Temp-to-Perm
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.
See how a clinician works on your unit before you make a permanent hiring decision.
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 temp-to-perm arrangement lets your manager assess assigned work before offering a permanent role. You can review charting, handoffs, attendance, escalation choices, and response to feedback during an agreed assignment period. Use this option when an interview and references leave a practical question unanswered: how will this clinician work here?
A candidate may have relevant experience, an active state license where the role calls for one, and steady work history. Your leaders still need to assess fit with your patient population, documentation process, staffing pattern, and reporting structure.
Set the review plan before the first shift. Name the duties you will observe, who gathers feedback, and when discussions occur. Ask for dated examples rather than broad opinions. “The handoff omitted a pending test” identifies a concern. “Not a fit” does not show what happened, what should change, or whether the clinician adjusted.
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?
Confirm active state licensure for roles needing a license, plus any board certification you list as necessary or preferred. We screen credentials, work history, and stated scope. Your credentialing team clears assigned duties before the start; your unit leaders assess charting and handoffs during the assignment.
- Ask about renewal dates, board status, restrictions, and practice gaps that could affect the assignment.
- Ask which electronic health record functions the clinician has used. Discuss assessments, orders, medication documentation, discharge tasks, and late entries where relevant. System familiarity can shorten training, but it does not prove note quality. Ask for an example of correcting a charting error or clarifying an incomplete order.
- Review the first scheduled shifts for orientation gaps. Can the clinician locate unit policies, reach the right contact when information is missing, and follow your reporting path? Repeated questions may point to an access issue, unclear orientation materials, or a knowledge gap.
- Separate patient communication from team communication. Ask charge staff whether the clinician reports meaningful changes promptly, explains delays appropriately, and gives a usable handoff. A pleasant conversation does not help the next clinician if current orders, pending work, or follow-up details are missing.
- Discuss emergency response and code procedures before independent work within the assigned scope. Ask what part the clinician handled during a recent response and how local procedures were learned. Your clinical leaders decide whether observed work meets the unit standard.
- Ask about permanent interest early, then revisit it before the decision date. Cover schedule, commute, relocation, compensation expectations, family timing, and long-term duties. Temporary work may give a clinician time to decide whether a permanent move is realistic.
Where do we find them, and why would they move?
We may speak with clinicians from private practices, regional surgery centers, hospital departments, outpatient settings, and other care employers. Some want to compare a new unit’s schedule, documentation load, support structure, and patient mix with their current role before leaving stable work.
Temporary work can be a sensible way to assess a change, not proof of later acceptance.
We also meet experienced clinicians who have relocated or may relocate. They may seek local work while assessing a commute, housing, family plans, or regional practice norms.
Which mistakes stall the search?
Do not wait until the assignment is nearly over to raise a charting, handoff, attendance, or communication concern. Discuss one dated work example promptly and state the expected change. Do not use temporary status instead of role-specific orientation. Provide unit contacts, access steps, escalation paths, and local information needed for assigned duties.
Do not assume a clinician wants conversion because they accepted the assignment. Ask whether the location, schedule, compensation structure, and permanent duties remain acceptable.
How would we run the search for this opening?
Tell us the role, schedule, license needs, unit duties, and intended conversion decision. During the assignment, collect dated work examples and hold planned check-ins. Assess shortlisted clinicians for experience with your unit’s duties, shift availability, and interest in permanent work before selecting an assignment candidate.
Set the review plan
Identify the manager who gives feedback and the person authorized to approve a permanent offer.
Observe and discuss
We can discuss feedback, continuing interest, availability, and facts that may affect a permanent decision.
Decide on conversion
At conversion, compare observed work with the standards named at the start. If you choose to hire, we coordinate the next conversation under the written agreement and your internal hiring process.
What if we decide not to make a permanent offer?
Document work-based reasons and follow the agreed assignment terms. Tell us promptly so the end date and next steps can be discussed. Do not leave the clinician with an unexplained decision after weeks of positive feedback. We ask what would make a permanent role workable, including shift pattern, scope, manager access, and the timing of your decision.
How long should a temp-to-perm period last?
Use a period long enough to observe regular duties across normal shifts. The right length depends on orientation, the schedule pattern, and what your manager needs to assess.
Can a clinician start before our credentialing is complete?
Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. We screen available credentials and work history. Your organization completes credentialing and decides permitted duties.
What if the clinician receives another offer during the assignment?
Ask early what affects a permanent decision and when the clinician expects to decide. If another offer appears, discuss schedule, role scope, compensation, and start timing directly.
How are fees handled for a temp-to-perm search?
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.
If you want to assess a permanent hiring decision through observed work, tell Healthcare Headhunters what your manager needs to see.
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 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.