Physicians 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.
Physician vacancies become costly when specialty credentials do not match your procedures, call burden, documentation, and available backup.
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.
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 recruit physicians for permanent contingency placement. We start with the actual work: clinic sessions, inpatient coverage, procedures, call, referrals, documentation, and the people available when plans change. A specialty title does not describe a full practice. One physician may handle emergency admissions, procedures, and transfers with limited after-hours backup.
No upfront fee. You pay only if you hire.
Another may work scheduled cases within a large referral network. We ask what the physician personally managed, when they consulted another clinician, and what resources were present.
We screen credentials, work history, and practical fit before presentation. You conduct credentialing and clinical assessment. In interviews, ask how the candidate handled a delayed consult, an add-on case, a full clinic inbox, or a transfer when local services could not meet the patient’s needs.
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?
Board certification and state license. We review active, unrestricted specialty board certification and state medical licensure where the position calls for it. We ask about license history, restrictions, and disclosures that your credentialing team may need to review. Recent procedure experience.
- We ask which procedures the physician performed during the past two years, their role in each case, and the setting. For procedural work, we discuss equipment, anesthesia coverage, first-assist availability, and what happened when a case needed more help or transfer.
- Call, rounds, and coverage. We clarify call frequency, response expectations, admissions, rounds, transfers, and backup. A physician accustomed to shared home call may view solo weekend call differently. Rural practices may also need broader cross-specialty judgment than a referral center.
- Documentation and clinic workload. We ask which electronic health record systems the physician used and how they handled notes, orders, charges, messages, and results. For outpatient roles, we discuss patient panel work, refill requests, templates, and inbox coverage during absences.
- Privileges, claims, and professional standing. We review prior hospital privileges, disclosed disciplinary matters, malpractice claims, and gaps in practice. Your organization applies its own medical staff policies, risk review, credentialing process, and privilege decisions.
- Working relationships and scope limits. We ask how the physician works with advanced practice providers, nursing leaders, specialists, and administrators. We also ask when they seek another opinion, transfer a patient, or raise concerns about staffing, equipment, or services.
Where do we find them, and why would they move?
We recruit from multispecialty groups, academic medical centers, community hospitals, outpatient clinics, private practices, residency and fellowship programs, and physicians completing locum tenens assignments. A physician from an academic setting may want greater ownership of a patient panel. A community physician may seek teaching, procedure access, or a different call arrangement.
Physicians may consider a move after leadership changes, consolidation, altered compensation, increased call, or a change in scope. Early-career physicians may weigh mentorship, debt assistance, partnership, and leadership opportunities. We ask what is changing, what they want next, and what would make a move workable for their household.
Which mistakes stall the search?
A common mistake is choosing a residency name over evidence that the physician performs your procedures, manages your call pattern, and works with your available staff. Another is waiting until final interviews to explain referral patterns, block time, backup coverage, compensation structure, or the real burden of inbox and after-hours work.
Assuming an out-of-state physician can relocate without discussing licensure timing, partner employment, school plans, housing, and a realistic start date.
How would we run the search for this opening?
We map specialty scope, patient mix, scheduled and urgent work, procedure expectations, call rotation, staffing, referral relationships, and documentation. We review work history, board status, licensure, privilege history, disclosed claims, procedure experience, call work, and reasons for change. You meet physicians who match the agreed profile.
Define the Daily Work
Candidates need these details before deciding whether to explore the role.
Screen the Record
We ask what equipment, backup, and specialist coverage the physician had in prior positions.
Compare Before You Decide
We surface questions about scope, compensation, relocation, schedule, and decision timing. Your team completes final interviews, reference review, credentialing, and clinical assessment.
How can we assess departmental fit beyond first impressions?
Use questions tied to the job. If physicians cover admissions, ask how the candidate handled a delayed consult or transfer decision. If the role includes procedures, ask how they responded when room time, staffing, or needed equipment changed. Your medical staff leaders make the final clinical decision.
How long does a physician search take?
Timing varies by specialty, location, call burden, compensation, procedure scope, and licensure. Interview availability, your medical staff review, relocation, and credentialing can also affect the start date.
Should we consider a physician who needs another state license?
Yes, if the physician’s experience and relocation plan support further discussion. We raise licensing timing early while you confirm the sequence for your credentialing and privilege review.
How should we handle competing offers or a counteroffer?
Ask what the other opportunity changes for the physician, such as earnings, call, procedure access, schedule, leadership, or family location. Describe your actual position clearly rather than making a late commitment your organization cannot maintain.
Can you recruit for permanent and temporary physician coverage?
Locum, travel, and contract coverage are available on request, with terms, licensing, credentialing, and malpractice arrangements confirmed before anyone starts.
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 where the vacancy creates pressure: clinic access, call coverage, procedures, inpatient work, or medical staff leadership. We will build the search around the work your physicians need to do. 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.
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 related pages help you prepare?
- How to hire a Medical Specialty Physicians team
- How to hire a Primary Care & Hospital-Based Physicians team
- How to hire a Surgical Specialty Physicians team
- Medical Specialty Physicians: positions we recruit
- Primary Care & Hospital-Based Physicians: positions we recruit
- Surgical Specialty Physicians: positions we recruit
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
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.
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.