Home Health Aide (HHA) 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 home health aide who can follow the care plan, respect household boundaries, and report changes without stepping outside the assigned role.
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?
An HHA works in someone’s home, often without a supervisor beside them. Your hiring decision needs more than a friendly interview. We ask how candidates handle personal care, visit documentation, travel between homes, and situations that need a nurse’s attention.
You need someone whose experience matches your clients and service model.
Start by separating aide duties from nursing duties and general housekeeping. If a household asks for something outside the care plan, the aide needs a clear way to decline and contact the supervisor.
Then test whether the candidate can work reliably across home visits. Ask about route planning, late arrivals, unavailable clients, and access problems. A good answer connects practical action with communication. It should not depend on entering a home without permission or quietly skipping a scheduled 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?
Personal care: Ask, “How would you approach bathing assistance when a client refuses?” Look for respect, attention to the assigned plan, documentation, and communication with the supervisor. Reject answers that treat consent as optional. Changes during a visit: Ask, “What would you do if a client seemed noticeably different from the previous visit?”
- Look for specific observations, prompt reporting through your process, and recognition that the aide does not diagnose.
- Household boundaries: Ask, “What if a family member asks you to change a medication dose?” A useful answer keeps medication decisions outside the aide’s authority and refers the request to the appropriate clinician.
- Mobility assistance: Ask, “How do you check whether an assigned transfer matches your training and the care plan?” Listen for preparation, equipment familiarity, and escalation when the task cannot be completed safely as assigned.
- Visit records: Ask, “What do you document when a task is declined or cannot be completed?” Look for accurate descriptions, the reason, notifications, and timely entries. Ask how the candidate protects client information while traveling.
- Credentials and availability: Ask candidates to identify their training, certificates, any applicable state registration or license, and recent home-care duties. Verify credentials against your jurisdiction and service type. Confirm route coverage, transportation arrangements, and actual working availability.
Where do we find them, and why would they move?
We look at candidates from home health agencies, personal care agencies, hospice aide services, and employer-run home-care programs. Those backgrounds differ. Someone accustomed to companionship visits may need further assessment before you assign hands-on personal care or visits involving mobility assistance.
Nursing assistants from residential care settings may also bring relevant personal care experience. We ask what changes when they work alone in a private home. Candidates may consider moving for steadier schedules, shorter travel routes, clearer assignments, or a different client mix. We check whether their previous duties included documenting personal care and reporting concerns to a nurse who was not on site.
Which mistakes stall the search?
A common mistake is treating an HHA certificate as proof of every skill. Check the training covered and assess the tasks you will actually assign. Another is advertising only paid visit hours without explaining travel expectations. Discuss service territory, scheduling gaps, and your travel policies before interviews.
Leaving family requests undefined. Explain who approves assignment changes and how an aide reports requests that exceed the written care plan.
How would we run the search for this opening?
Tell us your client population, assigned tasks, service area, schedule, supervision model, and documentation system. We screen credentials, work history, and fit through concrete home-visit questions. Compare shortlisted aides using their personal care experience, responses to household requests, and ability to cover your visit routes.
Define the visits
Identify any credential or license needed for this specific position. Explain whether the aide will have consistent clients or changing assignments.
Screen against the work
We discuss personal care experience, boundaries, reporting, and travel. You complete your own credentialing and clinical assessment before assigning care.
Make the hiring decision
Use your task assessment and credential checks to decide who can perform the assigned duties within the care plan. 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.
Where this search connects
LPN/LVN, Nursing Assistants & Patient Care Techs
SpecialtyLicensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN)
Related roleCertified Nursing Assistant (CNA, STNA, LNA)
Related rolePatient Care Technician (PCT, Nurse Tech)
Related roleDialysis Patient Care Technician (Hemodialysis Tech, CCHT)
Related roleNational median annual wage. SOC 31-1120, Home Health and Personal Care Aides.
The published occupation matches Home Health Aide (HHA). 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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How should we interview for client refusals?
Use a specific example, such as declined bathing assistance. Ask what the aide would say, record, and report, and how they would handle remaining assigned tasks without pressuring the client. Describe the personal care tasks, permitted assistance, documentation, and reporting chain for your position.
Does every HHA need the same certificate or license?
No single credential rule fits every jurisdiction and service type. Identify the applicable training, certification, registration, or license for your position, then verify the candidate’s status and supporting records.
Can a nursing assistant move into home visits?
Possibly, but facility experience does not prove readiness for independent visits. Assess household boundaries, reporting without nearby coworkers, route reliability, and any additional training your position needs.
What should we disclose about travel between clients?
Explain the service area, transportation expectations, schedule gaps, and your reimbursement policies. Ask candidates to describe a workable route rather than accepting a general statement that they can travel.
Can we recruit HHAs for our own per diem pool?
Yes, per diem means placement into your own pool, not filling individual shifts. Define availability expectations, orientation, supervision, and how aides receive assignments before you interview.
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.
Send us your visit duties, service territory, and schedule. We can help you compare HHA candidates against the work your clients need.
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?
Certified Medication Aide (CMA, QMA, CMT, Med Tech in long-term care) · Personal Care Aide / Caregiver
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.