Hire Women's Care Leaders for Your L&D and NICU Units
We refer RNC-OB, RNC-NIC, CNM, and WHNP credentialed Directors, Managers, and front-line clinicians who understand the clinical weight of every delivery, every high-risk antepartum case, and every NICU admission. Referred candidates report experience with staffing standards, EFM competency, and couplet care. The hiring facility retains all authority over hiring, credentialing, and clinical supervision decisions.
A Niche Firm. A National Network. Zero Guesswork.
We do not dabble in Women's Care. It is all we do. That focus gives us a national network of passive maternal-child health candidates your internal HR team and generalist recruiters simply cannot reach.
100% Women's Care Focus
We recruit exclusively for Labor & Delivery, OB, Postpartum, and NICU roles. No IT, no pharmacy, no physical therapy. Every conversation, every relationship, and every search is focused on your discipline.
Passive Clinical Network
The best L&D and NICU nurses are not on job boards. They are already working. We know who they are, where they are, and what it would take to move them — before your seat even opens.
Speed-to-Fill
Because we are always recruiting in this space, Day 1 of your search is not spent researching — it is spent reaching out to clinicians we already know. That is how we fill seats faster and support your unit coverage.
We talk to L&D and NICU nurses every day — not once every few years
We screen on candidate-reported EFM, staffing standards, and NICU level matching
We know regional, unit-level, and compensation preferences upfront
Every search starts warm — no cold list-building delays
We screen on candidate-reported RNC-OB, RNC-NIC, C-EFM, and NRP credentials
We aim to reduce time-to-fill so your unit can maintain coverage
What We Screen For
Every candidate we refer is screened against the core pillars of a modern Women's Care and Maternal-Child Health department. Here is what that looks like in practice.
Unit Throughput & Shift Fill
Leaders who report experience managing LDRP throughput and labor staffing standards, and keeping high-risk OB coverage gaps closed during delivery surges.
Electronic Fetal Monitoring (EFM)
Candidates who report fluency in C-EFM competency, fetal heart rate interpretation, and interdisciplinary escalation when strip patterns raise concern.
High-Risk OB & PPH Protocols
Leaders who report experience with postpartum hemorrhage (PPH) bundle readiness, obstetric emergency response, and Condition H escalation across the L&D unit.
Postpartum & Couplet Care
Experts in mother-baby couplet care, lactation support pathways, and newborn transition protocols.
NICU Level Competency Matching
Directors who report experience matching NICU level (II–IV) acuity to staffing competency, high-frequency ventilation readiness, and VLBW cooling protocols.
Staffing Standards Alignment
Leaders who report experience with nurse-to-patient staffing standards, NRP/STABLE programs, and maternal safety bundles.
Physician Satisfaction & Service Lines
We discuss the candidate's experience on physician satisfaction, service lines, and inpatient/outpatient volume — so you know how they've partnered with OB groups and managed unit growth.
Employee Satisfaction & Turnover
We discuss their experience with employee satisfaction and turnover — including how they balanced travelers versus full-timers, retained staff, and built stable teams.
Construction & New Service Line Build-Out
We discuss their experience with construction projects and new service line build-outs — from opening a new LDRP suite to launching a higher-level NICU.
Our Recruitment Process
Four steps. Zero guesswork. Every search starts with understanding your unit's specific staffing pain points.
Discovery
We learn your unit's delivery volume, NICU level, current staffing gaps, EFM competency baseline, and the specific coverage needs you need this hire to close.
Sourcing
We proactively engage passive candidates from our national network — L&D RNs, NICU nurses, and CNMs who are not on job boards but are open to the right confidential opportunity.
Screening
We screen on candidate-reported EFM, NRP, staffing fluency, high-risk OB experience, and NICU level. We also discuss their experience on physician satisfaction, service lines and inpatient/outpatient volume, employee satisfaction and turnover (travelers vs full-timers), and any construction or new service line build-out. Professional reference checks are conducted. Primary-source verification remains the hiring facility's responsibility.
Placement
We refer culturally aligned candidates with reported results. We facilitate introductions and support the offer process — but you conduct the final interviews, credentialing, and make the hiring decision. Your organization, your call.
Every Open L&D or NICU Seat Strains Your Coverage
A vacant Labor & Delivery or NICU role stretches your remaining staff thin, widens staffing gaps, and delays high-risk OB coverage. Let us refer the clinician who can help close the gap.