Restorative Nurse Aide (RNA) Recruiters
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This is what we do all day: recruit healthcare professionals.
Hire a restorative nurse aide who can carry out nurse-directed activities, record resident participation, and recognize when a change needs nursing review.
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 restorative nurse aide supports residents practicing daily functions in long-term care and skilled nursing settings. Work may include walking, transfers, range-of-motion activities, dressing practice, and other assigned restorative tasks. We screen for experience following written plans, using approved assistance methods, and documenting what actually happened.
An RNA follows assigned activities under nursing direction rather than independently evaluating residents or changing treatment plans. Ask who assigns activities, who reviews progress, and how the aide communicates with nursing and rehabilitation staff. Those answers help define the job before interviews begin.
The strongest interview evidence describes an actual work sequence. Ask how the candidate checks the assignment, prepares equipment, assists the resident, and records participation. If a resident reports new pain or cannot complete an activity, the answer should describe stopping and reporting according to facility instructions. Do not accept enthusiasm for rehabilitation as proof of safe task execution.
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?
Credential status: Ask, “What aide credential do you hold, where is it active, and what restorative training have you completed?” Review applicable state registry status and training records. The RNA title alone does not establish a separate nursing license or prove eligibility for your position.
- Following the plan: Ask, “How would you check the assigned walking or range-of-motion activity before starting?” Look for reference to current instructions, assistance levels, equipment, and nursing clarification when directions conflict. The candidate should not describe independently advancing an activity.
- Transfers and mobility: Ask, “What would you do if the transfer assistance listed in the plan differed from what the resident needed?” A useful answer includes pausing, obtaining appropriate help, and notifying nursing rather than improvising a transfer.
- Resident participation: Ask, “How would you respond if a resident declined dressing practice?” Listen for respectful encouragement, attention to the stated reason, accurate recording, and reporting under facility procedures. Participation should not be described as something the aide can force.
- Documentation: Ask, “What would you record after an assigned restorative session?” Useful evidence includes the activity performed, assistance provided, participation, tolerance, and observations for nursing review. Probe whether records distinguish completed work from scheduled work.
- Competing assignments: Ask, “If personal care takes longer and a restorative session is at risk, whom would you notify?” Look for early communication and an honest account of unfinished work. A candidate should not document a session that did not occur.
Where do we find them, and why would they move?
We look at skilled nursing facilities, nursing homes, and long-term care programs with nurse-directed restorative services. Nursing assistants with documented restorative assignments may also be relevant. We compare their actual duties with your role, including whether they worked mainly on restorative activities or combined them with personal care.
Candidates may consider a move for clearer assignments, more consistent supervision, or a schedule that better fits their circumstances. We ask how nursing assigns sessions and reviews missed activities in their current role. Someone from a therapy-heavy setting may need closer questioning about nursing direction and documentation boundaries.
Which mistakes stall the search?
Do not treat a restorative course certificate as the entire credential check. Confirm the underlying aide qualification applicable to your setting, along with any state registry status and facility training expectations. A course does not replace those checks. Start by separating restorative nursing support from therapy services.
Avoid advertising restorative work while assigning mostly general aide duties. Describe the expected mix before interviewing, including personal care, transfers, documentation, and coverage when another aide is absent.
Avoid using therapy language that suggests independent assessment or progression. State who writes and changes the plan, then ask candidates how they would seek clarification before performing an unfamiliar task.
How would we run the search for this opening?
Tell us which restorative activities the aide will perform, the shift, the resident population, and the nursing supervision available. We screen credentials, work history, and fit through questions about plans, transfers, resident refusals, and documentation. Your search should reflect the residents served and how restorative assignments fit alongside routine aide duties.
Define the assignment
Identify whether personal care is also assigned and which credentials your facility accepts.
Review evidence
We present relevant experience with gaps identified, so you can focus interviews on unresolved concerns.
Complete your assessment
Before assigning resident care, review the candidate against your transfer procedures, reporting expectations, documentation system, and restorative training process.
Where this search connects
LPN/LVN, Nursing Assistants & Patient Care Techs
SpecialtyLicensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN)
Related roleCertified Nursing Assistant (CNA, STNA, LNA)
Related rolePatient Care Technician (PCT, Nurse Tech)
Related roleDialysis Patient Care Technician (Hemodialysis Tech, CCHT)
Related roleNational median annual wage. SOC 31-1131, Nursing Assistants.
BLS reports Nursing Assistants as one occupation. It does not publish a separate estimate for Restorative Nurse Aide (RNA), 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.
Open roles
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Should therapy experience replace restorative nursing experience?
Therapy experience alone does not demonstrate that the candidate followed nursing assignments. Ask who directed the work and how activities were documented; therapy support and nurse-directed restorative assignments may differ. Experience helping residents exercise does not establish experience in a restorative nursing program.
Does an RNA need a nursing license?
An RNA is not a licensed nurse merely because of the title. Check the aide credential and registry rules applicable to your setting.
Can a CNA without restorative experience be considered?
Yes, if your facility can provide the necessary training and supervision. Assess plan-following, transfers, reporting, and documentation before treating the candidate as ready for restorative assignments.
How should we assess documentation during interviews?
Use a hypothetical session with incomplete participation. Ask what the candidate would record and report, without sharing identifiable resident information.
Should restorative duties be combined with routine aide work?
They can be, but describe the mix clearly. Ask how the candidate would report missed activities when personal care assignments interfere.
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 restorative assignments, supervision model, and accepted aide credentials. We can help you compare candidates against the work your residents need.
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?
Personal Care Aide / Caregiver · Patient Sitter (Safety Companion, Patient Observer)
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.