Contract
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.
Contract clinicians cover a defined care gap when your permanent team cannot absorb the work.
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?
A contract placement can cover leave, a census change, a service launch, or a defined project. You set the dates, unit, hours, duties, reporting contact, and handoff plan before we begin the search. First, decide what must be covered on each shift.
A generalist may take an assigned patient load, document in your record system, join rounds, and report changes through your normal chain. A specialist may support a limited service, train staff on a workflow, or cover a seasonal increase. Screen for recent patient assignments when filling bedside shifts and for relevant service or workflow experience when staffing a defined project.
Then decide what your team can teach during orientation. Your clinical leaders complete their own assessment of skill and scope before start.
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 status and state authority. We screen for an active, unrestricted license for the state of practice. We also ask about pending actions, compact privilege where applicable, and the date the clinician can legally begin work. Recent comparable work. We ask what patient population, unit type, shift pattern, and assignment the clinician handled most recently.
- A telemetry assignment and an outpatient infusion assignment may both involve nursing, but they do not test the same daily decisions.
- Unit-specific certificates. We confirm current ACLS, PALS, BLS, or other certificates you identify for the assignment. A certificate that your facility prefers is not treated as a universal legal rule.
- Independent shift work. We ask candidates to describe receiving an assignment, finding the right contact, documenting an issue, and escalating a change in condition. This shows how they work without relying on informal local knowledge.
- Contract details. We review start date, end date, expected schedule, call expectations, location, and duties. Candidates should know whether an extension or permanent conversation is possible before they accept.
- References and work history. We review recent roles for attendance, assignment type, reason for leaving, and supervisor feedback. A short-term clinician may move for a fixed end date, family timing, travel plans, or a change in specialty focus.
Where do we find them, and why would they move?
We speak with clinicians who choose fixed-term work because they want defined dates, varied care settings, or room between assignments. Source pools include hospital-based clinicians, outpatient professionals, specialty-service staff, and professionals returning after a planned break. Some candidates have changed record systems, float practices, or team structures several times.
That experience can help when your orientation is focused. It does not replace your credentialing, unit orientation, or clinical assessment.
Which mistakes stall the search?
A common mistake is leaving duties broad. “Help the unit” does not tell a candidate whether they will take a patient assignment, cover triage, complete documentation, or support a project. Another is treating the end date as an afterthought. State who approves extensions and when that conversation will occur, so payroll, scheduling, and team planning stay aligned.
Skipping the final handoff. Ask what unfinished notes, pending follow-up, access items, or project details must be returned to the permanent team before the last shift.
How would we run the search for this opening?
Send us the license state, discipline, unit, dates, schedule, duties, certifications, orientation plan, and decision maker. We screen credentials, work history, availability, references, and fit against the written assignment. Compare shortlisted candidates against the duties they must handle after orientation.
Set the assignment
Tell us which duties are fixed and which can change if census changes.
Review the shortlist
You interview candidates about local practice, clinical judgment, and the work they would perform on your shifts.
Confirm start terms
Ask each to explain a recent comparable assignment and how they handed unfinished work back to permanent staff. Confirm that their availability covers your dates and shifts. Before anyone starts, the written agreement confirms terms, licensing, credentialing, malpractice arrangements, and the working relationship. Contract, travel, locum, and per diem coverage are available on request; per diem placements join your own pool.
What if a candidate withdraws after accepting a contract?
A counteroffer, family change, licensing delay, or schedule conflict can alter a candidate’s decision. We confirm interest and timing throughout the process, but no clinician’s decision can be promised. A contract clinician can learn local routines, but you should name the medication access process, escalation contact, charting expectations, and assignment limits.
How does a rare license or specialty affect the search?
A narrow license, specialty, schedule, or location reduces the available pool. We will ask which items are fixed and whether adjacent experience can work after your clinical review.
Should we cover travel or relocation costs?
Some contract candidates seek local work, while others need travel support. Decide your budget, housing approach, and reimbursement rules early, then share them before interviews.
When do fees and payment terms apply?
No upfront fee. You pay only if you hire, with terms confirmed in a written agreement before work begins.
Who handles payroll, insurance, and credentialing?
The written agreement identifies the parties and confirms payroll, malpractice, licensing, and credentialing arrangements before start. Your facility remains responsible for its own credentialing process and clinical approval.
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.
Send Healthcare Headhunters the work to be covered, the dates, and the local decisions a clinician must make. We will help you screen for a contract professional who matches that defined assignment.
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.
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.