Roles we fill

How do you choose the right healthcare role to recruit?

Healthcare Headhunters recruits across clinical professions, support roles, and leadership. Use the families to find the work you need covered. A page title should lead you to a useful hiring discussion, not make you force your opening into a generic executive category.

Physician appointments begin with the specialty and practice arrangement. Call, case mix, and the setting affect the search. An outpatient practice and a hospital service can use a similar physician title while asking the person to do different work.

Nursing searches begin with the unit and recent bedside experience. A staff ICU nurse, a charge nurse, and a nurse manager do not have the same responsibilities. Decide whether the opening is patient care, shift leadership, or department management before comparing candidates.

Allied health titles often identify a modality or clinical discipline. A CT opening differs from an MRI opening. A laboratory generalist differs from a section lead. We ask which work the person must perform and which credentials apply in your state and setting.

Practice and department leaders need a clear account of what they will own. Ask who controls staffing, scheduling, budgets, and clinical decisions. Some titles sound senior but have little authority. The candidate should know that before considering a move.

The positions index includes titles that employers use differently. If your own title is not shown, send us the duties. We can discuss the nearest role and the checks that matter. You do not need to invent a new title to explain a different job.

The Six-Step Search · Fee terms · Editorial policy · Positions index

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.

1. Search Calibration

   You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.

2. Market Mapping

   You get a search aimed at relevant backgrounds, including people working now who have not applied.

3. Professional Contact Intelligence

   We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.

4. Persistent Personalized Outreach

   We explain your actual job and follow up with people who may consider a conversation.

5. Live Candidate Qualification

   You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.

6. Candidate Intelligence and Process Support

   You get a written brief and support through interviews and offer discussions. You make the hiring decision.

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.