Urgent Care & Clinic Staffing
Your clinic is ready for anything. We place medical professionals who are too.
The Stakes
Coverage in Urgent Care Is Binary
One provider short and the location closes for the day. The patients who drove there go to the competitor down the road and a meaningful share of them stay there, so an uncovered shift costs a full day of revenue plus the patient relationships you paid marketing dollars to build.
Coverage
Clinic and Urgent Care Roles We Staff
Providers
- Urgent Care Physician
- Family Medicine and Emergency Medicine Physician
- Nurse Practitioner (FNP, ENP, AGACNP)
- Physician Assistant
- Medical Director, Urgent Care
- Telehealth and Virtual Care Provider
Clinical support
- Medical Assistant (CMA, RMA)
- Registered Nurse and LVN/LPN
- Radiologic Technologist (limited scope and full RT)
- Phlebotomist
- Laboratory Technician
- EMT and Paramedic in clinic settings
Front office and operations
- Patient Service Representative and Front Desk
- Clinic Manager and Site Supervisor
- Regional and Area Operations Manager
- Scheduler and Patient Access Coordinator
- Medical Biller, Coder, and Revenue Cycle Specialist
- Credentialing and Payer Enrollment Specialist
Who We Serve
Facilities We Staff
Urgent care and immediate care centers
Retail and convenient care clinics
Occupational health and employer health clinics
Freestanding emergency departments
Ambulatory and multi-specialty clinic networks
Primary care and family practice groups
FQHCs and community clinics
School-based and mobile health clinics
Telehealth and virtual care operations
Ambulatory surgery centers
Our Process
How Our Medical Staffing Process Works
Map the coverage model, not just the opening
Hours of operation, patient volume by day part, provider-to-MA ratio, x-ray and lab on site, EMR, scope expectations, and how float coverage currently works. The opening you are trying to fill is usually a symptom of the coverage model, and sometimes the model is the thing to fix.
Screen for pace and scope, not just credentials
We ask candidates directly about visit volume tolerance, comfort with undifferentiated presentations, procedural scope including suturing, splinting, and I&D, and their experience with minimal on-site support. Clinicians who overestimate their fit for urgent care leave within months.
Verify credentials and complete onboarding requirements up front
Licensure, DEA, board status, BLS and ACLS, radiology permits where the state requires them, and any payer enrollment needed before the provider can see patients under your contracts.
Build bench depth for multi-site operators
For networks, we develop a per-diem and float pool alongside permanent hiring so a single callout does not close a location.
Support both directions after placement
We follow up with the clinician and the site manager through the first months. Urgent care placements that fail usually fail early, and usually for reasons that were visible in week three.
For Networks
Healthcare Staffing Support for Multi-Site Operators
Operators running multiple locations have a hiring cadence, not a hiring event. VHP supports them with:
- Contract recruiters embedded during de novo expansion or acquisition integration
- Float pool and per-diem bench development so callouts and leaves do not close locations
- Talent pipeline development for the roles that turn over predictably, particularly medical assistants and front office
- Standardized hiring process design, including scorecards, interview structure, and offer consistency across sites
- Regional and executive leadership search for area managers, directors of operations, and medical directors
The VHP Difference
What Makes VHP Different as a Medical Recruiter
We staff the whole clinic
Most operators juggle one vendor for providers, another for clinical support, and internal hiring for front office. VHP covers all three, which removes vendor overhead and gives you one accountable relationship.
We will tell you when the problem is not recruiting
Sometimes a persistent vacancy is a compensation problem, a scheduling problem, or a site management problem. Filling it repeatedly does not fix it. A recruiter paid per placement has no incentive to say that. We do.
Operational background, not just recruiting background
Audrey Camacho Hernandez spent 25 years leading talent operations inside healthcare organizations including Optum, Landmark Health, AmeriWound, and Didi Hirsch Mental Health Services. She has run hiring under real budget and coverage constraints.
Community and safety-net clinic experience
FQHCs and community clinics compete for the same clinicians as better-funded systems, with a different value proposition. Making that case credibly is a specific skill.
Testimonials
What Clinic Leaders Say
FAQ
Medical Staffing FAQs
What does a medical recruiter do?
A medical recruiter sources, screens, and places clinical and administrative staff into healthcare facilities.
That includes defining the role with the hiring team, sourcing candidates directly, verifying licensure and certifications, coordinating interviews, managing offers, and supporting onboarding and credentialing through the first day.
What is the difference between medical staffing and medical recruiting?
Medical staffing generally refers to temporary, per-diem, or contract workers who remain on the staffing agency’s payroll. Medical recruiting refers to finding candidates for permanent roles on your own payroll.
Can you staff an entire urgent care location?
Yes. VHP staffs providers, clinical support, and front office, including de novo openings where a full team is needed before launch.
New site openings need a longer runway than backfills, so timeline planning should start well before the target open date.
Do you provide per-diem and float coverage?
Yes. For multi-site operators, VHP builds a per-diem and float bench alongside permanent hiring so a single callout does not close a location.
How quickly can you fill an urgent care provider shift?
It depends on market, licensure status, and whether the provider is already credentialed with your payers. Facilities that maintain a pre-cleared per-diem bench fill fastest, which is exactly why we recommend building one.
VHP gives an honest, market-specific estimate at intake.
Do you recruit medical assistants and front office staff, or only clinicians?
Both. Medical assistant and front office turnover drives provider frustration and patient wait times more than most operators track. These roles are often the higher-leverage hire.
How much does medical staffing cost?
Permanent placements are generally billed as a percentage of first-year compensation. Per-diem and contract coverage is billed at an hourly rate. Embedded contract recruiting is priced monthly.
VHP scopes and quotes each engagement before beginning work.
Do you work with single-location clinics or only networks?
Both. Single-site clinics typically engage on permanent placement. Multi-site operators more often benefit from embedded contract recruiting.
Talk to a Medical Recruiter About Your Clinic
Whether you need one provider, a float bench, or a hiring process that works across every location.