Physical Therapist (PT, DPT) Recruiters
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An open PT position can delay evaluations, treatment visits, progress notes, and discharge planning across your therapy schedule.
No upfront fee. You pay only if you hire.
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- PT
- DPT
- Staff PT
What does this hire really come down to?
We recruit Physical Therapists for the work you assign during a shift. Tell us who they treat, how evaluations and follow-up visits are scheduled, when notes are due, and which team members need updates. We screen for the practical fit behind the title.
A resume can show outpatient, hospital, home health, or SNF experience without showing how the therapist manages a full day. We ask what happens when an evaluation takes longer than planned, a patient reports a functional change, or documentation remains open near shift end. Their answer reveals how they organize visits, communicate changes, and finish records.
An outpatient orthopedic PT may move from an evaluation into scheduled follow-up visits. An acute-care PT may assess mobility, communicate with the care team, and contribute to discharge timing. Home health and SNF roles add visit planning, travel, handoffs, and different recordkeeping patterns. Your team completes final credentialing and clinical assessment. We screen credentials, work history, and stated fit before you interview.
What do we check before you see anyone?
State PT license. We confirm an active Physical Therapist license for the state where the person would practice. We ask about disclosed restrictions that could affect the opening. Your organization completes its own credentialing review and confirms practice eligibility. PT Compact privilege.
- Where Compact privilege is available, we ask whether the candidate holds it and when it is active. It may matter for a multistate search, but your credentialing team decides whether it fits the position.
- Relevant setting work. We ask the PT to describe an evaluation, treatment visit, functional reassessment, handoff, progress report, and discharge discussion from acute care, outpatient orthopedics, home health, or SNF work. We look for a clear work sequence rather than broad therapy claims.
- Schedule and caseload choices. We ask how the therapist handled evaluations, follow-up visits, cancellations, progress reporting, and team requests. If you use a stated visit pattern or productivity measure, we discuss it early and ask for comparable experience.
- Documentation and advanced credentials. We ask which electronic records the candidate used, what they documented after a visit, and how they handled unfinished notes. ABPTS credentials, including OCS and NCS, can add value for a matching patient population, but they are a plus rather than a universal condition of PT practice.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
Our source pool includes PTs from outpatient clinics, hospitals, home health organizations, SNFs, and CAPTE-accredited DPT programs. A new graduate, a hospital therapist, and an experienced outpatient clinician need different interview questions. Title matching alone does not show readiness for your schedule.
People may explore a move because of commute, schedule, relocation, patient population, management structure, or interest in another setting. We ask what prompted the search and whether your opening addresses it. If relocation is involved, we discuss timing and practical plans before an introduction.
Which mistakes stall the search?
A common mistake is treating hospital, outpatient, home health, and SNF experience as proof of fit for the same daily duties. Another is waiting until the final interview to disclose evaluation mix, note timing, weekend rotation, travel, or productivity measures.
Assuming an OCS or NCS credential proves familiarity with your record system or handoff routine.
How would we run the search for this opening?
We compare state licensure, PT Compact status when applicable, setting history, work timeline, and reason for moving with your opening. You meet candidates whose background merits discussion. Ask them to walk through an evaluation, a disrupted schedule, a reported functional change, and completion of the related record.
Describe the PT workday
Tell us about the patient population, evaluation mix, visit schedule, documentation timing, coverage needs, team contacts, and discharge duties.
Review relevant evidence
We flag setting changes that deserve deeper interview review.
Interview with examples
Your team makes the final decision.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Where this search connects
Rehabilitation Therapy & Audiology
SpecialtyPhysical Therapist, Home Health Agency
Role in a settingPhysical Therapist (PT, DPT), Rehab Hospitals & Outpatient Therapy
Role in a settingPhysical Therapist (PT, DPT), Skilled Nursing & Post-Acute Care
Role in a settingPhysical Therapist Assistant (PTA)
Related roleOccupational Therapist (OT, OTR/L)
Related roleCertified Occupational Therapy Assistant (COTA)
Related roleSpeech-Language Pathologist (SLP, Speech Therapist)
Related roleNational median annual wage. SOC 29-1123, Physical Therapists.
The published occupation matches Physical Therapist (PT, DPT). 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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Do we need a PT from our exact setting?
Not always: transferable skills can matter, but interview questions should test work that changes by setting, such as hospital discharge communication, home-based visit planning, or outpatient evaluation flow. We identify those gaps before an introduction. Setting history matters because the work changes.
How do you screen a PT who is relocating?
We ask why the person is moving, when they expect to be available, and what practical plans support the move. We also discuss whether state licensure or Compact status could affect timing.
Is PT Compact privilege enough for our opening?
A PT Compact privilege may be relevant where available, but it does not replace your credentialing review. We confirm the candidate's stated license and Compact status, then provide that information for your assessment.
Should documentation questions come up in the first interview?
Yes: ask how the candidate completed an evaluation note, updated a plan of care, and handled unfinished notes at shift end. Those examples are more useful than asking whether they have used an EMR.
When is the placement fee due?
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 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 the PT workday you need covered. We will screen for licensure, setting history, and practical fit worth your interview time. Permanent/direct-hire recruitment is our core service across clinical, operational and leadership roles. If you need a temporary or other arrangement, describe the need so we can discuss whether we can help. Responsibilities and terms must be confirmed separately for that engagement. Your organization retains clinical assessment and credentialing responsibility.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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?
Rehabilitation Supervisor · Physical Therapist Assistant (PTA)
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
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.