Know who you’re
bringing to the team.
A useful introduction connects the requirements of your role with evidence about the person. Here is how we plan to make that happen.
Currently accepting clinic inquiries only. Searches and candidate referrals are not open yet.
Clear expectations.
Considered introductions.
Define the role.
The work, schedule, location, compensation and essential credentials. Agree on written position-specific terms before referrals.
Review the evidence.
Recruiter screening, source-verified credentials, references and documented clinical review, assembled around the actual role.
Make your choice.
Your practice interviews and decides. The person you hire joins your team as your employee.
Two parts of
a careful review.
Recruiter interview
Andrew reviews experience, role fit and availability. The interviewer uses a role-specific guide and verifies the supporting facts.
Documented clinical review
Every candidate must receive a documented clinical review before referral. The reviewer works within their professional scope, with discipline-qualified review where needed. Your team retains its own hiring and clinical-suitability decisions.
Further review when needed
Professional interviews and specialty review follow when the evidence or role requires them. Clinical review does not automatically mean a second interview, and reviewers do not assess beyond their competence.
Evidence your team can use.
Experience & availability
Resume, relevant work settings, role preferences and confirmed availability.
Credentials & checks
Source-verified licenses and required certifications, exclusion checks and professional references.
Review & authorization
Role-relevant screening findings, documented clinical-review conclusions and limitations, and permission to submit for your position.
Your clinic makes the hiring decision and completes its own credentialing, privileges where applicable, and onboarding.
The essentials.
Who employs the person hired?
For clinic direct hire, your practice is the employer. VA subcontract staffing uses a separate DPHC W-2 employment model.
How are fees set?
Each position has a dated written quote and applicable agreement before referral. Fees, payment timing and any replacement terms are set there.
Are candidates charged a fee?
No. Applicants are never charged a recruiting or placement fee.
Start with a conversation.
Tell Andrew about the role, your practice and what a good hire would look like.