Hire Innovative helps healthcare employers recruit physicians for permanent roles across the United States. We build targeted searches for hospitals, medical groups, clinics, specialty practices, and healthcare organizations that need provider talent beyond the active applicant market.
Our work is direct hire, not locum tenens staffing. We define the clinical and operating need, contact relevant physicians, discuss the opportunity with interested candidates, and obtain consent before a resume is submitted. The employer remains responsible for final credentialing, license verification, references, background checks, and privileging.
Physician Recruiting at a Glance
| Service | Permanent, direct-hire physician recruiting |
| Coverage | National search with specialty and market targeting |
| Fee | 20% of the hired physician’s first-year salary on contingency |
| Upfront recruiting fee | None |
| Submission standard | Relevant screening, confirmed interest, and candidate consent |
| Replacement protection | 90-day replacement guarantee under the signed agreement |
Physician Searches We Can Support
Front-line provider hiring
Family medicine, internal medicine, outpatient primary care, and related permanent physician searches. Review our focused primary care physician recruiting service.
Hard-to-reach physicians
Specialty searches where clinical focus, patient population, procedures, schedule, call, and referral environment shape the candidate pool.
Medical directors and CMOs
Physician leaders who combine clinical credibility with quality, operations, team leadership, growth, or service-line responsibility. See healthcare executive recruiting.
What Must Be Defined Before Physician Outreach
- Specialty, required board status, active or eligible state license, and any fellowship or procedure requirements
- Care setting, patient population, expected volume, team model, and support resources
- Schedule, call responsibility, coverage model, administrative time, and work-location expectations
- Compensation structure, productivity model, signing support, relocation support, and benefits
- Employment or partnership path, reporting line, first-year expectations, and interview timeline
- Reasons an employed physician should consider this opportunity instead of remaining in the current role
How the Search Works
- Build the search profile. We translate the job description and intake into a practical provider profile, including the clinical requirements and the reasons the opportunity is competitive.
- Map the physician market. We identify relevant physicians by specialty, setting, geography, leadership scope, and other criteria that matter to the role.
- Conduct targeted outreach. We approach prospective candidates with enough context to support an informed discussion while protecting confidential details when required.
- Screen for alignment. We discuss clinical background, current setting, schedule, location, compensation expectations, motivation, and timing. We do not represent this screening as employer credentialing.
- Confirm consent. The physician agrees to representation for the specific opportunity before identifying information is sent.
- Support interviews and closing. We coordinate communication, collect feedback, and help the employer address timing, compensation, relocation, and decision risks.
When a Physician Recruiter Is the Right Model
A direct-hire physician recruiter is most useful when the role is permanent, qualified physicians are not responding to normal postings, or the internal team does not have time to build and contact a full market. If the need is short-term coverage or an immediate locum tenens assignment, use a provider with temporary staffing, payroll, malpractice, and credentialing infrastructure for that model.
Frequently Asked Questions
Does Hire Innovative provide locum tenens physicians?
No. Hire Innovative recruits physicians for permanent direct-hire roles. We do not employ locum tenens providers or place temporary physicians on our payroll.
How much does a physician search cost?
Our standard contingency fee is 20% of the hired physician’s first-year salary. There is no upfront recruiting fee. The signed agreement controls final terms.
Can the search cover more than one state?
Yes. We can run a national search and narrow outreach by specialty, license status, relocation interest, metro area, schedule, and care setting.
Does Hire Innovative credential physicians?
No. We screen for stated alignment and discuss license and board-status information, but the employer and its credentialing partners must complete formal verification, references, background checks, and privileging.
Current Physician Searches
Relevant current openings. These links go directly to the live job posts.