Infectious Disease Physician 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.
Hiring an infectious disease physician means matching consult judgment, clinic responsibilities, and call coverage to the patients your organization actually serves.
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 inpatient consult service and an outpatient infectious disease practice need different hiring briefs. We ask who requests consultations, which patients return for follow-up, and how physicians share call. Those answers help us screen for relevant experience rather than treating every infectious disease fellowship graduate as interchangeable.
Start with the physician’s daily assignment. If the position includes hospital consultations, define rounding locations, weekend coverage, and responsibility for pending cultures after discharge. If it includes clinic, identify the expected mix of HIV care, recurrent infections, travel consultations, and outpatient antimicrobial follow-up. Do not advertise every possible service unless the physician will actually provide it.
Separate individual patient care from stewardship and infection prevention duties. Reviewing antimicrobial orders, discussing restrictions with prescribers, and attending infection prevention meetings take scheduled time. We ask candidates what they personally handled in previous roles. You decide whether their clinical judgment and committee experience match the work, including any teaching or program leadership.
What do we check before you see anyone?
What physician license do you hold, and what is its current status? We review the reported license and relevant training history. We also ask about infectious disease board certification or eligibility, while distinguishing your appointment criteria from legal licensure. Describe a consult with conflicting culture results and an unclear infection source.
- A useful answer explains the records reviewed, communication with the primary team, and how the physician reassessed the initial impression. Your clinical assessors judge the medical reasoning.
- How did you handle outpatient antimicrobial follow-up after hospital discharge? Look for clear ownership of laboratory review, missed appointments, pharmacy communication, and escalation when results needed prompt attention. Ask who covered those tasks during leave.
- What did you personally contribute to an antimicrobial stewardship program? Strong evidence includes a defined review process, conversations with prescribing clinicians, and collaboration with pharmacy. Committee membership alone does not establish experience managing disagreement about antimicrobial choices.
- How have you managed longitudinal HIV care within your previous practice? Ask about continuity, coordination with other clinicians, and communication around missed follow-up. Clarify whether that experience reflects an ongoing patient panel or occasional consultations.
- What happened when urgent consult requests arrived during scheduled clinic? Ask how the physician communicated with referring teams and arranged coverage. The answer should identify actual handoffs and competing obligations, not simply promise availability for everything.
Where do we find them, and why would they move?
We look across hospital-employed infectious disease services, academic medical centers, multispecialty groups, and independent infectious disease practices. For physicians covering several hospitals, we check how they tracked consult requests and pending results across sites. Academic experience may include teaching and research obligations, while community practice may involve consultations across several hospitals.
We ask about the actual assignment rather than assuming the employer type proves fit.
Others may want teaching responsibilities that their current role lacks. We discuss those preferences against your schedule and resources, including clinic staffing and pharmacy support, before presenting someone whose expectations conflict with the position.
Which mistakes stall the search?
Do not advertise a clinic-focused position while leaving hospital call undefined. State which facilities need coverage, who handles overnight requests, and whether weekends include rounding or telephone consultation. Do not add stewardship leadership without describing the work or allocating time. Explain whether the physician reviews cases, develops policies, attends meetings, or oversees a program with pharmacy colleagues.
Do not treat fellowship training as proof of every practice skill. Confirm recent experience with your patient mix, especially transplant consultations, longitudinal HIV care, or outpatient antimicrobial monitoring.
How would we run the search for this opening?
We review hospital locations, clinic sessions, call duties, referral patterns, and administrative work with you. We compare credentials, work history, and stated preferences with that assignment. Use interviews to walk through a representative week, including a weekend and a clinic day with urgent consults.
Define the assignment
Identify which responsibilities belong to this hire and which remain with another physician, pharmacist, or infection prevention team.
Screen relevant experience
Our conversations address consult handoffs, outpatient follow-up, and collaboration with prescribing teams. You complete your own credentialing, privilege decisions, and clinical assessment.
Test the proposed schedule
Discuss coverage during leave and responsibility for unresolved results before moving toward an offer.
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 Infectious Disease Physician, 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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Should stewardship leadership be included in the same position?
It can be, if you define the authority, support, and scheduled time. Ask for examples of physician-pharmacy collaboration rather than relying on a committee title. A physician might consider moving for a clearer call arrangement, more outpatient continuity, fewer hospital locations, or protected stewardship time.
How do we assess experience with transplant consultations?
Ask about recent consult work with the transplant populations you serve. Have your clinical interviewers examine case reasoning and collaboration with transplant teams.
What should we clarify about outpatient antimicrobial follow-up?
Name who reviews results, contacts patients, and covers absences. Ask how the physician worked with nursing, laboratories, and infusion providers.
Can one physician cover multiple hospitals and a clinic?
Evaluate travel time, consult expectations, and clinic coverage together. A sample schedule exposes conflicts that a list of duties can hide.
Should HIV experience be essential for our search?
Make that decision from your patient panel and referral plans. If longitudinal HIV care is substantial, ask for recent continuity experience.
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 how your infectious disease service divides consultations, clinic care, and call. We can help turn that assignment into a focused physician search.
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.