Registered Dietitian (RD, RDN) 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 a Registered Dietitian who can assess your patients, document recommendations, and work effectively with your care 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.
- RD
- RDN
- Clinical Dietitian
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 dietitian’s day changes with your setting. An inpatient RD may review labs, intake, weight trends, and feeding tolerance before rounds. An outpatient RDN may spend more time on counseling, follow-up plans, and documentation. We help you separate those backgrounds before interviews.
Ask what the candidate reviewed before recommending a nutrition plan, how they documented it, and who needed to act on it. A strong answer shows judgment about incomplete intake records, changing lab values, and competing patient needs.
Decide whether you need broad coverage or a focused specialty. A renal, pediatric, or nutrition support specialist may bring deeper experience for a defined population, but may not want a role built around broad unit coverage.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
We confirm active Commission on Dietetic Registration status and current state licensure. We ask when the license was last renewed and whether any transfer, renewal, or documentation issue could affect a start date. We review the candidate’s setting history. We ask candidates to describe a recent nutrition assessment.
- We ask whether their work centered on inpatient consults, outpatient visits, dialysis care, skilled nursing facility residents, or a mix of services.
- What information did they review, what was missing, and how did they turn the assessment into a documented recommendation for the treating team?
- For nutrition support roles, we screen for CNSC certification when you prefer it and for practical experience with enteral or parenteral nutrition monitoring. We ask what changes prompted them to contact the care team.
- For dialysis openings, we look for CSR renal certification when requested and ask about counseling patients with changing lab trends, appetite concerns, fluid limits, and recurring follow-up needs.
- For pediatric work, we review CSP pediatric certification when it matters to your opening. We ask how the candidate adjusted education for caregivers and documented goals across repeat visits.
Where do we find them, and why would they move?
We recruit from hospitals, dialysis clinics, skilled nursing facilities, and dietetic internships. Hospital candidates may seek a narrower specialty, more predictable outpatient work, or a different patient population. Dialysis clinicians may want broader clinical exposure or a role with fewer recurring visits.
Dietetic internship graduates can bring current training and supervised practice experience. They may need coaching on your documentation process or service line routines. We present that distinction plainly, so you can decide whether your team can support an earlier-career hire.
Which mistakes stall the search?
Do not treat an RD or RDN title as proof of nutrition support experience. Ask what the candidate monitored, documented, and discussed with providers. Do not assume inpatient and outpatient experience transfer without adjustment. Ask how many consults or visits they managed and what follow-up work remained after each encounter.
Do not screen specialty credentials as universal legal rules. CNSC, CSR renal, and CSP pediatric may be preferred qualifications for your opening, depending on the work.
How would we run the search for this opening?
Tell us which units, clinics, or populations the dietitian will cover. We screen credentials, work history, and role fit through concrete questions. A generalist may cover medical floors, rehabilitation, and discharge education. Credentials open the conversation, but they do not answer the workday question.
Describe the actual assignment
Include consult volume, counseling duties, rounds, documentation expectations, and whether nutrition support or dialysis knowledge is needed.
Review screened candidates
Your team completes its own credentialing and clinical assessment before deciding whom to interview or hire.
Hire under written 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.
Where this search connects
National median annual wage. SOC 29-1031, Dietitians and Nutritionists.
The published occupation matches Registered Dietitian (RD, RDN). BLS wages are not a specific employer offer.
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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Can you help with temporary coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement can mean adding a clinician to your own pool or covering single shifts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Do we need a CNSC-certified dietitian?
Not every inpatient opening needs CNSC certification. It can be a useful preference when the role regularly handles nutrition support, but we also ask about direct enteral and parenteral nutrition experience.
How do you distinguish inpatient from outpatient candidates?
We ask about the sequence of their day. Inpatient candidates should explain consult review, rounds, reassessment, and chart documentation. Outpatient candidates should explain counseling sessions, goal setting, follow-up intervals, and referral coordination.
Can you recruit for dialysis or renal nutrition work?
Yes: we screen for dialysis clinic experience and CSR certification when you request it. We also ask how the candidate handled recurring patient education and changes that prompted further review.
What if a candidate is licensed in another state?
We identify current licensure status early and discuss the candidate’s plan for obtaining the license your opening needs. Your facility makes the final credentialing decision and confirms whether timing works for the role.
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 dietitian will do during a normal week and where the work becomes difficult. We will screen for the credentials, setting history, and judgment your hire needs.
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?
Medical Interpreter (Healthcare Interpreter) · Clinical Dietitian (Inpatient, Renal, Pediatric)
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.