Therapy 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.
Hire the therapy professional whose recent daily work matches your care setting, patient mix, supervision structure, and documentation load.
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?
Therapy hiring is not one interchangeable search. Physical therapists evaluate movement and plan care. Physical therapist assistants provide delegated treatment under applicable supervision. Occupational therapists address daily activities. Speech-language clinicians work within their scope on communication and swallowing. Audiology professionals focus on hearing and balance services.
We help you separate the work before candidates enter the process.
Start with the work that is delayed. A hospital team may need mobility assessments, discharge communication, and notes completed before transfer. An outpatient clinic may need scheduled treatments, goal updates, and payer-facing records across a full day. Home-based care adds route planning, home observations, and independent decisions between visits.
The same title can mean very different work. A sports medicine PT may have limited discharge-planning exposure. A skilled nursing clinician may know longer plans of care but need support with short inpatient stays. We ask what patients they treated, who reviewed their work, and what decisions they owned during a recent shift.
Years in practice do not answer every hiring question. We ask how a candidate handled an incomplete referral, a missed visit, a changed plan, or a note due before day-end. Those answers reveal work habits that a résumé cannot show.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
State license review. We screen for an active, unencumbered license in your jurisdiction and ask about renewals or disclosed discipline. For PT and PTA roles, we also ask about Physical Therapy Compact privilege and home-state status for your review. Discipline and setting match.
- We ask about recent patient ages, diagnosis patterns, visit types, and care sites. This distinguishes outpatient orthopedics from inpatient, pediatric, geriatric, home-based, sports medicine, audiology, and communication-focused work.
- PTA supervision history. State rules govern PTA supervision. We ask who directed treatment, how the plan was communicated, when the supervising PT was available, and how a patient-status change was escalated. You complete your own credentialing and policy review.
- Specialist credential relevance. ABPTS credentials such as OCS or NCS may matter for a focused service line. They may add little to a general caseload. We ask how the candidate used that knowledge in recent practice rather than treating a certificate as proof of fit.
- Documentation habits. We ask when notes were completed, what supported the plan of care, and how corrections or missing details were handled. We also ask about learning a new electronic record without assuming one system transfers to another.
- Schedule and move reasons. We discuss weekend rotation, travel between sites, productivity measures, supervision duties, and preferred schedule. People may consider a move after relocation, a changed family schedule, limited growth, or interest in another patient population. We test whether your opening supports that move.
Where do we find them, and why would they move?
Our searches can draw from recent graduates of CAPTE-accredited physical therapy programs, private practices, hospital departments, post-acute providers, home-based care organizations, rehabilitation programs, and therapy-adjacent service settings. Early-career clinicians may seek mentorship. Experienced clinicians may want a different patient mix or clearer duties.
We also speak with professionals who are not actively applying. Concrete details start better discussions than a broad title. Candidates ask about caseload composition, documentation timing, supervision, equipment, territory, and schedule.
Which mistakes stall the search?
A common mistake is combining PT, PTA, occupational therapy, speech-language, and audiology duties into one opening. Each discipline has different scope and shift decisions. Another is assuming outpatient work proves readiness for hospital discharge planning, or home-based autonomy proves fit with a clinic schedule. Ask for a recent comparable shift.
Waiting until appointments are delayed, then interviewing only on license and availability. Define patient population, notes, supervision, and schedule first.
How would we run the search for this opening?
Tell us which discipline you need, where care occurs, who reviews the work, and what must be completed before shift end. We screen credentials, work history, transition reasons, schedule fit, and setting exposure. Compare shortlisted candidates on recent work with your patient population, evaluation or delegated treatment responsibilities, and documentation deadlines.
Map the work
We ask candidates about comparable evaluations, delegated visits, documentation deadlines, and the supervision available in their recent roles.
Review qualified profiles
You interview candidates and conduct your own clinical assessment and credentialing.
Complete the hire
Discuss gaps in setting experience and decide whether your team can provide the needed supervision or training. 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.
Can Healthcare Headhunters assist with temporary coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement adds a professional to your own pool rather than filling individual shifts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Which therapy role should we open first?
Begin with the work your current team cannot absorb. Delayed evaluations may call for a different discipline than delegated treatment visits or communication-focused services. We help separate duties before outreach begins.
Can a PT Compact privilege replace a state license review?
No: for PT and PTA roles, Compact privilege may support multistate practice where applicable. We screen the stated privilege and home-state status, while you complete your own license and credentialing review.
Should we ask for OCS or NCS certification?
Use those credentials when your service line has work that calls for that background. They do not show fit with your schedule, record system, or patient mix. Ask how the candidate applied the specialty knowledge recently.
How should we assess a move from another therapy setting?
Ask the candidate to describe a recent shift. Learn how patients entered care, who set goals, when notes were due, and who made discharge decisions. If exposure is limited, discuss the training your team can provide.
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 what is backing up in your therapy department. We will search for professionals equipped for that work.
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 related pages help you prepare?
- Certified Occupational Therapy Assistant (COTA) Recruiters
- How to hire a Medical Imaging & Radiation Therapy team
- How to hire a Rehabilitation Therapy & Audiology team
- Rehab Hospitals & Outpatient Therapy Recruiters
- Therapy hiring: the setting changes the work
- Medical Imaging & Radiation Therapy: positions we recruit
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
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.