Physiatrist (PM&R) 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 a physiatrist means matching your rehabilitation service to a physician who can connect medical management, functional goals, and safe transitions between care settings.
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?
A PM&R search starts with what your patients need during an ordinary week. An inpatient rehabilitation physician may round, address medical barriers to therapy, and lead team discussions. An outpatient physiatrist may evaluate musculoskeletal complaints, assess neurologic disability, or perform procedures within approved privileges.
We define that mix before approaching physicians, so you review candidates whose experience matches the actual assignment.
Separate the service you need from the specialty label. If your opening combines inpatient rounds and outpatient appointments, specify how those sessions divide. A candidate should explain how competing responsibilities would affect availability for therapists, nurses, and patients.
Procedure experience needs its own review. Electrodiagnostic testing, injections, spasticity management, and other services are not interchangeable evidence of readiness. Ask which procedures the physician currently performs and how often they perform them. Your clinical leaders assess technique and judgment, while your credentialing team determines the privileges available at your facility.
What do we check before you see anyone?
Medical license: Confirm an active physician license for the practice state, or a realistic licensing path before a start date. We review disclosed restrictions and gaps; you verify license status through your credentialing process. Training and certification: Review medical education, PM&R residency, and any relevant fellowship.
- Ask about board certification or eligibility and its current status. State whether certification is an employer condition or preference rather than treating it as a universal legal mandate.
- Rehabilitation judgment: Ask, “When a patient cannot complete the planned therapy session, what do you assess and communicate?” A useful answer distinguishes medical barriers, symptoms, patient goals, and team follow-up without simply reducing therapy time.
- Team communication: Ask, “How do you handle different discharge recommendations from therapy, nursing, and family?” Look for a clear account of gathering observations, discussing functional needs, documenting decisions, and explaining unresolved risks.
- Procedure scope: Ask, “Which procedures have you performed recently, and which would need additional review here?” Useful answers name the procedure, recent practice, training, and limits. A broad claim of procedural comfort is not enough.
- Transitions and coverage: Ask, “What information do you hand off when a rehabilitation patient transfers or leaves your service?” Look for medication changes, functional status, pending issues, follow-up needs, and an identified receiving clinician.
Where do we find them, and why would they move?
We look at physicians from inpatient rehabilitation hospitals, hospital-based rehabilitation services, academic PM&R departments, multispecialty groups, and outpatient rehabilitation practices. Review whether their recent caseload involved the functional impairments and medical complexity your service sees. An inpatient history may show team rounds and discharge planning, while an outpatient history may show longitudinal follow-up, diagnostic assessments, and procedure scheduling.
A physician might consider moving for a different inpatient-outpatient balance, clearer call arrangements, teaching opportunities, or a practice closer to home. We ask whether they want more continuity with rehabilitation patients, scheduled procedure sessions, or responsibility for leading team conferences. That conversation helps you test whether your opening addresses their reasons without promising work your service cannot offer.
Which mistakes stall the search?
A common mistake is advertising one blended position without assigning time to rounds, clinic, consultations, and procedures leaves candidates guessing about their week. Write the schedule before judging interest. Another is treating pain practice experience as proof of inpatient rehabilitation readiness can miss recent medical management and team leadership experience. Ask for examples from the setting you need.
Adding a procedure service before reviewing equipment, staffing, referral demand, and privileges can change the job after acceptance. Resolve those decisions during the search.
How would we run the search for this opening?
We discuss patient groups, care settings, physician coverage, and the expected procedure mix. Your clinical leaders compare shortlisted physicians' recent rehabilitation cases, procedure experience, and discharge decisions against your service's duties. You review schedule, call, privileges, and start-date dependencies before selecting a physician.
Define the practice
You identify which duties are essential at appointment and which could develop later.
Review relevant evidence
We screen credentials, work history, and fit through specific questions about rounds, consultations, clinic sessions, and handoffs.
Agree on the appointment
No upfront fee. You pay only if you hire.
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 29-1229, Physicians, All Other.
BLS reports Physicians, All Other as one occupation. It does not publish a separate estimate for Physiatrist (PM&R), 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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Should our inpatient opening include outpatient clinic?
Only if the schedule and coverage model support both. Describe who handles inpatient issues while the physician sees clinic patients, including therapy questions and changes in medical status. Identify consultation duties, call, weekend coverage, and who handles medical issues after hours.
How should we assess recent electrodiagnostic experience?
Ask about current testing work, training, interpretation responsibilities, and recent procedure volume. Your reviewers decide whether that evidence supports the privileges sought.
Can one physiatrist cover rehabilitation and pain services?
Possibly, but assess each service separately. Confirm relevant experience, available support, and whether the proposed schedule leaves enough time for both assignments.
What should therapists ask during the interview?
Ask how the physician responds when therapy observations conflict with the medical plan. A useful answer describes direct discussion and a documented decision.
How do we compare inpatient and outpatient candidates?
Compare evidence against your actual duties rather than the practice label. Recent rounding, discharge work, or clinic follow-up should match the role you are hiring.
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 your rehabilitation setting, patient mix, coverage plan, and procedure expectations. We can help define a physiatrist search around the work you need performed.
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?
Allergist / Immunologist · Interventional Pain Management Physician
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.