Medical Assistant (CMA, RMA, CCMA, Clinical MA), Physician Groups & Specialty Practices
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 a medical assistant for a physician group means matching rooming, procedure support and patient follow-up skills to your providers’ actual schedules.
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?
Healthcare Headhunters recruits medical assistants for physician groups and specialty practices. We start with what happens between check-in and checkout: collecting vitals, updating histories, preparing rooms and routing patient messages. For dermatology, orthopedics or cardiology, we also ask which procedures and equipment the assistant has supported.
A certification label alone does not answer those questions.
Your hiring decision should separate credentials from demonstrated work. AAMA CMA, AMT RMA and NHA CCMA are distinct certifications worth checking. Clinical MA describes a role, not a single credential. Identify the certification you accept, any applicable license, and duties permitted under state rules and your practice’s supervision arrangements.
The strongest match depends on your daily handoffs. If one assistant rooms patients for several providers, ask how they track unfinished tasks without mixing instructions. If the assignment includes injections or procedure preparation, establish the training and supervision involved. You complete your own credentialing and clinical assessment; we screen credentials, work history and practice fit.
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?
Credential status: Which certification do you hold, through which organization, and when does it expire? We check AAMA CMA, AMT RMA or NHA CCMA documentation rather than treating these credentials as interchangeable. Ask about any lapse or renewal still pending.
- Vitals and rooming: Walk us through rooming a returning patient whose medication list differs from the chart. A useful answer covers identity checks, accurate measurements, documenting discrepancies and notifying the clinician without independently changing treatment.
- Injections: Which injections have you administered, under whose direction, and how was your competency assessed? Look for specific training, order checks, documentation and escalation steps. Confirm the proposed duties fit your local rules before assigning them.
- Specialty support: What did you prepare for dermatology procedures, orthopedic visits or cardiology testing? Ask candidates to name equipment, room setup and their own tasks. Separate hands-on experience from merely working near those services.
- Messages and results: What would you do with a patient message describing a new symptom? Useful answers distinguish recording and routing information from offering clinical advice. Ask how the candidate tracks an unanswered message under practice protocols.
- Room turnover: How would you reset a procedure room while another provider needs a patient roomed? Look for an orderly account of cleaning, supplies and communication. Ask what they would flag rather than skip.
Where do we find them, and why would they move?
We source from physician practices, urgent cares, FQHCs and MA programs. Physician-practice experience can show familiarity with repeat visits and provider preferences. Urgent-care experience may offer varied rooming and testing exposure, but we still ask about longitudinal messages and follow-up work.
FQHC backgrounds may include coordinating language support and documenting access barriers. Someone might move for a steadier schedule, a shorter commute or deeper specialty exposure.
Which mistakes stall the search?
A common mistake is treating specialty tenure as proof of procedure skills. Ask exactly what the assistant did, what the clinician handled and which tasks need practice-based assessment. Another is advertising a clinical position that quietly includes most front-desk coverage. State the expected balance of phones, scheduling, rooming and clinical support before interviews.
Hiring for the current provider schedule without discussing cross-coverage. Explain whether the assistant changes specialties, locations or supervisors, and ask about comparable assignments.
How would we run the search for this opening?
Tell us your specialty, provider schedule, accepted certifications and daily duties. We screen certification information, employment history and examples from comparable workdays. You complete credentialing and clinical assessment before assigning duties. Identify injection work, procedure support, message handling and front-desk coverage separately.
Define the assignment
Include your supervision model and who assesses clinical skills.
Compare evidence
You receive candidates to assess against your own duties. Use the same rooming or specialty scenario for each interview so differences remain visible.
Make the hiring decision
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.
The role and the setting
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How do we compare a new graduate with an experienced MA?
Use the same rooming scenario and ask both candidates to explain documentation and escalation. Compare their evidence with the training time your practice can provide. MA programs can supply candidates with current training but less independent practice experience. We ask which change matters and whether your position actually offers it.
Should our practice accept CMA, RMA and CCMA credentials?
Decide which credentials your practice accepts before screening begins. Check the issuing organization and current status, then assess experience against the actual assignment.
Can we hire an MA without prior dermatology experience?
Yes, if your practice can train and assess the assigned tasks. Identify which procedure-support skills must already be demonstrated and which you can teach.
How should we assess cardiology rooming experience?
Ask about vitals, symptom documentation, equipment preparation and communication with the clinician. Have the candidate distinguish tasks performed personally from observations during training.
What should we clarify about injections before an offer?
Specify the injection duties, supervision and competency assessment your practice expects. Review applicable state rules rather than assuming certification alone authorizes every task.
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.
Share your specialty, daily task mix and accepted credentials. We can help you compare medical assistants against the work your practice needs done.
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.