Orthotist / Prosthetist (CO, CP, CPO) 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 orthotist or prosthetist means matching device experience, patient assessment skills, and fabrication responsibilities to the work your service actually accepts.
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 help you recruit for permanent orthotics and prosthetics positions by examining the caseload behind the title. A clinic fitting spinal orthoses needs different experience from a service managing lower-limb prostheses. Before searching, we ask which devices the clinician handles, who performs fabrication, and how follow-up appointments reach the schedule.
Those distinctions matter when your opening spans bracing and limb loss care. Where state licensure applies, confirm the appropriate license rather than treating certification as a substitute.
The stronger hiring question is what the clinician does between evaluation and delivery. Ask how they gather functional goals, document measurements, communicate specifications, and review device fit. If your clinic uses an outside fabrication laboratory, explore how they catch specification errors before delivery. Your clinical interviewer assesses device-selection reasoning and fabrication decisions.
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?
Caseload match: Ask, “Which orthotic or prosthetic devices have you personally evaluated, fitted, and followed?” A useful answer separates independent work from observation or assistance. It also describes patient populations, referral patterns, and cases needing another clinician’s input. Evaluation and documentation: Ask, “What information do you record before selecting and specifying a device?”
- Listen for patient goals, relevant history, examination findings, measurements, and a documented rationale. Ask how missing referral information affects the next step.
- Fabrication handoff: Ask, “How do you communicate a design to technicians or an outside laboratory?” Look for clear specifications, material choices within their scope, and review points. Clarify whether the candidate fabricated devices personally or supervised that work.
- Delivery and follow-up: Ask, “What do you check before releasing a device, and how do you document the visit?” A useful answer explains fit assessment, patient instruction, follow-up planning, and when unresolved concerns delay delivery or prompt consultation.
- Adjustment decisions: Ask, “If a patient reports discomfort after delivery, how do you investigate and record the concern?” Look for a structured reassessment, attention to reported changes, and clear communication with the referring team when appropriate. Avoid accepting a device-only answer.
- Scheduling and records: Ask, “How do you manage an evaluation, a delayed component, and a returning patient needing an adjustment?” Strong answers explain appointment changes, patient communication, and outstanding documentation. Explore experience supplying clinical records for payer review without confusing clinical work with billing authority.
Where do we find them, and why would they move?
We look at orthotics and prosthetics practices, hospital-based services, rehabilitation providers, and academic clinical programs. Their clinicians may bring different habits around technician support, referral communication, and device delivery. We ask what each person actually owned, not merely which setting appears on the résumé.
A clinician might consider moving for a different device mix, more direct fabrication involvement, or a schedule with clearer follow-up time. Others may want stronger technician support or broader work across both disciplines. We compare those preferences with your actual staffing model, including satellite visits and any travel between locations.
Which mistakes stall the search?
A common mistake is advertising for a CPO when the opening is entirely orthotic work can unnecessarily narrow the search. Define whether both certifications reflect actual assigned cases or a possible future service expansion. CO identifies a Certified Orthotist, CP a Certified Prosthetist, and CPO a clinician certified in both disciplines.
Treating fabrication experience as interchangeable can create a mismatch. Specify whether the clinician makes devices, directs technicians, modifies finished components, or coordinates an outside laboratory.
Leaving follow-up ownership unclear can cause disputes over scheduling and workload. State who handles adjustments, warranty-related communication, documentation corrections, and patients returning after another clinician’s delivery.
How would we run the search for this opening?
We review your device mix, patient population, referral sources, and division of work with technicians. We ask candidates to explain evaluations, fabrication handoffs, deliveries, and follow-up decisions from their own work. You assess clinical judgment and complete credentialing before employment begins.
Define the clinical assignment
We also clarify licensure, certification expectations, location coverage, and whether the opening includes both orthotics and prosthetics.
Screen relevant experience
We compare their answers with your assignment and flag gaps for your interview rather than assuming a credential settles every question.
Plan the employer assessment
We help organize questions around unresolved scope, device experience, and work arrangements so the final discussion addresses the job you intend to offer.
National median annual wage. SOC 29-2091, Orthotists and Prosthetists.
The published occupation matches Orthotist / Prosthetist (CO, CP, CPO). 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 Orthotist / Prosthetist (CO, CP, CPO) are working in your area and what it takes to move them. No fee. No obligation.
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Should we ask for CO, CP, or CPO?
Choose the discipline that matches assigned work. If both orthotic and prosthetic cases are regular duties, assess current experience in each, not just the CPO designation. Confirm the certification issuer, current status, and discipline covered. You verify credentials; we screen relevant caseload experience, credentials, and work history.
How should we assess pediatric orthotics experience?
Ask about device types, growth-related follow-up, and communication with caregivers. Have your clinical interviewer examine the candidate’s experience with your pediatric caseload.
Can we combine patient care and fabrication?
Yes, if the job clearly describes both responsibilities. Ask candidates how fabrication time affected appointments and which tasks they performed themselves.
What should we check for satellite clinic coverage?
Clarify equipment access, device transport, documentation access, and follow-up arrangements. Ask how candidates handled problems that could not be resolved during the visit.
How do we compare candidates using different fabrication systems?
Ask which measurement and design tools they used independently. Separate transferable clinical judgment from training needed on your equipment and software.
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 device mix and staffing model with Healthcare Headhunters. We can help define a permanent search around the work your orthotist or prosthetist will own.
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?
Athletic Trainer (ATC, clinical and industrial) · Lead Physical Therapist
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.