Respiratory Therapist (RRT, CRT, RT), Home Health & Hospice
Hiring a home health or hospice respiratory therapist means finding someone who can assess breathing support, teach caregivers, and recognize when home care needs escalation.
No upfront fee. You pay only if you hire.
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What does this hire really come down to?
We recruit respiratory therapists for employers whose patients receive care outside a staffed respiratory department. Your hire may check oxygen equipment, review ventilator alarms, document respiratory findings, and explain equipment use to a family member. Before searching, we separate skilled home respiratory visits from hospice support, equipment service, and hospital-level respiratory duties. Those distinctions shape the candidate pool and interview.
Home health work often involves equipment checks, caregiver instruction, and communication with the ordering clinician between visits. Hospice adds goals-of-care discussions and coordination with the hospice nurse. Ask candidates how they explain an equipment concern without making promises about symptom relief or changing an ordered plan themselves.
A therapist who handles hospital ventilators well may still need preparation for solo visits. Ask what they do if a caregiver cannot repeat alarm instructions or the home has an equipment problem. Listen for clear reporting, documented teaching, and escalation through your protocols, rather than reliance on nearby hospital staff.
What do we ask candidates about?
- Confirm NBRC RRT or CRT status and the required state RT license. Ask where the candidate has practiced and whether the license covers your service area. Distinguish the NBRC credential from legal authorization to practice.
- Ask: What ventilators have you managed, and what did you check during a home visit? Useful answers identify prescribed settings, alarms, interfaces, caregiver observations, documentation, and communication when findings differ from the care plan.
- Ask: How have you used arterial blood gas results in respiratory care? Look for actual experience reviewing and reporting results. Clarify whether your position includes specimen collection, result review, or neither, rather than assuming hospital duties transfer.
- Review ACLS status and discuss NRP or PALS for pediatric work. Ask about patient ages and recent pediatric assignments. Match certificates to your services without presenting every certificate as a universal legal mandate.
- Ask: How would you teach a caregiver who remains unsure about oxygen equipment or a ventilator alarm? Useful answers include demonstration, teach-back, written instructions, documentation, and a clear contact route for unresolved questions.
- Ask: What would you report after a hospice visit involving changed breathing or equipment concerns? Listen for objective observations, communication with the hospice team, and respect for the documented care plan and therapist scope.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
We source from hospitals, LTACHs, and home respiratory providers. Hospital and LTACH therapists may bring ventilator and ABG experience. Home respiratory backgrounds may offer stronger evidence of independent travel, household teaching, and equipment follow-up. We ask about actual assignments, not just the employer category.
CoARC-accredited RT programs are another source pool when you can provide structured orientation. Experienced candidates may consider moving for a different schedule, less hospital rotation, or more patient teaching. We test those reasons against travel expectations, after-hours contact, and the support available during visits.
Which mistakes stall the search?
Treating equipment delivery experience as proof of clinical visit readiness. Ask which assessments, teaching tasks, and clinical communications the candidate personally completed.
Advertising a home-based role without defining territory, driving, or after-hours duties. Candidates need those details before assessing whether the schedule fits.
Using pediatric certificates as substitutes for pediatric experience. Ask about ages treated, equipment used, caregiver instruction, and the supervision your service provides.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
The role and the setting
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What do employers ask us?
Should we ask for RRT rather than CRT?
Base that choice on your clinical scope and credential policy. We screen NBRC status and the state RT license separately, then discuss the candidate's relevant respiratory work.
Can a hospital therapist move into home visits?
Yes, but assess solo decision-making, travel readiness, and caregiver teaching. Ask how the candidate would seek help without a respiratory colleague nearby.
How should we assess hospice fit?
Ask how the therapist communicates equipment findings within a comfort-focused care plan. A useful answer respects team decisions and avoids independent changes outside the assigned scope.
Must every home therapist have ABG collection experience?
Not every assignment includes collection. Describe your duties explicitly, and assess interpretation or reporting experience when those tasks belong in the role.
What should we clarify for pediatric home visits?
Specify patient ages, devices, supervision, and caregiver teaching duties. Review NRP or PALS as applicable, alongside direct experience with the children your service accepts.
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 about your home health or hospice respiratory visits, service area, and clinical support. We can screen for independent equipment checks, caregiver teaching, and reporting to your home care or hospice team.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.