Physician Assistant (PA-C) 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.
Recruit a PA-C who can assess patients, document decisions, and work within your physician coverage model.
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.
- Physician Associate
- PA
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 physician assistant may see scheduled follow-ups, evaluate same-day complaints, order tests within scope, discuss findings with the supervising physician, and complete the chart before the next patient. We recruit for the actual work your PA will perform, not a generic advanced practice title.
We screen against those choices before you spend interview time.
An emergency medicine PA may be used to rapid assessments and disposition decisions. A surgical PA may bring operating room, rounding, and post-operative follow-up experience. An urgent care PA may be comfortable with unscheduled visits but need a different onboarding plan for specialty procedures.
The supervision or collaboration model also deserves direct attention. Ask whether the candidate has worked with real-time physician consultation, scheduled chart review, or a more independent clinic schedule. Their past model should fit your state rules and the coverage you plan to provide.
A strong interview explores judgment with examples from the role. Ask how the PA handled an unclear presentation, when they called the physician, what they documented, and how they closed the loop on test results. Those answers reveal more than a list of diagnoses.
What do we check before you see anyone?
Current NCCPA PA-C certification. We verify the credential and ask about the candidate’s current practice setting, clinical duties, and any planned credential renewals. State PA license. We confirm whether the candidate holds an active license for your state or is pursuing one.
- You complete your own license verification, credentialing, and clinical assessment before hire.
- Supervision or collaboration rules. We review the candidate’s experience with physician availability, delegated duties, chart review, and escalation so you can compare it with your state rules and internal model.
- Specialty experience. We ask which patient populations, presentations, procedures, follow-up tasks, and diagnostic decisions the PA handled personally. We also ask what remained with the physician.
- Documentation and EHR work. We discuss note completion, order entry, inbox follow-up, medication refill workflows, and how the PA managed charts needing physician review. Familiarity with your exact system is useful, but transferable habits matter too.
- Team communication. We ask how the PA presents a case, documents a physician discussion, hands off pending items, and responds when nursing or front-desk staff flag a change. This is about accountable work communication, not interview polish.
Where do we find them, and why would they move?
Our source pools include PAs from specialty groups, emergency medicine and urgent care settings, and PA programs. Each pool can produce a different profile. A graduate may need closer clinical development, while an experienced specialty PA may expect duties that match prior practice.
People consider a move for reasons such as a narrower specialty focus, a different physician coverage arrangement, schedule changes, relocation, or limited room to expand their skills. We ask what is changing and whether your opening addresses it. We do not assume every candidate is leaving for the same reason.
Which mistakes stall the search?
A common mistake is interviewing only for broad medical knowledge instead of asking which procedures, follow-ups, and escalation decisions the PA owned. Another is assuming a PA can work under your preferred supervision model because they hold PA-C certification. Specialty history matters because the daily decisions differ.
Waiting until the offer stage to discuss schedule, physician coverage, chart review, and the first months of clinical support.
How would we run the search for this opening?
Tell us which visits, procedures, orders, follow-up work, and physician handoffs belong to the PA. You interview, conduct your credentialing and clinical assessment, and select whom to hire. You decide where the PA works independently, when physician review occurs, and which procedures belong in the role.
Define the daily role
We use that detail to frame the search and screening calls.
Review qualified candidates
We present candidates after screening their PA-C status, state license position, specialty history, work history, and fit with your supervision or collaboration model.
Interview and hire
No upfront fee. You pay only if you hire, under written fee and replacement terms for standard searches.
Where this search connects
Advanced Practice Providers: NP, PA, CRNA
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingChildren's Hospitals
SettingRural & Critical Access Hospitals
SettingPhysician Assistant (PA-C), Urgent Care & Occupational Health
Role in a settingPhysician Assistant (PA-C), Hospitals & Health Systems
Role in a settingPhysician Assistant (PA-C), Physician Groups & Specialty Practices
Role in a settingFamily Nurse Practitioner (FNP)
Related rolePsychiatric Mental Health Nurse Practitioner (PMHNP)
Related roleNeonatal Nurse Practitioner (NNP)
Related roleHospitalist NP / PA
Related roleNational median annual wage. SOC 29-1071, Physician Assistants.
BLS reports Physician Assistants as one occupation. It does not publish a separate estimate for Physician Assistant (PA-C), 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 handle a candidate who receives a counteroffer?
We ask early why the candidate is considering a move and what would need to change for them to stay. If a counteroffer appears, you can address the real issue, such as specialty work, schedule, physician support, or location, rather than negotiate blindly.
Do all PA-C candidates need a state license before we interview them?
No: a candidate may be licensed in another state or be preparing an application. Before clinical work begins, you must confirm the license status, your credentialing process, and state supervision or collaboration rules.
How do you screen for specialty fit?
We ask what the PA did on a normal shift. That includes patient types, procedures, test review, follow-up work, physician consultation, and decisions they escalated. You can then test the same areas during your interview.
Can you recruit for a PA who will work closely with one physician?
Yes: tell us how that physician reviews cases, handles questions, and covers absences. We ask candidates about comparable working arrangements and whether they want that level of collaboration.
What if we need short-term PA coverage before making a permanent hire?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem means placement into your own pool, rather than filling individual shifts.
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 PA’s daily duties, physician coverage plan, specialty focus, and state location. We will start with candidates whose background gives you useful interview evidence.
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?
Neonatal Nurse Practitioner (NNP) · Emergency & Urgent Care NP / PA
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.