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

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.

What credentials should I expect from the candidates you send?

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.

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

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.

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

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.

Do candidates pay anything to work with you?

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.

What's the difference between permanent and interim placement?

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.

Who leads Surgical Nurse Recruiter?

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.

Candidate Resources

Your Job Search Done Right

Finding your next surgical services leadership role is not about applying to more jobs. It is about applying strategically, presenting your operational impact clearly, and working with a firm that has access to unlisted opportunities.

Prepare Your Resume

Your resume should speak the language of hospital executives. Highlight your experience and your education — but focus on the things that actually matter. How have you saved or made your hospital money? If you have cut turnover time by a specific number of minutes, say so. If you have increased physician satisfaction by adding a preference card that made surgeons use your facility exclusively, adding 10 new cases per month, describe it. If you have stood up a new service line or brought a robotics program online, put the numbers behind it. We guide you through this process to put you in the best possible spotlight. Numbers get interviews.

Search & Apply Strategically

Browse our active job postings and apply directly for roles that match your experience level. But do not stop there — submit your resume for confidential matching. Many of our highest-level searches are never posted publicly. The right opportunity for you may be one that does not exist on any job board.

Interview Preparation

We share what we know about the facility and the role so you can walk in prepared. That may include OR size, trauma level, case mix, robotic platforms, and the operational priorities the hiring leader has emphasized. We do not always have the full picture, but we pass along what we do know so you can frame your experience around what matters to them. Preparation is the part you control — we help you make the most of it.

Offer & Negotiation

We can assist with the offer and negotiation process. We share what we know about market compensation for surgical services leadership — salary, sign-on bonus, relocation, and benefits — based on the conversations we have with hospital leaders. We do not control what a facility offers, but we can help you understand where a package stands and how to frame your value. You decide what works for you.

Confidentiality First

We never contact your current employer. Your search is private until you decide otherwise.

Strategic Matching

We match you to roles that fit your career trajectory — not just your current title.

No Cost to You

Our services are completely free to candidates. Hospitals pay for our search expertise.

Let Us Find Your Next Role

Submit your resume today. We will reach out confidentially when the right opportunity matches your goals.

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