Hunter Recruiting connects healthcare organizations with credentialed nurse practitioners who deliver exceptional patient care. Our nurse practitioner recruiters focus on speed, accuracy, and credentials to match each role with professionals who meet your standards.
Through a nationwide network of more than 1.2 million candidates, including 70 percent quiet-search professionals not active on job boards, we help employers hire nurse practitioners faster and with greater confidence. Every placement is supported by our guaranteed contingent search model to ensure quality results and long-term success.
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Each nurse practitioner role requires a specific mix of education, licensure, and clinical experience, yet certifications and specialties often vary across candidates, making it hard to identify the right fit. Internal recruiting teams must also navigate different state regulations for practice authority and prescriptive rights, which can slow down hiring and complicate compliance. This makes for a time-consuming and challenging process to identify qualified NPs who also fit the organization’s culture and care model.
Whether you need temporary nurse practitioner staffing or direct hires, Hunter Recruiting streamlines hiring in a way that outperforms other nurse practitioner staffing companies. We handle sourcing, credentialing, and screening so every candidate meets your standards. With access to quiet-search professionals not found on job boards, we help employers fill NP roles quickly and confidently.
Hunter recruits experienced nurse practitioners across every major specialty, rooted in connection to the clinicians and communities we serve.
Get in touch. Tell us about your patient mix, visit volume, and practice expectations so we can shape your NP hiring plan.
We share NPs with specialty experience, credentialed skills, and the patient-care background your clinic requires.
We coordinate onboarding so your NP can begin seeing patients quickly.
Access to high-quality candidates – Includes 70% passive professionals you will not find on job boards.
Faster time-to-hire – Average 41 days from request to placement.
Better retention – 96% of placements stay 3+ years.
Flexible solutions – Permanent, contract, and project-based staffing.
Risk free – Guaranteed contingent search. Pay only when we deliver.
The Cleveland Clinic relied on Hunter to support ongoing healthcare hiring demands across its system. Working as a full-cycle staffing partner for its 90,000+ workforce, we delivered vetted professionals who reduced hiring delays and supported long-term workforce stability.
Average time-to-fill days
submit-to-interview ratio
healthcare professionals to support Cleveland Clinic health centers across Northeast Ohio
Hunter connects healthcare employers with temporary nurse practitioner staffing and full-time solutions that deliver credentialed talent, faster hiring, and stronger clinical outcomes.
Hire full-time nurse practitioners with experience in primary care, acute care, and specialty settings.
Add contract NPs for patient volume surges, seasonal demands, or temporary coverage.
Recruit advanced practice leaders, NP program directors, and clinical supervisors who support care quality and team development.
Deliver defined clinical initiatives or specialty programs through outcome-based nurse practitioner staffing.
Manage large-scale NP staffing needs with centralized oversight, consistent workflows, and full compliance assurance.
Simplify onboarding, benefits, and payroll for contract or temporary nurse practitioners.
of healthcare candidates
go through Hunter’s two-step quality screening process for technical skills
Average time to fill
from the time a job is posted until a candidate is placed into the role.
of healthcare placements
made by Hunter remains with their employer for 3+ years.
Schedule a consultation to start your search with Hunter Recruiting
The best way to gauge experience is to look at the types of visits, procedures, and patient scenarios the NP handled in previous roles. Asking candidates to share examples of recent cases, acuity levels, and the clinical tasks they performed independently offers insight into their day-to-day skillset. Hunter reviews each candidate’s clinical history in detail so you can feel confident the NP’s background aligns with your position’s complexity.
New graduate NPs can be strong hires, but they typically require structured onboarding, mentorship, and clear expectations. You should ensure your team has the bandwidth to support training. Hunter evaluates whether a candidate’s clinical rotations and preceptorships align with the skills your role requires and supports new hires through onboarding.
You should look for strong clinical judgment, clear communication skills, and comfort with technology-based care. NPs who have experience with virtual triage, remote assessments, and telehealth platforms usually adapt well to remote care models. Hunter screens for both clinical readiness and technical proficiency to ensure safe and efficient telehealth delivery.
Retention improves when expectations are clear, support structures are in place, and communication is consistent. NPs tend to stay longer when they have defined productivity guidelines, access to mentorship, and opportunities for professional development. Hunter focuses on aligning each candidate with the right environment from the beginning so long-term retention is more likely.
You can expect a learning curve, but the degree varies based on the NP’s foundational experience and the complexity of your specialty. Most NP transitions succeed when employers provide clear expectations and a structured orientation. Hunter helps assess whether a candidate has the clinical baseline needed to adapt successfully and what type of onboarding will set them up for long-term success.
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