Permanent Placement
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.
A permanent hire can solve a recurring vacancy only when the person can do the actual work and accept the schedule you offer.
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?
Permanent placement brings a clinician onto your payroll as your employee. We recruit and screen people for the role, while you choose whom to interview, assess clinically, credential, and hire. This is different from temporary coverage. A direct hire is worth pursuing when recurring coverage changes care-team routines, stretches call rotations, or leaves leaders screening applicants between patient duties.
We arrange locum tenens, travel and contract coverage on request.
Before a search begins, define the shift pattern, procedures, equipment, support roles, and decisions this person owns.
A strong resume does not settle the hiring decision. Ask whether the clinician has worked your kind of schedule, managed comparable handoffs, and handled the same procedural expectations.
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?
Licensure source check. When the role calls for state licensure, we check the applicable medical board database rather than relying only on a document supplied by the clinician. We flag status questions early, while your team completes final credentialing. Certification review.
- We confirm current certification status through the relevant issuing source where available. A preferred certificate is discussed as a preference, not presented as a universal legal condition.
- Recent work review. We ask about recent procedures, hardware, documentation duties, and case mix. If your department uses specialized equipment, ask what the person operated independently and when they last used it.
- Transition discussion. We ask why each move happened, what the clinician wants next, and what would make them stay. A move may reflect schedule changes, limited advancement, a longer commute, or a desire for different clinical work.
- Peer interview preparation. Your lead clinicians should ask about handoffs, escalation questions, and disagreements over work assignments. The point is to learn how the person communicates when the shift plan changes.
- Reference conversations. Beyond automated background services, we ask references about attendance, follow-through, teamwork, and work during heavier patient flow. Your organization conducts its own final employment background screening and clinical assessment.
Where do we find them, and why would they move?
We speak with experienced clinicians who are working, former staff returning to the market, and professionals referred through clinical networks. Some are not applying publicly because they are employed and will consider a change only after a confidential conversation. We ask which factor matters most, so you do not build an offer around an assumption.
People may explore a move for a steadier rotation, clearer advancement options, different equipment, more support on shift, or a shorter commute.
Which mistakes stall the search?
A common mistake is describing the opening as routine, then revealing late call duties, limited support, or specialized equipment during the final interview. Another is treating every job change as a red flag instead of asking what changed, what the clinician tried to resolve, and why this role differs.
Waiting too long for internal feedback after a strong interview, then losing the chance to discuss an offer before another employer acts.
How would we run the search for this opening?
Tell us what happens on a normal shift, where coverage breaks down, and which duties cannot be taught after hire. We present screened clinicians with work-history context and credential findings. When you select a clinician, you issue the offer and complete your onboarding process.
Define the role
We turn that information into screening questions.
Review the shortlist
You decide who advances, then conduct interviews and your clinical evaluation.
Make the 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.
How long can a permanent clinical search take?
Timing depends on the role, licensure status, interview availability, relocation plans, and how narrow the work history you seek is. A search moves more cleanly when interviewers agree in advance on the duties they will test. If the role involves a move, discuss timing, household constraints, and a realistic start window before final interviews.
How do we discuss a possible counteroffer?
Ask the clinician what prompted the search before compensation is discussed. If their concern is call frequency, leadership access, growth, or commute time, a pay increase alone may not settle their decision.
When should we ask about relocation?
Ask early, before arranging several interviews. Confirm the proposed location, moving timing, family considerations, and any state licensure steps that could affect the start date.
What do we pay for permanent placement?
No upfront fee. You pay only if you hire. The written agreement describes the fee and replacement terms for a standard search.
Who completes final credentialing and background screening?
We screen credentials, work history, and role fit through concrete questions and source checks. Your organization completes final credentialing, employment background screening, onboarding, and clinical assessment under its own policies.
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 where the role breaks down during a shift and what a successful first months looks like. We will start the permanent search from that practical picture.
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.
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.