit the search. We ask whether your team needs an RN ready for call now or can train a strong monitoring nurse on lab flow, sterile boundaries, and supply handling.
Define the opening
We review your case mix, RN duties, call rotation, response-time standard, late-case pattern, orientation plan, and the systems your manager wants a candidate to know.
Screen the work history
We identify material gaps before you interview.
Interview against the shift
We help you ask about your actual room flow, team roles, equipment exposure, call obligations, and the clinical evaluation your leadership will conduct.
Where this search connects
National median annual wage. SOC 29-1141, Registered Nurses.
BLS reports Registered Nurses as one occupation. It does not publish a separate estimate for Cath Lab Nurse (Cardiac Cath Lab RN, Cardiovascular Lab RN), its setting or its engagement terms.
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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Should we hire an experienced Cath Lab RN or consider an ICU or CVICU nurse?
Choose an experienced Cath Lab RN when current procedural familiarity and near-term call coverage matter most. Consider an ICU or CVICU nurse when you can provide a defined lab orientation and want strong invasive-monitoring experience. An ICU or CVICU nurse may interpret invasive monitoring well and still need procedural orientation.
How do you screen for moderate sedation experience?
We ask for a recent procedural example, including what the nurse observed, charted, and reported when the patient's status changed. Your team still determines whether that experience meets its policies and competency process.
What should we disclose about STEMI call before interviews?
Share the response-time standard, call rotation, weekend expectations, late-case pattern, and any practical commuting limits. Candidates can then assess the schedule before your manager spends time on a detailed interview.
Does experience with different imaging or documentation systems rule out a candidate?
Not necessarily: ask which functions the nurse used during cases, how they handled documentation problems, and what support your department provides when staff learn a new setup.
How are fees handled for a permanent Cath Lab RN search?
No upfront fee. You pay only if you hire, and a written agreement sets the fee and replacement terms for standard searches before the search begins.
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 your Cath Lab RN owns during a scheduled case and on STEMI call. We will screen permanent candidates against that work and introduce the people worth your manager’s time. Locum, travel, contract, and per diem placement into your own pool is available on request; licensing, credentialing, malpractice arrangements, and terms are confirmed before anyone starts.
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?
Endoscopy Nurse (GI Lab RN) · Electrophysiology Lab Nurse (EP Lab RN)
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.