Locum Tenens Psychologist 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.
When psychologist coverage is temporary, you need someone whose license, clinical scope and availability match the work left uncovered.
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?
A locum tenens psychologist may cover therapy appointments, psychological evaluations or consultation during a leave or vacancy. These assignments are not interchangeable. We start with your actual schedule, patient population and documentation expectations, then screen for relevant experience. A clinician comfortable with outpatient therapy may not suit an assignment built around testing and written reports.
Define what must happen during the assignment before discussing candidates. If testing is included, name the instruments, referral questions and report deadlines. If therapy is the main duty, describe appointment lengths, treatment modalities and referral patterns.
Psychologists need the appropriate license for the jurisdiction where they practice. For remote work, confirm the applicable practice authorization rather than assuming one license covers every patient location.
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?
License and practice location: Where will patients be located, and what authorization supports that work? Review license status, expiration and any disclosed restrictions against the assignment. Ask candidates to explain their experience with the proposed setting, not simply whether they hold a license.
- Therapy scope: Which populations and presenting concerns have you treated recently? Useful answers describe treatment approaches, appointment structure and when another service becomes necessary. Match that experience to your referrals rather than accepting a broad claim of comfort with all ages.
- Testing work: Which assessments have you administered, scored and interpreted yourself? Ask how the clinician connects test findings to the referral question and writes reports. Distinguish direct testing experience from supervising others or reviewing reports, especially when coverage includes both testing and feedback appointments.
- Safety and escalation: If a patient discloses an immediate safety concern during a scheduled visit, what would you do within this assignment? Look for knowledge of site procedures, consultation routes and documentation. Your clinical reviewer should assess the answer against your protocols.
- Record completion: How do you manage notes, collateral information and reports when appointments continue throughout the day? Ask what happens when records arrive late or a patient misses a feedback visit. Useful answers identify what can be completed and what needs a documented follow-up plan.
- Assignment boundaries: What work would you decline or seek consultation on? Ask about populations, assessment tools and referral questions outside recent practice. Clear limits help you decide whether the assignment needs narrower duties, added supervision or a different candidate.
Where do we find them, and why would they move?
We consider psychologists with relevant backgrounds in outpatient behavioral health practices, hospitals, community mental health services and assessment clinics. Academic health settings and integrated primary care programs may also provide suitable experience. The source matters only when the clinician's recent duties resemble the work you need covered.
Some psychologists consider temporary assignments between permanent positions or alongside an existing practice. Others may want a defined clinical project or a different schedule. We ask what they can actually commit to, including orientation, follow-up visits and report completion. Interest in temporary work does not establish availability for your dates.
Which mistakes stall the search?
A common mistake is treating all psychologist coverage as therapy coverage. If the gap involves diagnostic testing, specify tools, report expectations and feedback duties before reviewing candidates. Another is leaving the final week undefined. Decide who receives pending collateral records, completes unfinished evaluations and communicates follow-up plans after the assignment ends.
Assuming remote coverage removes setup work. Confirm practice authorization, private workspace, record access and local escalation contacts before scheduling patient visits.
How would we run the search for this opening?
Send us the setting, dates, patient ages, appointment mix and any testing duties. We discuss comparable work, availability and assignment limits with candidates. Compare shortlisted candidates against your appointment mix, testing instruments and report deadlines. Have your clinical reviewer ask how each candidate would handle pending collateral records and transfer unfinished evaluations.
Define the uncovered work
Identify clinical oversight and the person responsible for approving scope.
Compare relevant experience
You review the proposed match and conduct the clinical assessment appropriate to your service.
Confirm the start arrangements
Select the clinician whose recent work and availability match those duties. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Agree on orientation and end-of-assignment handoffs.
National median annual wage. SOC 19-3033, Clinical and Counseling Psychologists.
BLS reports Clinical and Counseling Psychologists as one occupation. It does not publish a separate estimate for Locum Tenens Psychologist, 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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What should we ask about pediatric coverage?
Ask about recent work with your patient age range, caregiver involvement and collateral information. Your clinical reviewer should assess fit for the specific referrals. Ask who handles urgent concerns and who takes over unfinished work when coverage ends. We screen credentials, work history and fit through questions about comparable assignments, clinical boundaries and handoffs.
Can one assignment include therapy and psychological testing?
Yes, if the clinician has relevant experience in both areas. Specify the assessment tools and protect time for scoring, interpretation and reports.
How should we handle evaluations unfinished at departure?
Name the receiving clinician before coverage begins. Set expectations for pending records, draft reports and feedback visits, with a documented transfer process.
Can we use remote psychologist coverage?
That depends on the work and applicable practice authorization. Review patient locations, assessment suitability, technology access and emergency contacts before selecting remote coverage.
Should temporary coverage include prescribing?
Do not assume prescribing is part of a psychologist assignment. Define medication-related responsibilities separately and confirm any applicable authorization through your credentialing process.
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 which psychologist duties need coverage and what must be finished before the assignment ends. We can discuss whether an on-request locum search fits that gap.
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.