Home Health RN (Field Nurse, Visit Nurse, Home Health Case Manager) 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.
Hire Home Health RNs who manage field visits, document OASIS work accurately, and communicate changes from the home.
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.
- Field Nurse
- Visit Nurse
- Home Health Case Manager
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?
A late start-of-care note or an unrealistic driving territory can unsettle the whole schedule. We recruit Field Nurses, Visit Nurses, and Home Health Case Managers who can plan visits, report changes to your office, and complete clear documentation. Hospital nursing can build strong assessment skills, but it does not by itself show field readiness.
In home health, the RN drives between homes, works without nearby peers, gathers facts during the visit, and decides when the office needs an immediate call.
A useful answer covers the call, the documentation, and the revised route. We also ask why the nurse is considering a move, such as a shorter commute, family relocation, schedule changes, or interest in independent work.
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?
OASIS accuracy and COS-C exposure. We ask which OASIS sections the nurse completes, how unclear responses are resolved, and whether their work received review. COS-C is a plus, not a universal condition. Start-of-care and recertification visits. We confirm direct experience with these longer visits.
- We ask how the nurse prepares, gathers missing information, and reports an absent order or approaching deadline.
- Documentation habits. We ask when notes are completed, what causes late charting, and how corrections are handled. A practical closeout routine tells you more than a general statement about working efficiently.
- Driving territory and visit productivity. We discuss the recent service area, travel time, first and last stops, and appointment grouping. We ask what changes when an added visit interrupts the planned route.
- Independent field decisions. We present a hypothetical unavailable patient or unexpected change during a visit. The nurse should explain whom they contact, what they document, and how they revise the remaining schedule.
- License, vehicle, and work history. We screen for an active state RN license, vehicle access, work dates, and stated territory limits. You complete credentialing, driving review, references, and clinical assessment before an offer.
Where do we find them, and why would they move?
Our search includes RNs from Medicare-certified home health agencies. They may already know home-based documentation, travel schedules, start-of-care visits, recertification work, and communication with an agency office. We also speak with hospital discharge and med-surg nurses, plus hospice RNs. A discharge nurse may want more follow-through after hospitalization.
A med-surg or hospice RN may seek more independent work, but we test whether solo visits, driving, and charting fit that choice.
Which mistakes stall the search?
A common mistake is hiring for hospital tenure alone without asking how the nurse plans a day when homes sit across a wide service area. Another is treating late charting as a minor habit, then finding that start-of-care or recertification documentation waits until after hours.
Assuming a commute works without discussing vehicle access, territory boundaries, and realistic first and last stops.
How would we run the search for this opening?
Tell us the state, service area, visit mix, charting system, weekend or on-call schedule, and whether the role includes start-of-care or recertification work. We review RN licensure, work history, OASIS exposure, visit types, charting routine, and territory experience. You meet selected candidates and complete your clinical, credentialing, and reference process.
Define the field assignment
Those details shape each candidate conversation.
Screen workday decisions
If a candidate describes a canceled afternoon visit, we ask how they would report it and adjust the remaining route.
Interview and hire
For permanent contingency placement, there is no upfront fee. You pay only if you hire, under a written agreement that sets fee and replacement terms for standard searches.
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 Home Health RN (Field Nurse, Visit Nurse, Home Health Case Manager), 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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How should we handle a counteroffer tied to territory or schedule concerns?
We ask early about the reasons behind a change, including territory strain, schedule, management support, compensation, or a family move. A counteroffer can change a decision, and we keep you informed rather than assuming interest will remain unchanged. Ask what happens when a visit runs long, a patient is unavailable, or a referral has a short start window.
Should we hire a home health veteran or a hospital RN?
That choice depends on your onboarding time, visit mix, and office support. A home health veteran may know OASIS and field routines, while a hospital RN needs closer review of driving and documentation habits.
Do candidates need COS-C certification?
COS-C can help when OASIS work makes up much of the assignment. It is a preferred certificate for some searches, not a universal legal mandate, so we ask about actual OASIS duties.
How do you assess visit productivity without focusing only on a number?
We ask about territory shape, visit types, routing method, and documentation timing. Then we use a hypothetical cancellation or added visit to hear how the nurse would communicate and reorganize the day.
Can you help with contract, travel, or per diem hiring?
We arrange locum tenens, travel and contract coverage on request. Terms, licensing, credentialing, and malpractice arrangements are confirmed before anyone starts; per diem means placement into your own pool, not coverage for individual shifts.
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 where the territory begins, which visit types create the most pressure, and what your office expects from the field. We will begin the Home Health RN search with those facts.
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?
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 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.