Locum Tenens Providers
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.
When temporary coverage is needed, a current license alone does not show whether a provider can handle your actual shift work.
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?
Locum tenens hiring asks different questions than a permanent search. You need a clinician who can enter a defined assignment, document correctly, work within your team structure, and cover the stated call pattern. We screen for that match before you spend time interviewing.
A hospitalist who mainly managed adult observation cases may not suit an adult critical care rotation. An anesthesia provider who trained in regional blocks years ago may not perform them regularly now. Recent work with your patient group, procedures, and decision authority carries more weight.
Locum physicians, advanced practice providers, and anesthesia clinicians can all work temporary assignments, but their daily duties differ. We ask what orders, procedures, consults, supervision, and escalation decisions belong to the vacancy. We also ask whether the provider will join an independent practice model or a supervised care team.
Temporary work can appeal to clinicians relocating between regions, seeking schedule flexibility, building a specialty focus, or stepping away from administrative or faculty duties. Those reasons vary by person. We ask what assignment length, call schedule, and location they can realistically accept.
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?
Current licensure is checked for the jurisdiction where you need coverage. We ask about license status, disciplinary history, pending applications, and any limits relevant to the work. Your organization completes its own credentialing and determines whether privileges can be granted.
- Recent patient population experience matters. We ask what age groups and care settings the clinician handled during recent assignments. If your opening involves pediatric care, adult inpatient work, or a defined surgical service, we look for direct evidence rather than treating broad specialty training as enough.
- Procedure history needs detail. For a hospitalist, we may ask how recently the candidate placed central lines and whether that procedure was part of regular practice. For anesthesia coverage, we may ask about regional blocks, airway work, and the supervision model used during those cases.
- Documentation affects the whole shift. We ask which electronic health record systems the provider used, what notes they completed, and whether they entered orders independently. Familiarity with your system can matter, but we separate basic charting experience from actual use of its order and billing tools.
- Call coverage must fit real life. We discuss nights, weekends, holiday rotations, response expectations, and planned availability. A candidate who wants weekday clinic hours should not be presented for recurring overnight call.
- Team fit is specific. We ask who reviews cases, who responds to urgent questions, and how handoffs work. A provider may have succeeded with broad autonomy yet prefer closer physician oversight, or the reverse.
Where do we find them, and why would they move?
We speak with providers from university-affiliated systems, community hospitals, outpatient groups, and private practices. Their backgrounds can produce different strengths. A clinician from a large teaching site may know resident handoffs, while a community-based clinician may be used to making decisions with fewer on-site specialists.
Some providers consider locum work after a practice acquisition changes their schedule or administrative duties. Others want to move between regions without making an immediate permanent commitment. We test the reason for the move against your assignment terms instead of assuming it predicts fit.
Which mistakes stall the search?
A common mistake is selecting a candidate from a résumé summary without confirming recent performance of the procedures your department expects. Another is assuming academic center experience translates directly to a rural site with different specialist access, transfer options, and overnight support.
Waiting until final interviews to explain supervision, handoff ownership, and who takes the next call when a case changes.
How would we run the search for this opening?
Tell us the specialty, patient group, procedures, schedule, call duties, documentation system, and care team model. We screen credentials, work history, procedure recency, schedule fit, and reasons for considering temporary work. Compare shortlisted clinicians’ recent assignments with your shift duties.
Describe the Assignment
We also ask what cannot change, such as a start date or weekend rotation.
Review the Shortlist
You review candidates who match the assignment, then conduct your clinical and credentialing assessment.
Confirm Terms Before Start
We arrange locum tenens, travel and contract coverage on request. Ask how they handled cross-coverage, consult requests, and handoffs with the specialist support your site offers. Before anyone starts, the parties confirm terms, licensing, credentialing, travel, lodging, and malpractice arrangements.
Every title in Locum Tenens Providers
- Locum Tenens Anesthesiologist
- Locum Tenens CRNA
- Locum Tenens Hospitalist (incl. Nocturnist)
- Locum Tenens Emergency Medicine Physician
- Locum Tenens Psychiatrist (incl. Telepsychiatry)
- Locum Tenens Radiologist (incl. Teleradiology)
- Locum Tenens Primary Care Physician (Family Medicine, Internal Medicine)
- Locum Tenens OB/GYN & OB Hospitalist (Laborist)
- Locum Tenens General Surgeon
- Locum Tenens Neurologist (incl. Telestroke)
- Locum Tenens Intensivist (Pulmonary & Critical Care)
- Locum Tenens Pediatrician & Pediatric Hospitalist
- Locum Tenens Medical Specialist (Cardiology, GI, Oncology, Nephrology)
- Locum Tenens Nurse Practitioner
- Locum Tenens Physician Assistant
- Locum Tenens PMHNP
- Locum Tenens Dentist
- Locum Tenens Psychologist
Who handles credentialing and clinical assessment?
We review license status and recent assignments, including whether the clinician’s prior duties involved independent orders or physician supervision. Your organization completes credentialing, grants any privileges, and makes its own clinical assessment. The title and board status start the review.
Do you place physicians and advanced practice providers?
We can recruit across locum provider categories, including physicians, advanced practice providers, and anesthesia clinicians. The screening questions change with the work assigned, scope, procedures, and supervision structure.
How do you check procedure experience?
We ask for specific, recent examples from the candidate’s work history. If central lines or regional blocks matter, we ask when they performed them, how often, and under what practice model.
Can you recruit for night and weekend coverage?
Yes: we discuss the actual rotation, response expectations, and planned availability early. That prevents presenting clinicians whose preferred schedule conflicts with your coverage need.
When do we pay a fee?
No upfront fee. You pay only if you hire, and a written agreement sets the fee and replacement terms for standard searches.
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 what the provider must do on a normal shift, and we will start with candidates whose recent work supports that assignment.
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.