Medical Assistant (CMA, RMA, CCMA, Clinical MA), Urgent Care & Occupational Health
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.
Your urgent care and occupational health practice needs a medical assistant who can room walk-in patients while keeping employer-directed testing and paperwork on track.
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?
We recruit CMA, RMA, CCMA and clinical medical assistants for practices combining unscheduled visits with workplace health services. A shift may include vitals, injections within permitted scope, specimen handling and employer forms. We ask which tasks candidates performed themselves, which needed supervision and how they handled interruptions without losing patient details.
Urgent care experience and occupational health experience overlap, but they are not interchangeable. A candidate may room patients confidently yet have little experience with employer-specific testing instructions. Another may know collection paperwork but need support with changing walk-in demand. Define how much of each service your medical assistant will handle.
Separate routine rooming from tasks needing additional training or authorization. If an employer requests information outside the agreed process, a useful answer describes checking instructions rather than sending records immediately.
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?
Verify the credential you request: AAMA CMA, AMT RMA or NHA CCMA. Ask candidates which credential they hold and how its current status can be checked. Certification is not a universal legal mandate; identify any license required for assigned duties.
- Ask: “Walk me through rooming a walk-in patient when another room is waiting.” Look for identity checks, accurate vitals, medication information, clear documentation and prompt reporting of concerns to the clinician. Ask how the candidate tracks unfinished tasks.
- Ask: “Which injections have you administered, under whose direction and with what training?” A useful answer identifies actual duties, verification steps, documentation and limits. Do not equate a certificate with authorization to perform every injection your practice offers.
- Ask: “How did you handle an occupational specimen when a form or identifier did not match?” Listen for stopping the process, checking the applicable collection instructions and involving the right supervisor. Ask about chain-of-custody experience if your services involve it.
- Ask: “What did you personally do in dermatology, orthopedics or cardiology?” Those backgrounds may bring procedure preparation, equipment handling or focused rooming experience. Ask candidates to distinguish their own tasks from work performed by nurses or other staff.
- Ask: “What happens when a patient visit and an employer testing appointment compete for your attention?” Look for communication with the supervising team, tracking waiting patients and protecting paperwork accuracy. Strong answers explain when the assistant asks for help.
Where do we find them, and why would they move?
We source from physician practices, urgent cares, FQHCs and MA programs. Urgent care backgrounds can offer familiarity with walk-in rooming. Physician practices may offer repeat procedure experience. FQHC experience can show careful patient communication and documentation across varied visit types.
We verify actual duties rather than relying on the employer category.
MA programs can introduce newer candidates whose supervised experience needs closer review. Ask about externship tasks and the support they will need. Experienced assistants may consider a move for different hours, broader duties or a clearer split between clinical and administrative work. We ask what attracts them to your particular service mix.
Which mistakes stall the search?
A common mistake is treating urgent care experience as proof of collection competence. Ask which occupational tests the candidate handled and what training accompanied those duties. Another is advertising rooming work while expecting extensive employer paperwork. State who completes forms, tracks missing information and communicates with employer contacts before interviews begin.
Rejecting every specialty-practice candidate without examining transferable tasks. Compare injection experience, room preparation and documentation habits against your actual assignments and available training.
How would we run the search for this opening?
Tell us your walk-in services, occupational testing duties, schedule and supervision arrangements. We screen credentials, work history and fit through task-specific questions. Compare shortlisted candidates’ walk-in rooming experience, occupational collection training and handling of employer forms. Identify essential credentials and tasks you can teach.
Define the service mix
Include whether the assistant handles front-desk interruptions or works mainly in clinical rooms.
Screen against real assignments
We share where experience matches and where further assessment is needed. You complete your own credentialing and clinical assessment before assigning patient care duties.
Assess the shortlist
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. Use a hypothetical interrupted visit or mismatched specimen identifier to assess their judgment about clinician notification and supervisor involvement. Decide which training gaps your team can address before assigning duties.
The role and the setting
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How do we assess unfamiliar occupational testing?
Ask candidates to explain their collection process and handling of incomplete paperwork. If they lack experience with your tests, decide whether your team can provide training before assigning that work. Ask who assigns work, who reviews incomplete forms and when the assistant alerts a clinician.
Should we specify CMA, RMA or CCMA?
Specify the credentials your practice accepts and verify current status. Also describe the assigned duties; credential initials alone do not establish experience with your testing or injection work.
Can a clinical MA without certification fit this role?
Possibly, depending on applicable law and your practice policies. Review training, supervised experience and any required license before deciding which tasks the person may perform.
What should we test during a working assessment?
Use your own supervised assessment of rooming, documentation and task handoffs. A hypothetical mismatched form can show whether the candidate pauses and asks the right person.
Can a specialty MA adapt to walk-in visits?
Look beyond the specialty name. Ask how the candidate handled schedule changes, prepared rooms and reported patient concerns, then assess what additional training your service mix demands.
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 how your practice divides urgent care and occupational health work. We can build the search around those duties and your supervision plan.
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.