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Private Duty Nurse (Pediatric Home Care, Trach and Vent RN or LPN) 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 pediatric private duty nurse means finding an RN or LPN who can manage assigned tracheostomy and ventilator care during long home shifts.

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

  1. We review your role, responsibilities and location.
  2. Ivan or a senior team member will reach out soon.
  3. 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 an open seat really costs

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.

01

The seat is costing you every week.

Overtime, diverted patients, a stretched team and a schedule held together by favors.

02

The posting brought the wrong people.

Applicants arrive, but the person who has done this exact work is employed and not looking.

03

You are the one chasing.

Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.

The work behind the title

What does this hire really come down to?

A pediatric home shift combines prescribed care, equipment checks, observation, documentation, and communication with caregivers. You need a nurse whose experience matches the child's needs, not just someone available for the schedule. We recruit for permanent placement and screen for home-care judgment, relevant nursing experience, and schedule fit.

Decide which nursing license the child's ordered home care calls for. Describe the child's tracheostomy and ventilator support, other ordered care, shift hours, and available clinical backup. Separate tasks expected of an RN from those assigned to an LPN under applicable nursing scope and supervision. A shared job description should not imply that either license permits every task.

Home nursing also demands sound decisions without a hospital team nearby. Ask how candidates recognize a change, follow the care plan, contact clinical support, and document the response. Listen for clear escalation and awareness of limits. Confidence alone does not show readiness to work independently in a family's home.

We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.

Screening

What do we check before you see anyone?

License and assignment scope: Ask, “Which nursing license do you hold, and where is it active?” Screen the license against the work location. Discuss any restrictions and whether the proposed assignment fits RN or LPN scope. Pediatric tracheostomy experience: Ask, “What tracheostomy care did you personally perform on your recent pediatric assignments?”

  • Useful answers distinguish hands-on duties from observation and describe following orders, checking supplies, and recognizing when clinical help was needed.
  • Ventilator experience: Ask, “Which ventilators have you used, and how did you respond to alarms?” Look for equipment familiarity, prescribed-setting boundaries, escalation, and an honest account of training still needed for your assignment.
  • Unexpected changes: Ask, “If a child's condition changes during a home shift, how do you decide whom to contact?” A useful answer follows the child's emergency plan and explains communication, documentation, and action within nursing scope.
  • Caregiver boundaries: Ask, “How would you respond if a parent requested care that differed from the orders?” Listen for respectful clarification, contact with the supervising clinician, and accurate documentation rather than agreement simply to avoid conflict.
  • Shift handoff: Ask, “What would you review before accepting responsibility for this child?” Strong answers cover current orders, recent changes, equipment, supplies, medications, and emergency contacts. Ask how the nurse reports unresolved concerns to the next caregiver.
Sourcing

Where do we find them, and why would they move?

We look at nurses from pediatric private duty agencies, home health providers with pediatric assignments, and hospital pediatric services. Each background needs a different interview. Home experience may show comfort with family routines; hospital experience may show relevant clinical exposure without proving readiness for an independent home assignment.

Ask what skills need refreshing and why this schedule fits now. A nurse might seek longer patient relationships, a different commute, or predictable hours. None of those reasons substitutes for verified experience with the assigned care.

Avoid these

Which mistakes stall the search?

A common mistake is treating adult ventilator experience as complete preparation for a pediatric case. Compare the candidate's actual patient population, equipment experience, and care duties with your assignment before deciding what orientation must cover. You complete your own credentialing and clinical assessment before assigning care.

02

Leaving household conditions out of the interview. Discuss pets, smoking exposure, lifting duties, overnight arrangements, and caregiver presence so neither side discovers a material mismatch after accepting the position.

03

Accepting “comfortable with trachs and vents” without examples. Ask when the candidate last performed the relevant care, what support was available, and which equipment or procedures would need further assessment.

Role-specific search plan

How would we run the search for this opening?

Send us the license sought, shift pattern, care duties, location, and clinical support structure. We screen credentials, work history, and fit through questions about pediatric care, equipment exposure, caregiver communication, and attendance. Use your interview and clinical assessment to test case-specific readiness.

01

Define the home assignment

Identify mandatory credentials separately from preferred certificates. Include orientation arrangements and any household conditions that could affect acceptance.

02

Compare relevant experience

You receive candidates whose backgrounds can be compared with the assignment, including gaps to explore.

03

Assess before assigning

Complete credentialing, review references, and confirm orientation with your clinical team. Discuss the schedule clearly before extending an offer.

See the six stages every search follows

National pay snapshot
$97,550

National median annual wage. SOC 29-1141, Registered Nurses.

BLS reports Registered Nurses as one occupation. It does not publish a separate estimate for Private Duty Nurse (Pediatric Home Care, Trach and Vent RN or LPN), 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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Questions

Can a hospital pediatric nurse transition into private duty care?

Yes, if the experience matches the case and your assessment supports the transition. Explore independent decision-making, household boundaries, and equipment differences rather than assuming hospital experience covers home practice. We also consider nurses returning to pediatric home care after other nursing work.

Should this pediatric home assignment be filled by an RN or an LPN?

Base that choice on the ordered duties, nursing scope, and supervision available. We can search for either license, but your clinical leadership must decide which fits the assignment.

How should we assess a nurse unfamiliar with our ventilator model?

Separate general ventilator experience from model-specific competence. Have your clinical team identify the training and assessment needed before the nurse takes responsibility for that equipment.

What should we ask about overnight home shifts?

Ask about recent overnight work, alertness during quieter periods, and reliable attendance. Explain monitoring duties and household arrangements rather than treating an overnight shift as interchangeable with daytime care.

How much should family preference affect our hiring decision?

Family input can reveal communication or household-fit concerns. Keep the clinical assessment separate, and do not let a positive introduction replace evidence of safe, case-specific nursing competence.

Next step

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 pediatric home assignment and shift pattern with Healthcare Headhunters. We will help you compare relevant nursing backgrounds and identify the questions your hiring team should resolve.

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.

Send us your open role

Step 1 of 2 · Your opening
No upfront fee. You pay only if you hire.
Profession and urgency (optional)
Who are you hiring?
How soon?

Looking for a job? Join our talent network.

What happens next

  1. We review your role, responsibilities and location.
  2. Ivan or a senior team member will reach out soon.
  3. 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.

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.

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