Advanced Practice & CRNA 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.
Advanced practice and CRNA vacancies need a clinician whose license, scope, schedule, and recent work match the decisions waiting each 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.
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.
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?
Healthcare Headhunters recruits permanent nurse practitioners, physician assistants, and CRNAs. Before outreach, we ask what the clinician will assess, prescribe, document, coordinate, or manage during a normal day. These roles solve different coverage problems. An outpatient NP may manage follow-up visits, refill requests, chronic-condition care, referrals, and patient messages.
A CRNA may prepare for scheduled cases, monitor anesthesia, respond to case changes, and document recovery handoffs.
Decide whether the clinician will work under a collaborative agreement, join a physician-led team, take call, or practice independently within state law and your policies.
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 license for the role and location. For nurse practitioners, we verify current AANP or ANCC certification and the primary care or acute care designation needed for the intended duties. Generic board status may not cover the patient population you plan to assign.
- Review state practice authority and collaborative agreement details before interviews move forward. Ask who provides physician oversight, how the parties communicate, and whether your current physicians can accept that responsibility. A candidate cannot correct an agreement issue at the site.
- When the role includes controlled-substance prescribing, verify active DEA registration and the prescribing privileges you expect. We ask about a lapse, transfer, pending application, or limitation. Those details may affect start planning and the work the clinician can perform.
- Match recent work to the actual shift. For urgent care, we ask about triage, imaging choices, referral decisions, and notes after an unexpected rush. For surgical work, we ask about case types, turnover, handoffs, and call patterns.
- Review EMR documentation and billing work through examples. We ask how the candidate closes notes, supports coding, responds to unsigned-chart reports, and handles a chart needing clarification. This gives you evidence of chart habits without treating every system as identical.
- For CRNA searches, describe your anesthesia service and supervision structure. We ask which cases the candidate has handled recently, how they prepare for schedule changes, and how they raise concerns with surgeons and anesthesia colleagues.
Where do we find them, and why would they move?
We reach advanced practice talent from large health systems, multisite medical groups, community practices, urgent care organizations, surgical programs, and hospital-based services. Some clinicians explore a move because scope, panel ownership, schedule control, or administrative work no longer matches their preferred role.
CRNAs and acute care clinicians may seek a different call pattern, case mix, or site of care. One candidate may want more predictable elective cases. Another may want inpatient work or broader procedures. We test the reason for moving against your schedule instead of assuming it applies.
Which mistakes stall the search?
A common mistake is comparing hospital names instead of asking what the clinician personally handled. A candidate may come from a respected system but have limited experience with your procedures, patient panel, or documentation pace. A physician assistant may support a physician-led service, evaluate patients, assist with procedures, and complete visit documentation.
Waiting until after an offer to examine practice authority and collaborative agreement details. If oversight terms do not support the position, you may need to redesign the seat or reopen the search.
Describing flexibility without defining the schedule. State clinic sessions, call rotation, procedure volume, chart completion timing, and who covers when a physician or colleague is unavailable.
How would we run the search for this opening?
Tell us the patient population, site of care, prescriptive duties, procedures, supervision structure, call, and documentation expectations. We review credentials, work history, and reasons for a move. We screen for work that resembles your site rather than relying on a title or employer name.
Define the daily seat
We turn those facts into screening questions rather than relying on a title alone.
Screen the work match
We ask candidates to describe recent decisions, handoffs, schedule patterns, and chart work that relate directly to your opening.
Prepare for a hiring decision
We present the details gathered, coordinate interviews, and help surface scope, compensation, schedule, and start-date questions before an offer.
What are your fees for permanent placement?
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. Your practice model shapes the search.
How early should we start an advanced practice or CRNA search?
Start when you can describe the work and approval path. License verification, facility credentialing, privileges, collaborative agreements, and notice periods can add time after you identify a preferred candidate.
Do all nurse practitioners need the same certification?
No: we verify whether AANP or ANCC certification and a primary care or acute care designation match your state and intended duties. Your organization confirms its own credentialing standards and clinical scope.
Should we require DEA registration before interviewing?
Not always: if controlled-substance prescribing is part of the role, discuss current DEA status early. A transfer, application, lapse, or limitation may change your planned start sequence.
How do we assess fit without vague culture questions?
Ask about a real work decision. For example, ask how the clinician handled competing same-day needs, an incomplete chart, a surgeon’s schedule change, or uncertainty about follow-up responsibility.
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 clinician must do on day one and what can be learned after hire. We can also discuss locum, travel, contract, or per diem placement into your own pool. 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 related pages help you prepare?
- How to hire a Advanced Practice Providers: NP, PA, CRNA team
- NP and PA scope: ask who does what
- Advanced Practice Providers: NP, PA, CRNA: positions we recruit
- Locum Tenens CRNA Recruiters
- Advanced Practice Providers: NP, PA, CRNA Recruiters
- Director of Advanced Practice / Chief APP Officer Recruiters
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
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.