Allergist / Immunologist Recruiters
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This is what we do all day: recruit healthcare professionals.
Hiring an allergist / immunologist means matching your referral mix, testing services, and follow-up model to a physician’s actual training and practice experience.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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What does this hire really come down to?
Your opening may center on outpatient allergy care, immune deficiency evaluations, or a mix of both. Those distinctions change the search. We ask which patients arrive, which procedures your practice offers, and who supports testing and injections. A physician accustomed to one service mix may need support before taking on another, even with strong credentials.
Start with the work behind your appointment schedule. Does the physician see children, adults, or both? Are referrals mainly for rhinitis, asthma, food allergy, medication reactions, or suspected immune disorders? An interest in expanding immunology services is different from recent experience managing those patients.
Then examine responsibility outside the examination room. If your practice offers immunotherapy or supervised challenges, clarify physician availability, staff oversight, emergency readiness, and follow-up ownership. We ask how candidates handled those responsibilities in previous roles. You complete your own credentialing and clinical assessment, including decisions about procedures and privileges.
What do we check before you see anyone?
License and training: Does the physician hold an active medical license for your state, or need one before starting? Review specialty fellowship training, board status, and any credential concerns. Distinguish current certification from eligibility or a planned examination. Patient mix: What proportion of recent practice involved pediatric patients, adults, allergic disease, and immune disorders?
- Ask for examples of referral categories and follow-up work. Useful answers describe actual responsibilities rather than listing conditions from fellowship.
- Testing judgment: How did the physician decide whether a referral warranted testing, further history, or another specialist? Ask how results were documented and explained. Look for a clear account of the physician’s role without seeking identifiable patient details.
- Procedure experience: Which skin testing, challenge, desensitization, or immunotherapy services has the physician personally supervised? Ask about frequency, staffing, and responsibility during adverse reactions. A procedure mentioned on a résumé does not establish readiness for your service.
- Continuity and communication: Who reviewed pending results, answered referring clinicians, and handled patient questions between visits? Ask how coverage worked during absences. Useful answers identify ownership and escalation paths rather than assuming support staff handled everything.
- Practice fit: How were visits scheduled, injection sessions supervised, and urgent concerns added to the day? Ask what the physician would need to work within your model. Compare the answer with your actual staffing and available appointment time.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
We consider physicians from specialty group practices, hospital-affiliated outpatient clinics, academic allergy and immunology services, and multispecialty groups. These backgrounds offer different exposure. An academic physician may bring substantial immune disorder experience, while a community physician may have broader experience managing recurring allergy visits and injection services.
Recent fellowship graduates may suit a practice with clear support and a defined patient mix. Experienced physicians may consider a move for different referral patterns, scheduling arrangements, teaching opportunities, or practice ownership prospects. We explore those reasons individually and compare them with what you can actually offer.
Which mistakes stall the search?
A common mistake is treating all allergy practices as interchangeable. Specify whether immune deficiency work, pediatric care, or supervised challenges belong in the role before interviews begin. Another is advertising procedures your staff and space cannot currently support. Separate existing services from proposed additions, and discuss what approval and preparation would involve.
Leaving result review and injection coverage undefined. Describe who covers each responsibility when the physician is seeing patients, away, or working at another location.
How would we run the search for this opening?
We review patient ages, referral categories, offered procedures, clinic sessions, call duties, and support staffing with you. We screen credentials, work history, and interest against that scope. Before an offer, confirm scheduling, procedure privileges, coverage responsibilities, and available support. Identify services the hire must perform now and those you might add later.
Define the service mix
This keeps interviews tied to a real opening.
Compare documented experience
Candidate discussions cover recent clinical work, procedure oversight, communication habits, and reasons for moving. We flag questions you should explore during your clinical interview.
Resolve practice details
Your team completes credentialing and clinical review. Discuss any proposed service expansion separately so neither side mistakes a future plan for current work.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- 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.
Where this search connects
Medical Specialty Physicians
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingChildren's Hospitals
SettingRural & Critical Access Hospitals
SettingCardiologist (Non-Invasive)
Related roleInterventional Cardiologist
Related roleCardiac Electrophysiologist
Related roleGastroenterologist
Related roleNational median annual wage. SOC 29-1229, Physicians, All Other.
BLS reports Physicians, All Other as one occupation. It does not publish a separate estimate for Allergist / Immunologist, 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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Can one physician cover pediatric and adult allergy referrals?
Ask about recent experience with both age groups and the candidate’s training background. Confirm your age range, referral mix, and credentialing decisions before treating this as a combined role. Ask candidates to describe their recent patient mix and referral decisions.
How should we assess immune deficiency experience?
Ask which immune disorder evaluations and longitudinal care the physician handled recently. Distinguish independent responsibility from occasional consultations or fellowship exposure.
Should challenge procedures be part of the opening?
Include them only with a clear description of the services you offer. Discuss physician experience alongside staffing, space, emergency arrangements, and your privilege review.
What should we disclose about immunotherapy supervision?
Explain session timing, physician availability, staff roles, and absence coverage. Ask candidates how comparable arrangements worked in their previous practice.
Is board eligibility equivalent to current certification?
No: record the candidate’s exact status and verify it through the relevant board. Decide what your appointment process accepts rather than treating a planned examination as certification.
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 your patient mix, current services, and coverage expectations. We can build the search around the allergist / immunologist your practice actually needs.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- 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.
Which other positions in this family should you consider?
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · 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.
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.