Locum Tenens Emergency Medicine Physician 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.
You need a licensed emergency physician who can cover open shifts without leaving trauma decisions, transfers, or unfinished charts to your regular 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.
- Locums ER Physician
- Locums EM Doc
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?
Locum emergency coverage works when the physician knows what your department can support during a shift. We ask about backup, consultant response, transfer routes, imaging access, admissions, nursing responsibilities, and chart-close timing before presenting anyone. An emergency physician may work well with several colleagues nearby yet not suit single coverage.
We compare recent solo practice with your trauma level, specialist access, transfer process, and the moments when the physician must decide without another ED doctor available.
A short schedule gap and an extended assignment need different screening. For longer assignments, we ask about handoffs, department practices, and how the physician raises concerns without disrupting routines that 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?
Active state medical license: We verify current licensure for the state where you need coverage and review disclosed practice restrictions. Your medical staff office completes its own credentialing, privilege review, and clinical assessment before a physician starts. ABEM or AOBEM: We verify ABEM or AOBEM certification, or the board status you specify.
- We then ask where the physician has recently practiced, because board status does not show whether the doctor fits your patient mix, staffing, or local resources.
- Single-coverage experience: We ask when the physician was the only ED doctor, what backup was available, and what happened when several patients needed immediate attention. We also ask who handled admissions, transfer calls, airway support, and procedural assistance.
- Trauma-level alignment: We discuss your trauma designation, in-house services, consultant response, transfer-center process, and procedures expected before transport. A physician accustomed to in-house trauma teams may need different experience for an ED that stabilizes and transfers patients.
- ATLS: We verify ATLS completion when you list it as requested or preferred. We ask about recent trauma evaluations, airway decisions, chest procedures, and stabilization before transfer within the physician's permitted scope.
- Procedures and documentation: We ask about recent intubations, chest tube placements, sedation, and other procedures your shifts involve. We also ask when notes are normally closed, since incomplete charts can leave follow-up work for employed physicians, nurses, and coders.
Where do we find them, and why would they move?
We speak with EM physicians in contract groups, rural ED coverage pools, and locums-experienced physicians. Some seek assignments for schedule control, a geographic move, a change from permanent practice, or time between long-term roles. Rural coverage pools may include physicians familiar with limited on-site specialty services.
Contract-group physicians may have used several EHRs and staffing models. We test those details against your overnight support, transfer options, and actual shift duties rather than assuming experience transfers.
Which mistakes stall the search?
A common mistake is sending the trauma designation without explaining whether surgery, anesthesia, radiology, or consultants are on site overnight. Another is describing a shift as single coverage without explaining what occurs when two critical patients arrive at once. For brief coverage, we ask about unfamiliar EHRs, orientation, and closing notes after the shift.
Waiting until credentialing to disclose chart-close rules, admission duties, transfer procedures, EHR training, or APP supervision.
How would we run the search for this opening?
Tell us the dates, shift length, trauma level, staffing pattern, and whether the physician works alone. We screen credentials, work history, licensure, and fit through role-specific questions. Before anyone starts, licensing, credentialing, malpractice arrangements, schedule terms, and assignment details are confirmed.
Describe the shift
Include procedures, admissions, transfers, backup contacts, and expected chart-close timing.
Review matched physicians
You choose whom to interview, credential, privilege, and assess clinically.
Confirm assignment terms
We arrange locum tenens, travel and contract coverage on request.
National median annual wage. SOC 29-1214, Emergency Medicine Physicians.
BLS reports Emergency Medicine Physicians as one occupation. It does not publish a separate estimate for Locum Tenens Emergency Medicine Physician, 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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We tell you where qualified Locum Tenens Emergency Medicine Physician 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.
When do we pay search fees?
For a permanent contingency search: 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. Locum assignment terms are confirmed before the start date.
How do you assess fit for single-coverage emergency work?
We ask about recent solo ED shifts, backup resources, transfer decisions, and simultaneous patient arrivals. We compare those answers with your overnight staffing, consultant access, and escalation path.
Does every physician need current ATLS?
That depends on your medical staff policy and the assignment details you provide. We screen for ATLS when requested, while you decide whether it is needed for privileges or the scheduled coverage period.
Can you source physicians for a rural emergency department?
Yes: rural ED coverage pools and locums-experienced physicians are relevant source pools. Before presentation, we discuss imaging, specialist access, transfer routes, and procedures expected before transport.
What should we disclose before an interview?
Share the trauma level, single-coverage status, EHR, admission process, consultant availability, and charting rules. Also explain whether the physician supervises APPs or receives procedural backup during the shift.
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.
Send us the shift facts and the clinical support available overnight. We will screen emergency physicians against the work your department actually asks them to do.
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?
Locum Tenens Hospitalist (incl. Nocturnist) · Locum Tenens Psychiatrist (incl. Telepsychiatry)
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.