Travel Nurse (Travel RN, any specialty) 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.
When you need temporary RN coverage, you need evidence that the nurse can perform your actual assignment from the first scheduled shift.
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.
- Travel RN
- Contract RN
- Traveler
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 Travel RN, Contract RN, or Traveler may cover a leave, census change, or specialty gap. We ask about the patient population, shift pattern, charting system, equipment, float expectations, and handoff work. Then we screen for recent work that matches those duties, not just an active RN license.
Availability matters, but it should not decide the interview alone. Ask what the nurse did on the last assignment. Did they receive admissions, manage transfers, document in a new system, or clarify a local process with charge staff? A strong nurse in one specialty may still need more preparation for a different patient mix.
Match recent practice to the shift you need covered. If telemetry is part of the assignment, ask when the nurse last monitored rhythms and what escalation path they used. If the unit includes pediatric, procedural, or critical-care work, ask for direct examples. Your team completes clinical assessment and credentialing. We screen credentials, work history, and fit before an introduction.
We arrange locum tenens, travel and contract coverage on request.
What do we check before you see anyone?
License access for target states. We review whether the RN holds a multistate license or licenses in your target states. We ask where the nurse may legally practice on the proposed start date. A license gap is identified before you invest time in interviews.
- Unit-specific certificates. We confirm certificates your unit requests, such as BLS, ACLS, PALS, or specialty credentials. We check expiration dates and recent use. A preferred certificate is not treated as a universal legal mandate.
- Recent skills checklist. We review documented skills for your assignment, including equipment, charting systems, patient populations, monitoring, procedures, and medication workflows. We ask when the nurse last used each skill and whether they performed it independently.
- References from recent assignments. We seek factual feedback from recent supervisors about attendance, handoffs, communication with charge staff, and response to unfamiliar local processes. We ask how the nurse handled a changed assignment or a documentation question.
- Assignment history. We review contract dates, completed assignments, extensions, and stated reasons for moves. A nurse may seek specialty exposure, a different location, family time, or a schedule change. We do not assume a move signals a problem.
- Start and onboarding details. We confirm the current contract end date, realistic availability, requested schedule, and known licensing or credentialing steps. You decide whether the timeline fits your orientation plan and unit schedule.
Where do we find them, and why would they move?
Our source pool includes travel nurses finishing contracts, staff nurses ready to travel, and nurses with compact licenses. A staff RN may seek a first travel role after building confidence in a specialty. An experienced traveler may want a different location, patient population, schedule pattern, or assignment length.
These are background types, not assumptions about motivation. Some nurses compare housing logistics and time away from home. Others want duties that match the interview discussion. We ask what would make the assignment workable and share candidates whose answers fit your stated terms.
Which mistakes stall the search?
A common mistake is treating broad RN experience as proof of recent specialty competence. Ask what the nurse did on the last comparable shift. Another is waiting until late in the process to check target-state license access. A strong interview cannot create an available license by your intended date.
Leaving floating, orientation, charting duties, and schedule expectations vague. That can produce a declined offer or an early mismatch.
How would we run the search for this opening?
Tell us the specialty, patient population, shifts, charting system, equipment, orientation plan, float expectations, and target start date. We present nurses whose license position, recent specialty work, certificates, skills checklist, references, and availability match your stated assignment. Travel, contract, and locum coverage are available on request.
Describe the actual assignment
We screen beyond a broad Travel RN label.
Review focused candidates
You interview for local practice fit and complete your clinical review.
Confirm terms before start
Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem means placement into your own pool, not individual shift coverage.
Where this search connects
National median annual wage. SOC 29-1141, Registered Nurses.
BLS reports Registered Nurses as one occupation. It does not publish a separate estimate for Travel Nurse (Travel RN, any specialty), 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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We tell you where qualified Travel Nurse (Travel RN, any specialty) are working in your area and what it takes to move them. No fee. No obligation.
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Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Can you help with travel or contract coverage rather than a permanent hire?
Yes: we arrange locum tenens, travel and contract coverage on request. Terms, licensing, credentialing, and malpractice arrangements are confirmed before the clinician starts. We cannot promise that a clinician will accept an extension or remain for a set duration. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
How does a current travel contract affect our start date?
A nurse may need to finish a current assignment before starting another one. We confirm the stated end date, notice obligations, and earliest realistic start date. You decide whether that timing works for your schedule.
Should we interview a Travel RN with broad experience but limited recent work in our specialty?
Possibly, if your orientation and assignment can support the gap. Ask about comparable patients, devices, charting tasks, and escalation decisions handled most recently. Recent direct work usually matters more than older assignments.
Who verifies licenses and clinical fitness for the unit?
We screen licenses, certificates, work history, skills checklists, references, and assignment fit. Your facility completes its own credentialing, license verification, and clinical assessment for the role.
Can we hire a travel nurse permanently?
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 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 what the RN will do on shift, where the license must be active, and when coverage is needed. We will screen Travel RNs against that assignment before you spend time interviewing.
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?
Travel Physical Therapist · Travel Allied Health Professional (imaging, lab, cardiopulmonary, surgical, therapy)
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.