Plastic & Reconstructive Surgeon 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 plastic and reconstructive surgeon starts with matching operative scope, referral demand, and call duties to demonstrated surgical experience.
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 surgeon handling breast reconstruction may not cover the same cases as one focused on cosmetic surgery or hand procedures. We help you define the actual practice before recruiting. That includes scheduled operations, consultations, postoperative visits, emergency coverage, and the hospital access needed to perform the work you expect.
If you need reconstruction after cancer surgery, ask about coordination with surgical oncology and staged procedures. If cosmetic services are included, discuss consultation standards, patient selection, revision requests, and how outcomes are reviewed.
A candidate's elective practice does not establish experience with traumatic wounds or urgent reconstructive consultations. Describe which services share coverage, where patients are evaluated, and when another specialist takes over. We ask candidates to explain comparable responsibilities rather than accept a general willingness to take call.
What do we check before you see anyone?
Verify the physician license: Where are you licensed, and what restrictions or pending actions must be disclosed? We screen license information and work history. You complete your own credentialing, reference review, and clinical assessment before granting access to patients. Examine operative scope: Which reconstructive and cosmetic procedures have you performed recently?
- Ask for case categories, the surgeon's role, and relevant practice dates. Discuss how appropriate case information can support your clinical review without sharing identifiable patient records.
- Separate training from privileges: What plastic surgery training and board certification or eligibility can you document? Which privileges have you held? Certification supports review but does not establish permission to perform every procedure at your hospital or surgery center.
- Test complication ownership: How do you handle a postoperative concern when you are off site? A useful answer identifies the receiving clinician, escalation process, documentation, and follow-up responsibility. Ask who manages revision discussions and how cross-coverage works during absences.
- Check referral coordination: How do you plan reconstruction when another surgeon controls the initial operation? Listen for joint planning, scheduling dependencies, communication about changed findings, and clear patient discussions. Ask how the candidate handles a delayed referral or an altered operative plan.
- Explore practice fit: How would you divide clinic sessions, operating time, and postoperative visits under this schedule? Look for realistic staffing and follow-up assumptions. Ask which procedures need equipment, assisting clinicians, or hospital support that your current operation does not provide.
Where do we find them, and why would they move?
We consider surgeons from hospital-based reconstructive services, academic surgical departments, multispecialty groups, and private plastic surgery practices. Each background raises different questions. Academic experience may include shared decision-making and teaching; private practice experience may include consultation operations and direct responsibility for postoperative access.
A physician might consider moving for a different case mix, more predictable call, stronger referral relationships, or a change in practice ownership. Interest in your location alone does not establish comfort with your operative scope, staffing model, or expected balance of reconstruction and cosmetic work.
Which mistakes stall the search?
A common mistake is treating all plastic surgery experience as interchangeable. If microsurgical reconstruction is part of the position, examine recent relevant cases and available support before proceeding. Another is leaving postoperative coverage out of the offer discussion. Specify who answers patient concerns, provides weekend review, and accepts responsibility when the surgeon is away.
Advertising cosmetic growth without defining referral access, consultation scheduling, or operating arrangements. Ask what your practice can support before making expansion part of the position.
How would we run the search for this opening?
Tell us which procedures belong in the role, which are excluded, and how call is shared. We screen credentials, work history, and practice fit through specific questions. Before an offer, settle staffing, scheduling, postoperative coverage, and credentialing dependencies. Call coverage deserves a separate conversation.
Define the practice
Include clinic locations, operating sites, referral sources, and ownership expectations.
Compare relevant experience
You review clinical evidence, references, and proposed privileges through your own assessment process.
Resolve the operating details
No upfront fee. You pay only if you hire.
Where this search connects
National median annual wage. SOC 29-1249, Surgeons, All Other.
BLS reports Surgeons, All Other as one occupation. It does not publish a separate estimate for Plastic & Reconstructive Surgeon, 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.
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How should we assess microsurgical experience?
Ask about recent cases, operative responsibility, and postoperative coverage arrangements. Your clinical reviewers should evaluate supporting evidence alongside the resources available at your operating site. We ask which reason applies. Start with the cases your organization will offer, not a broad specialty label.
Can one surgeon cover both reconstruction and cosmetic services?
Possibly, but assess each part separately. Ask about recent procedures, consultation experience, and how the proposed schedule accommodates follow-up for both patient groups.
Does board certification establish our procedure list?
No: review documented training and experience against the privileges you intend to grant, using your credentialing process.
What should reconstructive call discussions cover?
Specify consultation types, response expectations, and transfer arrangements. Ask candidates to describe comparable coverage and situations that needed another specialist.
What matters when recruiting for breast reconstruction?
Discuss the procedures offered and coordination with cancer surgery teams. Review referral timing, operating access, and responsibility across staged care.
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 proposed case mix, call structure, and operating sites with Healthcare Headhunters. We will help you turn those details into a focused surgeon search.
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?
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.