Permanent placements across the ten clinical and allied health specialties where the sourcing playbook works.
Outside this list, ask. The sourcing playbook works across the credentialed healthcare continuum.
Med-surg, ICU, ED, OR, telemetry, oncology, L&D, cath lab, post-anesthesia and case management. BSN-preferred, travel-converted candidates.
LPN/LVN placements into long-term care, home health, ambulatory surgery centers, school health and corrections. Multi-state license holders preferred.
CNA staffing for skilled-nursing facilities, hospital med-surg floors, dialysis units and home-care agencies. State-registry verified, BLS-current.
Certified medical assistants for primary care, specialty clinics, urgent care and FQHCs. CMA, RMA and CCMA credentialed candidates with EMR proficiency.
CST and CSFA placements for ambulatory surgery centers, hospital ORs and specialty surgical groups. Specialty-experience matched (ortho, cardiac, robotics).
ARRT-credentialed rad techs across X-ray, CT, MRI, mammography, interventional and ultrasound. RT(R), RT(CT), RT(MR) certified candidates.
ASCP-credentialed phlebotomists for inpatient draw teams, outpatient labs, mobile services and donor centers. CLIA-trained, pediatric-experienced where required.
CPhT-credentialed pharmacy techs for retail, hospital, specialty and 340B settings. IV-room trained, sterile-compounding certified candidates available.
Epic-credentialed analysts, Cerner consultants, HL7 integration engineers, clinical informaticists and revenue-cycle technologists.
Practice managers, medical billing specialists, coding leads (CPC, CCS), patient access reps and scheduling coordinators across primary care and specialty practices.
Different licenses carry different paperwork stacks, but the search runs the same way. Whether the role is an OR-circulating RN, a CT-credentialed rad tech or an Epic Cadence analyst, we follow the same four-stage pipeline.
Within 72 hours we deliver a talent map of credentialed candidates within commute range. The map shows licensed clinician volume, tenure profile, current-employer distribution and likely move motivation by cohort.
Targeted, named outreach to mapped candidates. Every approach is individualised to the candidate's current role and your specific opening. We do not run a public posting alongside the search unless you specifically ask.
License verification against the relevant state board, primary-source employment history, BLS/ACLS/PALS where applicable, sanction-list cross-check, three references, and a competency interview against your spec.
Offer coordination, counter-offer management, onboarding and credentialing paperwork, and a 90-day replacement guarantee from the start date.