3 Types of Healthcare Recruiting Companies

Aug 28, 2023

Ask the hiring manager at any healthcare facility and they’ll tell you at some point they’ve worked with a third party to fill a provider opening. Our client, Pediatric Associates of Watertown, reported working with six different firms over five years before finding the right pediatrician with Inline. With so much at stake, it’s important to choose the agency that will truly cater to your recruitment needs.

The primary service offered by most recruiting firms is sourcing. But what exactly is sourcing? And how does each firm define it differently? Let us take a look at the three types of recruitment agencies you can hire and what services they typically provide.

Types of Recruitment Agencies:
  1. Retained Firms
  2. Contingency Firms
  3. Databases / Job Boards

1. Retained Search Firms

Retained firms rely on placement fees acquired when you hire a candidate. They may require a retainer fee upfront and they usually charge 30 - 35% of the salary for the placement. This commission-driven model requires a certain level of secrecy throughout the screening process, however. Retained firms typically withhold the facility’s details and vice versa. This is what guarantees them a placement fee. While many retained firms offer a “guarantee period” for placements, these don’t protect you as much as you think:

“For the past 5 years we have had an average of 6 physician recruiters working for us in our search for a pediatrician.  We were able to hire a physician at one point at the cost of $35,000. Unfortunately, the doctor left our practice 2 weeks after the allowed time for a refund or credit.”

Being thorough on the front-end of the sourcing process will not only save you time, but will build you a pipeline of qualified candidates to use in future searches.

2. Contingent Firms

Contingency search firms only look for candidates when their clients need them. And they only get paid when a candidate is hired by their client. Because their work is relatively free until a candidate has been hired, they don’t spend much time and effort beyond basic recruiting and resume submission. So you may find that these candidates lack a cultural match or other important requirements to be the right fit for your facility. 

It’s also important to note that the facility is responsible for handling the recruitment, evaluation, and review of the candidates. So you’ll want to make sure you have the resources in place to manage these efforts. 

3. Database / Job Board

Job boards are a cost effective way to gain exposure to a large quantity of candidates. The problem most in-house recruiters face with job-boards is the lack of screening. Receiving a list of 100 interested candidates is more of a problem than a solution. It becomes the facility’s responsibility to sort through this list. Some job boards have begun offering “customized sourcing.” This is an add on service which you pay for by the hour. However, there are no guarantees the time you purchased will be spent on candidates who match your opportunity—meaning you’ll just have to purchase more hours if your search goes unfilled.

Sourcing at The Inline Group

Inline has always existed to provide you with all the help you may need, without the uncertainty and hidden fees associated with much of our industry. When Inline sources candidates, we market your facility with your branding. Then, our team thoroughly screens for hard skills, soft skills, and company-culture compatibility. We don’t just read through CVs—we build a relationship with candidates to learn who they are and what they want. By the time your team sees your candidate options, they’re ready for the first interview. As a true sourcing partner, we ensure your hiring team only spends time on top-tier hiring responsibilities. 

If you’d like to learn more about Inline’s unique and comprehensive sourcing model, click here to schedule a consultation.


Recruiters, Recruiting Tips


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