Certified Nursing Assistant, Skilled Nursing & Assisted Living
Hire CNAs who can carry resident routines across skilled nursing and assisted living assignments.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
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What does this hire really come down to?
When CNA coverage is thin, morning care backs up, dining help gets rushed, and nurses spend time on tasks that pull them from medication rounds or assessments. We recruit permanent CNAs and screen for the work your shifts actually contain.
Skilled nursing and assisted living overlap, but they are not interchangeable assignments. Skilled nursing may involve rehabilitation schedules, closer observation, heavier transfers, and frequent reporting to nurses. Assisted living often centers on bathing, dressing, meals, toileting, reminders, activities, and resident choice. In a combined community, ask where the CNA will rotate.
A current nurse aide registry certificate does not show how someone organizes a morning assignment. We ask about call lights, personal care, therapy departures, meal assistance, charting, and reporting a change to the nurse. We also ask why past jobs ended. A move may follow a schedule change, relocation, family obligations, new ownership, or a commute that no longer works.
What do we ask candidates about?
- State nurse aide registry certificate. We verify active status on the state registry and review visible gaps before introduction. You complete your own credentialing review and decide whether the record meets your policy.
- Basic Life Support. We confirm current BLS status and expiration when a candidate holds it. BLS may be requested by local rules, your organization, or a particular assignment, but it is not universal for every CNA role.
- Transfers and mobility. We ask which mechanical lifts, gait belts, slide sheets, and transfer methods the candidate used. We ask when they called for a second staff member instead of attempting a transfer alone.
- Personal care and reporting. Candidates walk us through bathing, dressing, toileting, continence care, meal support, call lights, intake notes, and skin observations. We listen for timely reporting rather than clinical decisions outside the CNA scope.
- Memory care work. We ask what the person does if a resident becomes confused, declines care, or becomes distressed. Useful answers address communication, care-plan directions, safety, documentation, and when they involve a nurse or supervisor.
- Attendance and shift match. We review work dates, schedule changes, stated absences, transportation, weekends, evenings, and doubles. A candidate may have a reasonable explanation, but the pattern still must fit your posted shift.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
Our source pools include CNAs working in skilled nursing centers, assisted living communities, rehabilitation settings, memory care programs, and home care. They may consider a move for a closer commute, steadier scheduling, a different resident mix, or a workplace leadership change.
We also speak with nurse aides returning after relocation, family leave, training, or a planned break. Some want one primary employer after rotating among units. We ask whether they want a lasting assignment or a short stop, then share that answer with you.
Which mistakes stall the search?
Treating a clean registry record as proof of lift, transfer, or memory care skill.
Interviewing for general availability, then learning the CNA cannot work your weekend rotation.
Using one question for both settings and missing a gap in rehabilitation support or assisted living routines.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
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.
The role and the setting
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What do employers ask us?
Should we hire a skilled nursing CNA or an assisted living CNA?
Match recent work to the assignment. A skilled nursing CNA may know rehabilitation timing and heavier transfers, while an assisted living CNA may bring deeper experience with daily routines and resident choice. For a combined role, ask where they worked most recently.
How should we test memory care experience?
Ask what the candidate would do if a resident refused morning care or became upset during a routine task. Look for respectful communication, use of the care plan, reporting to the nurse, and sound boundaries within the CNA role.
What should we ask about attendance?
Ask about their usual schedule, commute, transportation, weekend availability, and reasons for prior changes. Compare those answers with your actual rotation rather than treating a resume gap as automatic disqualification.
Do all CNAs need BLS certification?
No: BLS may be requested by a local rule, your organization, or a specific assignment. Tell us your policy, and we will screen for current status while you make the final credentialing decision.
Can you assist with temporary CNA coverage?
Permanent/direct-hire recruitment is our core service across clinical, operational and leadership roles. If you need a temporary or other arrangement, describe the need so we can discuss whether we can help. Responsibilities and terms must be confirmed separately for that engagement. Your organization retains clinical assessment and credentialing responsibility.
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 on your hardest CNA shift, including the setting and rotation. We will bring permanent candidates whose experience can be examined against that work.
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
- 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.