Family Nurse Practitioner (FNP), 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 FNP for urgent care and occupational health means finding someone who can assess walk-in illness while keeping workplace examinations, restrictions, and documentation distinct.
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?
Your schedule may combine patients with acute symptoms, employees with work injuries, and applicants arriving for employer-requested examinations. These visits have different purposes and documentation needs. We recruit Family Nurse Practitioners who can explain those differences, recognize when care exceeds the clinic’s scope, and work within your prescribing rules and referral arrangements.
The search starts with what your clinic actually sees.
An urgent care background alone does not establish occupational health readiness. Ask how the FNP separates the clinical record from information released to an employer. A useful answer addresses consent, authorized reporting, and clear descriptions of work restrictions. If your clinic handles injury follow-up, ask who tracks referrals and reassesses restrictions.
The reverse matters too. Ask about patient ages, procedures performed, and escalation decisions in previous roles. You need evidence that the candidate recognizes limits, consults appropriately, and documents decisions when a visit cannot safely remain in the clinic.
What do we check before you see anyone?
Credentials: Which state RN and advanced practice licenses do you hold, and is your AANP or ANCC certification current? We screen credential status and history. You complete your own credentialing and clinical assessment before granting duties or privileges. Practice authority: What state practice authority governed your last role, and what collaboration arrangements applied?
- Look for an accurate explanation of prescribing authority, consultation access, and collaborative agreement needs rather than assumptions carried over from another state.
- Prescribing: Do you hold DEA registration, and what medications did your previous clinic permit you to prescribe? Compare the answer with your intended scope. Registration alone does not establish that a candidate fits your prescribing policies.
- Walk-in assessment: If a patient presents with symptoms beyond the clinic’s resources, how would you handle escalation and documentation? Useful answers identify available consultation, transfer pathways, communication with the receiving service, and the limits of onsite assessment.
- Workplace injury: How do you document an injury visit and communicate functional restrictions? Look for separation of clinical findings, work-status information, follow-up timing, and employer communication. Ask which parts the FNP handled personally rather than through another clinician.
- Occupational examinations: Which employer-requested examinations have you performed, and what qualifications supported that work? Ask candidates to distinguish routine physicals from examinations needing additional authorization or certification. Confirm their experience matches the services you intend to assign.
Where do we find them, and why would they move?
We source from retail clinics, urgent care practices, FQHCs, and primary care groups. Ask urgent care candidates whether their injury visits included employer reporting and reassessment of work restrictions. Retail clinic candidates may know independent visit management but have limited injury follow-up.
Primary care candidates may bring longitudinal assessment experience without matching your procedure mix.
Strong new graduates with relevant RN backgrounds can also merit consideration. Some candidates may seek a broader visit mix, clearer consultation access, or a more predictable schedule. We ask what they want to change and compare that with your actual job.
Which mistakes stall the search?
A common mistake is advertising one blended role without listing visit types. Candidates need to know whether workplace examinations, injury follow-up, pediatric visits, or procedures occupy meaningful portions of the schedule. Another is treating years in nursing as equivalent to independent FNP practice. Examine training encounters, supervised decisions, and the support available during the transition.
Leaving employer reporting duties undefined. Specify who receives work-status information, who handles forms, and which staff track incomplete referrals or follow-up appointments.
How would we run the search for this opening?
Tell us your patient ages, urgent care services, occupational contracts, prescribing scope, and consultation arrangements. We ask candidates about representative visits, procedures, employer communication, credentials, and reasons for moving. Compare shortlisted candidates’ work-status documentation, escalation examples, and examination qualifications with your clinic’s assignments.
Define the clinic assignment
Identify examinations needing separate qualifications. We also discuss hours, documentation time, and responsibility for work-status forms.
Screen against the actual work
You receive a clear account of relevant experience and gaps to explore through interviews and your clinical assessment.
Assess the shortlist and confirm onboarding
Use interviews and your clinical assessment to decide which gaps need supervision or make the candidate unsuitable. 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. Confirm credentialing, practice arrangements, and assigned services before the start.
The role and the setting
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We tell you where qualified Family Nurse Practitioner (FNP) are working in your area and what it takes to move them. No fee. No obligation.
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Can one FNP cover both walk-in visits and occupational appointments?
Yes, if the assigned services fit the clinician’s authority, qualifications, and assessed skills. Discuss how scheduled examinations interact with walk-in demand and who handles interrupted paperwork. Experience performing scheduled employee examinations does not prove comfort with undifferentiated walk-in complaints. Assess their supervised FNP experience separately from nursing experience.
Should occupational health experience outweigh urgent care experience?
Weight it against your actual visit mix. Injury follow-up and employer examinations need different evidence from acute assessment and onsite procedures.
Would you consider a new graduate with emergency nursing experience?
That background can support consideration, but it does not replace FNP clinical preparation. Review supervised encounters and whether your clinic can provide appropriate consultation and onboarding.
Does FNP certification cover every occupational examination?
No: identify the examinations you offer and verify any additional examiner qualifications before assigning them.
What should we settle about work-status forms before interviewing?
Define who writes restrictions, signs forms, communicates authorized information, and tracks reassessment. Ask candidates how they handled those duties and where another clinician reviewed decisions.
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 urgent care visit mix and occupational services with Healthcare Headhunters. We will build the search around the work your FNP will actually perform.
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.