LPN/LVN, Nursing Assistants & Patient Care Techs
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 LPNs, LVNs, nursing assistants, and patient care techs who can handle the actual work on your shift.
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 titles all involve patient contact, but their authority and daily assignments differ. We define the work before searching, then ask candidates about the medication, mobility, observation, and charting tasks your team needs covered. Active LPN/LVN licensure is only a first check.
We ask what they handled, what delayed medication passes, and when they reported issues to nurses or supervisors.
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 LPN or LVN license. We check current state licensure and review the listed status before presenting an LPN or LVN. If IV work is part of the role, we ask which IV-related duties they performed, whether their state scope allowed them, and whether they hold the certificate your policy requests.
- Your team makes the final credentialing decision.
- Nurse aide registry and BLS. For nursing assistant searches, we check the current state nurse aide registry and confirm active Basic Life Support certification. We then ask about recent direct-care work. A registry listing does not show whether someone has handled hygiene care, mobility, observation, and reporting throughout a full assignment.
- Medication-pass volume. For LPN, LVN, or medication aide roles, we ask about the usual pass, scheduled times, patient or resident count, and common interruptions. We ask what they did when a medication was unavailable, refused, delayed by a new order, or awaiting delivery. Your manager can compare that history with the pace on your floor.
- Transfers and mobility tools. We ask which hydraulic lifts, ceiling lifts, transfer boards, gait belts, slide sheets, wheelchairs, and repositioning tools the candidate used. We ask when they requested another staff member and what made a transfer unsafe alone. This separates general mobility exposure from work with your equipment.
- Dementia, falls, and observation. We ask what the candidate did after finding a patient or resident on the floor, whom they notified, and which facts they documented. We also ask how they responded when a confused person tried to leave bed, remove equipment, or enter another room. Your clinical interview assesses judgment further.
- Charting and handoff. We ask what the candidate recorded during a shift, how they reported abnormal findings, and what they did when handoff information was incomplete. If they cannot describe the facts they would report, you have a clear interview topic rather than a vague concern.
Where do we find them, and why would they move?
We recruit support staff with related work experience from long-term care communities, assisted living settings, rehabilitation centers, hospitals, outpatient clinics, surgical recovery units, home health, and hospice. Pace, family contact, documentation, and assignments vary by setting. People may consider a move for a shorter commute, steadier scheduling, different patient populations, more consistent supervision, or duties they have not recently performed.
Someone leaving rapid hospital turnover may seek more relational work. We ask why they are considering a move before you spend time interviewing.
Which mistakes stall the search?
A common mistake is treating LPNs, LVNs, nursing assistants, patient care techs, and medication aides as interchangeable. License, registry status, medication authority, and assigned work need separate review. Another may want more medication or mobility responsibility. Sitting coverage may not match direct care, transfers, or documentation.
Accepting “I have used lifts” without asking which device was used, whether another staff member assisted, and what made the transfer unsafe. General mobility experience may not match your unit’s tools.
Focusing on years worked while missing an expired credential, limited medication-pass history, observation-only work, or weak charting detail. Long tenure does not prove comparable shift duties.
How would we run the search for this opening?
We screen credentials, work history, stated reasons for moving, and answers about the assignment. Your team interviews candidates, completes credentialing, and conducts its own clinical assessment. For nursing assistants and patient care techs, we ask about hygiene, toileting, repositioning, vital signs, intake/output, rounding, observation, transport, glucose checks, charting, and concern reporting.
Map the assignment
Tell us the title, patient population, schedule, medication duties, mobility equipment, charting method, and tasks reserved for licensed staff.
Review screened candidates
You review candidates whose experience can be compared with your work, not a broad stack of applications.
Complete your assessment
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.
Every title in LPN/LVN, Nursing Assistants & Patient Care Techs
- Licensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN)
- LPN Charge Nurse
- Certified Nursing Assistant (CNA, STNA, LNA)
- Patient Care Technician (PCT, Nurse Tech)
- Dialysis Patient Care Technician (Hemodialysis Tech, CCHT)
- Certified Medication Aide (CMA, QMA, CMT, Med Tech in long-term care)
- Home Health Aide (HHA)
- Personal Care Aide / Caregiver
- Restorative Nurse Aide (RNA)
- Patient Sitter (Safety Companion, Patient Observer)
- Lead Patient Care Technician
- Lead Certified Nursing Assistant
Can you screen for IV therapy experience?
Yes: we ask what IV-related duties the candidate performed and check a certificate you identify. State law may limit LPN IV duties, so your credentialing and clinical leaders decide whether the person may perform those duties at your facility. State law and your policies govern permitted duties.
How do you separate an LPN or LVN search from a nursing assistant or PCT search?
We start with the duties assigned on your shift. LPN and LVN screening covers state licensure, medication work, and IV experience when relevant. Nursing assistant and PCT screening covers registry status when applicable, direct-care work, and assigned tasks.
What if we need familiarity with our lift equipment?
Tell us the equipment names and transfer situations your staff handles. We ask about lifts, boards, gait belts, slide sheets, requests for help, and unsafe transfer decisions.
How do you review dementia-care experience?
We ask what the candidate observed, documented, and reported when a patient became confused, tried to get up alone, or had a fall. We also distinguish observation coverage from a full direct-care assignment.
Can you help with temporary coverage instead of a permanent hire?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
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 Healthcare Headhunters what this person must handle from the first medication pass or rounding cycle through handoff.
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.