Healthcare HeadhuntersClinical and leadership recruitingSend Us Your Open RoleCall 305-306-4829

Every position, A to Z

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.

536 positions we recruit. Find a title, open its page, or tell us about a seat that is not listed.

536 positions

Start a search

Step 1 of 2 · Your opening
No upfront fee. You pay only if you hire.
Profession and urgency (optional)
Who are you hiring?
How soon?

Looking for a job? Join our talent network.

What happens next

  1. The initial conversation clarifies the work, location and search terms.
  2. Ivan or a senior team member will reach out soon.
  3. 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.

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How do you use this A to Z directory?

Use this page when you know the title, but not the exact posting. We sort healthcare roles alphabetically so you can open the right page quickly. It helps when one title covers different sites, shifts, or levels of responsibility.

Start with the title you use internally. Then compare reporting line, schedule, and site type. That is where the real job split usually appears.

How do title aliases change the search?

Many titles sound alike, but the work can differ. A nurse manager is not the same as a charge nurse. A director may handle staffing and policy, while a supervisor may cover daily assignment changes. We ask which duties belong to the seat before outreach starts.

Tell us the local title language too. Some employers use a broad label for narrow work. Others use several labels for one opening.

What should you check before opening a job page?

Check the shift, schedule pattern, and site first. Then confirm whether the role is hands-on, supervisory, or administrative. Those details shape the people we contact and the people you want to see.

Also check who the person reports to and who reports to them. That tells us whether the opening is entry level, lead, or director level.

How do we separate a similar title from a different level?

We compare what the person does on an ordinary day. Who handles assignments? Who signs off on schedules? Who answers calls from staff, patients, or departments? Those answers usually separate two titles that look close on paper.

We also ask what happens when the manager is away. If the person runs the unit, that is different from covering one shift or one function.

When should you tell us the seat is not listed?

Tell us when the title is local, hybrid, or new to your team. You may be hiring for a blended role between two pages. We can work from your real job, even when the exact title is missing.

Send the working title, reporting line, schedule, and main duties. That is enough to start a direct search. We match the wording to the people who actually do that work.

What happens after you choose a title?

We use the page as the starting point, then refine the brief with you. We ask about scope, shift, manager level, and any title aliases your market uses. You keep the hiring decision. We keep the search aligned with the seat you need filled.

We recruit for permanent direct hire on contingency. If you need other coverage, tell us early.

What else should you ask about this search?

How do we know if a director title is really a hands-on manager seat?

Look at the daily work, not only the title. If the person builds schedules, handles staffing gaps, and answers operational questions, that is a different seat from a strategy-only director. We ask who owns the day-shift decisions before we search.

What if our internal title is different from what candidates use?

That happens often. Tell us both versions if you have them. We compare your title with the language people use in the market, then speak in the terms that fit the opening.

Can one page cover both day shift and night shift openings?

Sometimes the title is the same, but the job is not. Night work can change supervision, patient flow, and who is available for support. We ask about schedule before we reach out, so the people contacted know the actual shift.

What if the role mixes management and clinical work?

Then the split matters. We ask how much time goes to direct work, coverage, staffing, and administrative tasks. That helps us separate a working lead from a full manager or director role.

Which related pages help you prepare?

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 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.

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