Patient Care Technician (PCT, Nurse Tech) Recruiters
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This is what we do all day: recruit healthcare professionals.
Find PCTs who can collect assigned data, perform draws and EKG setup, and report changes clearly to your nurses.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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- PCT
- Nurse Tech
- Patient Care Assistant
What does this hire really come down to?
A PCT can remove work from nurses or create rework. We recruit around the actual shift: rounds, vital signs, glucose checks, specimen collection, EKG setup, mobility help, call lights, and reporting observations under your team’s direction. Acute-care experience matters when the PCT must move between assigned patients, timed collections, transport requests, and nurse requests.
We ask what they did when several tasks arrived together. Strong answers describe communicating delays, completing assigned documentation, and reporting a concern rather than guessing what to do.
A newer CNA or CPCT/A can be a good choice when your team can provide structured skills review. A certificate does not show recent repetition. If phlebotomy and EKG work occur often, separate classroom training from recent floor work and decide who will assess those skills after hire.
What do we check before you see anyone?
We screen for current state Nursing Assistant certification or equivalent CPCT/A credentials. We ask where the candidate holds certification and whether a restriction affects delegated work. Your team completes final credentialing and decides whether the credential fits the opening. We ask about phlebotomy in practical terms.
- What draws did they perform recently? How often? What did they do after an unsuccessful attempt, and when did they ask for help? Training records matter, but repeated recent work matters when blood collection is assigned daily.
- We confirm EKG experience beyond naming equipment. Candidates describe preparing the patient, placing electrodes, obtaining a readable tracing, labeling it, and routing it under the unit process. We also distinguish telemetry-lead exposure from occasional 12-lead EKG work.
- We explore acute-care work through a shift sequence. Candidates may describe assignments, scheduled data collection, call lights, transfers, room turnover, and reporting observations to a nurse. This separates inpatient experience from a lab, long-term care, or outpatient setting.
- We review work history, attendance patterns, assignment changes, and reasons for each move. A PCT may seek steadier hours, a shorter commute, more inpatient technical work, or closer supervision while building skills. We ask for the facts instead of assuming intent.
- We discuss task boundaries before submission. We ask what the PCT did independently, what required nurse direction, and what they did when asked to perform work outside their scope. Your leaders set delegation, orientation, and competency standards.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
Our search can reach hospitals, nursing students, EMTs, PCT certificate programs, and Nursing Assistants seeking a permanent hospital position. An EMT may bring observation and transport experience. A nursing student may need more practice with documentation, assigned tasks, and unit routines.
People move for varied reasons. We test whether your opening offers the work they want, rather than presenting a vague growth story.
Which mistakes stall the search?
A common mistake is hiring from a checklist alone. Ask when the candidate last completed phlebotomy and EKG setup repeatedly, not whether they have ever been taught both. Another is leaving the PCT-to-nurse handoff unclear. State who receives abnormal observations, missed collections, patient refusal, or a delayed transport request.
Treating long-term care, outpatient, EMS, and acute-care work as interchangeable. Each background can add useful skills, but daily assignments and delegated tasks differ.
How would we run the search for this opening?
Tell us the patient population, scheduled tasks, usual interruptions, equipment used, and the point when the PCT reports to the nurse. We screen credentials, work history, technical exposure, and reasons for moving. Some want regular inpatient work, a different schedule, clearer advancement options, or more opportunities to use technical skills.
Describe the Shift
Identify whether you need experienced inpatient practice or can teach technical tasks.
Review Candidates
You interview for fit, conduct your own clinical assessment and skills review, and complete credentialing under your policies.
Hire With Clear Terms
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.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
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.
Where this search connects
National median annual wage. SOC 31-1131, Nursing Assistants.
BLS reports Nursing Assistants as one occupation. It does not publish a separate estimate for Patient Care Technician (PCT, Nurse Tech), 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.
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Should every candidate have phlebotomy and EKG experience?
That depends on what PCTs perform on your unit. If both are routine, recent practice may matter more than broad training. If your team can teach them, we can include candidates with a solid Nursing Assistant base and less technical exposure.
How do you separate acute-care PCT experience from related experience?
We ask candidates to describe a recent shift, including assigned patients, collections, EKGs, transfers, documentation, and nurse communication. Related backgrounds can still fit, but we present them accurately so you can plan orientation.
How do you address counteroffers when a candidate is weighing a hospital unit schedule?
We ask early why the person is considering a move and what could make them stay. A counteroffer can change the decision, so we keep you informed and leave the decision with the candidate.
Do you charge before we hire?
No: no upfront fee. You pay only if you hire. The written agreement covers the fee and replacement terms for a standard search.
Can you help with temporary PCT coverage?
For temporary or other needs, describe the arrangement so we can discuss whether we can help. Before anyone starts, terms, state licensing, credentialing, and malpractice arrangements are confirmed. Per diem placement adds someone to your own pool rather than covering 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 what your PCTs do during a typical shift, where work backs up, and what your charge nurses will not train from scratch. We will build the search around those decisions.
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.
Which other positions in this family should you consider?
Certified Nursing Assistant (CNA, STNA, LNA) · Dialysis Patient Care Technician (Hemodialysis Tech, CCHT)
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
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.