Home Health, Hospice & Long-Term Care Nursing
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 nurses whose past work matches the daily choices in home health, hospice, private duty, or long-term 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.
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?
These nursing settings ask for different judgment. A hospital resume may not show whether a nurse can plan a route, complete OASIS work alone, answer a hospice family call, monitor a child with a tracheostomy, or manage a long-term care medication pass.
Home health nurses assess patients in their homes, organize travel, document visits, report changes, and work apart from nearby colleagues. Hospice nurses address changing symptoms, family concerns, and team communication. Private duty nurses may provide sustained one-to-one care, including pediatric tracheostomy or ventilator monitoring. Long-term care nurses manage medication passes, resident changes, charting, provider calls, and staff direction within a facility.
An active nursing license appropriate to the position is the starting point, not proof of setting-specific experience. We screen credentials, work history, reasons for moving, and practical fit before you spend time interviewing. We ask what the nurse did when a visit ran late, charting remained open, a family questioned the plan, or several residents needed attention.
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?
Home health documentation. We ask which OASIS tasks the nurse completed, how they obtained missing details, and how they closed visit notes. This separates direct experience from general familiarity with home health records and their link to care coordination and reimbursement.
- Territory and driving. We discuss your actual service area, expected driving pattern, on-call travel, and vehicle use where applicable. We ask what territory the nurse covered, what mileage was workable, and why a previous commute did or did not last.
- Hospice and palliative background. CHPN status may be preferred, but it is not automatically mandatory. We ask about palliative care, symptom calls, family questions, charting, and when the nurse involved another hospice team member.
- Private duty technical work. For pediatric assignments, we ask about tracheostomy care, ventilator monitoring, emergency-response exposure, and working alone in a home. Watching these tasks differs from performing them through a one-to-one assignment.
- Long-term care practice. We ask about medication passes, change-of-condition assessments, provider calls, delegation, chart review, and state survey preparation. We also ask which records the nurse maintained or reviewed during survey work.
- Reason for moving and counteroffers. We ask why the nurse is considering a change, what schedule or work issue they want to resolve, and who influences the decision. A nurse moving only for pay may make a different choice than one seeking another population or travel pattern.
Where do we find them, and why would they move?
Candidates may come from home health agencies, hospice providers, public health programs, skilled nursing facilities, rehabilitation centers, and private duty care organizations. Some seek fewer weekends, a smaller territory, a facility assignment after field work, or more time with older adults, children, or hospice patients.
A move may follow a census change, leadership change, commute issue, or family schedule change. We do not assume the reason.
Which mistakes stall the search?
A common mistake is interviewing a hospital nurse as if field autonomy transfers automatically. Ask how they organized a route, escalated a patient change, and completed documentation without a charge nurse nearby. Another is giving only a broad territory description. Share the counties or travel radius, on-call rotation, likely driving pattern, and vehicle expectations before the interview.
Treating hospice, private duty, home health, and long-term care as one nursing category. Each role calls for different communication, technical, documentation, and assignment-management history.
How would we run the search for this opening?
Tell us the setting, active license needed, schedule, territory or facility assignment, on-call duties, patient population, and technical tasks. We review licensure, work history, documentation experience, technical exposure, travel history, and reasons for moving. You meet candidates whose background fits the job.
Define the work
We clarify whether you need one role or a nurse covering a stated combination of duties.
Screen the evidence
Our questions focus on work the nurse performed, rather than a broad claim of familiarity with the setting.
Interview with context
We bring forward questions about orientation, patient mix, family communication, staff support, travel, and schedule before you decide whether to offer the position.
Every title in Home Health, Hospice & Long-Term Care Nursing
- Home Health RN (Field Nurse, Visit Nurse, Home Health Case Manager)
- Hospice RN Case Manager
- Hospice Admissions Nurse
- Hospice After-Hours / Triage Nurse (On-Call RN)
- Private Duty Nurse (Pediatric Home Care, Trach and Vent RN or LPN)
- SNF Charge Nurse (RN Supervisor, House Supervisor, Long-Term Care)
- Subacute / Transitional Care Nurse (TCU RN)
- Assisted Living Wellness Nurse
- Unit Manager, Skilled Nursing (Nurse Unit Manager, LTC)
- Staff Development Coordinator, Skilled Nursing (SDC, In-Service Coordinator)
- Per Diem Home Health RN
When do we pay for a nursing placement?
No upfront fee. 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. We compare the candidate’s explanation with your schedule, territory, patient mix, orientation plan, and available supervision.
Can you find nurses with state survey documentation experience?
Yes: we ask long-term care candidates what survey preparation work they performed, which records they reviewed, and how they addressed missing chart details. Your facility decides whether that history fits its own survey process.
How do you address a candidate who may accept a counteroffer?
We discuss the reason for leaving early, including schedule, commute, management, patient population, and compensation. If a counteroffer arises, you have clearer information about what could alter the candidate’s decision.
How do you confirm a home health nurse will drive the territory?
We share the actual territory and ask about prior mileage, route patterns, vehicle access, and tolerance for on-call travel. If the geography does not fit, we address it before you schedule an interview.
How do you assess hospice family communication?
We ask about family questions, conflict, symptom calls, and reporting to the hospice team. The conversation covers what the nurse said, documented, and reported, rather than a vague claim of strong communication.
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 setting, schedule, geography, and work your next nurse must handle. We will begin with candidates whose history gives you useful evidence.
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 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.