Orthopedic Surgeon 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.
Hire an orthopedic surgeon whose operative practice matches your ASC schedule, robotic platform, and trauma call plan.
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.
- Sports Medicine Surgeon
- Joint Replacement Surgeon
- Hand Surgeon
- Foot and Ankle Surgeon
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?
An orthopedic surgeon can bring strong training yet still struggle with your actual day. One practice may need joint cases moved to an ASC, while another needs fracture coverage after hours. We ask where the surgeon operates, which cases they perform, how they use block time, and what call they have covered.
Your hiring decision should separate technical credentials from day-to-day practice fit. A joint replacement surgeon may be strong with a robotic system but have limited experience turning rooms in an ASC. We surface those distinctions before interviews consume physician and administrator time.
Clinical leadership should also review how the candidate works with anesthesia, first assists, clinic staff, and schedulers. Ask what happens when an implant is unavailable, a case runs long, or an appropriate outpatient case needs hospital scheduling. Their answers show judgment, communication, and willingness to work within your group’s operating model.
What do we check before you see anyone?
State medical license, ABOS status, and fellowship. We screen for an active or obtainable state medical license, American Board of Orthopaedic Surgery status, and the fellowship relevant to the role. Your team completes credentialing, privileging, and its own clinical assessment.
- Robotic platform experience. We ask which robotic platform the surgeon used, which procedures they performed, and whether they planned cases independently. Platform exposure is not interchangeable. You can decide whether training time fits your service plan.
- ASC case selection and migration. We ask which procedures the surgeon moved from hospital to ASC settings, who determined candidacy, and how they handled exclusions. This clarifies whether they understand outpatient scheduling, discharge planning, and case selection.
- Trauma call history. We confirm call frequency, fracture and urgent consult experience, operative decision-making, and handoff practices. We also ask whether the candidate seeks more, less, or different call than their present role.
- Case mix and block management. We review the surgeon’s usual procedures, clinic-to-surgery conversion patterns, block allocation, and response when a schedule changes. This helps you compare the candidate’s work with your available rooms and referral base.
- Work history and reasons for a move. We ask about practice ownership, employment terms, leadership changes, access to OR time, and desired case mix. A physician may consider a move after a partnership change, reduced block access, or a wish to build a subspecialty practice. We do not assume compensation is the only reason.
Where do we find them, and why would they move?
We recruit from independent and PE-backed orthopedic groups, hospital-employed orthopedic practices, and fellowship source pools. Each group can offer surgeons with different experience in ownership, referral development, employed practice, ASC operations, and hospital call. We also speak with surgeons across sports medicine, joint replacement, hand surgery, and foot and ankle surgery.
Their subspecialty does not answer every hiring question. We still confirm the procedures, platform use, call expectations, and practice model relevant to your opening.
Which mistakes stall the search?
A common mistake is treating any robotic experience as proof the surgeon can use your specific platform and procedure workflow. Another is assuming fellowship training means the surgeon wants or can cover your trauma call rotation. A trauma-experienced surgeon may cover call well but want a larger inpatient practice than your group offers.
Discussing block time only after an offer, when the candidate expects different access to OR rooms or ASC cases.
How would we run the search for this opening?
Tell us the fellowship preference, state license needs, robotic platform, procedure mix, ASC plan, hospital duties, and call schedule. We present surgeons whose credentials, work history, and stated interests match the search. Use interviews to test case selection, team interactions, schedule decisions, and reasons for moving.
Describe the role
We use those details to frame direct screening questions.
Review qualified surgeons
You review their background and decide who merits a conversation with clinical and operational leaders.
Interview and hire
If you hire, the written agreement sets the fee and replacement terms for the standard search.
Where this search connects
National median annual wage. SOC 29-1242, Orthopedic Surgeons, Except Pediatric.
BLS reports Orthopedic Surgeons, Except Pediatric as one occupation. It does not publish a separate estimate for Orthopedic Surgeon, 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
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How do you assess robotic experience?
We ask which platform the surgeon used, which procedures they performed, and their part in planning and execution. If your role involves a specific system, we identify whether the candidate has direct experience or would need training before cases begin.
Do candidates need ABOS certification?
We verify ABOS status and fellowship training because both matter in orthopedic physician review. Your organization determines its own credentialing and privileging standards, including whether a particular status is needed for the role.
Can you recruit for an ASC-focused orthopedic role?
Yes: we ask about outpatient case selection, prior ASC practice, block use, team coordination, and the procedures the surgeon commonly performs outside the hospital. We also clarify whether trauma call or inpatient duties remain part of the position.
What if a surgeon has a counteroffer?
We ask early about ownership prospects, call burden, block access, practice direction, geography, and compensation. If a counteroffer appears, you can compare it with the reasons the surgeon considered leaving and decide whether interest remains credible.
Are there costs before we hire?
No upfront fee. You pay only if you hire. Permanent contingency placement is our core service, and the written agreement sets the fee and replacement terms for a standard search.
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 Healthcare Headhunters how your surgeon spends a typical operative day. We will screen for the decisions that matter before you invest 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.
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 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.