Question 1

How do you find candidates who aren't even looking?

Accepted Answer

Most of the directors we place aren't looking. We know who they are because we've been talking to them for years. When your seat opens, we don't post it on a job board and hope — we pick up the phone and call the three or four people who fit, and see who's ready to move.

Question 2

What credentials should I expect from the candidates you send?

Accepted Answer

It depends on the seat. A Director of Surgical Services typically holds a BSN with CNOR behind their name. OR Managers and PACU leaders carry CNOR or CPAN. Surgical Techs hold CST. We also look at what they've actually done — robotic programs they've stood up, turnover minutes they've cut, satisfaction numbers they've moved. The credential gets them in the room. The track record is what we ask about.

Question 3

Why not just use our internal HR team or a generalist agency?

Accepted Answer

Your internal team recruits for surgical leadership once every few years and starts from scratch each time. A generalist recruiter is juggling IT, finance, and nursing roles in the same week — they can't tell you the difference between a CNOR and a CST. We run six to twelve surgical searches at any given time. That's all we do, so we know the market, the going rates, and who's open to a move.

Question 4

How fast can you actually get someone in front of us?

Accepted Answer

The Director of Surgery market is one of the most competitive in healthcare right now — strong leaders are rarely sitting idle, and the ones who are open to a move get picked up fast. We don't promise a specific timeline because every search is different, but we don't start from zero. We already know who fits your OR volume, trauma level, and case mix, so Day 1 is spent reaching out, not building a list. From there, how quickly someone lands in front of you depends on the market, the candidate's situation, and how fast your team can move on interviews.

Question 5

Do candidates pay anything to work with you?

Accepted Answer

No. The hiring hospital or health system covers the fee. Candidates submit a resume and book a confidential call at no cost. We represent the candidate to the employer — they never pay us.

Question 6

What's the difference between permanent and interim placement?

Accepted Answer

Permanent placement is a direct-hire search for a long-term leadership role — your next Director of Surgical Services. Interim is a short-term fix: an experienced leader who steps in for a leave, a gap, or while you run a permanent search. We handle both, for hospital ORs and ambulatory surgery centers.

Question 7

Who leads Surgical Nurse Recruiter?

Accepted Answer

Surgical Nurse Recruiter is led by Chris Monroe, Founder & CEO. The firm is a division of The Clinical Recruiter, based in Franklin, Tennessee, serving hospitals, health systems, and ambulatory surgery centers across the United States.

Surgical & Perioperative Leadership Jobs

Nationwide Leadership Searches

Director & Executive Leadership

Admin Director Surgical Services

Director of Surgical Services

Director Surgical Services

Director Surgical Services

Director of Procedural and Surgical Services

Director of Surgical Services

Director of Surgical Services

Director of Cardiovascular Services

Nursing Director Surgical Services

Manager

Manager of Surgical Services

PACU Manager

Assistant Nurse Manager, Operating Room (RN, BSN)

Nurse Manager - Surgery

Supervisor & Team Lead

Supervisor Sterile Processing

Staff & Clinical Roles

Nurse Manager, Cardiac Cath Lab RN

CVOR RN

RN OR Service Line Lead

Registered Nurse Surgery

Certified CVOR Surgical Technologist

OR Tech 2 (Tier 2)

Special Procedures Technologist

OR RN

Cardiovascular Technologist

Cath Lab Tech

Registered Nurse RN Open Heart (CVOR RN)

Cardiac EP Technologist (Electrophysiology Tech)

RN Manager Surgery

CVOR Tech 3 (Tier 3)

Cardiovascular Cath Lab RN

Surgery Center Administrator

Vice President Surgical Services

RN Cardiac Cath Lab

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