MedicalRecruiting.com is a national medical recruiting partner for hospitals, health systems, multi-specialty groups, single-specialty practices, FQHCs, behavioral health platforms, urgent care chains, surgical centers, telehealth companies, dialysis groups, dermatology platforms, orthopedic groups, oncology groups, and academic medical centers. Since 2006 we have placed physicians, nurse practitioners, and physician assistants into permanent positions in every state and every clinical specialty. We work on a contingency-only fee model — no upfront retainers, no monthly minimums, no per-search fees — and back every placement with a 90-day replacement guarantee. Employers can engage our medical recruiters with zero financial risk and evaluate our pipeline against any incumbent firm or in-house talent team head-to-head.
Step 1 — Intake. Every search begins with a 30-minute structured intake call that captures the specific must-haves of the role: practice model, productivity expectations (RVU thresholds, base + bonus, quality and citizenship metrics), call burden and call coverage rotation, partnership track and shareholder economics, sign-on, relocation, loan assistance, CME budget, malpractice coverage, EMR, and any visa or J-1 waiver considerations. We translate that intake into a written search profile our recruiters work against.
Step 2 — Sourcing & screening. Within 7 to 21 days (depending on specialty) we deliver a curated slate of pre-screened, credentialed candidates whose practice interests, geography, family considerations, and compensation expectations match the role. Sourcing combines our active candidate network — more than 1.5 million physicians, NPs, and PAs nationwide — with targeted outreach to passive candidates identified through specialty registries, fellowship pipelines, and referral networks.
Step 3 — Interview coordination & offer. Our recruiters manage every downstream step: interview scheduling, site visit and second-look coordination, structured interview feedback collection, reference checks with prior chiefs and program directors, contract negotiation, and candidate close. We also handle the harder moments — counter-offers, competing opportunities, family relocation hesitations — so nothing surprises the employer in the final weeks before signing.
Step 4 — Credentialing handoff & onboarding. After offer acceptance we coordinate credentialing handoff to the medical staff office, payor enrollment timing, and onboarding through the provider's start date. Every placement carries a 90-day replacement guarantee: if a placed provider departs within 90 days for any reason, we re-run the search at no additional fee.
MedicalRecruiting.com offers both contingency and retained search engagements. Contingency search is the default and the right model for most employers: there is no upfront fee, no retainer, and no commitment — the employer pays only when a candidate accepts an offer and starts. Contingency works well for high-volume specialties, time-sensitive replacement searches, and employers who prefer to engage multiple firms in parallel.
Retained search is appropriate for highly specialized roles where the employer wants exclusive recruiter focus, a guaranteed weekly cadence, and dedicated principal recruiter assignment. Retained engagements typically involve a small upfront engagement fee credited against the placement fee at start, exclusive search rights, and a written service-level commitment on slate cadence and pipeline reporting. We use retained search for executive medical leadership recruiting, hard-to-fill subspecialty roles in rural markets, and confidential replacement searches.
Our medical recruiters are organized by provider type and specialty cluster. Coverage includes:
Hospitals, groups, and platforms choose MedicalRecruiting.com for three reasons: specialty depth, response speed, and risk-free engagement. Specialty depth means the recruiter handling your cardiology search actually understands STEMI call ratios and EP volume expectations; the recruiter handling your psychiatry search understands collaborative care models and IOP / PHP structures; the recruiter handling your dermatology PA search understands medical, surgical, and cosmetic procedural autonomy expectations. That depth is the difference between a slate of resumes and a slate of providers who will actually accept your offer.
Response speed means we deliver our first candidate slate within 7 to 21 days of intake — faster than the industry average — and provide a weekly written pipeline update with active candidates, interview status, and offers in flight. Employers always know exactly where every search stands. Risk-free engagement means contingency-only fees, no upfront cost, and a 90-day replacement guarantee on every placement. Employers can engage our team and evaluate our pipeline head-to-head against any incumbent firm with zero financial commitment.
MedicalRecruiting.com runs active searches in all 50 states plus the District of Columbia. We have deep coverage in every major metro market — Houston, Dallas-Fort Worth, Austin, San Antonio, Phoenix, Las Vegas, Denver, Salt Lake City, Atlanta, Miami, Tampa, Orlando, Charlotte, Raleigh, Nashville, Indianapolis, Columbus, Cincinnati, Cleveland, Pittsburgh, Philadelphia, Baltimore, Washington DC, New York, Boston, Chicago, Minneapolis, St. Louis, Kansas City, Seattle, Portland, San Francisco, Los Angeles, San Diego — as well as deep coverage of mid-size and rural markets where the recruiting challenge is hardest.
Many of our highest-impact placements are in critical access hospitals, FQHCs, and HRSA-designated provider shortage areas where local pipelines are thin and national reach matters most. We routinely place J-1 waiver physicians, H-1B sponsored providers, and rural-track family medicine and psychiatry candidates into communities that conventional staffing firms cannot serve.
MedicalRecruiting.com works on a contingency-fee model — typically 15% to 25% of the placed provider's first-year guaranteed compensation, billed only when the candidate accepts an offer and starts in the role. There are no upfront fees, no retainers, no monthly minimums, and no charges for resumes that do not convert. The exact percentage depends on the specialty, geography, and seniority of the role. Volume employers and exclusive search partners receive volume discounts and exclusive-search rebates.
Our first candidate slate is typically delivered within 7 to 21 days of intake. Time-to-fill from open to start date depends on specialty: high-volume primary care, urgent care, and emergency medicine roles in metro markets typically fill in 30 to 60 days; hospitalist and behavioral health searches typically run 60 to 90 days; subspecialty searches in cardiology, neurosurgery, gastroenterology, MFM, REI, and child & adolescent psychiatry typically run 90 to 150 days due to limited candidate pools and 90 to 180-day notice periods at current employers.
Yes. Every placement we make carries a 90-day replacement guarantee. If a placed provider does not make it through the first 90 days for any reason, we re-run the search at no additional fee. Combined with the contingency-only fee structure, this means employers carry zero risk on a placement that does not work out.
No. The default engagement model is non-exclusive contingency search — employers are free to engage other firms in parallel and we compete on speed, candidate quality, and recruiter responsiveness. For employers who prefer dedicated focus, we offer exclusive search engagements with rebated fees, guaranteed weekly cadence, and dedicated principal recruiter assignment.
The fastest path is to submit a search request through our employer intake form or call our employer line. A specialty-aligned medical recruiter will follow up within one business day to schedule a 30-minute structured intake call, send a written service agreement, and open the search. There is no upfront cost, no obligation, and no fees until a successful placement.