Registered nurses are the backbone of patient care, yet many of the best aren’t actively searching for new jobs. These healthcare workers often work long hours, rarely update online profiles, and rely on trusted networks for career moves, making them difficult to reach through traditional postings.
Hunter connects you with the nursing professionals you can’t find on your own. We help healthcare employers hire registered nurses who bring proven clinical experience and strong patient outcomes. Tap into our quiet-search network and proven registered nurse recruiting agency to hire faster and with confidence that your next RN hire will stay for the long term.
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For most healthcare organizations, hiring a registered nurse requires lots of time and resources. You need someone who can deliver compassionate care, handle high-acuity cases, and work well with your existing team. Internal recruiters are often stretched thin and may not have the capacity to deeply vet every candidate.
Hunter’s recruiters specialize in RN staffing and understand the clinical requirements that matter most. We collaborate with nurse managers and HR teams to define key competencies, confirm licensure, and source nurses with inpatient experience across multiple specialties.
Rooted in connection, we link experienced RNs with healthcare employers. Whether you need a direct hire nursing agency partner or temporary support, we can place roles such as:
Get in touch. Tell us about your open roles, standards of patient care, and facility needs.
We present pre-qualified RNs ready to interview.
Let us handle onboarding so you can focus on patient care.
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 partnered with Hunter to source essential healthcare hires. Serving as a full-cycle staffing partner to support the hospital system’s 90,000+ headcount, we delivered qualified professionals with shorter time-to-fill and improved retention.
Average time-to-fill days
submit-to-interview ratio
healthcare professionals to support critical system-wide initiatives
Hunter connects employers with RN staffing experts who strengthen clinical teams and support high-quality patient care.
Hire full-time nursing professionals with experience in inpatient and acute care settings.
Add contract nurses for unit coverage, census changes, or short-term clinical needs.
Recruit licensed nursing leaders and supervisors who guide care standards and support team retention.
Deliver defined nursing initiatives on time with outcome-based staffing for care teams.
Manage large-scale staffing needs for clinical care teams with centralized workforce oversight.
Simplify onboarding, benefits, and payroll for contract and travel nurses.
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 shortage of registered nurses in the U.S. continues to be one of the toughest workforce challenges in healthcare. Retirements, burnout, and limited nursing program capacity have reduced the supply of qualified RNs. Many experienced nurses are already employed full-time and aren’t actively applying for new roles. As a result, traditional job postings often miss the best candidates. That’s why targeted sourcing and direct outreach through a registered nurse recruiting agency or RN staffing company can help employers reach talent who are quietly open to new opportunities.
Every RN candidate should hold an active, unencumbered state license. Beyond that, hiring teams should confirm certifications aligned with the nurse’s area of practice, such as BLS, ACLS, or PALS for acute care, or CCRN for critical care. Additional verification steps include education (associate or bachelor’s degree in nursing), employment history, and recent clinical competency. Hunter handles full credentialing, reference checks, and license verification, ensuring compliance and readiness for onboarding.
The most reliable way to assess nursing competency is through scenario-based questions and measurable outcomes. Instead of asking about job duties, ask how the nurse handled a high-acuity situation, managed patient loads, or supported their team.
Retention depends on alignment between the nurse’s expectations and the unit’s culture. Matching nurses to the right shift, workload, and pace of care helps prevent burnout and turnover. Once hired, support through mentorship programs, professional development, and consistent scheduling makes a measurable difference in retention rates. Hunter emphasizes culture fit and motivation during the recruiting process, helping employers build teams that are engaged, stable, and focused on delivering quality care.
Hiring timelines depend on the nursing specialty, geographic region, and urgency of the role. High-acuity areas such as ICU, ER, and OR typically have longer search times because of smaller qualified candidate pools. Rural and remote locations may also take more time due to limited local talent and relocation requirements. On average, Hunter fills most RN roles within three to six weeks, with faster turnaround when credentialing and scheduling needs are clearly defined upfront.
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