Rehabilitation Therapy & Audiology
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.
When therapy or audiology coverage is thin, you need a clinician whose daily work matches your caseload, documentation, and reporting structure.
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?
Healthcare Headhunters recruits permanent rehabilitation therapy and audiology professionals for defined department openings. Physical therapists, occupational therapists, speech-language pathologists, and audiologists carry different work. We screen each discipline against the referrals, equipment, patient conversations, and records your team handles. A physical therapist may assess transfers, gait, mobility, and response to exercise.
An occupational therapist may address self-care, upper-extremity function, adaptive equipment, and discharge routines. A speech-language pathologist may work on communication, cognition, language goals, or swallowing within scope.
Decide whether you need a clinician ready for an established caseload or one who can learn with local support. Ask what they review before an initial visit, how they select an assessment, when they involve another discipline, and when they complete the record. Those answers show whether prior work resembles your opening.
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?
License status and scope. We verify disclosed current state license status when the role needs a license. We ask about renewal timing, relocation plans, and board matters the candidate discloses. Your organization completes credentialing and makes the final scope decision.
- Setting-specific work. We ask candidates to describe a normal day in acute care, inpatient rehabilitation, outpatient practice, home health, school-based services, or another relevant setting. We ask which referrals they received and what they did when a planned visit could not proceed.
- Population and service line. We ask about geriatric, pediatric, post-surgical, neurologic, or other populations you serve. For a post-operative program, we ask what the clinician reviews before a first visit and when they contact the referring provider.
- Documentation and schedule decisions. We ask which record systems candidates used, when notes were completed, and how they managed evaluations, progress notes, cancellations, and a full schedule. We also ask what they do when a same-day change affects planned visits.
- Credentials and advanced training. We confirm credentials relevant to your search, including OCS or NCS for physical therapists and NBCOT certification for occupational therapy candidates. A preferred certificate remains a preference unless you identify a role-specific reason for it.
- Supervision and team practice. We ask who reviewed plans of care, how assistants or support staff participated where applicable, and how the candidate raised a concern. This gives you a basis for comparing prior reporting lines with your department structure.
Where do we find them, and why would they move?
We reach professionals from hospital rehabilitation departments, inpatient rehabilitation programs, outpatient clinics, home health organizations, schools, private practices, and audiology practices. Hospital-based clinicians may coordinate discharge details across disciplines. Clinic-based professionals may manage recurring appointments and a narrower specialty mix.
People may consider a move for different hours, a new population, a specialty program, more predictable scheduling, or clearer reporting lines. We ask what they want to change and retain. If relocation is involved, we ask about license timing, household logistics, and the target start window.
Which mistakes stall the search?
A common mistake is using identical interview questions for every discipline. Gait experience does not show readiness for hearing testing, device follow-up, or audiologic counseling. Another is waiting until an offer to explain record completion and review practices. Ask when notes are finished and what happens after a schedule change.
Treating a license or certificate as proof of setting fit. Credentials do not show familiarity with your referral mix, equipment, or reporting line.
How would we run the search for this opening?
Tell us the discipline, state, setting, population, daily caseload, documentation process, and supervision model. We screen credentials, work history, reasons for considering a move, and fit with the work described. You complete clinical assessment, credentialing, and team-fit decisions through your own process.
Describe the opening
We also ask which duties you teach locally and which background the new hire needs before starting.
Review screened profiles
You receive profiles with interview follow-up points rather than a stack of title matches.
Interview and hire
Healthcare Headhunters provides permanent contingency placement with no upfront fee. 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.
Every title in Rehabilitation Therapy & Audiology
- Physical Therapist (PT, DPT)
- Physical Therapist Assistant (PTA)
- Occupational Therapist (OT, OTR/L)
- Certified Occupational Therapy Assistant (COTA)
- Speech-Language Pathologist (SLP, Speech Therapist)
- Speech-Language Pathology Assistant (SLPA)
- SLP Clinical Fellow (SLP-CF)
- Certified Hand Therapist (CHT)
- Audiologist (AuD)
- Recreational Therapist (CTRS)
- Athletic Trainer (ATC, clinical and industrial)
- Orthotist / Prosthetist (CO, CP, CPO)
- Lead Physical Therapist
- Rehabilitation Supervisor
How do you assess fit with our documentation process?
We ask which systems candidates used, when they completed notes, and how they handled evaluations, progress records, and schedule changes. We also ask about review practices because the same system may be used differently across departments. An audiologist may conduct hearing evaluations, explain findings, and provide hearing-device services.
Which discipline should we name first if several openings exist?
Start with the vacancy causing the clearest work problem, such as delayed evaluations or discharge work waiting for therapy input. We can run separate searches so each discipline is screened against its actual duties.
Do you screen for state licensure?
Yes: we verify disclosed current license status for roles that need a state license and ask about renewal or relocation timing. Your organization remains responsible for credentialing and the final determination.
What if we prefer OCS, NCS, or NBCOT certification?
Tell us which credential you prefer and why it matters to the service line. We verify it during screening and distinguish that preference from a license needed for the role.
Can you help with short-term coverage instead of 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.
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 Healthcare Headhunters which discipline is open and what happens during a normal shift. We will start with clinicians whose credentials and work history give your team a focused basis for interview decisions.
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.
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.