Medical Specialty Physicians
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 the right medical specialist for your call model, procedure mix, and referral relationships.
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?
A specialty physician may spend a morning reviewing consults, then perform procedures, return calls, and coordinate a discharge plan. We help you test whether a physician’s recent work matches those decisions at your facility. This physician family includes office-based consultants, hospital-based specialists, procedural physicians, and specialists with a mixed practice.
A candidate who manages scheduled follow-ups may not want frequent inpatient consults.
Board status matters, but it does not answer every hiring question. We screen for work history and fit, while you complete credentialing and your clinical assessment.
What do we check before you see anyone?
Confirm ABIM or relevant specialty board certification status through primary-source verification with the specialty board. Ask the physician to explain any gaps in training or practice and disclose any board action or disciplinary notation. Verify active hospital privileges and former privilege history where relevant to your role.
- Ask whether the physician took inpatient consults, covered the emergency department, performed procedures, or practiced only in an outpatient office.
- Review case logs or discuss recent case volume and procedure types. Match that work to the procedures your department performs, the technology available, and the supervision structure you can offer.
- Discuss call in specific terms. Ask how many nights and weekends the physician covered, who took first call, how elective work changed after a call night, and what backup existed for difficult cases.
- Review each career move without treating a short tenure as automatic disqualification. A physician may leave after a group sale, a service-line change, limited procedure access, or a spouse’s move. Ask what changed and what they seek next.
- Use references to explore handoffs and departmental communication. Ask how the physician documented plans, handled an urgent page, worked with nursing teams, and responded when another specialist disagreed.
Where do we find them, and why would they move?
We speak with physicians from academic medical settings, private practices, hospital-employed groups, multispecialty groups, and outpatient specialty centers. Each pool produces different experience. An academic physician may bring teaching and referral depth, while a private-practice physician may have direct experience with scheduling, referrals, and office economics.
Some physicians consider a move after a call schedule changes, a partner retires, procedure access narrows, or leadership alters compensation. Others want a different mix of clinic, inpatient care, procedures, or teaching. We ask about the reason before presenting anyone.
Which mistakes stall the search?
A common mistake is selecting a fellowship name without asking what the physician has personally done during the past year. Another is discussing call only after interviews, when its frequency, backup, and post-call expectations should be clear first. Ask what the physician personally handles after an abnormal result, a late consult, or a disagreement about the next step.
Hiring a narrow procedural specialist without checking referral flow, inpatient duties, and coordination with other departments.
How would we run the search for this opening?
Tell us the specialty, state license needed for the role, site mix, procedure list, call rotation, referral sources, and who handles messages after hours. We review credentials, board status, work history, practice pattern, and stated reasons for moving. You meet physicians whose work aligns with the role.
Describe the actual practice
We turn that into clear interview questions.
Screen the clinical match
We ask about recent cases, call responsibilities, documentation, and the physician’s role in disputed care plans.
Run a focused selection process
Your leaders assess clinical judgment and credentialing details. We coordinate feedback, address questions about relocation or counteroffers, and support offer discussions.
Every title in Medical Specialty Physicians
- Cardiologist (Non-Invasive)
- Interventional Cardiologist
- Cardiac Electrophysiologist
- Advanced Heart Failure & Transplant Cardiologist
- Gastroenterologist
- Pulmonary & Critical Care Physician
- Nephrologist
- Endocrinologist
- Rheumatologist
- Hematologist / Medical Oncologist
- Radiation Oncologist
- Neurologist
- Infectious Disease Physician
- Dermatologist
- Allergist / Immunologist
- Physiatrist (PM&R)
- Interventional Pain Management Physician
- Sleep Medicine Physician
- Hospice & Palliative Medicine Physician
- Psychiatrist
- Child & Adolescent Psychiatrist
- Addiction Medicine Physician
- Pediatric Subspecialist (Cardiology, Hem/Onc, GI, Endocrinology)
- Cardiology Medical Director
Can you help with a physician who may relocate?
Yes: we discuss the reason for a move, household timing, state licensure, and the practice details that matter to the physician. Interest in relocation is not treated as a commitment until the physician has considered the full offer. A physician trained around procedures may need a dependable referral base, block time, and support staff to practice as expected.
How do you distinguish among medical specialty physicians?
We start with the work, not the title. We separate outpatient consultation, inpatient consultation, procedural work, hospital coverage, and mixed practice so you can compare physicians against your actual opening.
Do you verify board certification and licensure?
We screen board status and credential history, including ABIM or the relevant specialty board where applicable. You should obtain primary-source verification and complete your own licensing, privileging, and credentialing review before a start date.
What if the role includes heavy call?
We ask about recent call frequency, first-call duties, backup, weekend work, and recovery after overnight coverage. If your model differs from the candidate’s current work, we identify that early rather than leaving it for offer discussions.
How are fees and placement options handled?
No upfront fee. You pay only if you hire. Locum, travel, contract coverage, and placement into your own per diem pool are available on request, with terms, licensing, credentialing, and malpractice arrangements confirmed 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 us what the physician will handle on a normal week and during call. We will help you assess candidates against that work before you invest time in interviews.
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.