Nurse Recruiter
Units that depend on every nurse deserve a recruiter who places each one with care.
Advanced Practice
Nurse Practitioner Recruiting
Nurse practitioners have become central to how care gets delivered, and demand has outrun supply in most markets. The result is that experienced NPs are rarely on the job market for long, and the ones you want are usually employed and not looking.
That is what a headhunter for nurse practitioners actually does: reach the NPs who are not applying anywhere. Posting a role and waiting reaches the small share of the market that is actively searching. Direct outreach reaches the rest.
Physician assistants: VHP recruits PAs across the same settings, including surgical, emergency medicine, orthopedics, cardiology, dermatology, and primary care.
What we screen for beyond the license: scope of practice authority in your state, supervisory or collaborative agreement requirements, prescriptive authority and DEA, procedural competencies, panel size expectations, EMR proficiency, and comfort with the level of autonomy the role actually carries. NP placements most often fail on autonomy mismatch, in both directions.
NP specialties we recruit
- Family Nurse Practitioner (FNP)
- Adult-Gerontology Primary Care NP (AGPCNP)
- Adult-Gerontology Acute Care NP (AGACNP)
- Psychiatric Mental Health NP (PMHNP)
- Pediatric NP (PNP), primary and acute care
- Women’s Health NP (WHNP)
- Neonatal NP (NNP)
- Emergency NP (ENP)
- Certified Nurse Midwife (CNM)
- Certified Registered Nurse Anesthetist (CRNA)
Nursing roles we recruit
- Registered Nurse (RN), all units
- Charge Nurse and Nurse Supervisor
- Nurse Manager and Director of Nursing
- Clinical Nurse Specialist (CNS)
- Clinical Nurse Educator
- Case Management and Utilization Review RN
- Infection Prevention Nurse
- Licensed Vocational and Practical Nurse (LVN/LPN)
- CNA and Patient Care Technician
Nursing
Registered Nurse Recruitment
Nursing vacancies are the most operationally visible staffing problem a hospital has. Nursing recruitment agencies exist because internal teams often cannot source fast enough against that pressure.
The useful ones do more than forward applications. They understand unit-level fit: acuity, ratios, shift structure, charge expectations, float requirements, and preceptor load.
Units and specialties: Medical-Surgical, Telemetry and Progressive Care, ICU and Critical Care, Emergency Department, Operating Room and Perioperative, PACU, Labor and Delivery, Postpartum and Mother-Baby, NICU, PICU, Pediatrics, Oncology, Cardiac Cath Lab, Dialysis, Behavioral Health, Home Health and Hospice, Ambulatory and Clinic.
Imaging
Radiologist Hiring and Imaging Staffing
Radiologist hiring has its own economics. Imaging volume has grown faster than the radiologist workforce, subspecialty reads are concentrated in fewer hands, and teleradiology has made the market genuinely national. A radiologist in one state can read for a hospital in another, which widens your candidate pool and widens your competition at the same time.
If you need to hire radiologists, the search should be built around three questions before it starts: what subspecialty reads are required, what the RVU and turnaround expectations are, and whether the role is on-site, hybrid, or fully remote. Those three answers determine both the pool and the compensation band.
Imaging technologist shortages hit hospitals in a way that shows up on the revenue side quickly, through delayed studies, slower throughput, and downstream authorization and denial problems. Technologist roles are frequently the more urgent hire even when radiologist coverage is the more visible gap.
Radiology roles we recruit
- Diagnostic Radiologist, general
- Neuroradiologist
- Musculoskeletal Radiologist
- Body and Abdominal Imaging Radiologist
- Breast Imaging Radiologist
- Interventional Radiologist
- Pediatric Radiologist
- Nuclear Medicine Physician
- Teleradiologist, remote and hybrid
- Radiology Medical Director and Section Chief
Imaging technologist and support
- Radiologic Technologist (RT)
- CT, MRI, and Ultrasound Technologist
- Mammography Technologist
- Nuclear Medicine Technologist
- Interventional and Cath Lab Technologist
- Radiation Therapist
- Imaging Manager and Director
Allied Health
Allied Health and Clinical Support Staffing
The roles that keep units, labs, and therapy departments moving.
Respiratory Therapist
PT, OT, Speech-Language Pathologist, and assistants
Medical Laboratory Scientist and Phlebotomist
Surgical Technologist and Sterile Processing Technician
Cardiovascular and EKG Technologist
Dietitian and Clinical Nutrition
Social Worker (LCSW, MSW) and Case Manager
Behavioral Health Technician and Counselor
Revenue Cycle, HIM, and Medical Coding
The VHP Difference
What Makes VHP Different From Larger Nursing Recruitment Agencies
We do not push travel when permanent is the answer
Contract staffing is more profitable for agencies and more expensive for you. We will recommend the model that fits the problem.
Unit-level screening, not license-level screening
An ICU nurse and a med-surg nurse both hold an RN license. However, different environments call for different training and experience.
One partner across the clinical spectrum
Most organizations manage separate vendors for nursing, advanced practice, radiology, and allied health. VHP covers all of it, which reduces vendor management overhead and gives you one accountable contact.
Senior-level attention
Searches are overseen by Audrey Camacho Hernandez, SHRM-SCP, who spent 25 years leading talent operations inside healthcare organizations before founding VHP.
Placed Clinician
What Placed Clinicians Say
FAQ
Hospital Staffing FAQs
What do nursing recruitment agencies do?
Nursing recruitment agencies source, screen, and place registered nurses and nursing support staff into hospital and clinical roles.
That includes verifying licensure and certifications, confirming unit-specific experience and competencies, managing credentialing and facility onboarding requirements, and coordinating offers.
What is the difference between an NP recruiter and a general healthcare recruiter?
An NP recruiter understands the details that determine whether a nurse practitioner placement works: state scope of practice authority, collaborative or supervisory agreement requirements, prescriptive authority, certification body and population focus, and the level of clinical autonomy the role actually offers.
Those factors rarely appear on a resume and are the most common cause of failed NP placements.
How does radiologist hiring differ from other physician searches?
Radiology has a genuinely national market because of teleradiology, so geography constrains the search less than it does for most specialties. Subspecialty read requirements, RVU and turnaround expectations, and on-site versus remote structure matter more.
Defining those three before sourcing prevents most stalled radiology searches.
Can you help hire radiologic technologists as well as radiologists?
Yes. VHP recruits CT, MRI, ultrasound, mammography, nuclear medicine, and interventional technologists in addition to radiologists.
In many facilities the technologist shortage is the more immediate constraint on imaging throughput.
Do you support compact license and multi-state nursing?
Yes. Compact license eligibility is verified during screening and factored into assignment timelines for multi-state organizations.
What is your guarantee on permanent clinical placements?
VHP offers a 90-day replacement guarantee on direct-hire clinical placements.
Tell Us Which Units Are Short
Whether it is one nurse practitioner or an imaging department, start with a conversation about the unit.