SNF Charge Nurse (RN Supervisor, House Supervisor, Long-Term Care) 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 an RN charge nurse who can manage the med pass, direct staff, and respond when a resident’s condition changes.
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.
- RN Supervisor
- House Supervisor
- Long-Term Care Charge RN
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?
Your SNF charge nurse may carry a cart while supervising LPNs and CNAs, handling new orders, and receiving family calls. We screen RN Supervisors, House Supervisors, and Long-Term Care Charge RNs for the actual work on your shift. We review license status, work history, leadership scope, and reasons for a move before interviews.
Ask candidates to describe one shift from report through handoff. We ask what the nurse handled personally, what went to an LPN or CNA, and when they called the DON, provider, or another supervisor.
Fast medication administration alone does not prove charge-nurse judgment. The RN must address missed care, give direct feedback, document concerns, and check that corrections occurred. We look for candidates who can set limits with staff without losing track of residents or leaving problems for the next shift.
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?
RN license and supervisory scope: We confirm an active RN license for the state where you are hiring. We ask whether the candidate led a unit, covered evenings or weekends, carried a cart, took admissions, or acted as the senior nurse when management was offsite.
- Long-term care medication pass: Candidates walk us through order changes, unavailable medications, refusals, glucose checks, interruptions, and late treatments. We ask how they verify resident identity, document exceptions, and communicate unfinished items at handoff.
- LPN and CNA direction: We ask how the RN assigns work, checks completion, and responds when care is missed. If an LPN disputes an assignment or a CNA falls behind, the candidate should explain the next conversation and follow-up.
- MDS and care-plan familiarity: The charge nurse may not complete MDS sections, yet should recognize how assessments, care plans, and daily notes relate. We ask what they would do if a resident’s current condition conflicts with the care plan or recent charting.
- IV skills: We review peripheral IV starts, monitoring, observations, and documentation within the candidate’s past scope. We ask what changes the RN reports, who receives the report, and how IV information reaches the next nurse.
- Competing demands: We use a shift scenario involving a family call, a fall follow-up, a medication question, and a thin assignment. We listen for a safe sequence, clear staff direction, documentation, and timely escalation.
Where do we find them, and why would they move?
We recruit from skilled nursing facilities, rehabilitation units, and subacute units. Nurses from these settings may know the overlap between restorative goals, scheduled treatments, medication rounds, family questions, and longer resident relationships. We also speak with LPNs who completed RN bridge programs.
Others may be considering a shorter commute, clearer reporting lines, a different schedule, or more responsibility after licensure.
Which mistakes stall the search?
A common mistake is selecting an RN for license status and IV experience without testing how they address missed care or conflict with LPNs and CNAs. Another is assuming hospital charge experience directly covers MDS, care-plan, medication-pass, and long-stay resident routines.
Skipping a scenario that combines new orders, documentation, family calls, staff direction, and a resident change.
How would we run the search for this opening?
Tell us which shift needs the RN, who reports to them, whether they carry a cart, and who handles after-hours calls. We present RNs whose recent work matches the duties you described. Some have deep long-term care floor knowledge and seek their first RN supervisory post.
Define the Shift
This separates a working charge nurse search from a house supervisor search.
Review the Match
You choose who advances through interviews, references, credentialing, and your clinical assessment.
Hire on 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 29-1141, Registered Nurses.
BLS reports Registered Nurses as one occupation. It does not publish a separate estimate for SNF Charge Nurse (RN Supervisor, House Supervisor, Long-Term Care), 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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Should this RN carry a medication cart?
It depends on your shift design and resident mix. Tell us whether the RN passes medications, covers admissions, or mainly oversees the building, so we can screen for the right balance of direct care and supervision. A credible RN can explain assignments, medication rounds, new orders, resident changes, documentation, and follow-up.
Does every charge nurse need MDS experience?
Not every charge nurse needs to be an MDS coordinator. Familiarity with assessments, care plans, and daily charting can still improve handoffs and help the RN spot information that needs review.
Should we interview RN bridge candidates?
Yes, when their LPN background shows strong long-term care knowledge and their RN experience fits your role. We ask about delegation, RN judgment, IV work, documentation, and the transition from LPN duties.
How do you screen reasons for leaving?
We ask about schedule, commute, reporting structure, resident population, role scope, and growth after licensure. A move may make sense for a defined leadership opportunity, but we also ask what could make the candidate decline.
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.
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 RN owns during the shift, where staff need the most direction, and whether the role includes a cart. We will start the search around that 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.
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?
Private Duty Nurse (Pediatric Home Care, Trach and Vent RN or LPN) · Subacute / Transitional Care Nurse (TCU RN)
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.