Hematologist / Medical Oncologist 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.
Hire a hematologist and medical oncologist who can match your disease mix and direct the decisions around infusion care.
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.
- Medical Oncologist
- Hem/Onc
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 strong hire must handle the work in front of them. That may include new consultations, follow-up visits, treatment plan review, benign hematology, tumor boards, and questions from infusion staff during the day. Start with the split you need between hematology and oncology.
A physician who wants solid-tumor practice may not want a large benign hematology panel. Ask what diagnoses they see most often, which referrals they want, and which cases they would rather refer elsewhere.
Decide whether you need a physician to inherit an established panel, build a disease-site service, support trials, or share infusion oversight. A physician from an independent practice may have more exposure to clinic scheduling, referral patterns, and day-to-day infusion questions. Neither background is automatically a better choice.
What do we check before you see anyone?
**ABIM certification and state license.** We screen for ABIM Medical Oncology and Hematology certification and ask about certification status. We also confirm whether the physician holds an active, unrestricted license for your state or can pursue one. Your credentialing team verifies the credentials needed for the proposed privileges.
- Your physician interviewers assess recent experience with the malignancies and hematologic conditions in your referral panel.
- **Disease-site record.** We ask which malignancies and hematologic conditions fill the candidate’s recent schedule. If you need breast, gastrointestinal, lung, genitourinary, lymphoma, leukemia, myeloma, or benign hematology coverage, we separate direct practice from occasional exposure.
- **Infusion oversight.** We ask how the physician reviews treatment plans, handles same-day clinical questions, and works with infusion nursing and pharmacy teams. We also ask who made the final call when a planned infusion could not proceed as expected.
- **Clinical trial involvement.** Trial experience varies widely. We ask whether the physician enrolled patients, served as an investigator, reviewed protocols, attended research meetings, or referred eligible patients to another team. This helps you decide whether they can support your current research activity.
- **Cross-specialty coordination.** We ask how the physician prepares for tumor boards and communicates with surgery, radiation oncology, pathology, primary care, and palliative care. The useful detail is not attendance alone. It is whether they can explain a disputed plan and document the next step.
- **Work pattern and move reason.** We ask about clinic templates, call, inpatient duties, referral flow, and administrative work. A move may follow a desired disease-site focus, a new family location, reduced research access, or a different ownership model. We test whether your role addresses the reason for change.
Where do we find them, and why would they move?
We recruit from independent oncology practices, cancer centers, and fellowship programs. Each source pool offers a different conversation. Practicing physicians may compare referral access, ownership structure, call, and disease mix. Fellows may compare mentorship, panel growth, and the chance to develop a specialty focus.
We do not assume why a physician is open to a move. Some want more trial participation. Others want less administrative work, a different patient mix, or a permanent geographic move. We ask directly about timing, decision-makers, and what would make an offer worth accepting.
Which mistakes stall the search?
A common mistake is hiring for publication history without asking who has managed a full clinic day, reviewed treatment plans, and answered infusion questions. Another is leaving the hematology-to-oncology split vague, then discovering the physician expected a different panel or call burden.
Treating trial interest as trial experience without asking what the physician actually did in enrollment, protocol review, or research oversight.
How would we run the search for this opening?
Give us the expected hematology and oncology split, disease sites, call, inpatient duties, infusion responsibilities, trial activity, and referral goals. We screen credentials, work history, and fit through focused questions. Compare shortlisted physicians against your expected referral panel. Ask each to explain their recent responsibility for treatment-plan review, infusion questions, and trial enrollment.
Define the work before outreach
We use those details to frame candidate conversations accurately.
Review evidence from recent practice
You review CVs and interview notes, then complete your own credentialing and clinical assessment before making a decision.
Manage offer decisions carefully
Have your clinical leaders assess where experience matches the work and where support would be needed. We discuss location, schedule, compensation structure, start timing, and reasons for moving before an offer. If a counteroffer appears, ask what changed and whether your role still matches the physician’s stated goals.
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 Hematologist / Medical Oncologist, 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 you help with temporary coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement means adding a physician to your own pool, not filling individual shifts. An academic physician may bring trial and tumor-board experience.
Do you recruit physicians who practice both hematology and oncology?
Yes: we search for hematologists and medical oncologists whose recent work matches the split you need. We clarify whether benign hematology, malignant hematology, solid tumors, or a defined disease site will drive the role.
How do you screen for infusion-center experience?
We ask about treatment-plan review, collaboration with pharmacy and infusion nursing, and the physician’s response to same-day clinical questions. We also ask whether oversight was direct, shared, or handled by another physician.
Can you recruit for a disease-site specialist?
Yes: tell us the disease site, expected referral volume, tumor-board participation, and whether the physician will inherit an existing panel. We distinguish regular recent practice from limited exposure during training or call coverage.
What are your search fees?
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 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 the disease mix, infusion responsibilities, and practice model you need. We will start the search with those decisions clear.
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?
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.