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.

Career Development

Christine Eubank 2026-01-15

From Bedside Nurse to Director of Women's & Children's Services: The Leadership Journey

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

I've been recruiting Women's & Children's nurses for over a decade. In that time, I've watched hundreds of L&D and NICU nurses make the leap from bedside to leadership — and I've seen what separates the ones who thrive in a Director seat from the ones who weren't quite ready. The transition isn't just about clinical skills. It's about learning to think in systems instead of individual patients.

As a bedside nurse, you optimize for the patient in front of you. As a Director of Women's & Children's Services, you're responsible for an entire unit's staffing, quality outcomes, physician relationships, and regulatory compliance — all at the same time. That shift in perspective is what separates a strong clinician from a transformative leader.

The nurses who make that transition successfully tend to have a few things in common. They've already started thinking like a Director before they have the title — volunteering to lead rounds, tracking unit metrics, speaking up in committee meetings. They understand that a Director's job isn't just clinical oversight; it's building a team that can hold the line on patient safety even when the unit is short-staffed.

If you're an L&D or NICU nurse thinking about your next move, my advice is simple: start thinking like a leader before you have the title. Volunteer for the hard conversations. Learn the operational side — budgets, staffing models, how your unit's performance is measured. When you can speak the language of the people doing the hiring, you're ready. And when you are, we should talk.

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.

Building a Staffing Model That Retains Women's Care Nurses

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Legal Disclaimer & Limitation of Liability

Women's Nurse Recruiter, a brand of The Clinical Recruiter, is an independent healthcare recruitment and placement facilitator. We are not a medical provider, clinical employer, staffing agency of record, or supervisor of clinical care. All healthcare professionals referred through our services are independent contractors or employees of the hiring facility — not employees, agents, or representatives of Women's Nurse Recruiter or The Clinical Recruiter. We do not direct, train, manage, oversee, or supervise the clinical practice of any referred candidate.

Candidate information, credentials, certifications, and clinical experience presented by our firm are based on candidate-reported data and standard professional reference checks. Primary-source verification of all licenses, certifications, competencies, and clinical privileges is the sole responsibility of the hiring facility. We make no guarantee, warranty, or representation — express or implied — regarding the clinical performance, outcomes, safety, fitness, or error-free conduct of any referred candidate, and we disclaim any liability for clinical decisions, patient outcomes, or negligent acts arising from a placed professional's practice. References to clinical standards, outcomes, or staffing models on this website describe the general nature of the disciplines we recruit for and the candidate-reported experience we screen on — not a representation that any referred candidate will achieve specific clinical results. Use of our referral services does not create a joint-employer, agency, or supervisory relationship. Hiring facilities retain full authority and responsibility for all hiring, credentialing, privileging, supervision, and clinical governance decisions.