Community Health Worker (CHW) 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.
Hiring a community health worker means finding someone who can build trust, follow through on referrals, and recognize when a concern needs clinical review.
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.
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?
A CHW may spend a shift contacting patients, arranging transportation, explaining service options, and documenting outreach attempts. Your hire needs to connect people with help without promising services your organization cannot provide. We screen for practical outreach experience, community knowledge, and clear boundaries between patient support and clinical decisions.
Home visits, clinic outreach, neighborhood events, and telephone follow-up call for different experience. Tell us who assigns cases, who handles safety concerns, and what counts as a completed referral. A referral sent is not always a service received.
If someone reports worsening symptoms during a transportation discussion, the worker should follow your escalation process rather than offer treatment advice. We ask candidates to explain how they document the concern, contact the appropriate clinician, and continue the nonclinical support task.
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?
Outreach follow-through: Ask, “What would you do after several unanswered calls about a referral?” A useful answer discusses approved contact methods, documented attempts, alternate contact permissions, and when to return the case for review. Resource knowledge: Ask, “How would you check whether a food program can accept this household?”
- Listen for eligibility checks, current hours, language access, application steps, and confirmation that the patient can actually reach the service.
- Role boundaries: Ask, “What would you say if a patient asks whether to stop a medication?” Look for a clear refusal to give clinical advice and a specific route to the prescribing team.
- Confidentiality: Ask, “How would you handle a relative asking about a patient's appointment?” The answer should address identity, consent, your disclosure rules, and a respectful response without sharing private information.
- Documentation: Ask, “What belongs in your note after arranging transportation?” Strong answers distinguish the request, actions taken, unresolved barriers, patient agreement, and next follow-up. They avoid judgments about the patient's character.
- Field judgment: Ask, “What would you do if a home visit no longer felt safe?” Look for adherence to your check-in and exit procedures, prompt supervisor contact, factual documentation, and an alternative outreach plan.
Where do we find them, and why would they move?
We consider candidates from community clinics, public health programs, nonprofit outreach organizations, health plan member-support teams, and hospital community programs. Their backgrounds can differ substantially. Someone experienced in event outreach may need training before managing a continuing caseload with documented follow-up.
We discuss those reasons alongside your schedule and assignment mix. Familiarity with a neighborhood helps, but it does not replace sound documentation or respectful communication.
Which mistakes stall the search?
A common mistake is leaving travel undefined. Specify the service area, home-visit expectations, transportation arrangements, and expense policy before interviews. Otherwise, you may assess interest in a job the candidate cannot practically perform. A candidate may seek steadier hours, a smaller travel area, stronger supervision, or more time for ongoing patient relationships.
Treating bilingual ability as proof of interpreting competence. Define whether the CHW communicates directly in another language or whether clinical conversations must use your approved interpreter process.
Measuring success only by contact volume. Discuss closed referrals, unresolved barriers, and documentation quality so candidates understand what useful follow-through means on your team.
How would we run the search for this opening?
Tell us the population served, outreach locations, hours, travel expectations, documentation system, and reporting relationship. We review credentials, work history, and fit, then ask about referral follow-up, confidentiality, difficult conversations, and field decisions. Compare shortlisted candidates using a referral scenario: ask each to identify eligibility barriers, record outreach attempts, and explain when to contact a supervisor or clinician.
Define the assignment
Separate essential duties from tasks you can teach. Identify any applicable credential or program-specific conditions.
Screen practical experience
We compare each candidate's actual responsibilities with the work you need covered.
Assess and hire
Review whether their notes distinguish a referral sent from a service received. You complete your own credential checks where relevant and assess the CHW's work within its nonclinical scope. No upfront fee. You pay only if you hire.
Where this search connects
Medical Assistants, Nutrition & Patient Support
SpecialtyMedical Assistant (CMA, RMA, CCMA, Clinical MA)
Related roleOphthalmic Technician (Ophthalmic Assistant, COA, COT, COMT)
Related roleRegistered Dietitian (RD, RDN)
Related roleCertified Diabetes Care & Education Specialist (CDCES, Diabetes Educator)
Related roleNational median annual wage. SOC 21-1094, Community Health Workers.
The published occupation matches Community Health Worker (CHW). BLS wages are not a specific employer offer.
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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Does our CHW need a license or certificate?
Check the rules applicable to your location, program, and assigned duties. Verify any required license or certification directly; a certificate preferred by your organization is not automatically a legal mandate. Decide how much independence the CHW will have. Start by defining where the work happens.
Should we hire for community ties or case follow-up experience?
Assess both against the assignment. Community connections can support trust, while ongoing referrals also demand accurate notes, reliable follow-up, and comfort working through eligibility barriers.
How can we assess language skills for outreach?
Use a job-relevant conversation and documentation exercise with a qualified evaluator. Keep direct outreach communication separate from clinical interpreting, and explain which conversations use your interpreter service.
What should a home-visit interview cover?
Ask how the candidate prepares, checks in, protects information, and responds when a visit feels unsafe. Explain your field procedures rather than expecting candidates to invent them.
Can a CHW help patients complete benefit applications?
Yes, when that task falls within your program's scope. Ask how the candidate explains forms, handles supporting documents, and avoids promising approval or speaking beyond their authority.
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 your CHW will handle each day, where referrals stall, and which skills you need at hire. We can screen for experience checking service eligibility, tracking unresolved referrals, and reporting barriers to your team.
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?
Health Unit Coordinator (Unit Secretary, Unit Clerk) · Patient Navigator
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.