Utilization Review Nurse (UR RN, Utilization Management Nurse) 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 a UR RN who can connect chart facts, status decisions, and payer criteria before denials grow.
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.
- UR RN
- Utilization Management Nurse
- Clinical Reviewer
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 UR RN reviews records while care is underway, asks for missing support, and prepares cases for payer review. We screen for nurses who can explain why a status decision is supported, what the record lacks, and who must act next.
This is not a bedside assignment moved behind a screen. The nurse reads admission findings, progress notes, orders, tests, and discharge plans.
Your hire may need to speak with case management, physicians, coding staff, and payer contacts in one shift. Your clinical leaders complete their own assessment of judgment and local policy knowledge.
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?
Active RN license for the role’s jurisdiction. We confirm license status and ask where the nurse has used that license in review work, rather than treating inpatient bedside experience alone as proof of fit. InterQual or MCG experience. Inpatient and observation status knowledge.
- We ask which product and edition the candidate used, how they located the relevant subset, and what they did when the record did not meet the reviewed criteria.
- We ask for a hypothetical case in which initial findings support observation, then new documented facts may support a status change. The candidate should explain the review trail, not offer treatment advice.
- Concurrent chart review habits. We ask how the nurse identifies missing provider documentation, records outreach, and revisits a case before a payer deadline. This shows whether they work from evidence instead of assumptions.
- Appeal preparation. We ask how the candidate turns dates, clinical findings, treatment notes, and discharge barriers into a concise appeal summary. A good answer distinguishes source documentation from unsupported advocacy.
- Peer-to-peer coordination. We ask how the nurse schedules the discussion, gives the physician a focused case summary, and records the result. Clear coordination matters when a medical director needs specific chart facts quickly.
Where do we find them, and why would they move?
We recruit from hospital review departments, health plans, review vendors, and remote review teams. Hospital-based nurses may seek a different reporting structure, a remote or hybrid arrangement, or a role with a narrower payer mix. Payer-side reviewers may want closer contact with hospital care teams.
Each source pool brings a different viewpoint. A health plan reviewer may know denial logic well but need to explain collaboration with providers. We test the gap rather than assume the employer type predicts performance.
Which mistakes stall the search?
A common mistake is choosing a strong bedside RN who has never applied InterQual or MCG in active record review. Another is treating observation and inpatient status as interchangeable during interviews or onboarding discussions. They compare that record with InterQual or MCG guidance, then raise a clear question when the documented facts do not support the requested level of care.
Skipping a conversation about physician outreach, appeal deadlines, and who owns final follow-up.
How would we run the search for this opening?
Tell us which payers, care settings, work location, schedule, reporting line, and review backlog matter. We screen credentials, work history, criteria-tool experience, status reasoning, and communication examples. You interview the finalists and complete credentialing. We ask how the candidate frames a documentation query, tracks a review deadline, and separates a clinical concern from a status or payment question.
Map the review desk
We also ask whether the nurse handles concurrent reviews, appeals, peer-to-peer preparation, or all three.
Review working evidence
If you use a hypothetical chart exercise, you set the format and assess the candidate’s clinical judgment.
Select and document terms
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.
Where this search connects
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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 Utilization Review Nurse (UR RN, Utilization Management Nurse), 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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Do you need a nurse with both InterQual and MCG experience?
Not always: ask which tool your team uses most and whether the nurse must work independently on day one. Experience with one tool can transfer, but we will identify the gap clearly. A hospital reviewer may know concurrent workflows but need stronger experience defending appeals.
Should inpatient and observation experience be mandatory?
It should be part of the interview when the desk handles status reviews. Ask the candidate to describe the documented facts they would seek before escalating a hypothetical status question.
Can a payer-side reviewer succeed in a hospital role?
Yes, if the nurse can work constructively with hospital teams and explain payer reasoning without relying on payer authority. We ask about provider outreach, appeal support, and concurrent record review.
Is remote work a reasonable option for this role?
It can be, depending on your systems, access rules, training plan, and communication expectations. We clarify whether you need onsite, hybrid, or remote candidates before outreach begins.
What recruiting arrangement do you offer?
No upfront fee. You pay only if you hire. Locum, travel, contract coverage, and placement into your own per diem pool are available on request, with terms confirmed before anyone starts.
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 your review process stalls, which cases demand the most follow-up, and what your hiring team must see in an interview. We will bring forward UR RN candidates with relevant review experience.
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?
RN Case Manager (Hospital Case Manager, Care Manager RN) · Oncology Nurse Navigator
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.