Staff Development Coordinator, Skilled Nursing (SDC, In-Service Coordinator) 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 skilled nursing Staff Development Coordinator means finding someone who can turn observed care gaps into practical teaching without leaving orientation, competency records, or floor support unfinished.
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 recruit Staff Development Coordinators, also called In-Service Coordinators, for skilled nursing employers. You need a clear picture of the assignment before reviewing candidates. Will this person teach new hires, assess nursing skills, track education records, support infection prevention teaching, or also cover resident care?
Each duty changes the search.
If a nurse misses a documentation step, the coordinator should distinguish a knowledge gap from an unclear process. Ask how they would observe the task, teach the correction, and check whether staff can repeat it.
Teaching skill alone is not enough. This person must arrange sessions around resident care, reach evening and night staff, and follow up with employees who miss training. We ask candidates how they handle interrupted orientation and incomplete competency checks.
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 and clinical scope: What nursing license do you hold, and which duties have you performed under it? For assignments involving licensed nursing practice, we screen the applicable active license. Separate clinical assessment duties from administrative education tracking before choosing candidates.
- New-hire orientation: How would you organize orientation for a nurse and a nursing assistant starting together? Useful answers distinguish role-specific skills, supervised practice, documentation training, and sign-off responsibility. Ask what happens when a new employee needs more practice.
- Competency assessment: Describe how you checked whether staff could perform a skill after instruction. Look for direct observation, an appropriate evaluator, recorded results, and follow-up teaching. Attendance at an in-service is not evidence that an employee can perform the task.
- Shift access: How did you reach employees who worked nights, weekends, or irregular schedules? Ask about repeat sessions, protected teaching time, and communication with charge nurses. A useful answer explains how missed sessions were tracked without pulling everyone from resident care.
- Education records: How would you reconcile training attendance, competency forms, and overdue assignments? Look for a repeatable tracking method, clear ownership, and a way to retrieve records. Ask how the candidate would correct an incomplete record without inventing an assessment.
- Teaching from observed gaps: If staff repeatedly misunderstand a care procedure, how would you plan the next in-service? Listen for questions about the procedure, staff practice, and supervisor observations. Strong answers include a focused lesson and a later check of performance.
Where do we find them, and why would they move?
We look at skilled nursing facilities, nursing homes, and long-term care organizations with staff education functions. Relevant backgrounds include staff development coordination, nursing education, and nursing supervision with substantial orientation duties. A title alone does not show how much teaching someone actually performed.
Others may want broader responsibility for orientation or a different schedule. We ask what they want to change and compare that answer with your actual workload, reporting relationship, and teaching resources.
Which mistakes stall the search?
A common mistake is listing education as the main job while expecting routine charge coverage. State when floor assignments occur and who handles missed teaching afterward. Another is accepting a polished presentation as proof of teaching ability. Ask how the candidate assessed individual performance and handled unsuccessful competency checks.
Assigning every overdue training record to the new coordinator without explaining the backlog. Share what is missing, who can verify completion, and which records need review first.
How would we run the search for this opening?
Tell us who needs orientation, which shifts need teaching access, and what clinical duties accompany education. We review credentials, work history, and fit against the assignment. Use a hypothetical orientation schedule or incomplete competency record during interviews. Identify the supervisor, available teaching space, record system, and who signs competency assessments.
Define the assignment
We separate essential duties from tasks another leader already owns.
Screen practical evidence
Our conversations cover interrupted orientation, skill assessment, education records, and coordination with nursing leaders. You receive candidates whose experience can be tested through specific examples rather than broad claims about leadership.
Interview against your work
Ask candidates to explain their next steps and the information they need. No upfront fee. You pay only if you hire.
Where this search connects
Home Health, Hospice & Long-Term Care Nursing
SpecialtyHome Health RN (Field Nurse, Visit Nurse, Home Health Case Manager)
Related roleHospice RN Case Manager
Related roleSNF Charge Nurse (RN Supervisor, House Supervisor, Long-Term Care)
Related roleUnit Manager, Skilled Nursing (Nurse Unit Manager, LTC)
Related roleNational median annual wage. SOC 29-1141, Registered Nurses.
BLS reports Registered Nurses as one occupation. It does not publish a separate estimate for Staff Development Coordinator, Skilled Nursing (SDC, In-Service Coordinator), 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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Must our coordinator hold a nursing license?
Define the clinical duties first. If the assignment includes licensed nursing practice, the candidate needs the applicable active license; an education title does not replace it. A strong candidate connects education to what staff actually do during a shift. Some candidates may seek a clearer education assignment after combining training with frequent floor coverage.
Can a charge nurse move into staff development?
Yes, if the candidate can show meaningful teaching and assessment experience. Ask for examples beyond giving shift instructions or answering coworkers’ questions.
How should we test recordkeeping skill?
Present a hypothetical file with missing attendance and competency documentation. Ask what the candidate would verify, record, and refer to the responsible evaluator.
Should this person cover nursing shifts?
That is your staffing decision, but describe it before interviews. Ask how candidates would reschedule orientation when coverage interrupts planned teaching.
How can we assess teaching across shifts?
Ask for a sample plan covering day, evening, and night staff. Look for repeat access and follow-up, not one meeting everyone is expected to attend.
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 how orientation and in-service teaching work today, and where follow-up breaks down. We can build the search around those duties.
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?
Unit Manager, Skilled Nursing (Nurse Unit Manager, LTC) · Per Diem Home Health RN
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.