Occupational Medicine Physician 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.
Hiring an occupational medicine physician means finding someone who can assess workers, document restrictions, and communicate clearly without confusing employer interests with clinical judgment.
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.
Get a free talent snapshot · Get a free job description review
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 occupational medicine physicians for permanent positions. We start with your actual service mix: work injuries, return-to-work visits, surveillance examinations, or employer consultations. A physician suited to scheduled examinations may need different experience from one managing injuries and disputed work restrictions throughout the day.
Define what the physician will decide independently and what needs referral or consultation. If your clinic sees acute work injuries, ask about examination, follow-up, referral decisions, and documentation. If the position centers on workplace health programs, examine experience interpreting exposure histories and discussing findings with workers and employers.
Separate medical judgment from administrative turnaround. A physician may need to explain why a requested clearance cannot be supported by the available information. Ask how they handle incomplete job descriptions, conflicting accounts, and requests for medical details.
What do we check before you see anyone?
License and training: Confirm an active physician license for the practice state and review relevant postgraduate training. Ask how occupational medicine experience was developed. Board certification may be your preference; do not assume every position has the same certification threshold.
- Injury visits: Ask, “How would you approach a worker returning after an injury with persistent symptoms?” Look for a clear account of reassessment, documented findings, referral decisions, and follow-up rather than an automatic extension of restrictions.
- Work restrictions: Ask, “What information do you need before describing permitted work?” Useful answers discuss job tasks, lifting or movement demands, available modified duties, and review dates. Restrictions should connect to findings rather than a job title alone.
- Employer communication: Ask, “How would you respond if a supervisor requested the worker’s full medical history?” Listen for attention to consent, privacy, appropriate functional information, and clear documentation of what was shared.
- Examination programs: Ask which surveillance and fitness examinations they have performed and under what authority. If commercial driver examinations are part of your service, verify current National Registry certification rather than treating general occupational experience as sufficient.
- Records and handoffs: Ask, “What belongs in a handoff when another physician will review this worker?” Look for examination findings, unresolved questions, pending results, current restrictions, and the next review plan.
Where do we find them, and why would they move?
We look at occupational health clinics, employer-based health services, health system occupational medicine programs, and physicians with relevant work-injury experience. Background matters because employer consultations, scheduled surveillance, and injury follow-up create different daily decisions. We ask what each physician actually handled, not just where they worked.
A physician might consider moving for a different service mix, clearer administrative support, or a schedule with less travel between sites. We test those reasons against your role. Interest in workplace health alone does not establish experience with recurring examinations or employer reporting.
Which mistakes stall the search?
A common mistake is advertising a broad occupational medicine role without naming the main visit types. This can attract physicians whose experience does not match the work filling your appointment book. Another is assuming primary care experience proves skill in functional restrictions. Ask for an explanation of how examination findings become a defensible work-status note.
Leaving administrative expectations unstated. Describe report deadlines, employer contacts, chart completion, and who handles disputed paperwork before comparing candidates.
How would we run the search for this opening?
Tell us which examinations and injuries you see, where the physician practices, and what support staff handle. We review credentials, work history, and fit using your service mix. Compare shortlisted physicians using a work-status case and a sample employer report.
Map the clinical work
Identify any site travel, employer meetings, or medical director duties. We use those details to define the search.
Screen against real decisions
Interviews cover restrictions, confidentiality, documentation, and follow-up. We distinguish experience managing these decisions from occasional exposure during another clinical role.
Assess and agree
Ask each candidate to explain how missing job-task information affects their assessment and what they would disclose to the employer. We coordinate interviews and offer discussions around the agreed duties. 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.
Where this search connects
Primary Care & Hospital-Based Physicians
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingChildren's Hospitals
SettingRural & Critical Access Hospitals
SettingFamily Medicine Physician
Related roleInternal Medicine Physician
Related roleHospitalist (incl. Nocturnist)
Related roleEmergency Medicine Physician
Related roleNational median annual wage. SOC 29-1229, Physicians, All Other.
BLS reports Physicians, All Other as one occupation. It does not publish a separate estimate for Occupational Medicine Physician, its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
Not ready to start a search?
Get a free talent snapshot
We tell you where qualified Occupational Medicine Physician are working in your area and what it takes to move them. No fee. No obligation.
Get a free job description review
Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
How do we assess communication with employers?
Ask how the physician explains restrictions when an employer wants immediate clearance. A useful answer separates clinical findings, functional recommendations, and confidential information without promising the employer a particular outcome. Strong answers distinguish functional information from information that should remain confidential.
Must this physician be board certified in occupational medicine?
That depends on your position and credentialing criteria. Decide whether certification is necessary or preferred, then assess relevant training and documented occupational practice separately.
How should we assess return-to-work judgment?
Use a hypothetical case with a job description and incomplete recovery information. Ask what the physician would clarify, document, and communicate before issuing a work-status note.
What changes when commercial driver examinations are included?
Current National Registry certification becomes a specific screening point for those examinations. Also ask about recent examination experience and how the physician handles missing supporting information.
Can one physician handle injuries and employer health programs?
Some can, but experience in one area does not prove experience in both. Describe the expected split and ask for concrete examples from each part of the proposed role.
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 service mix, practice locations, and examination duties. We can discuss a permanent contingency search. No upfront fee. You pay only if you hire.
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.