LPN / LVN, Skilled Nursing Facility
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 an LPN or LVN who can complete the medication pass, direct CNAs, and record resident changes throughout the shift.
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.
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 skilled nursing shift rarely follows the cart schedule exactly. The nurse receives report, reviews orders, administers medications, observes residents, responds to calls, documents care, and follows up on delegated CNA tasks. You need evidence that the candidate has managed those competing duties in a resident-care setting similar to yours.
An LPN or LVN opening can mean different work in different buildings. One nurse may own a medication cart and treatment records. Tell us what remains with the LPN or LVN and what moves to an RN, treatment nurse, supervisor, or manager.
Ask candidates about decisions made during interruptions. What did they do when a change in a resident's condition, a provider call, and scheduled medications arrived together? How did they assign care to CNAs, check completion, and report a missed task? We screen licenses, work history, stated availability, and fit through role-specific questions.
What do we check before you see anyone?
Active state license. We verify the current LPN or LVN license through the applicable state board. We review publicly available disciplinary information and ask about any matter that may affect your own hiring review. IV authority and certificate. State scope and facility policy vary.
- We ask whether the candidate has the IV certificate you prefer, what IV tasks they have performed, and whether they have hung approved medications or monitored peripheral sites. A preferred certificate is not automatically a legal condition in every state.
- Medication-pass experience. We ask about resident assignments, scheduled pass times, PRN requests, treatments, and interruptions. A nurse accustomed to a small assignment may need a different orientation before managing a larger long-term care cart.
- Documentation after care. We ask how the candidate recorded skin observations, wound care, medication variances, resident changes, and provider notifications. We also ask which electronic record or paper process they used and how they checked unfinished notes before leaving.
- CNA direction and follow-up. We ask for a specific example involving late care, a safety concern, or a performance discussion. The answer should explain what the nurse assigned, how they checked the result, and whom they notified when the issue continued.
- Daily survey readiness. We ask how the nurse keeps records current while work is happening. Useful answers name when they chart, how they correct an omission, and when they bring a concern to the charge nurse or supervisor.
Where do we find them, and why would they move?
Our source pools include LPNs and LVNs from skilled nursing, long-term care, rehabilitation, post-acute, assisted living, and other resident-care settings. Candidates may bring medication-cart, treatment, admission, weekend charge, or evening-supervision experience. People may explore a move after relocation, a schedule change, a longer commute, new leadership, or a wish for clearer duties.
We ask what they want to change and what they want to keep. That conversation can distinguish a short-term search from a practical reason to accept a permanent role.
Which mistakes stall the search?
A common mistake is overlooking how cart duties were shared. Ask how many residents the nurse covered, who handled treatments and admissions, and what occurred when they left the cart to change a resident. Another is treating IV certification the same in every state. Confirm your policy and state scope before rejecting a candidate or presenting duties they cannot perform.
Skipping questions about CNA oversight. A sound medication nurse may still struggle when the role includes assigning care, checking completion, and raising concerns.
How would we run the search for this opening?
Send us the shift, resident assignment, medication pattern, charting system, IV duties, and reporting structure. We present license information, work history, availability, and interview notes tied to your opening. Compare shortlisted candidates’ experience with your resident assignment, medication pass, and CNA oversight duties.
Describe the actual shift
Include admissions, treatments, call-outs, and CNA oversight.
Review role-based evidence
Use consistent questions about medication carts, records, delegation, and escalation with each finalist.
Complete your hiring review
Ask finalists to explain how they handled interrupted passes and reported incomplete care. You select whom to interview and complete your credentialing, references, background review, clinical assessment, and onboarding. We arrange locum tenens, travel and contract coverage on request.
The role and the setting
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We tell you where qualified Licensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN) 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.
How should we assess a relocating candidate?
Ask where they will live, when they can start, and whether they hold an active license for your state. A planned household move or a move closer to family may be practical. Do not predict retention from relocation alone. Another may handle admissions, provider calls, family updates, shift coverage, or evening charge duties.
When can an LPN or LVN take an independent assignment?
That depends on your orientation plan, charting system, resident mix, and state scope. Ask what training the candidate needed previously and which duties required facility sign-off before expanding the assignment.
How should we discuss a counteroffer with an LPN or LVN considering a skilled nursing role?
Ask what prompted the search before discussing compensation. A counteroffer may address pay but not a commute, schedule, management concern, or wish for different duties. We can revisit the candidate’s stated reason for considering your role.
How does the fee structure 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.
Can we consider candidates without skilled nursing experience?
Yes, if your team can train the gaps and prior work supports the assignment. Compare medication volume, resident observation, documentation, and delegation experience with the actual shift. Do not treat unrelated nursing years as proof of long-term care readiness.
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 the nurse owns during the shift and where work commonly breaks down. We will screen for those details and introduce permanent candidates for your review.
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.
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.