Senior RN Case Manager 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 Senior RN Case Manager means finding an RN who can turn fragmented discharge information into an actionable plan without losing track of patient needs, payer deadlines or unresolved handoffs.
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?
We help you recruit for the actual caseload: inpatient transitions, outpatient follow-up, community services or a defined patient population. Before searching, we ask who assigns cases, who handles authorizations and what decisions this nurse owns. Those answers separate a strong match from an experienced RN whose previous work was materially different.
Look beyond years in nursing. A senior case manager should explain how they identify barriers, document next steps and escalate stalled plans. If transportation, medication access or caregiver availability blocks a discharge, ask what they would verify first and who would receive the unresolved issue.
Define what senior means in your service. It might include difficult cases, peer coaching, chart review or coverage for a manager. Do not assume those duties come with the title. Ask for examples of correcting a weak handoff while keeping ownership clear between nursing, social work and the treating team.
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?
RN license: Confirm an active RN license valid for the work location. Ask about practice restrictions and the settings in which the candidate last worked. Match the nursing scope to the job before discussing case management credentials. Case ownership: Ask, “Walk us through a case from referral to closure.”
- A useful answer identifies the initial assessment, patient goals, action owners, follow-up dates and the reason the case closed.
- Transition barriers: Ask, “What would you do if the discharge plan changed late in the day?” Listen for updated information, direct communication, documented outstanding tasks and a clear handoff to whoever covers next.
- Payer work: Ask, “Which authorization or appeal tasks did you personally handle?” Strong answers distinguish collecting clinical information from making decisions assigned to a payer or another clinician. Ask how missed deadlines were escalated.
- Documentation: Ask, “How would another nurse know what remains unfinished in your note?” Look for specific barriers, responsible contacts and dated follow-up actions rather than a list of phone calls without outcomes.
- Senior responsibilities: Ask, “How have you reviewed another case manager’s plan or coached a colleague?” Useful evidence includes the issue identified, feedback given and a later check.
Where do we find them, and why would they move?
We consider RNs from hospital case management departments, ambulatory specialty programs, health plans, home health agencies and community care programs. For a hospital assignment, verify experience coordinating receiving-provider acceptance and equipment delivery, not just member outreach. Hospital experience may emphasize discharge arrangements, while health plan experience may center on telephone assessment, authorizations and ongoing member follow-up.
We ask what each candidate actually handled, including caseload mix, referral volume, documentation systems and access to social work support. Someone may consider moving for more direct patient contact, clearer case ownership or a different schedule.
Which mistakes stall the search?
Avoid advertising a senior title without describing review authority. If the nurse will coach peers but cannot assign cases or evaluate performance, say so before interviews. Avoid treating payer experience as proof of discharge planning skill. Ask how the candidate arranged services, verified acceptance and communicated unresolved barriers before transferring responsibility.
Avoid leaving caseload boundaries undefined. Explain which referrals this nurse accepts, what triggers escalation and who covers unfinished work during absences. Otherwise, candidates cannot judge the daily assignment.
How would we run the search for this opening?
You describe the patient population, reporting line, schedule and case responsibilities. We screen credentials, work history and fit through questions about real case tasks. Compare shortlisted nurses using the same hypothetical stalled discharge. We clarify whether the nurse performs authorizations, leads case conferences or reviews colleagues’ documentation.
Define the assignment
Include any certification preference and explain how it relates to the work.
Review relevant evidence
You review candidates against your service’s expectations and interview for clinical judgment. Ask for de-identified examples rather than patient records or confidential employer materials.
Confirm the hire
Assess how each identifies missing referral information, assigns follow-up ownership and escalates a payer deadline. Check whether their peer-review experience matches the authority you will give them. 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. You complete credentialing and confirm the assignment before the nurse starts.
Where this search connects
Specialty, Outpatient & Community Nursing
SpecialtyInfusion Nurse (Outpatient Infusion, Chemo Infusion RN)
Related roleDialysis Nurse (Hemodialysis RN, Acute or Chronic)
Related roleWound Care Nurse (WOC Nurse, Wound Ostomy RN)
Related roleRN Case Manager (Hospital Case Manager, Care Manager RN)
Related roleNational median annual wage. SOC 29-1141, Registered Nurses.
BLS reports Registered Nurses as one occupation. It does not publish a separate wage for Senior RN Case Manager, this seniority level or these 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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Does this role need a case management certification?
An RN license is necessary for the nursing role. A case management certification may be preferred, but it is not a universal legal mandate. State your preference separately from the license. We explore those reasons against your role rather than assuming every candidate wants management duties.
Can a health plan RN handle our hospital discharge caseload?
Possibly, but verify direct experience with discharge arrangements and receiving providers. Telephone case management alone does not demonstrate those tasks.
Should the senior nurse supervise other case managers?
Only if your position includes that authority. Separate peer coaching and case review from staff supervision, scheduling and performance evaluations.
How should we test documentation during interviews?
Use a hypothetical case with an unresolved referral. Ask the candidate to describe a note showing the barrier, next action, owner and follow-up date.
What should we disclose about after-hours handoffs?
Explain who receives unfinished cases and whether this nurse has evening or weekend duties. Ask how they would communicate pending authorizations or unconfirmed service arrangements.
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 where cases stall and what this senior RN will own. We will look for evidence of resolving referral barriers, tracking pending authorizations and reviewing peers’ handoffs within the authority you describe.
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.