What sits behind a referral.
Before recommending someone, we would look at the work they would do, the experience they bring, and any questions that need follow-up.
- 01The roleCare setting · responsibilities · schedule
- 02The experienceExperience · clinical review · verification
- 03Your reviewReview notes · questions · hiring decision
How we would organize a candidate review.
From the first conversation
to the hiring decision.
Before recruiting begins, we would agree on the role, confirm we can support the work, and put responsibilities in writing. Clinic searches will open after our Nevada employment-agency license is approved.
Define the work
Review the care setting, specialty, schedule, location, credentials, and hiring timeline. Agree on what the role actually requires.
Find local candidates
Look for people whose experience, preferred location, and availability fit the role.
Review experience and credentials
Review the experience and clinical skills needed for the role. Track license, certification, and exclusion checks, including anything still to complete.
Share the review
Give the hiring team the review notes and questions to follow up. The facility makes its own hiring, credentialing, and clinical acceptance decisions.
Experience in context.
Our approach to clinical screening draws on nursing education and specialty-care experience.
We would discuss the patients the candidate has cared for, the complexity of that care, and the responsibilities they have handled.
Specialty and care setting
Relevant experience, patient needs, and the level of responsibility the candidate has handled.
Clinical judgment
Role-specific questions about prioritization, recognizing changes, and knowing when to escalate.
Communication
Examples of handoff, teamwork, and raising concerns, with the reviewer's observations recorded.
Know what still
needs a closer look.
A useful referral explains what was reviewed and what still needs attention.
Clinical evaluation and credential verification are distinct steps. Neither replaces the facility's own credentialing, privileges where applicable, or onboarding requirements.
- Role requirements
- Responsibilities, patient population, schedule, and required credentials.
- Experience and review notes
- Relevant experience, clinical-review observations, and examples of communication and judgment.
- Credential checks
- License checks with the issuing authority, required certifications, and applicable federal exclusion checks (OIG and SAM).
- Still to confirm
- Missing information, checks awaiting completion, and questions for the hiring team's interview or credentialing review.
This example contains no candidate information. The summary would reflect the role and the checks agreed with the client.
Before we begin.
Who employs the person, where they work, and what happens next.
Who would employ the clinician?
For a permanent clinic hire, the clinician would work for the clinic or practice. For a VA contract placement, DPHC would be the W-2 employer. For state healthcare roles, we would agree on the employer and employment terms with the buyer before recruiting begins.
Is this travel staffing?
Our focus is local work. We do not offer rotating travel assignments, housing packages, or travel stipends. Each service page explains the locations we're focusing on and what needs to be in place before work begins.
Are candidates charged a fee?
No. Applicants are never charged a fee. You can send your resume to the recruiting team, even though we have no open positions today.
How are fees and replacement terms agreed?
We would agree in writing on the search, fees, responsibilities, and any terms for replacing a hire before work begins. Clinic searches will open after our Nevada employment-agency license is approved.