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.

Employer Resources

Hiring a Director of Women's Care

The right Women's Care leader can reduce your staffing gaps, cut your coverage gap rate, and protect millions in earned revenue. The wrong hire costs you 18 months of stalled progress. Here is how to get it right the first time.

Define Your Operational Needs

Because we recruit exclusively in Women's & Children's Services, the more detail you provide up front, the better we can leverage our expertise to find the right candidate. We have a very focused view of what you are looking for — so tell us about your unit, your goals, and your ideal hire. What bed count and acuity are we matching to? Who does this position report to? How many FTEs will they manage, both direct and indirect? The clearer the picture, the faster and more precisely we can move.

Initiate a Targeted Search

We do not post and pray. We proactively engage passive candidates from our national network — leaders who are currently working, not scrolling job boards. We present your opportunity confidentially to candidates whose experience matches your facility's scale, acuity, and operational challenges. Every outreach is personal, every conversation is confidential.

Review Candidates We've Discussed With

We don't just forward resumes. We sit down with each candidate and have a real conversation about their experience — their comfort with unit staffing standards, their background in staffing workflow design, how they've handled coverage challenges, their familiarity with CMS Conditions of Participation, and their track record retaining staff. We present only the candidates whose experience genuinely aligns with what you told us you need. You review credentials, conduct interviews with our preparation support, and select the best fit for your culture and operational goals.

Facilitate the Offer & Onboarding

We facilitate introductions, support the offer process, and help coordinate onboarding through day one. We know what hospitals budget for Women's Care leadership because we talk to CFOs every day. Our market intelligence ensures your offer is competitive. The hiring decision is always yours — we present the candidate, you make the call.

What We Vet Every Candidate Against

Operational Fluency

Staffing standards and NRP criteria mastery, staffing workflow design, and staffing ratio benchmarking experience.

Regulatory Knowledge

CMS Conditions of Participation, IMM/MOON/DND delivery, Condition Code 44, and QIO appeals management.

Financial Impact

Proven track record in staffing ratio improvement, coverage gap rate improvement, acuity optimization, and maternal-fetal outcome penalty avoidance.

Stop the Post-and-Pray Cycle

Partner with a firm that understands Women's Care operations. Start your search today.

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