Emergency Room Nurse (ER Nurse, ED RN), Urgent Care & Occupational Health
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 an ED RN for urgent care and occupational health means testing emergency judgment alongside clinic routines, employer documentation, and clear escalation boundaries.
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.
Get a free talent snapshot · Get a free job description review
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?
An ER nurse may bring strong assessment skills without knowing your occupational health processes. We recruit for the actual mix: walk-in illness, workplace injuries, ordered testing, and recognition of patients who need emergency transfer. Your brief should distinguish nursing duties from provider decisions and identify which services each location offers.
Start with what happens during a shift. If a worker arrives with a hand injury while other patients await testing, who performs the initial assessment? Who contacts the provider, arranges transfer, and documents employer communication? We ask candidates to explain comparable situations, including what they handled independently and what they escalated.
ED background needs context. Trauma designation and annual visit volume describe exposure, but not the nurse's assignment. Ask whether they worked triage, trauma rooms, pediatric cases, or mostly fast-track visits. Then compare that experience with your clinic's staffing, available equipment, provider presence, and procedures.
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 the RN license for the state of practice, including status and any restrictions. Ask which clinic tasks the nurse has performed under standing orders and how they checked those orders before acting. Review CEN certification where relevant. Ask what preparation or practice supported it and how recently the candidate worked in emergency nursing.
- CEN can support your assessment, but it is not a universal legal mandate.
- Check TNCC, ACLS, and PALS status against your services and patient ages. Ask when each was completed or renewed. Have candidates describe their role during an emergency response rather than treating course completion as proof of independent competence.
- Ask for the trauma level and annual volume of each ED where the candidate worked. A useful answer separates department activity from personal assignments, shift coverage, triage exposure, and frequency of trauma or pediatric care.
- Ask how the nurse handled an injured worker's visit from intake through discharge documentation. Look for clear distinctions between the clinical record, authorized employer communication, provider-directed restrictions, and follow-up instructions.
- Ask about specimen collection, drug screening, vision or hearing testing, and other services you actually offer. Useful answers name training, identity checks, documentation, and any applicable collection procedures. ED experience alone does not establish familiarity with occupational testing.
Where do we find them, and why would they move?
We source from emergency departments of all sizes, freestanding EDs, trauma centers, and travel ER nurses. Smaller departments may offer broad task exposure. Larger centers may produce narrower assignments with deeper trauma experience. We ask about the work performed, not just the facility label.
Some nurses may seek clinic hours, fewer overnight shifts, or a stable permanent location after travel assignments. We test those reasons against your actual schedule, weekend coverage, administrative duties, and patient mix before presenting a candidate.
Which mistakes stall the search?
A common mistake is treating trauma experience as proof of occupational health readiness. Ask for examples of employer-facing documentation and testing procedures, then identify training your clinic would need to provide. Another is advertising a clinic schedule without discussing late arrivals, closing duties, or coverage between locations. A nurse comparing ED and clinic work needs the full shift picture.
Leaving emergency transfer responsibility vague. Define who assesses, who contacts the provider, and who manages communication while another staff member continues patient intake.
How would we run the search for this opening?
Tell us your patient ages, visit types, occupational services, provider coverage, and nursing duties. We review credentials, work history, and fit through concrete questions about triage, escalation, testing, and documentation. Compare shortlisted candidates using interview scenarios involving walk-in complaints, workplace injuries, and competing testing appointments.
Define the clinic assignment
Include the schedule and floating expectations. We separate essential experience from skills you can teach after hire.
Screen against actual work
You receive the distinctions that matter for interviews, including gaps that need direct clinical review.
Complete the hiring decision
Assess how each nurse explains escalation boundaries, specimen identification, and limits on employer disclosures. Decide which gaps your clinic can address through training before completing credentialing and selecting a hire. 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.
The role and the setting
Not ready to start a search?
Get a free talent snapshot
We tell you where qualified Emergency Room Nurse (ER Nurse, ED RN) are working in your area and what it takes to move them. No fee. No obligation.
Get a free job description review
Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Does an ED RN need occupational health experience?
That depends on the work assigned immediately. If the nurse must independently perform occupational testing and employer documentation, ask for direct experience rather than assuming ED practice covers those tasks. Others may want continued emergency assessment work with more scheduled testing.
Should we make CEN mandatory for this clinic role?
Use CEN as a hiring criterion only when it fits your service model. It does not replace checking an active RN license or assessing the clinic skills you expect.
How should we assess pediatric readiness?
Ask about recent pediatric assignments, age ranges, and escalation decisions. Review PALS status alongside that experience if your clinic sees children.
Can fast-track ED experience suit urgent care?
It can provide relevant exposure to walk-in complaints and discharge processes. Ask how the nurse recognized patients needing a different level of care and involved the provider.
What should we ask about workplace injury documentation?
Ask candidates to explain what they charted and what they shared with an employer. Their answer should distinguish nursing observations from provider decisions about work restrictions.
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.
Share your clinic services, staffing pattern, and occupational testing duties. We can build a search around the ED experience and clinic skills your assignment 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
- 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 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.