Travel
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.
Cover a defined nursing gap without asking your permanent team to carry every extra shift.
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?
Travel coverage can help when a leave, seasonal volume change, or open requisition leaves a unit short. You need a nurse who can take an assigned patient load, document in your system, report changes clearly, and work the shifts you actually need.
We help you describe that assignment before we approach candidates.
A traveler is a practical choice when the gap has a known period or when your permanent search will take longer than the unit can absorb. The key question is not simply whether the nurse has worked in ICU, ER, or L&D. Ask what assignments they handled, what equipment they used, and how recently they worked with patients comparable to yours.
Travel nursing also asks something of your leaders. A charge nurse or educator must explain the medication process, escalation path, documentation rules, unit layout, and handoff expectations. Decide who owns those first-shift questions. A nurse with sound specialty experience still needs a clear local plan before taking a full assignment.
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 license. We screen for an active, unencumbered license in your state or a compact license that remains valid throughout the assignment. Your team completes its own credentialing review before the start date. Direct specialty work. We ask what patient populations the nurse cared for, what procedures they performed, and whether they were assigned independently.
- “ICU experience” alone does not show familiarity with your patient mix.
- Shift pattern. We confirm available days, nights, weekends, holidays, call expectations, and the intended assignment length. A candidate who only wants three day shifts may not solve a seven-night gap.
- Recent comparable setting. We ask about the nurse’s latest unit, documentation system exposure, floating history, and orientation length. Recent work in a similar facility type can reduce basic orientation questions, but it does not replace your local training.
- Clinical judgment. We discuss a realistic shift decision, such as receiving an unstable admission while another patient needs discharge teaching. Your clinical leaders decide whether the nurse’s answers meet your standards.
- Agreement details. Before anyone starts, the written terms should state the schedule, assignment period, travel or housing arrangements if offered, and other agreed logistics. Licensing, credentialing, and malpractice arrangements are confirmed before the assignment begins.
Where do we find them, and why would they move?
We speak with nurses who choose travel work after experience in academic medical centers, community hospitals, specialty units, and other facility types. Some want to work in another region. Others want assignment-based scheduling, broader specialty exposure, or a break from a permanent role.
A move does not automatically signal dissatisfaction with a former employer. A nurse may be between personal plans, following a partner, exploring a region, or seeking a defined assignment. We ask why this assignment fits now and whether its shift pattern, unit work, and duration match that plan.
Which mistakes stall the search?
A common mistake is sending only a specialty label, rather than stating the patient mix, common admissions, devices, procedures, and whether the nurse will float. Another is assuming a traveler can learn a local charting process during a rushed first shift without a named contact for access, medication questions, and escalation.
Changing nights, weekends, or assignment duration after interviews without discussing the revision before the written terms are finalized.
How would we run the search for this opening?
Tell us the unit, patient population, expected shift rotation, start window, assignment length, floating expectations, and tasks the nurse must perform independently. We screen credentials, work history, travel history, and stated availability. Select the nurse and document the assignment terms before work begins.
Describe the assignment
We will turn those details into focused screening questions.
Review the shortlist
You interview the people you want to consider, test clinical judgment, and complete your own credentialing and clinical assessment.
Confirm terms before start
Travel, contract, and locum coverage is available on request; licensing, credentialing, and malpractice arrangements must be confirmed first.
How quickly can a travel nurse start?
Timing depends on the specialty, state license status, candidate availability, your interviews, and your credentialing process. We will identify people whose stated start window fits your need, but no one should begin before the agreed checks and terms are complete.
What details should we provide for an ICU, ER, or L&D request?
Describe the usual assignment, patient population, shift rotation, floating practice, documentation system, and tasks performed without direct supervision. If specific equipment or procedures matter, name them. That lets us ask candidates about recent, direct experience rather than rely on a broad specialty title.
Can we change the schedule after we meet candidates?
You can revise the request, but tell us as soon as the need changes. A move from days to nights, added weekends, or a longer assignment may change who remains interested. We will discuss the revised terms with candidates before a start is arranged.
How do you assess fit for our unit?
We ask about concrete work decisions, including floating, handoffs, documentation, competing patient needs, and when the nurse sought help. You should also ask who they reported to on prior assignments and how they learned an unfamiliar local process. Your leaders make the final clinical and team-fit decision.
How do fees and agreement terms work?
Healthcare Headhunters’ core service is permanent contingency placement: there is no upfront fee, and you pay only if you hire. Travel coverage is available on request, with terms set before the assignment starts. Written agreements set fee and replacement terms for standard searches.
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 us the unit details, shift schedule, intended assignment period, and the work the nurse must handle independently. We will begin a focused travel search with those facts.
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.