Respiratory Therapist (RRT, CRT, RT) 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 respiratory therapist who can cover the ventilation, ABG, airway, and handoff duties on your actual 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.
- RRT
- CRT
- RT
- Respiratory Care Practitioner
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 respiratory therapy vacancy may affect rounds, ventilator checks, emergency response, oxygen-device assessments, ABG communication, and charting across several units. We screen for people who have performed the work you assign and can explain their role during a changing shift.
The title alone does not describe the job. Another may set up invasive or noninvasive ventilation, respond to alarms, join airway events, review ABGs, and speak during rounds. We ask which duties the candidate completed personally, where they worked, and who handled escalation.
Decide what your department can teach after hire. If your senior therapists have little time for equipment orientation, recent work with similar ventilation duties may matter most. If training time exists, a candidate with sound assessment, documentation, and communication habits may be a reasonable choice. People may move for shift patterns, commute, patient mix, equipment exposure, or clearer on-call expectations.
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?
Confirm an active state RT license for the state where the therapist will practice. We ask about expiration dates, pending applications, and timing that could affect a start date. Your team completes credentialing and decides whether the license status fits your process.
- Verify NBRC RRT or CRT status according to the credential you request. We compare the candidate’s recent work with the opening instead of treating either designation as proof of every skill. Your clinical leaders decide whether RRT or CRT suits the position.
- Discuss invasive and noninvasive ventilation in detail. We ask which devices and modes the candidate used, whether they performed setup, how they handled alarms, what changes followed physician-authorized parameters, and what they charted. This distinguishes regular hands-on work from occasional coverage.
- Review ABG duties within the candidate’s assigned scope. We ask whether they collected, handled, reviewed, documented, or communicated results and whom they notified when results changed. Your clinical team assesses interpretation and practice decisions under its own standards.
- Confirm current ACLS when your opening calls for it. For pediatric work, we ask whether NRP or PALS is current, which age groups the candidate served, and how recently. NRP or PALS may be a role-specific preference or condition.
- Use a shift-based communication question. If a ventilator alarm occurs while another unit reports worsening oxygen needs, we ask how the therapist communicates coverage, reports concerns, and hands work to a colleague. The answer informs your interview; it does not replace it.
Where do we find them, and why would they move?
We search hospitals, LTACHs, home respiratory providers, and CoARC-accredited RT programs. Hospital backgrounds may include inpatient rounds and cross-unit coverage. LTACH backgrounds may include prolonged ventilation and weaning work. Home respiratory work may involve equipment instruction, follow-up, and independent route planning.
Before presentation, we ask why a person is considering a move. Someone may want more inpatient work, a different schedule, a shorter commute, a narrower service line, or more participation in rounds. That conversation helps reveal whether your day-to-day structure matches the person’s reasons for changing jobs.
Which mistakes stall the search?
Do not treat all ventilator experience as interchangeable. Ask about devices, modes, patient groups, setup duties, alarm troubleshooting, and what the candidate did personally. Do not wait until the final interview to explain rounds, order communication, after-hours coverage, and respiratory assignments. Those details shape every handoff.
Do not assume current credentials answer every hiring question. Confirm recent ABG work, pediatric exposure, emergency call involvement, documentation, and overnight support.
How would we run the search for this opening?
Tell us where the therapist reports, units covered, common procedures, ventilation devices, patient groups, and escalation contacts. We review work history, NBRC RRT or CRT status, state RT license status, and ACLS. You assess clinical judgment, local practice fit, and credentials through your process.
Describe the shift
We turn those facts into screening questions tied to the work.
Screen the record
For pediatric roles, we ask about NRP or PALS, recent pediatric work, ventilation duties, ABGs, and rounds.
Interview with context
We share the candidate’s stated reason for moving, discussed license timing, and work-history points that deserve deeper discussion.
Where this search connects
Cardiovascular, Respiratory & Neurodiagnostic Technologists
SpecialtyRespiratory Therapist (RRT, CRT, RT), Hospitals & Health Systems
Role in a settingRespiratory Therapist (RRT, CRT, RT), Children's Hospitals
Role in a settingRespiratory Therapist (RRT, CRT, RT), Home Health & Hospice
Role in a settingCardiac Cath Lab Technologist (Cardiovascular Invasive Specialist, RCIS)
Related roleElectrophysiology Lab Technologist (EP Tech)
Related rolePolysomnographic Technologist (Sleep Tech, RPSGT)
Related roleIntraoperative Neuromonitoring Technologist (IONM Tech, CNIM)
Related roleNational median annual wage. SOC 29-1126, Respiratory Therapists.
The published occupation matches Respiratory Therapist (RRT, CRT, RT). 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 an out-of-state respiratory therapist?
Yes: we ask whether the state RT license is active, pending, or subject to another step, then report the timing discussed. Your team decides whether that timeline fits credentialing and the intended start date. One therapist may deliver ordered treatments, inspect oxygen devices, document response, and report changes to nursing staff.
Should we hire an RRT instead of a CRT?
Start with the duties, credential preference, and internal policies for this opening. We screen for the NBRC RRT or CRT credential you specify and report recent work.
How do you screen ventilator experience?
We ask about invasive and noninvasive ventilation, devices, modes, setup, alarm response, charting, and escalation. We also ask what the therapist did under physician-authorized parameters.
What should we ask for a pediatric respiratory therapy opening?
Ask which pediatric age groups the therapist served, how recently, and what respiratory duties they performed. Confirm whether the position calls for NRP or PALS and review certificate dates.
When are fees due for a permanent respiratory therapist hire?
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 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 Healthcare Headhunters what the therapist covers from first rounds through final handoff. We will screen credentials, work history, recent respiratory duties, and fit for your opening. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
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?
Monitor Technician (Telemetry Tech) · Neonatal / Pediatric Respiratory Therapist (RRT-NPS)
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.