How do you source qualified Labor & Delivery and NICU nursing candidates?

Women's Nurse Recruiter draws on a national network of maternal-child health professionals who are not actively searching job boards. We reach out directly to L&D RNs, NICU nurses, and Certified Nurse-Midwives who report experience in fetal heart rate monitoring, high-risk OB care, and unit staffing standards.

What credentials do your Labor & Delivery nursing candidates hold?

Our candidates report active RN licensure alongside specialized certifications such as RNC-OB (Inpatient Obstetrics), RNC-MNN (Maternal Newborn Nursing), C-EFM (Electronic Fetal Monitoring), RNC-NIC (Neonatal Intensive Care), NRP, STABLE, BLS, and ACLS. We also refer Certified Nurse-Midwives (CNM), Women's Health Nurse Practitioners (WHNP), and IBCLC Lactation Consultants. Primary-source verification of all licenses and credentials remains the responsibility of the hiring facility.

Why should a health system use a specialized Women's Care recruiter over a generalist firm?

A specialized recruiter screens on reported unit staffing standards, EFM competency, and NICU level matching. We discuss candidates' reported experience with high-risk OB coverage, postpartum hemorrhage bundles, and couplet care, rather than simply filling a vacant clinical seat. We also discuss their experience on physician satisfaction, service lines and inpatient/outpatient volume, employee satisfaction and turnover — including how they managed travelers versus full-timers — and any construction or new service line build-out they've led. Final credentialing and clinical governance stay with the hiring facility.

How fast can Women's Nurse Recruiter fill a Labor & Delivery or NICU role?

Because we maintain a continuously active network of RNC-OB, RNC-NIC, and CNM credentialed professionals, Day 1 of your search is spent reaching out to candidates whose regional, unit-level, and compensation preferences we already know — not list-building. This shortens time-to-fill compared to internal HR or generalist recruiters.

Do candidates pay a fee to work with Women's Nurse Recruiter?

No. Candidate representation is 100% confidential and at no cost to the candidate. Women's Nurse Recruiter is engaged and paid by the hiring hospital or health system. Candidates submit their resume and book a confidential strategy call with Christine Eubank, VP of Recruitment, at no charge.

What is the difference between permanent and interim Women's Care placement?

Permanent placement is a direct-hire search for a long-term Labor & Delivery, Postpartum, or NICU role. Interim placement provides experienced maternal-child health leaders for coverage gaps, leaves of absence, or transitional periods. Women's Nurse Recruiter offers both services nationwide.

What is the Velocity Advantage and how does it support L&D and NICU coverage?

The Velocity Advantage is Women's Nurse Recruiter's continuously active search engine. Internal hospital HR (the Cold Engine) recruits for L&D or NICU leadership only occasionally and starts from scratch. Generalist recruiters (the Wide Net) manage unrelated roles and cannot screen on EFM competency or NICU level matching. Women's Nurse Recruiter (the Active Engine) manages multiple active maternal-child health searches at a given time, so Day 1 is spent reaching out to leaders whose reported experience aligns with your unit — shortening time-to-fill.

Who leads Women's Nurse Recruiter?

Women's Nurse Recruiter is led by Christine Eubank, VP of Recruitment — Women's/Children's/NICU/Pediatrics Leaders. Christine personally reviews every candidate application and books confidential strategy calls. Women's Nurse Recruiter is a brand of The Clinical Recruiter, based in Franklin, Tennessee, serving hospitals and health systems across the United States.

What treatment units does Women's Nurse Recruiter staff?

We place nurses and leaders across the full range of Women's & Children's Services treatment units: Labor & Delivery (L&D), Perinatal and Antepartum units, OB Emergency Departments, OB Operating Rooms (C-Section suites), Postpartum and Mother-Baby units, Newborn Nurseries, NICU (Levels I-IV), and outpatient OB/GYN clinics. Every hospital structures these units differently, and we make no assumptions about staffing models or patient-to-nurse ratios — those are set by each facility's clinical leadership.

Operations & Finance

Christine Eubank 2026-03-20

Acuity and CDI: The Revenue Capture Most Hospitals Miss

VP of Recruitment — Women's/Children's/NICU/Pediatrics

Acuity is not a billing metric. It is a clinical accuracy metric. Acuity measures whether the documented severity of your patients matches the resources you are consuming to treat them. When documentation underrepresents acuity, you lose money — not because the care was wrong, but because the story was incomplete.

The partnership between Women's Care and Clinical Documentation Improvement (CDI) is where this gets fixed. CDI queries physicians to ensure documented Severity of Illness (SOI) and Risk of Mortality (ROM) accurately reflect clinical complexity. Women's Care facilitates the timely transfers between specialty units — ICU to Stepdown to Med-Surg — that ensure high-acuity care is documented and billed at the appropriate level.

Observation-to-inpatient conversion is the hidden revenue leak. A high-acuity patient sitting in observation status who meets inpatient criteria during their stay is a DRG capture opportunity. If nobody is watching, that patient stays in observation, and the hospital bills at the lower observation rate. The right Women's Care leader continuously evaluates these cases and converts them when criteria are met.

Our founder, Chris Monroe, spent years in hospital operations before building this firm — including time as a Hospital CEO. He's seen facilities increase their acuity by 0.1 to 0.15 points simply by tightening the Women's Care-CDI partnership. For a 300-bed hospital, that can translate to $3 to $5 million in additional reimbursement annually. Not from seeing more patients — from documenting the patients you already have more accurately.

When I'm evaluating Director candidates for our hospital clients, I ask about their CDI relationship. Do they attend CDI committee meetings? Do they have a process for flagging observation cases that may meet inpatient criteria? Can they explain the difference between SOI and ROM? If they can speak to those things fluently, I know we have a leader who understands the operational side — not just the clinical workflow.

Christine Eubank

VP of Recruitment — Women's/Children's/NICU/Pediatrics

Christine has spent over a decade recruiting Women's & Children's nurses and connecting them with hospital leadership. She talks with L&D and NICU professionals every day — understanding what they're looking for and matching them with the right opportunity.

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Acuity and CDI: The Revenue Capture Most Hospitals Miss

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