Neurologist 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.
Find a neurologist who can cover your call model, assess urgent consults, and complete the EEG or EMG work your service assigns.
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.
- General Neurologist
- Stroke Neurologist
- Neurohospitalist
- Epileptologist
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 strong outpatient neurologist may not match an inpatient consult role. We help you compare the candidate’s recent shift work with your stroke coverage, telemedicine duties, reading volume, and team handoffs. Start with the work that fills the seat. A stroke neurologist or neurohospitalist may spend more time on urgent evaluations and transfer discussions.
A general neurologist may need to round on admitted patients, answer emergency department consults, review imaging with radiology, and return calls from hospitalists.
The right profile depends on what happens after the first page. We ask candidates for recent examples, then you assess their clinical judgment, privileges, and local practice match.
What do we check before you see anyone?
Confirm an active, unrestricted medical license for the state where the physician will practice, or a realistic path to licensure. We also verify American Board of Psychiatry and Neurology certification and any stated fellowship training. Ask about stroke and teleneurology call in practical terms.
- How often did they take first call, who contacted them, what information was available remotely, and how did they communicate a recommendation to the local team?
- Review experience with acute stroke protocols without treating fellowship labels as proof of the same work. We ask about their role in IV thrombolytic decisions, imaging review, transfer coordination, and endovascular service communication.
- Clarify EEG reading work. Ask what studies they interpreted, whether preliminary reads were expected overnight, how they handled concerning findings, and whether another physician reviewed final reports.
- Separate EMG experience from EEG experience. A physician may be comfortable with one service line but have limited recent work in the other. We ask about performing, interpreting, and reporting EMG studies rather than assuming equivalent skills.
- Discuss inpatient consult volume through a recent workday. We ask how they managed new consults, follow-ups, family discussions, documentation, and sign-out when several services requested input at once.
Where do we find them, and why would they move?
We speak with neurology fellows, physicians in neurohospitalist groups, and clinicians working in academic neurology. Some may seek less teaching or research work, a different call structure, a more focused subspecialty practice, or greater influence over their schedule. Each person has individual reasons for considering a move.
A fellow may bring current subspecialty training but need support while learning your local referral patterns. An experienced neurohospitalist may know inpatient pace well but prefer a role with fewer clinic sessions. We present the context so you can decide which tradeoff suits the opening.
Which mistakes stall the search?
A common mistake is hiring for board status alone without asking who owns first-call decisions, imaging discussions, and consult documentation. Another is treating teleneurology experience as interchangeable when your program expects independent remote assessment and rapid communication with onsite staff.
Assuming an EEG-focused candidate will also want EMG duties, broad stroke call, and outpatient follow-up clinics.
How would we run the search for this opening?
Tell us the call rotation, consult settings, clinic expectations, telemedicine duties, and EEG or EMG workload. We review credentials, work history, and stated interests. You meet physicians whose background matches the brief. An epileptologist may bring deeper EEG experience but may not want broad call coverage.
Describe the actual coverage model
We use that detail when speaking with physicians.
Screen recent comparable work
Our questions cover the last role’s call duties, diagnostic readings, team communication, and reasons for considering change.
Interview against your service line
Your medical staff completes credentialing, privilege review, reference checks, and its own clinical assessment before a hiring decision.
Where this search connects
Medical Specialty Physicians
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingChildren's Hospitals
SettingRural & Critical Access Hospitals
SettingCardiologist (Non-Invasive)
Related roleInterventional Cardiologist
Related roleCardiac Electrophysiologist
Related roleGastroenterologist
Related roleNational median annual wage. SOC 29-1217, Neurologists.
The published occupation matches Neurologist. 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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We tell you where qualified Neurologist are working in your area and what it takes to move them. No fee. No obligation.
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Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Do we pay if we interview a physician and do not hire them?
No upfront fee. You pay only if you hire a physician we present. 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 whether the physician makes treatment decisions independently, documents consult recommendations before sign-out, and knows when to involve endovascular or neurosurgical colleagues.
Can you recruit a general neurologist for a mixed inpatient and clinic role?
Yes: we clarify how much time goes to consults, follow-up visits, diagnostic reading, and call. That prevents a clinic-centered candidate from being presented for a role driven by hospital coverage.
How do you assess stroke call experience?
We ask about the candidate’s recent call structure, teleneurology access, imaging discussions, and coordination with emergency and endovascular teams. You determine whether that history supports your stroke protocols and privileges.
What if we need EEG experience but not an epileptologist?
We ask candidates what EEG studies they read, how recently they interpreted them, and whether they provided preliminary or final reports. A general neurologist with relevant reading experience may suit the role better than a narrower subspecialist.
Can you help with temporary neurology coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem means placement into your own pool, not coverage of individual shifts.
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 the coverage outline and diagnostic duties for your opening. We will screen neurologists against the work your team needs completed each day.
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?
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.