Women's, Neonatal & Pediatric Nursing
Fill women’s, neonatal, and pediatric openings with nurses whose recent assignments match the work on your unit.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
What does this hire really come down to?
Labor and delivery, postpartum, nursery, NICU, inpatient pediatrics, maternal-fetal medicine, and lactation are related, but not interchangeable. One shift may involve cesarean circulation; another may involve feeding assessment, respiratory observation, pediatric infusions, or a transfer handoff. We screen for the assignment, not the specialty label.
A resume listing maternal-child nursing does not show what happened during a difficult shift. We ask what the nurse owned during an urgent delivery, neonatal escalation, pediatric change in condition, or feeding consultation. Strong answers identify the patient population, assigned duties, team communication, documentation, and handoff.
This family has distinct hiring questions. Labor and delivery nurses may need fetal monitoring and operating-room circulation experience. Neonatal candidates must fit your nursery or NICU level. Pediatric nurses need age-range alignment. Lactation consultants need current IBCLC standing and recent counseling work. Your leaders complete clinical assessment and credentialing.
What do we ask candidates about?
- For labor and delivery roles, we verify current RNC-OB status when your opening calls for it and recent fetal monitoring certification. We ask about emergency cesarean cases: Did the nurse circulate, prepare the room, document, and communicate with the team? Scrub-only experience is not the same background.
- For neonatal openings, we check current NRP certification and recent work beyond routine transition care. We ask about infants with congenital anomalies, including preparation for surgical involvement or transfer. The diagnosis alone matters less than the candidate’s own assignment and actions.
- For maternal-fetal medicine and higher-risk obstetric work, we ask which complications the nurse handled recently. Placental abruption, gestational diabetes complications, induction monitoring, and escalation calls can show whether prior work resembles your service line.
- For inpatient pediatric roles, we review current PALS certification when applicable, state nursing license status, and admitted age ranges. We ask about airway support, infusion therapy, medication charting, family communication, and the point at which the nurse sought additional help.
- For lactation consultants, we check current IBCLC standing and recent practice hours. We ask how the candidate assessed a complex breastfeeding concern, recorded the visit, coordinated with nursing or providers, and planned follow-up within their scope.
- For every search, we ask about the electronic record used and the notes completed during a normal shift. Delivery records, postpartum flowsheets, neonatal assessments, pediatric medication records, and lactation documentation create different onboarding questions.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
Our source pools include nurses from tertiary teaching facilities, community maternity centers, neonatal services, pediatric inpatient units, and hospital-based or private-practice lactation settings. Backgrounds differ by unit level, operative access, patient mix, and documentation duties.
A nurse may consider a move because of schedule changes, commute, leadership turnover, advancement limits, or interest in another service line. We ask what changed and what the person wants next. That conversation helps you assess whether the role offers a credible reason to move.
Which mistakes stall the search?
Counting years in women’s or children’s services without asking which patients the nurse personally managed during an escalation.
Treating nursery, NICU, pediatric floor, PICU, and labor-and-delivery backgrounds as substitutes without checking unit level, age range, and procedures.
Assuming a certificate proves recent hands-on practice, then learning the related skill has not been used for years.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Every title in Women's, Neonatal & Pediatric Nursing
- Labor & Delivery Nurse (L&D RN, LDRP RN)
- Antepartum Nurse (High-Risk OB RN)
- Mother-Baby Nurse (Postpartum, Couplet Care RN)
- NICU Nurse (Neonatal ICU RN)
- Pediatric Nurse (Inpatient Pediatrics RN)
- PICU Nurse (Pediatric ICU, Pediatric Critical Care RN)
- Pediatric Emergency Nurse (Peds ER RN)
- Lactation Consultant (IBCLC)
- Labor & Delivery Charge Nurse
- NICU Charge Nurse
What do employers ask us?
Do you recruit across women’s, neonatal, and pediatric nursing?
Yes: we support permanent contingency searches for labor and delivery, postpartum, nursery, NICU, maternal-fetal medicine, inpatient pediatric, and lactation positions. Each search begins with the duties, patient group, and unit level for the opening.
Is RNC-OB needed for every labor and delivery opening?
No: RNC-OB may be preferred or requested by your organization, but it is not a universal condition for every labor and delivery role. We screen for current status when you identify it for the search.
How do you screen an out-of-state nurse?
We ask about current state nursing license status, the intended licensing path, relocation timing, and commitment to the move. Your organization confirms its own credentialing and hiring steps before setting a start date.
Can you help with travel, locum, contract, or per diem needs?
Permanent/direct-hire recruitment is our core service across clinical, operational and leadership roles. If you need a temporary or other arrangement, describe the need so we can discuss whether we can help. Responsibilities and terms must be confirmed separately for that engagement. Your organization retains clinical assessment and credentialing responsibility. Per diem means placement into your own staffing pool, not coverage for individual shifts.
When are recruitment fees due?
No upfront fee. You pay only if you hire a candidate we present, based on the fee and replacement terms in your written 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 Healthcare Headhunters which maternal-child role is open and what the nurse does on a typical shift. We will screen for the recent work that makes an interview worth your team’s time.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.