A home health care provider needed a certified Registered Nurse for a full-time role. The recruiter wanted qualified candidates without committing to an ongoing staffing arrangement or giving up control of payroll.
MedSquirrels provided a recruitment-focused approach that helped the provider review suitable nursing candidates, interview the best matches, and make the final recruiting decision while keeping its existing payroll process in place.
The Challenge
The provider needed a long-term nurse who could become a reliable part of its clinical team. Short-term and per diem staffing did not match its needs, while managing the entire recruitment search internally could take valuable time.
Long-term nursing need
The provider wanted to hire a full-time Registered Nurse rather than temporary or per diem coverage.
Qualified candidate search
Finding nurses who matched the required experience and were interested in a long-term opportunity was a priority.
Payroll control
The healthcare facility preferred to manage payroll directly rather than adding an hourly staffing arrangement
Staffing cost uncertainty
The provider wanted to understand the recruitment process and associated costs before committing to a candidate.
Onboarding risk
The recruiter needed confidence about the applicant and whether a new hire would be a sustainable fit for the role.
The solution
The provider could review qualified candidates and make the final hiring decision without an upfront recruitment payment, creating a flexible approach with greater financial protection.
MedSquirrels aligned the engagement with the provider’s preference for recruitment-only support, allowing the clinic to retain control of hiring, payroll, and employment operations.
Recruitment-only support
MedSquirrels focused on sourcing and presenting Registered Nurse candidates while the provider retained responsibility for payroll and employment operations.
No upfront recruitment payment
The staffing fee became applicable after the provider selected and hired a candidate, reducing the financial commitment before hiring.
90-day protection
The placement included a 90-day trial and refund protection, helping reduce the risk of an unsuccessful early placement.
Flexible interviews
The provider could choose between remote and in-person interviews based on its recruiting preferences.
The process
Strategic sourcing
The provider shared its requirements, role expectations, employment preferences, and clinical needs. MedSquirrels then began sourcing suitable nursing candidates.
Candidate profile review
Candidate experience and relevant information were presented for review before interviews, helping the provider focus on stronger potential matches.
Structured interviews
The provider selected candidates for interviews and could conduct them remotely or in person as required.
Stress-free onboarding
After choosing a candidate, the provider finalized the employment arrangement directly and continued managing payroll internally.
The results
Full-time registered nurse placement
The provider successfully filled the position with a full-time Registered Nurse.
Candidate review
Suitable candidate profiles were targeted for review within a 3–5 business day timeline.
No upfront recruitment cost
The recruitment process began without requiring an upfront recruitment payment.
Reduced placement risk
The placement included a 90-day protection period, providing added confidence after the hire.
Long-term workforce planning
Recruitment support without requiring the provider to transfer payroll or employment management.
Flexible interviews
Candidates could be interviewed remotely or in person, based on the provider’s preference.
“The provider valued having a recruitment option that kept payroll in its own hands while providing structured support with finding qualified nursing talent. The transparent process, candidate review stage, and 90-day protection gave the home healthcare unit greater confidence in moving forward with a long-term hire.”
founder
Healthcare staffing
Why companies choose MedSquirrels
Healthcare providers need dependable clinical professionals, but every hospital has different staffing and employment requirements.
Applicants with clinical talent
Recruitment support for nurses and other healthcare professionals based on specific role requirements and skills.
Suitable staffing models
Choose what fits you, such as recruitment-only support when payroll is already managed internally, or explore payroll-managed options when more support is needed.
Zero-risk sourcing approach
Review candidate profiles and make the hiring decision before the recruitment fee becomes applicable.
Structured candidate guidance
A defined process helps employers move from job requirements to candidate review, interviews, and hiring with fewer unnecessary steps.
