LPN Charge Nurse 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 LPN charge nurse means finding someone who can manage assigned nursing duties and shift coordination within your state's scope rules.
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 LPN charge nurse may pass medications, oversee assigned staff, track changes in residents, and hand off unfinished work. The exact assignment depends on your setting and available RN support. We ask how candidates balance their own patient assignment with questions from nursing assistants, medication delays, admissions, and calls to the supervising nurse.
Start by defining what charge means at your facility. Does this nurse make staff assignments, check documentation, coordinate breaks, or contact an RN about resident changes? State scope rules and your policies must support those duties. A charge title alone does not establish authority to perform assessments, delegate tasks, or supervise every nursing activity.
Look for examples that show both practical judgment and clear escalation. If a nursing assistant reports a resident acting differently during a medication pass, what does the candidate do next? A useful answer identifies immediate observations, communication with the appropriate clinician, documentation, and follow-through without claiming duties outside LPN practice.
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?
Active license: We screen for the applicable LPN or LVN license and review the candidate's stated practice history. Ask whether any license restrictions affect the proposed assignment. Your facility verifies license status and completes its own credentialing and clinical assessment.
- Medication pass interruptions: Ask, 'How would you respond if staff brought several resident concerns while you were preparing medications?' Listen for safe handling of the interrupted task, recognition of urgent concerns, and a clear plan for obtaining help.
- Staff direction: Ask, 'How do you assign work when an assistant is unfamiliar with the residents?' A useful answer considers resident needs, staff competence, permitted duties, and who can provide supervision. General claims about being a strong leader are not enough.
- Change reporting: Ask, 'What information would you give the RN or other designated clinician about a new resident concern?' Listen for relevant observations, timing, available measurements, recent events, and a record of the instructions received.
- Shift handoff: Ask, 'What would you include when a medication remains unavailable at shift change?' Strong answers address attempts to resolve the issue, notifications, documentation, and ownership of the next action under facility policy.
- Admissions and interruptions: Ask, 'If an admission arrives before your medication pass is finished, how would you organize the remaining work?' Look for a realistic discussion of assigned duties, RN involvement, available staff, and tasks that cannot simply be handed off.
Where do we find them, and why would they move?
We look at licensed practical nurses with relevant backgrounds in skilled nursing, long-term care, rehabilitation, and other settings where LPN charge assignments are permitted. We distinguish actual shift oversight from occasional coverage. Candidates should explain the staff they directed, their patient assignment, and the RN support available during those shifts.
Some nurses may consider a move for a more predictable schedule, clearer charge responsibilities, or a different resident population. A nurse comfortable covering charge occasionally may not want that responsibility throughout every scheduled shift.
Which mistakes stall the search?
Do not list charge duties without describing RN access. Candidates need to know who handles matters beyond LPN scope, including evenings and weekends. Do not treat years of medication administration as proof of supervisory skill. Ask separately about staff assignments, missed work, and respectful correction.
Do not combine a full patient assignment with undefined administrative duties. Explain which checks, calls, and records the nurse must complete during the shift.
How would we run the search for this opening?
Tell us the setting, shift pattern, resident population, medication responsibilities, and staff assigned to the charge nurse. We screen credentials, work history, and fit against the actual assignment. Before an offer, confirm orientation, reporting relationships, schedule, and expected charge duties.
Define the shift
Include RN availability and the authority attached to the role. We turn those details into specific screening questions.
Review the evidence
You review candidates with clear examples of shift coordination and escalation. Your interview should test clinical judgment through your own assessment process, not rely on the charge title.
Confirm the offer
Our core service is permanent contingency placement, with 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 29-2061, Licensed Practical and Licensed Vocational Nurses.
The published occupation matches LPN Charge Nurse. 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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Should we ask for prior charge experience?
Ask for it when independent shift coordination is expected. If you can provide structured orientation, examine relevant staff-direction experience rather than relying on a previous title. We ask what they want to change rather than assuming every candidate wants management.
Can an LPN be the charge nurse on our shift?
That depends on state scope rules, the setting, and the proposed duties. Confirm the assignment with your nursing leadership before advertising supervisory authority.
How should we describe RN support?
State whether the RN is onsite or reached through another arrangement. Explain the escalation route and which decisions remain with the RN.
Does the role need a specialty certificate?
A certificate may support work with a particular resident population. Separate your preferences from license obligations and explain why the certificate matters to this assignment.
What should we disclose about medication duties?
Describe the assigned medication pass and charge responsibilities together. Candidates need to judge whether they can complete both with the staffing and support you provide.
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 shift details and proposed charge duties. We can help you screen for an LPN whose experience matches the work.
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?
Licensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN) · Certified Nursing Assistant (CNA, STNA, LNA)
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.