Hire Innovative recruits nurse practitioners for permanent roles with healthcare employers across the United States. We support practices, clinics, medical groups, hospitals, behavioral health organizations, and healthcare services companies that need targeted access to advanced-practice providers.
This is a direct-hire recruiting service. We do not operate a temporary nursing pool, employ travel clinicians, or provide payroll for contract assignments. Our role is to define the search, reach relevant candidates, screen for practical alignment, confirm interest, and obtain candidate consent before submission.
Nurse Practitioner Search Model
| Service | Permanent nurse practitioner recruiting |
| Coverage | National search narrowed by population focus, setting, license, and market |
| Fee | 20% of first-year salary on contingency |
| Upfront recruiting fee | None |
| Candidate process | Targeted outreach, screening, interest confirmation, and consent before submission |
Nurse Practitioner Roles We Can Target
Family and adult care
Family nurse practitioners, adult-gerontology primary care nurse practitioners, and advanced-practice providers supporting outpatient access and continuity.
Focused clinical practice
Psychiatric mental health, pediatric, women’s health, oncology, cardiology, urgent care, and other searches where population focus and setting experience matter.
Hospital and complex care
Acute care nurse practitioners and advanced-practice roles with schedule, call, procedure, rounding, or service-line requirements.
Define the Clinical Model Before Recruiting
- Population focus, specialty, care setting, patient acuity, and expected visit or case volume
- Required state license, board certification, prescribing requirements, and any controlled-substance expectations
- Schedule, weekends, call, telehealth mix, travel, rounding, and work-location requirements
- Independent or collaborative practice expectations under applicable state law and employer policy
- Physician support, nursing support, onboarding resources, documentation systems, and administrative workload
- Base compensation, productivity or quality incentives, benefits, continuing education, relocation, and start-date needs
How We Screen Interested Candidates
We discuss population focus, care setting, scope of responsibility, schedule, license status, compensation expectations, location, start timing, and reasons for considering the role. We also explain the opportunity as it has been presented by the employer. This first-stage screening helps the hiring team focus its time, but it does not replace formal license verification, sanction checks, references, background screening, or clinical credentialing.
A Practical Direct-Hire Process
- Intake: clarify the patient need, scope, schedule, credentials, compensation, location, and interview process.
- Market mapping: build a candidate pool around the correct population focus and setting instead of using the title alone.
- Outreach: contact qualified nurse practitioners with a clear, credible reason to discuss the role.
- Screening: identify alignment and potential concerns before the employer invests interview time.
- Consent: submit identifying information only after the candidate agrees to be represented for the opportunity.
- Closing: support feedback, interviews, offer communication, notice timing, and start-date planning.
Employers hiring registered nurses or licensed practical nurses should use our RN and LPN recruiting service. Broader provider searches can start with our national healthcare recruiting service.
Frequently Asked Questions
Does Hire Innovative provide temporary nurse practitioner staffing?
No. We recruit nurse practitioners for permanent direct-hire positions. Employers that need temporary or travel coverage should use a staffing provider built for that employment model.
Can you recruit a specific nurse practitioner specialty?
Yes. The search can be narrowed by population focus, certification, clinical setting, procedures, schedule, license status, and geography.
How much does nurse practitioner recruiting cost?
Our standard contingency fee is 20% of the hired candidate’s first-year salary. There is no upfront recruiting fee, and final terms are stated in the signed agreement.
Related Nursing Searches
Relevant current openings. These links go directly to the live job posts.